May 19, 2020

ON24 is Making Webcasts More Social

ON24
Eloqua
virtual events
Enterprise communications
Bizclik Editor
2 min
ON24 is Making Webcasts More Social

 

ON24 is providing webcast and social media solutions for today’s enterprises. A direct result of ON24’s recognition that two industry megatrends would emerge, ON24’s new Widget Architecture provides a perfect solution.

ON24 predicted long ago that webcasting would become an open application platform and that social networking and media would become required components of enterprise communications. A global leader in webcasting and virtual event solutions, the company’s new widget architecture on its platform combines a unique set of application widgets that will increase interactivity and engagement.

Steven Woods, the Chief Technology Officer of Eloqua, the leading provider of on-demand Revenue Performance Management solutions founded in Toronto thinks ON24’s solutions are exactly what it needs.  “At Eloqua, we are leveraging this technology to give our clients a clear view of their buyers throughout the entire webcast process,” said Woods

 

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The new architecture strategy of “One Widget, Any Platform,” ON24 can develop a widget and make it available on any of its Flash solutions.

“The patented ON24 Widget Architecture not only allows ON24 to accelerate the delivery of new functionality, it also enables third-party developers to create and add their own Flash applications to the ON24 platform,” explained Tom Masotto, ON24’s Vice President of Product Management.  He added that over 50 widgets are currently available for ON24 solutions.

A combination of new widgets available include social media integration, such as Yammer, LinkedIn and Facebook, question and answer opportunities and more.

ON24's Widget Architecture allows for more comprehensive reporting and analytics which will provide clients with an unmatched level of attendee data and event intelligence. 

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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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