May 19, 2020

Small Business Looking Towards Technology for Growth in 2013

Social Media
business growth
business operations
2013 forecast
Bizclik Editor
2 min
Small Business Looking Towards Technology for Growth in 2013

 

The U.S. based payroll company Paychex recently released the results of its 2012 Paychex Payroll Study, which found that staffing will not play as big a part in small business growth in 2013 as technology. 

The survey delved into small business growth plans for 2013. The majority of respondents stated they would maintain their staffing levels, and just 20 percent said they plan on increasing staffing levels. On the other hand, a majority expect to grow their social media presence and adoption of both mobile technology and social media. 65 percent of respondents are already using mobile technology to help grow their business.

It was also found that small businesses are adopting a broader range of social media platforms, and diversifying into others. Out of small businesses already using social media, the largest percentage use Facebook (42 percent) and LinkedIn (41 percent) as a means to connect with customers and help grow the business. 25 percent of those that use social media said they use the Google+ platform, while 22 percent use Twitter. Just 14 percent are currently using Pinterest, though that number could rise dramatically in 2013, given the relative newness of Pinterest.

“As we continue working toward a stronger economy, it appears small businesses have put together a smart plan for growth,” said Paychex President and CEO Martin Mucci. “According to our latest payroll survey and detailed in our new infographic, small businesses anticipate stability with staffing levels and opportunity with technology as they plan for growth in the next year. As their essential partner, we will continue to support and work with them to achieve success.”

This survey highlights the ability of small businesses to think outside the box, innovate, and grow despite the challenges facing them.

The Paychex Payroll Study surveyed 1,186 small businesses with employee counts ranging from 1 to 99.

About Sunovis Financial 
Today more than ever, small businesses need capital and assistance to thrive. Sunovis Financial specializes in small business loans and short-term micro loans for business.

 

Edited by: Kristin Craik

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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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