May 19, 2020

New York to Ride with Nissan's 'Taxi of Tomorrow'

Michael Bloomberg
New York
Bizclik Editor
2 min
New York to Ride with Nissan's 'Taxi of Tomorrow'


Back in 2007, the City of New York started a quest to find the “Taxi of Tomorrow”—a vehicle that would serve the Big Apple’s 600,000 daily taxi users with a big helping of technology, safety, and cutting-edge design. This week, it was announced that New York has chosen the 2014 Nissan NV200 to stand up to the task.

The NV200 is Nissan’s newest commercial van model. It also happens to be the automaker’s smallest van, but it’s still a roomy and luxurious upgrade from the iconic Ford Crown Victoria.

And speaking of the Crown Vic, there’s no need to worry about seeing it completely phased out any time soon. The NV200 won’t hit the streets until late 2013, but the contract does state that Nissan will be New York’s exclusive cab supplier of 13,000 cabs over the next decade.

“The Nissan NV200 unveiled today will be the safest, most comfortable and most convenient taxi the city has ever had,” said New York Mayor Michael Bloomberg. “New York City cabs have always been iconic, and now they will set a new standard. The 600,000 passengers who use taxis to get around every day deserve the cutting-edge technology and top-of-the-line safety features that this model delivers.”

Nissan NV200 taxi features include:

·         2.0-liter inline-four powertrain with low emissions and strong fuel efficiency

·         Dual sliding doors with retractable enter/exit footstep

·         Large glass moonroof for greater visibility

·         Low-annoyance horn with synced exterior lights

·         Rear air-conditioning controls

·         Carbon-lined headliner to help neutralize bad odors

·         Rear mobile charging station, including a 12-volt outlet and two USB ports

·         Flat "no hump" passenger floor area for a more comfortable ride

·         Driver and passenger intercom system

·         Front- and rear-seat curtain airbags, and seat-mounted airbags for the front row

·         Lights that alert other vehicles that the taxi doors are opening 

·         Six-way adjustable driver's seat with recline and lumbar adjustments

The Taxi of Tomorrow program includes a pilot study of the use of zero-emission electric taxis. Nissan will provide the City with six Nissan Leafs and three Level 2 charging stations to test out the possibility of electrification.

Additionally, Nissan has partnered with Braun Corp. to come up with and produce a new solution for a wheelchair-accessible taxi for the city that will be offered and available for sale in 2013.

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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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