May 19, 2020 launches . . . Learn what this innovating website can do for your legal needs

Cutter Slagle
3 min launches . . . Learn what this innovating website can do for your legal needs has officially been launched—but you’re most likely asking yourself, “What is”

Described as being an “innovating website,” is a website that allows businesses and even individuals the opportunity to locate a great lawyer, as well as legal services that pertain to a specific need, preference, budget and timeline.

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Could really be the legal world’s version of Plenty of Fish?

Whether you’re a whole company or an individual, there will most likely come a time where you find yourself needing a lawyer. You may know from past experiences that finding a lawyer can be tedious, expensive and just an overall pain! is a website that is believed to solve these problems for you. Consumer-friendly and free, the site offers a wide range of services that will help you find a lawyer for your particular need, whether that need centers around preparing a will, attending court or finding a corporate attorney.

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What specific features make so convenient?

As stated, above, has been designed to be a convenient tool for those who need a lawyer—but what features make it so easy to access?

First of all, there is a platform that gives users the chance to not only find an attorney to fit their particular needs, but to do so quickly.

Secondly, legal needs can be submitted, whether they’re ongoing or immediate attention is needed. Clients can also compare services and fees of different law firms in a relatively easy manner.

Both businesses and individuals needing an attorney will be asked a number of questions to only access the most appropriate attorney, but the lawyer(s) that best suit those particular queries. Different criteria included are location, language, budget, timeline and area of specialty.

Lawyers and firms are also rated, meaning potential clients can obtain comments and rating from those who have had direct contact and experience with that firm.

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Toronto Lawyer Edyta Kowalewska is behind It was her goal to create a platform that could effectively inform and empower consumers of various legal services, as well as provide a streamlined, consumer-friendly opportunity to find quality lawyers and legal services.

Could ultimately change the way attorneys advertise their services? As well, is this the new and improved way to go about finding the best lawyer for your needs?

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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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