Aug 13, 2020

Nereus: Innovative Solutions For The Cloud

Jack Grimshaw
2 min
Nereus: Innovative Solutions For The Cloud
As an essential partner to the success of NIH Strides, we’re focusing on Nereus to learn more about the company and its cloud migration solutions...

Working with the National Institute of Health, Nereus has provided integral solutions to the organisation to assist in its migration of data into a cloud-based platform. With an award-winning team of engineers on the case, paired with its industry-leading program managers, the migration was made easy by Nereus.

The National Institute of Health (NIH) opted for Nereus as a strategic partner for its data migration into the Google cloud (GCP), whilst also asking for project plans, timelines, and timeline projections on training to be delivered. These were delivered by Nereus both in-person, and through remote opportunities, providing leaning opportunities to NIH’s community of scientists and researchers.

Nereus innovative data and technology solutions have been designed and created to usher in the new world. As a next-generation partner and integrator, working with some of the largest and most important government customers across the US, Nereus is realising goals whilst mitigating risks for businesses every day.

This is achieved through the provision of valuable and actionable insights into the landscape and the threats facing it, whilst also delivering Anything as a Service (XaaS). The Department of Defense, the Intelligence Community, and the Department of Energy are amongst Nereus’ most high profile clients, along with a large number of their subcontractors.

These agencies can use the solutions provided to completely automate their authority to operate within more than one cloud environment.

Artificial Intelligence (AI) and Machine Learning (ML) technologies are also on the Nereus radar. As innovation continues to drive the company strategy forwards, these two technologies will be the pioneers of the future. 

Investing into real-world applications that enable and work with AI/ML technologies will drive significant value to both Nereus and its customers, which is why the company is focusing on the technologies so much moving forwards. 

A multi-cloud environment is what all customers who are moving to cloud-based platforms are looking for. This is why Nereus invests heavily in its security and compliance posture, to ensure that any cloud environment can be secure, trusted and used efficiently by its customers. Continuous innovation into its services and solutions ensure that the platforms will forever be optimised to mitigate risks and always be efficient to use.

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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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