May 19, 2020

LG G4 Pro versus iPhone6S and Galaxy Note 5

Tomas H. Lucero
3 min
LG G4 Pro versus iPhone6S and Galaxy Note 5

While the LG Electronics Inc. G4 smartphone has already been released, there is reason to think that LG is about to release a successor. According to a rumor posted on Weibo, a Chinese social networking site, the Korean company is readying itself to launch an updated Pro version of the G4 later this year. So reports Value Walk.

The possibility, though, goes further than a rumor. It has been suggested previously that LG would release an updated version of its flagship smartphone before the end of the year. It’s very possible that LG was disappointed with sales of its LG G4 and it is looking to make a market comeback by designing a phone even more impressive than the underperforming model.

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Value Walk also reports that going back to the LG G3, the Korean company’s gadgets have been critically received as well, if not better than Samsung and Apple’s smart phones. Unfortunately, sales have not reflected this.

It’s precisely because of this last fact that it has been suggested that LG would release a better phone than the LG G4 before year’s end Value Walk reports that the rumor is purported to come from “close to the LG supply chain, and it suggests that we could see an LG G4 Pro version of the smartphone released sometime late in Q3 or early Q4.”  

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Following are four ways the LG G4 Pro smartphone will outclass its Apple and Samsung competitors, according to Value Walk.

1. Superior camera: “the rear-facing camera in the LG G4 will be quite staggeringly increased. The 16-megapixel snapper included in the LG G4 is already noted as being one of the most powerful photographic devices in any smartphone available on the mass market. But the report suggests that LG will increase the rear-facing camera to 27-megapixels; certainly a huge shift if this rumor turns out to be correct.”

2. New and more powerful chip: This is the one area where the LG G4 most clearly failed to compete with its most obvious rival, the Samsung Galaxy S6. “It’s hoped that by upgrading to Qualcomm, Inc.’s latest 808 chip that the LG G4 will be able to compete with the Galaxy Note 5 and Galaxy S6,” writes Value Walk. LG must also consider that Apple will soon release the iPhone 6S, and to compete, it better create a gem of a phone.

3. Display: “It is suggested that LG will increase the screen size of the device from 5.5-inches to 5.8-inches. This would make it significantly larger than the existing iPhone 6 plus, and considering that it is assumed that Apple will not increase the screen size in either of its forthcoming devices, this would ensure that LG has the edge in this department.”

With these and other advantages, it’s very possible that  before the end of the year, LG will have a truly competitive device to fight for market share against the upcoming Apple and Samsung gadgets.

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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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