The Brandeis GPS blog

Insights on online learning, tips for finding balance, and news and updates from Brandeis GPS

Month: October 2017

The Top 5 Robotics Trends You’ll See in 2018

Robotics technology has proven to evolve at a rapid pace. In 2015, Uber began testing the first of its self-driving cars, and in 2016 it launched 16 self-driving SUVs in San Francisco. With the innovations of today providing just a small glimpse into future advancements, the robotics industry eagerly has its sight set on 2018. As we roll into the new year, we’ve got our eye on five particular trends that we think could characterize the next robotics wave.

  1. Talent demand & salary hikes for specialized workers – According to data released by research firm International Data Corp’s (IDC) Manufacturing Insights Worldwide Commercial Robotics program, b the year 2020, 35 percent of robotics field jobs will be unfilled as the demand for talent increases, while median salaries in these positions will increase by 60 percent.
  2. Growth in robot-as-a-service (RaaS) – Innova Research predicts that within the next two years, people should expect to see more commercial, service-based robots integrated into a variety of global industries. These specific robots will function as “pay-as-you-go” workers, “according to the service type and the time taken by the service.” By 2020, this model will make up 30 percent of the global robotics market.
  3. Governments will intervene in robotics growth with regulations – With robots potentially displacing humans in certain positions, government action will explore unions, rules, and incentivizing companies to maintain human employees while incorporating robots into their workforce.
  4. More collaborative robots – In less than a year from now, research suggests that 30 percent of all newly produced robots will be collaborative robots. These robots function in tandem with human workers, and by next year, will work three times more efficiently than the same robots of today.
  5. Increase in software-based robots – More and more robots are programmed using cloud-based software that can be shared with and distributed to a diverse range of robots. Robots will depend on software engineers to provide the cloud with information they need to function, like certain cognitive capabilities and skills.

For software engineers seeking to develop an advanced set of robotics technology skills, Brandeis GPS will now offer courses in robotic software engineering in 2018. Learn more.

Brandeis University’s Graduate Professional Studies division (GPS) is dedicated to developing innovative courses and programs for working professionals. GPS offers 11 fully online, part-time master’s degrees and one online graduate certificate. With four 10-week session each year, Brandeis GPS provides exceptional programs with a convenient and flexible online approach. Courses are small by design and led by industry experts who deliver individualized support and professional insights. For more information on our programs visit the Brandeis GPS website.

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Five ways to close the gender gap in FinTech

By Ashley Nagle Eknaian

It’s no secret that women in both banking and technology tend to be in the minority. When you combine those two fields into the phenomenon that is FinTech, “super minority” becomes a more accurate label. In recent years, organizations like Girls Who Code and Girls Who Invest have made a tremendous effort to encourage young women to take an interest and pursue careers in STEM fields. Supporting and championing these types of programs are vital to create meaningful change for the gender gap in the coming decades. However, we also need solutions that can benefit women currently in the workforce. Here are five things that can help increase gender diversity in FinTech today:

1.  Show woMEn the money. Startups with at least one female founder received only 10 percent of all venture investment from 2010-2015 . Attracting more capital to startups with at least one female founder isn’t about equal opportunity. It’s about funding scalable, profitable businesses that research shows post greater returns for their investors over time. For investors out there looking for the next unicorn, women-powered startups are an underrepresented resource for potentially big ideas.

2.  Welcome aBoard! Currently, women make up only 8 percent of FinTech directors globally. However, studies indicate that diverse teams perform better and deliver stronger financial outcomes. Different backgrounds, cultures, experiences, etc., are what inform our own unique perspectives on the world. Collectively harnessing the power of “different” by forming diverse teams promotes an environment of professional challenge and diversity of thought. If you are a founder looking for advisors, or a board member with no female counterparts, consider the power of “different” and make a difference by adding female board members.

3.  Help wanted. Managers tend to hire people with similar backgrounds, which can lead to homogeneous teams. If you are hiring, make sure you have a diverse (including both male and female) pool of candidates for any open positions. There are some fabulous companies/technologies out there that can help hiring teams mask demographic data at all stages of the recruiting process to level the playing field for both gender and ethnicity. Fun fact: In 1952, the Boston Symphony Orchestra pioneered the idea of blind auditions (performing behind a screen) to mask the identity of performers. It took decades, however, these types of auditions were instrumental (pun intended) in increasing the number of female orchestra performers by 30 percent.

4.  Pay it forward. According to a recent study, only 54 percent of women have access to senior level mentors. If you have been successful in finance, technology and/or FinTech, mentorship is a great way to support others who are still climbing their way up.  Be the mentor that you needed early in your career, share your experiences, and encourage future women leaders to break down barriers standing in their way. This isn’t just a one-way street either; reverse mentoring is a great way for leaders to keep pace with a multi-generational workforce, changing consumer expectations and the latest tech trends.

5.  Mind the gap! Address the issue head on – there is a gender diversity gap in FinTech, and we cannot overcome this challenge unless we have real conversations with one another. Talk about it, talk with colleagues, peers, managers, investors, advisors, founders, mentors, and mentees. Share fears, concerns, goals, and aspirations. Ask questions and discuss things you can do to make a change (maybe starting with items 1-4 on this list). There isn’t a simple answer or a one-size-fits-all approach. The only guarantee we have, however, is that if we do nothing, we’ll make zero progress.

Ashley Nagle Eknaian is the program chair of the MS in Digital Innovation for FinTech at Brandeis GPS.

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