Apr 30, 2021

Trusted IoT security for healthcare

Cybersecurity
solutions
healthcare
IoT
Janet Brice
2 min
Palo Alto Networks - a key partner of CHOC - provides the first turnkey IoT security solution for healthcare
Palo Alto Networks - a key partner of CHOC - provides the first turnkey IoT security solution for healthcare...

Palo Alto Network offers IoT security solutions which allows the healthcare industry to trust every device on their network.

One of the key partners of Children’s Hospital of Orange County in California, US, Palo Alto Network has introduced the health sector’s first turnkey IoT security solution.

This is healthcare’s most comprehensive security solution 

- delivering visibility, prevention, enforcement and operational insights - all powered by cloud - delivered machine learning.

It is estimated that by 2025 there will be 500 million healthcare devices deployed globally - many running legacy software and lacking encryption - which all poses the biggest security risk.

In an industry where security is paramount, Palo Alto Network is leading the way with turnkey IoT and is committed to delivery security “without compromise”. 

“Our vision is a world where each day is safer and more secure than the one before,” is the message from Palo Alto Networks which has 80K customers covering 150 countries and a revenue of $3.4 billion in 2020.

By helping to prevent tomorrow’s network threats today, Palo Alto Networks focuses on best-in-breed solutions in network security, cloud native security and in security operations for both healthcare and enterprises.

According to Founder and CTO Nir Zuk: “To properly leverage machine learning and automation, a single-vendor platform is key.”

Walt Disney provided financial support to open the first dedicated children’s hospital in California 55 years ago. CHOC is now undergoing a digital transformation - harnessing the power of intuitive technology - which is creating a smooth experience for patients and clinicians and Palo Alto Networks has been crucial in this journey.

Adam Gold, Chief Technology Officer at CHOC, commented on how Palo Alto Network was “critical” in getting the hospital’s infrastructure built. 

To find out more about how Palo Alto Networks is partnering with CHOC you can read here.

Read more about Palo Alto Networks

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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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