May 19, 2020

Qumu Provides Businesses Central Management of Video

employee motivation
streaming video
mobile devices
viral marketing
Bizclik Editor
2 min
Qumu Provides Businesses Central Management of Video


Video content is becoming daily entertainment for employees. No matter if a company promotes or denies it, video is being watched while employees are at work either on work computers or their mobile devices.

Qumu, the leading provider of video support to some of North America’s largest companies, commissioned a Harris Interactive survey to find out just what employees do on their mobile devices while at work. The results were rather surprising, many referencing activities that would not be condoned on a work computer. Some activities that employees do on their mobile devices regularly include:

  • Look for another primary job
  • Watch pornography
  • Visit an online dating website
  • Research an STD
  • Investigate plastic surgery options

In the survey of 2,500 North Americans, Harris Interactive also concluded the favourite ways employees sneak peeks at mobile devices while at work:

  • Hiding their mobile device under the table
  • Excusing themselves to go to the restroom
  • Hiding their mobile device in their folders/notebooks/papers
  • Pretending to tie their shoes
  • Creating a distraction

Although these results seem almost silly, there’s also truth to these answers. Many employees believe they should be able to bring their own mobile devices to work to watch videos. This, clearly, can impact a company’s network and productivity. But businesses should not assume that they’ll be able to block all videos.

To help companies overcome the challenges developed by video, whether it’s accessed on a computer or through mobile use, Qumu has announced its innovative new technology that enables video content to be centrally managed:  the Qumu Video Platform. Offering both the Video Control Center 6.0 and the sister product VideoNet 2.0, the Qumu Video Platform gives businesses the ability to manage, organize and securely distribute live or on-demand video to each desktop and all mobile viewers, such as iPads, iPhones and Android devices.

“Qumu knows the future of business depends on video being consumed anytime, anywhere,” said Ray Hood, CEO of Qumu.  “While the results of our survey may seem amusing, they show that American’s really don’t believe employees are very aware of the impact that watching online videos on mobile devices can have while on a company’s network.  Regardless of how employees choose to access the network, Qumu is devoted to providing ‘video that delivers.'”


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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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