May 19, 2020

Facebook Stock Tumbles as Investors 'Unlike' Its Debut (Infographic)

Facebook
stock market
Technology
Infographics
Bizclik Editor
2 min
Facebook Stock Tumbles as Investors 'Unlike' Its Debut (Infographic)

 

Today marks Facebook’s second day of trading as a public company and according to several investors, the outlook for Facebook stock looks unfriendly.

As of 10:40 am in New York, Facebook shares dropped 11 percent down to $33.88. At the close of Facebook’s first day of trading, stock had changed little, rising to $38.23 from an offer price of $38.

The plummet is Facebook’s burden to bear alone, as the broader market actually gained—the Dow Jones industrial average gained 43 points while the S&P 500 added five points and the Nasdaq seven.

Today’s performance has left some investors, particularly those hoping for early increases and profits, less than impressed with Facebook’s highly anticipated public appearance.

 “Investors are clearly recognizing the risks embedded in the stock,” said Pivotal Research Group LLC analyst Brian Wieser. “It’s just been priced for perfection at the IPO price, and that’s clearly unrealistic.”

Here are some other analyst thoughts about Facebook Inc.:

Michael Pachter, Wedbush Securities analyst:

“The late addition of 84 million shares to the offering overwhelmed demand, limiting the first day price…There are only so many people that are going to buy into a hyper-growth story.”

Francis Gaskins, IPOdesktop.com president:

“It looks like they’re through spending their own money to support the price. Shareholders are lined up at the gate—they want out.”

Lisa Buyer, Class V Group venture capitalist:

“What is important is how much money Facebook raised and at what valuation, rather than what sort of Day One, short-term frenzy may or may not have occurred. North of $100 billion—actually, anywhere near $100 billion—is a more than respectable consideration for a company with Facebook’s underlying fundamentals.”

Brian Wieser, Pivotal Research Group analyst:

“Investors are increasingly aware of the risk embedded in the stock price. There are real concerns about growth and advertisers’ frequent lack of certainty about how best to use Facebook, along with rising costs and ongoing acquisition risk.”

Mark Siegel, Menlo Ventures investor:

“I’m kind of glad there wasn’t a big pop. Had this thing traded up 50 percent, it would just make the bar that much higher in terms of what the company has to deliver in revenues to avoid disappointing investors.”

Craving more info about Facebook and its record-breaking IPO? This handy MBAOnline infographic spells out everything you need to know:

Facebook MBA: Behind the IPO Everyone's Talking About


Created by: MBAOnline.com

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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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