TELUS to Build $65 Million Data Centre in Quebec
TELUS announced today the construction of a new $65 million Tier III Intelligent Internet Data Centre in Rimouski, Quebec. The investment is just the beginning of TELUS’s shift of focus toward cloud computing support and unified communications solutions.
The new facility will be built with green specifications, the first TELUS Internet Data Centre built to LEED Gold standards, enhancingTELUS IT management services to businesses located in Quebec and globally. TELUS expects this investment to further provide Quebec clients with world class IT facilities and services. These solutions will allow businesses to focus on core operations and competitiveness.
“The new TELUS Intelligent Internet Data Centre will be a flagship facility; one of the most energy efficient and environmentally friendly purpose-built data centres of its kind in North America. It demonstrates our commitment to providing our business clients with the most powerful, innovative IT services. In fact, the data centre will meet their growing need for cloud computing solutions which are becoming a software and infrastructure management priority,” notes François Côté, president of TELUS Québec and TELUS Health Solutions, in a statement. “Our latest investment coincides with the eve of our 85th anniversary in Quebec and is another example of TELUS' major capital and operating investments in the province which now total $8.5 billion since 2000.”
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TELUS believes hosting the data centre in Rimouski is the ideal location because of the city’s highly skilled and dynamic workforce.TELUS can also benefit, in Rimouski, from Quebec’s hydroelectric power.
“TELUS' announcement today highlights one of Rimouski's key missions: leveraging the information technology and communication sectors to advance its economy and knowledge base,” says Ric Forest, Mayor of Rimouski, in a statement. “As Rimouski's largest private employer with more than 1,400 employees, TELUS has once again clearly proclaimed its role as a major catalyst of our city's economic growth. Thanks to TELUS, Rimouski will become greener, more dynamic, and a world leader in technology."
How changing your company's software code can prevent bias
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.