May 19, 2020

Spotify Unveils App Integration at First US Press Event

Daniel Ek
Bizclik Editor
2 min
Spotify Unveils App Integration at First US Press Event


Spotify held its first-ever US press conference in New York City Wednesday morning and announced that it is rolling out a brand-new version of its platform and integrating a variety of free apps.

The Stockholm-based company has taken the music sector of the web by storm since it launched in the US in July 2011 by giving music fans access to over 15 million songs from independent and major record labels. Now it is hoping to make its mark even more prominent by opening up its app platform to developers and improving its functionality.

 “The web, for us, was silent before this,” said Spotify CEO Daniel Ek during the press event. “We’re doing this because we believe we have a ton of users who want to find more information around music.”

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Users yearning for an enhanced musical experience will love Spotify’s Rolling Stone app, which gives access to the publication’s content and reviews as soon as it’s published online.

“The Rolling Stone app brings an editorial voice to Spotify, which is something our users have always asked us for,” Ek said.

Other apps highlighted include:

  • Songkick: lets users find out what’s going on in their town by suggesting upcoming concerts based on artists added to playlists. Songkick also provides access to setlists from prior concerts.
  • a musical community that enables users to discover new music by viewing what others are playing.
  • TuneWiki: The Tunewiki app for Spotify will let users legally view synchronized lyrics as music streams.

In addition to the inclusion of apps and an app finder, the new version of Spotify has a live feed function that lets users see what friends are doing on the service, including when they add tracks to playlists or begin playing a new song.

Ek acknowledged that Spotify is still in the early phases of innovation but said that more changes, including the integration of mobile technology, could be on the horizon if the current changes prove successful.

“We look forward to being surprised by our developers,” Ek said. “We believe they will bring amazing new apps to the Spotify platform; the possibilities are truly endless.”

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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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