Dec 4, 2020

UNICEF/Microsoft technology protects the vulnerable

UNICEF
Microsoft
Technology
covid-19
Georgia Wilson
2 min
Vunerable groups
UNICEF and Microsoft partner to deliver technology to protect vulnerable children and women as domestic and gender-based violence rises during COVID-19...

In an announcement made by UNICEF and Microsoft Corop, the two have launched a new version of Primero known as Primero X. The new open source case management web application will help social service providers to coordinate critical support to vulnerable groups.

Over the last 12 months the two companies have been working together to enhance Primero in order to allow governments and other partners to deploy the application quicker in humanitarian crises, as well as support the use of the application in offline and online settings, and improve the quality and consistency of care to vulnerable groups.

“Social workers offer a lifeline to vulnerable children, especially during times of crisis and upheaval. COVID-19 is undermining the ability of these essential workers to do their jobs at the same time as needs are increasing. The partnership between UNICEF and Microsoft will help strengthen the Primero platform and scale it up to benefit millions of children and young people, both now and in the future,” commented UNICEF Deputy Executive Director Charlotte Petri Gornitzka.

New features for the application include:

  • Microsoft’s technical infrastructure and design
  • Online and offline use from any smart device without interruption
  • Full-feature web application available on smartphones
  • Intuitive workflows 
  • Embedded help
  • Enhanced security (two-factor identification)
  • Delivery via Microsoft Azure cloud service

So far the application has been rolled out in 29 countries and territories including: Bangladesh, Burkina Faso, Central African Republic, Colombia, Democratic Republic of Congo, Ghana, Guatemala, India, Indonesia, Iraq, Jordan, Kenya, Kyrgyzstan, Lebanon, Libya, Mali, Myanmar, Nigeria, the Philippines, Sierra Leone, Somaliland, Somalia, South Sudan, Sudan, Tajikistan, Tanzania, Uganda and Yemen.

“We firmly believe technology can be a force for good in these challenging times, and our partnership with UNICEF to support vulnerable children and women is even more critical during COVID-19. Primero is improving the quality and consistency of care for social workers so they can focus on those who need it most,” added Microsoft Global Head of Tech for Social Impact Justin Spelhaug.

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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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