May 19, 2020

Samsung Provides Social Media for Photographers on the Go

Samsung SH100
Samsung camera
Samsung cameras
camera reviews
Bizclik Editor
2 min
Samsung Provides Social Media for Photographers on the Go


In today’s Internet connected world, social media is king. For many, sharing photos of spectacular vacations, nights out on the town and even everyday life has become a major part of their social interactions. Whether for bragging rights, promotion of friend’s jealousy or just excitement about sharing experiences, these would-be photographers need an easier and more instant social media connection. Business Review Canada, this month, got hands-on experience of Samsung’s SH100, a point-and-shoot camera with wi-fi capabilities for those photographers on the go.

Samsung SH100 Specifications

The Samsung SH100 is a point-and-shoot camera with dimensions of 93.0 mm in width, 53.9 mm in height and 18.9 mm in depth to easily fit in your pocket. Providing users with a 14.2Mp sensor, 3.0 inch touchscreen LCD and HD video recording capabilities with its 26-130mm zoom lens, the SH100 has everything a camera needs.

A feature I specifically liked was the Smart Touch 3.0 software. Allowing you to flick easily between screens and icons, the touchscreen software removes the need for extra buttons, while the pointer attached to the camera’s wrist strap helps you utilize the on-screen keyboard.

Wi-Fi Capabilities

One of the best features of the SH100 is its wi-fi capabilities. Able to connect to local networks or the camera’s included mobile hotspot provider Boingo subscription; you can share photos and videos instantly. Even more, the camera’s AllShare feature allows for connection to nearby devices, like your HDTV or computer, and gives you the ability to upload photos to your social networks including Facebook and YouTube directly from the camera.

When out on the town, this feature was incredibly fun. You no longer have to wait for access to your computer later in the evening or even days later to share your favorite photos. I was able to, while out with friends, share our experience with the social media masses almost instantly. Additionally, being able to share a sunset over the ocean with friends online across the country from me was really special.

Overall, the Samsung SH100 is perfect for capturing great moments and sharing them when away from your computer. The only issue I had was that the software could be sometimes frustratingly slow to load. Fortunately, the camera’s Internet connectivity and sophistication made it worth the wait.  Available online at for $249.99, the Samsung SH100 is the perfect solution for the social media world.

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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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