VMware: security for the world’s digital infrastructure
In an announcement made by VMware, the company has unveiled its latest innovations to provide intrinsic security for the World’s digital infrastructure. As organisations strive to build resilient, future ready infrastructures via the accelerated cloud adoption, VMware has designed its latest solutions to advance public and private clouds, security operations and distributed workforces.
“Amid global disruption, the key to survival for many companies has meant an accelerated shift to the cloud and ultimately, bolting on security products in their data centers,” commented Sanjay Poonen, chief operating officer, Customer Operations, VMware.
“But legacy security systems are no longer sufficient for organizations that are using the cloud as part of their computing infrastructure. It’s time to rethink security for the cloud, organizations need protection at the workload level, not just at the endpoint. The future of cloud must be met with a better way to secure data and applications.”
With COVID-19 accelerating migrations to the cloud quickly and at a large scale, VMware highlights that the vulnerabilities have too. In today’s digital world, the potential threats are more prevalent than ever. It is important for companies to develop security strategies that are suitable for the modern cloud workloads.
At VMworld 2020, the company unveiled its range of solutions and services to help its customers survive and thrive. VMware offers its customers, cloud, app modernisation, networking, security and digital workspace platforms, to provide a flexible and consistent digital foundation.
“As we quickly transitioned to a fully distributed workforce, it was critical for our security posture to align with the prominence of this moment and the critical role Zoom played in business continuity for our customers,” added Aparna Bawa, chief operating officer, Zoom.
“The collaboration with VMware delivers a more secure digital workspace and enables endpoints in our organization to be better safeguarded and compliant with IT security policies.”
Solutions and strategies unveiled:
- VMware Carbon Black Cloud WorkloadTM, to provide advanced protection that is purpose-built to better secure modern workloads
- A multi-year strategy to build the most advanced and comprehensive security incident detection and response solutions, its efforts will include cross-platform integrations from various solutions
- Expanded capabilities for VMware SASE Platform, Workspace Security VDI and Workspace Security Remote to support distributed workforces by providing end-to-end zero trust security controls and simplified management
- VMware NSX Advanced Threat Prevention that harnesses artificial intelligence (AI) network traffic analysis to analyse network traffic and uncover anomalous activity
- Partnering with Zscaler, the two companies aim to provide end-to-end visibility and protection for distributed workforces with a one click integration solution
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.