Dec 16, 2020

Munters brings decades of innovation with Aligned Energy

Paddy Smith
3 min
Michael Gantert explains why as the industry leader in energy efficient climate control solutions, Munters expertise helps Aligned Energy meet growth
Michael Gantert explains why as the industry leader in energy efficient climate control solutions, Munters expertise helps Aligned Energy meet growth...

Munters has a long history in delivering innovative, energy efficient climate control solutions. Started in Sweden over 60 years ago, Munters has deployed its technologies in a host of industries. Munters Data Centers (DC) business, managed by President Michael Gantert, is a key partner for Aligned Energy. Munters has worked closely with Aligned Energy to manufacture and advance the development of their unique cooling solution. Munters entered the data center cooling market 12 years ago and has developed a number of cooling solutions that have been widely adopted and are critical to the efficient operation of many data centers.

When Aligned Energy got in touch to discuss a partnership, it wasn’t to purchase an existing solution, but rather to further develop their own cooling solution and manufacture a product that would reduce equipment lead time and cost, while also improving reliability.

“As an equipment manufacturer of data center cooling solutions, we saw this as an exciting opportunity to collaborate with Aligned Energy,not only to manufacture their cooling solution, but also help them develop it further. Historically, we provide customers with cooling solutions that we developed, and then we work in partnership to configure or customize that solution for the end user.”

“For a data center company to come to us with a pre-designed cooling solution and ask us to manufacture it, while also making it better and easier to install, that was a bit unique from what we've experienced over the past 12 years.”

“Aligned Energy recognized in Munters our history of innovation, engineering expertise, and flexible manufacturing capabilities. They saw those aspects of Munters as key to support their growing business. Our relationship is a true partnership. We share a lot of information including technical engineering details and manufacturing techniques for their cooling solutions.”

“Both Munters and Aligned Energy strive to improve in all areas. Close collaboration is critical to the success of any partnership in this industry.”

“There has certainly been a lot of collaboration between the two companies over the past few years. They have a great cooling technology. We have embraced that, and we really feel Munters has provided value to Aligned Energy by understanding the technology and continuing to develop and enhance it for them.”

“Getting visibility into the customer’s pipeline is important for our planning process. I believe our flexible manufacturing and ability to expand capacity to meet Aligned Energy’s needs is very important. For colocation data center clients, speed is critical. Once they sign a tenant, they need to move very quickly to fill that space.”

“We've worked very closely with Aligned Energy and we’ve been provided selective visibility into their pipeline, which allows us to plan and prepare to best meet their needs. We continuously assess equipment inventory and component stock levels as well as things we can do within our manufacturing footprint to shorten lead times to support Aligned Energy’s growth.”

And the future? “Munters remains committed to partnering with Data Center end users around the world to develop innovative, energy efficient cooling solutions. Our aim is to continue supporting Aligned Energy with cooling products and services that provide them with increasing value. One thing we have learned over the past 12 years is that in the world of data center cooling, there is continuous change. We plan to continue our forward looking strategy and adapt to whatever changes may be desired by Aligned Energy, as well as our entire DC customer base”

“A recent example of our ability to adapt to industry change is our development of a thermosiphon based cooling technology called SyCool. This technology is best in class in terms of energy efficiency, without the use of water. SyCool is a split system that relies on the principal of a two-phase refrigerant thermosiphon to capture more free cooling hours than any other comparable technology in the market. SyCool can also be applied to liquid cooling solutions, and therefore we believe it will be a disruptive technology for the Data Center cooling industry.”

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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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