HTC Unveils Rezound - The 1st US Phone with Beats Audio
When was the last time you recreationally listened to music on an Android phone? We mean, really listened to it, reveling in your phone’s sound quality and clarity? Sure, you may plug a pair of headphones into your smartphone’s audio jack from time to time, but smartphones are not largely known for featuring sensational entertainment audio quality.
HTC is looking to change that landscape with Rezound—its gift to music-loving smartphone fans that delivers “thundering bass, soaring midrange and crisp highs.”
From the outside, the Rezound isn’t a huge departure from what’s already on the market, but it is the first HTC smartphone to feature an HD 720p display and has a 4.3-inch super-LCD screen.
Progressive download technology allows users to watch videos before they finish downloading and Rezound’s 1.5GHz dual-core processor stands up to high media demands.
Sure, HTC already has a bevy of sleek and attractive smartphones in its arsenal, but none of those other phones come with the instant street cred of Beats audio and no other phone on the market comes with a pair of Beats headphones.
Beats audio technology, developed by rapper Dr. Dre and Interscope Records Chairman Jimmy Iovine, aims give consumers access to advanced, studio quality sound and allow them to hear its details and dynamics as artists and producers do.
“HTC fully recognizes the destruction to audio caused by the digital revolution. It embraces our vision to repair this ecosystem and bring the feeling from the recording studio to the smartphone,” said Iovine in a press release about the Rezound. “This is only the beginning of our plan to fix how music is delivered.”
There has been a flurry of speculation and leaks surrounding the Rezound (previously codenamed Vigor) ahead of its release, but HTC announced that will be sold exclusively by Verizon starting November 14.
In all, this has been a fantastic week for Taiwan-based HTC Corp. Tuesday, California-based research firm Canalys declared that HTC is the largest smartphone vendor in the US. HTC earned 24 percent of the market in the third quarter, followed by Samsung’s 21 percent, Apple’s 20 percent and RIM’s 9 percent.
Additional HTC Rezound Technical Features:
Mobile hotspot capability
Android 2.3 (Gingerbread) operating system
Upgrade to Android 4.0 (Ice Cream Sandwich) in early 2012
16 GB of on-board memory, 1GB of DDR2 RAM
Pre-installed 16GB microSD memory card
8-megapixel camera with autofocus, dual LED flash and an f/2.2 and 28 mm wide-angle lens with BSI sensor
1080p camcorder with integrated effects and slow-motion capture
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.