May 19, 2020

$1.7 Million in BlackBerry Playbooks Stolen

BlackBerry PlayBook
Bizclik Editor
2 min
$1.7 Million in BlackBerry Playbooks Stolen


It has been reported in Indiana that a theft of $1.7 million, approximately 5,000, BlackBerry PlayBooks occurred sometime last Thursday. The PlayBooks were stolen while the Ontario-based driver was on a break at a truck stop, RIM, the BlackBerry PlayBook maker, gets more bad news right before the holidays.

The shipment included 22 pallets of BlackBerry Playbook tablets that were en route from the Bright Point Distribution centre in Plainfield, Indiana to Ontario, Canada.

“The theft appears to have been meticulously planned and suspect the tablets may be headed for re-sale somewhere in Florida, a common destination for stolen electronics,” said Chesterfield, Indiana Police in a statement.

The truck has already been recovered in Indiana, but unfortunately without its trailer and shipment. The Police have contacted the FBI Indianapolis office to collaborate on the investigation. Anyone with information should report directly to the police.



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This news for RIM is just another disappointment in an unfortunate year. Launching the BlackBerry Playbook in April of 2011 to bland reviews, the tablet did not reach RIM’s expected sales figures. The tablet’s lack of sales caused RIM to take a $485 million hit in an effort to reduce prices on the technology.

What, surprisingly, has been common this year for RIM is BlackBerry theft. Previously this year, $1 million in BlackBerry smartphones were stolen from a Mississauga, Ontario warehouse. Interestingly enough, it seems, thieves must still believe in the potential for RIM’s technology as we can only assume they hope to sell the stolen product. 

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Jun 12, 2021

How changing your company's software code can prevent bias

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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