May 19, 2020

Nothing Personal—Canada Says “NO” to Using Private Email for Government Business

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2 min
Nothing Personal—Canada Says “NO” to Using Private Email for Government Business

What’s the world of government business without a little controversy? In recent news, Hillary Clinton has found herself in some boiling water for using her own personal email account to conduct business. Specifically, Clinton is being accused of using her account in an attempt to dodge the creation of public records. Though Canada tries to avoid this issue, there have been problems in the past, resulting in some debate over the particular stance on the matter.

Problems in the Past

While Canadian laws are set in place to avoid such a controversy, there have been issues that have managed to slip through the cracks—so to speak.

For example, John Yap, the former multiculturalism minister and MLA for Richmond-Steveston, ran into a problem back in 2013 and even found himself being reprimanded by the privacy commissioner. Yap admitted to investigators that his staff knowingly used personal email accounts during an ethnic outreach scandal to avoid creating public records.

A similar concern erupted back in 2012 during the resignation of Ken Boessenkool, the premier’s chief of staff, in which not one email or paper trail could be found detailing his involvement with a female staff member.

Getting Around the Issue  

Though a 2014 policy has been established in which government employees must use government email accounts to conduct all matters of business, it seems that there are ways to getting around this issue.

For example, ministers rarely have emails captured in FOI requests due to the fact that they have two separate email accounts—government ministerial email accounts and separate legislature email accounts.  While government accounts are public, the latter type of account is not. And even though the policy doesn’t specifically state that using one account over the other is illegal, there is a clause on how any conduct relating to government business is at subject for oversight.

However, Treasury Board Minister Tony Clement doesn’t believe that there is an issue in Canada. He believes that the laws in place are strong enough to promote officials to archive and retain all correspondence that deals with government business.

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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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