TELUS: the fastest network in the West
Vancouver-based telecoms company TELUS announced that its download speeds of 75 Mbps had beaten South Korea’s 58.7 Mbps.
Recognised as the premier network in Canada for 4G availability and overall experience in a report by analytics company Opensignal, as well as winning Ookla’s 2019 Fastest Mobile Network and Best Mobile Coverage Speedtest Awards, TELUS is gaining significant traction in its domestic market.
“Our achievements from Opensignal and Ookla recognize TELUS’ network superiority within Canada and around the globe, and reinforce the value of our continued capital investments in broadband wireless and fibre technologies, which are increasingly critical as we evolve toward a 5G world,” said Darren Entwistle, President and CEO.
Enabling lightning-fast gaming
Not just bringing a high-quality internet to general users, the company is also gaining a reputation in the gaming world for providing an unparalleled playing experience.
Offering the fastest internet speeds in the West Canada area, TELUS’ PureFibre Gigabit internet package is delivered by a 100% fibre optic connection that provides a non-fluctuating signal and symmetrical download/upload speeds.
“Lifelike graphics, high-quality sound, and lightning-fast multiplayer gameplay have revolutionized modern gaming, and gamers need advanced connectivity that can keep pace,” commented Andy Balser, VP at TELUS.
“TELUS is the only internet provider in Western Canada with symmetrical upload and download speeds, so gamers enjoy a lightning-fast, responsive experience whether they are in the heat of a multiplayer battle or streaming to their fans.”
Expanding the brand
It has been reported by Financial Post that TELUS is currently attempting to raise approximately CA$1.3bn in funds through a public stock offering on the TSE.
The call for investment could be indicative of the network’s desire to expedite the implementation of a 5G network, with its first choice of supplier being Huawei.
Montreal telecoms company Bell has also made a similar move and is allowing pre-orders for next-gen 5G devices in March 2020, although it opted for Nokia to provide the technology after long-considering Huawei.
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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.