May 19, 2020

ON24 Launches Business Training Solutions

Employee training
ON24
business training
client education
Bizclik Editor
2 min
ON24 Launches Business Training Solutions

 

ON24 debuted last week their newest online solution software that will provide enterprises on-demand interactive training services available anytime, anywhere and in 15 different languages. Boasting a potential savings of more than $1.4 million and 59,000 training hours, ON24’s Virtual Corporate University (VCU) is the go-to software for corporate learning.

“With the Virtual Corporate University, ON24 has developed an engaging training solution that serves global companies even more effectively,” commented Sharat Sharan, CEO of ON24. “The ON24 virtual learning platform gives the end user unprecedented access to online educational content while enabling employers to scale virtual training quickly, share institutional knowledge more effectively, and save time and cost versus live training.”

VCU was created to offer a platform that facilitates educated learning, peer collaboration, social and social learning that will allow businesses to create a more knowledgeable workforce while saving on costs. Facilitating companywide presentations via virtual auditoriums or virtual classrooms, the software has a multitude of options for relaying information. Even tfurther, with the integrated social media sharing options, VCU promotes the sharing of new knowledge through blogs, forums and group discussions.


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ON24’s Virtual Corporate University includes the ability to connect to Learning Management Systems and document databases as well as an analytical measure of key metrics such as attendance, discussions, and time spent in session.

Other features include the following opportunities that VCU will be beneficial to businesses and organizations:

  • New Hire Onboarding – delivering an engaging, effective and consistent onboarding experience for new hires and enabling a global orientation process.
  • Leadership and Management Development – flexible access to online training content, so managers can more conveniently fit training into their schedules.
  •  Sales /Employee Training – with an emphasis on new products, services, policies and skills, as well as providing direct access to subject matter experts for technical Q&A.
  • Partner Training – informing partners about products, services and new technologies and programs. The VCU environment also provides a channel for timely partner feedback.
  • Client Education – driving participation in new product and service training while enabling customers to discuss common issues and share best practices.

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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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