Trianz: The importance of hybrid clouds in the cloud computing landscape
Businesses are increasingly migrating toward cloud computing solutions. The advantages are clear: scalability, accessibility and safety/security, paired with simultaneously reduced costs and streamlined processes. As Co-Presidents of Trianz, Rollen Roberson and Ganeshan Venkateshwaran observe, “Cloud platforms are the next-gen gold standard for helping businesses thrive and prosper in today’s markets.”
But the subject is, of course, more complex than simply choosing to migrate to the cloud. You must first choose which cloud architecture is right for your business. There are important differences, and understanding the advantages of each is crucial to choosing the best solution.
This is SaaS Cloud Computing via the internet. There are big advantages to this approach which include:
Being freed from having to operate your own data center
Your data and applications being live in the data center of your service provider (which is responsible for ensuring its operation and maintenance)
The two aforementioned points resulting in lower investment costs, shorter lead times, and guaranteed cloud reliability
Moreover, as you grow, your cloud easily grows with you as the architecture is already in place.
There remain, however, certain security concerns. For instance, you are forced to trust a third party with your organization’s resources, which are then, by definition, accessible via the internet, albeit using very secure means.
This solution differs from the above in that your data and applications live in your own private data center. It can be onsite or provided by a third party, but in both cases, your data is protected.
But no matter how you set up your data center, you shoulder the burden of operations, which can require significant time, financial, and human asset investments.
That said, there are benefits as well. The first is increased security: your data and applications are less vulnerable. Another is greater control and customization of your infrastructure’s scalability.
The best of both worlds.
Hybrid clouds are a custom blend of the strong points of both cloud types, which is why a recent survey found that 75% of CIOs use hybrid cloud solutions today.
You can enjoy the private cloud’s security by choosing which data to store publicly, and which to lock down privately, while still taking advantage of the scalability, security, and flexibility the public cloud affords.
No matter the approach you take, cloud computing is an exciting innovation that will create new opportunities for your organization. An experience managed service provider, such as Trianz, can help you make sense of the options available to you, choose a solution that is optimized for your business needs, and support you in your day-to-day cloud computing operations.
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.