May 19, 2020

The iPhone 6 goes into production in May

Apple
Tim Cook
iPhone
Samsung
Bizclik Editor
2 min
The iPhone 6 goes into production in May

The iPhone rumor mill is churning once again after reports suggest that Apple suppliers could begin mass producing displays for the next iPhone as early as May. The latest in the iPhone family (iPhone 6) is expected to launch this autumn. It is believed that the first devices will have a 4.7-inch screen, however a larger 5.5-inch version is also in the pipeline according to supply chain sources.

The sources, which could not be identified, revealed that Japan Display Inc., Sharp Corp., and South Korea’s LG Display Co. Ltd. have all been earmarked to produce the new screens. Representatives from the three suppliers and for Apple declined to comment on the revelation.

SEE MORE: Tesla plans to debut cheaper 'Model E' in 2015

The newly proposed iPhone 6 screens will be larger than the existing 4.0-inch screens currently used on the iPhone 5C and iPhone 5S models.

If the sources are correct, the larger screen suggests that Apple is feeling the pressure from rival companies such as Samsung, which has been producing larger screened devices for some time. It is fair to suggest that Apple CEO Tim Cook will be feeling increasing pressure amid demands from consumers for the tech pioneer to once again revolutionize the gadget industry. 

Apple's shares have weakened below $600 since November 2012, in part because of worries about smartphone market saturation and its ability to stay at the forefront of tech innovation.

The new iPhone 6 screens are expected to use in-cell touch panel technology, which will be built directly into the screens, allowing for thinner construction. The same technology currently used with the iPhone 5.

SEE MORE: Microsoft's new 'head of Xbox' promises 'incredible new chapter' for gaming

However there are reports that Apple is facing difficulties with in-cell production technology for the larger 5.5-inch size. Due to this, a decision was made to begin mass production with the 4.7-inch version alone, said a source.

Production of 5.5-inch screens is expected to start several months later, with the possibility of a shift to a film sensor instead of in-cell technology for that size, the source said.

Japan Display will be the first supplier to start production at its flagship plant at Mobara, east of Tokyo, as early as May. The others are due to begin output around June.

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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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