May 19, 2020

$1 Million in BlackBerry Smartphones Stolen

blackberry
RIM
Research In Motion
BlackBerry Torch
Bizclik Editor
2 min
$1 Million in BlackBerry Smartphones Stolen

 

Last weekend, thieves made off with around $1.1 million in BlackBerry smartphones. Happening sometimes between August 19th and 20th, suspects stole from a Mississauga warehouse.

According to the Peel Regional Police, thieves entered the warehouse and stole three skids of packaged smartphones which results in 2,700 phones stolen. The BlackBerrys in question are described as white or grey BlackBerry  Torch 9810s. Of the stolen phones it is speculated that 900 are grey and 1800 are white.

Peel Regional Police say there is no suspect information at this time.

The phones' Identification and PIN numbers from the stolen phones have been recorded by the police. Those found with the stolen phones in their possession will be charged with a criminal offense.

The BlackBerry Torch 9810 is a touch screen smartphone with slide-out keyboard, the first BlackBerry to feature the combination Querty keyboard and full touch screen experience. Featuring a 5 MP camera with flash and 720p HD Video recording, the phone provides ease of use when capturing fun moments. Offering consumers the BlackBerry 7 OS, and 8GB of memory, the phone has been successful on the market.

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RIM’s recent volatility in the marketplace has been an issue for investors and consumers alike. The BlackBerry 7 OS, included on the BlackBerry Torch 9810 may be a saving grace.

“With the launch of BlackBerry OS7, RIM’s new portfolio will benefit from a number of enhancements. Particular attention has been paid to further improving web browsing, incorporating HTML5 capabilities, and to a usability with a range of improvements to the user interface that have improved the overall BlackBerry experience. The support of NFC in the new OS7 should not be under estimated. It is an acknowledgement of the importance of this feature to RIM’s operator partners, and it is an area in which Canalys expects to see significant activity and growth in 2012," said Pete Cunningham, Principal Analyst, Canalys.

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Jun 12, 2021

How changing your company's software code can prevent bias

Deltek
diversity
softwarecode
inclusivity
Lisa Roberts, Senior Director ...
3 min
Removing biased terminology from software can help organisations create a more inclusive culture, argues Lisa Roberts, Senior Director of HR at Deltek

Two-third of tech professionals believe organizations aren’t doing enough to address racial inequality. After all, many companies will just hire a DEI consultant, have a few training sessions and call it a day. 

Wanting to take a unique yet impactful approach to DEI, Deltek, the leading global provider of software and solutions for project-based businesses, took a look at  and removed all exclusive terminology in their software code. By removing terms such as ‘master’ and ‘blacklist’ from company coding, Deltek is working to ensure that diversity and inclusion are woven into every aspect of their organization. 

Business Chief North America talks to Lisa Roberts, Senior Director of HR and Leader of Diversity & Inclusion at Deltek to find out more.

Why should businesses today care about removing company bias within their software code?  

We know that words can have a profound impact on people and leave a lasting impression. Many of the words that have been used in a technology environment were created many years ago, and today those words can be harmful to our customers and employees. Businesses should use words that will leave a positive impact and help create a more inclusive culture in their organization

What impact can exclusive terms have on employees? 

Exclusive terms can have a significant impact on employees. It starts with the words we use in our job postings to describe the responsibilities in the position and of course, we also see this in our software code and other areas of the business. Exclusive terminology can be hurtful, and even make employees feel unwelcome. That can impact a person’s desire to join the team, stay at a company, or ultimately decide to leave. All of these critical actions impact the bottom line to the organization.    

Please explain how Deltek has removed bias terminology from its software code

Deltek’s engineering team has removed biased terminology from our products, as well as from our documentation. The terms we focused on first that were easy to identify include blacklist, whitelist, and master/slave relationships in data architecture. We have also made some progress in removing gendered language, such as changing he and she to they in some documentation, as well as heteronormative language. We see this most commonly in pick lists that ask to identify someone as your husband or wife. The work is not done, but we are proud of how far we’ve come with this exercise!

What steps is Deltek taking to ensure biased terminology doesn’t end up in its code in the future?

What we are doing at Deltek, and what other organizations can do, is to put accountability on employees to recognize when this is happening – if you see something, say something! We also listen to feedback our customers give us and have heard their feedback on this topic. Those are both very reactive things of course, but we are also proactive. We have created guidance that identifies words that are more inclusive and also just good practice for communicating in a way that includes and respects others.

What advice would you give to other HR leaders who are looking to enhance DEI efforts within company technology? 

My simple advice is to start with what makes sense to your organization and culture. Doing nothing is worse than doing something. And one of the best places to start is by acknowledging this is not just an HR initiative. Every employee owns the success of D&I efforts, and employees want to help the organization be better. For example, removing bias terminology was an action initiated by our Engineering and Product Strategy teams at Deltek, not HR. You can solicit the voices of employees by asking for feedback in engagement surveys, focus groups, and town halls. We hear great recommendations from employees and take those opportunities to improve. 

 

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