Google gadgets expected to be announced today
Google has teased at something occurring on October 4 – otherwise known as today – with simple adverts hinting at at least one new type of smartphone.
It seems logical for Google to release a rival to the iPhone 7, and yesterday, UK phone retailer Carphone Warehouse slipped up by releasing an early image of the Pixel. The site also specified that the phones would have unlimited photo storage and would run on Android Nougat with AI assistant Allo.
Here are some of the other gadgets expected to be announced later today:
The Chromecast devices are a range of dongles enabling the playing of music or video on any applicable system via internet streaming. These have been available since 2013, but the Ultra is expected to include many more features than its predecessors, which will be reflected in the higher price.
Home is Google’s alternative to the Amazon Echo; it’s a WiFi speaker and home assistant, with four lights at the top in the Google colors which allow the user to interact with it. Eventually, it’s expected that the Google Home will act as a hub to communicate with other gadgets, integrating your household. Cool, right?
Pixel 3 Notebook
Alongside the Pixel phone comes the alleged unveiling of the Pixel 3 notebook, expected to actually be available next year. It is assumed that the laptop will be high quality for a mid-range price, and will feature the new operating system – Andromeda.
What let last year’s Google Pixel C tablet-notebook hybrid was its operating system. Now, Android is being replaced by Andromeda, a combination of Chome and Android which cherry-picks the best of both. Assuming Andromeda is a success, it will undoubtedly be used for all future Google Android devices and notebooks, and it has even been reported that it’s being tested on the Nexus 9 which bodes well.
Which of Google’s latest offerings are you most looking forward to?
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How changing your company's software code can prevent bias
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.