Jan 30, 2021

Moody’s unveils cloud-based data analytics platform

DataHub
Moody's
dataanalytics
Cloud
Bizclik Editor
2 min
By exploring and analysing data points on the new DataHub platform, decision-makers can make improved management and investment decisions
By exploring and analysing data points on Moody's new DataHub platform, decision-makers can make improved management and investment decisions...

Moody’s Corporation has announced the launch of Moody’s DataHub, a new cloud-based analytical platform designed to support today’s data science and analytic needs.  

In line with global risk assessment firm’s commitment to empowering organisations to make better decisions, this new platform, which integrates data from across Moody’s, including its affiliates, will help users “seamlessly analyse financial and non-financial information, combining structured and unstructured data to support better decisions”, states Stephen Tulenko, President of Moody’s Analytics. 

Platform features provide holistic view

Designed to facilitate rigorous data analysis, while being straightforward to use, the platform delivers cross-referenced datasets in a centralised area with sophisticated analytical capabilities. This gives decision-makers an holistic view of risks and opportunities related to credit, real estate investments, and climate, and further provides essential inputs for Know Your Customer (KYC) onboarding and compliance screening, master data management, and entity resolution.

With easily accessible data previews, along with a data dictionary and documentation, users can explore and interact with Moody’s dataset, and with the platform’s advanced tools, customers can discover and transform data while collaborating in secure environments, blending Moody’s data with their own to create engineered products and services.

“We will continue to add datasets to the platform and will enhance its analytical capabilities in line with our commitment to deliver market-leading solutions for decision-makers,” adds Tulenko. 

Access to billions of data points

Providing access to billions of data points, Moody's DataHub will cover the following:

  • 4.5 million active and historical ratings from Moody’s Investors Service
  • Default and recovery data dating back to 1920 covering more than 800,000 securities and 59,000 issuers
  • Probabilities of default for more than 60,000 publicly traded firms from Moody’s CreditEdge
  • Nearly 400 million private and public entities from Bureau van Dijk’s Orbis database
  • More than 5,000 ESG assessments from V.E, part of Moody’s ESG Solutions Group
  • Climate risk scores for over 5,000 companies and 200 sovereigns from Four Twenty Seven, part of Moody’s ESG Solutions Group
  • Over 40 million loans underlying US RMBS, CMBS, and CDO transactions
  • 30-year forecasts of more than 2,100 major macroeconomic variables from Moody’s      
  • Analytics U.S. Macro Forecast Database

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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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