May 19, 2020

Google Finally Launches Chrome on Smartphone

Google Chrome
Bizclik Editor
2 min
Google Finally Launches Chrome on Smartphone

Remember the awful, sluggish, confined days when Netscape and Internet Explorer were our only options for web browsing? The future has brought us many brilliant inventions—deep fried Twinkies, Snuggies—but none may be more immediately gratifying than the turbo speed, and clean browsing experience of Google Chrome. Finally, after thousands of years of cultural evolution, Google has finally released their much esteemed smartphone Chrome browser on Tuesday.

While the browser is still in its beta version mode, and restricted to the Android platform (big surprise) it is thrilling for those Android-boasting webophiles who are so lovingly attached to the streamlined, effortless design of Google Chrome’s sleek interface. But what about those other people? Those sad peons stuck with a non-Android smartphone, are they not worthy of such a pleasurable browsing experience, or at least the option of choosing which application to use?

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Fear not oh-afraid-ones, Google hopes to soon launch their cherished browser across all smartphone platforms. This move will defy all current trends in the smartphone industry, as major industry companies like Apple, have made fortunes off of monopolizing user apps, and walling-off any potential competition.

A spokesperson for Google claimed that it is good-ol-fashion innovation that is spurring the company’s generosity, claiming, ““We’re really excited about the potential to push the boundaries of what is possible on the mobile web.”

The spokesperson went on to say, “Since the initial launch of Chrome [in 2008], we’ve been focused on spurring innovation on the web and creating a more modern browser. The natural evolution is to bring this experience to the mobile web.”

Wow, the integrity of Google against the tight-fisted miserly nature of Apple seems like a low-ball PR move. That sort of outlandish competitive equality may have been charming when the company was an underdog, but the impressive success of their Android phones--which continuously threaten to push Apple off its ivory cased tower-has made Google a verifiable Mobile Kingdom Emperor to be reckoned with.

Apple better step-up their congeniality game, Google is not only offering users everything they want and more, they are remaining tactful while doing so.

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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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