AI

AI, Featured

Mercedes-Benz expands open innovation activities in Canada

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Mercedes-Benz and the Ontario government, through the Ontario Vehicle Innovation Network (OVIN), establish incubators to foster startup creation, startup scouting and automotive innovation in Ontario, Canada OVIN Incubators join growing international Mercedes-Benz STARTUP AUTOBAHN network Initiative aims to drive transfer to industrialization, leveraging the region’s strong foundation in advanced automotive technology and smart mobility Research collaboration with University of Waterloo complements existing academic research into neuromorphic computing STUTTGART, Germany and TORONTO, Oct. 8, 2024 /CNW/ – Mercedes-Benz is partnering with the Ontario Vehicle Innovation Network (OVIN), the Government of Ontario’s flagship initiative for the automotive and mobility sector. The purpose is to expand startup creation and scouting activities in North America and to promote the commercialization of automotive innovation. The OVIN Incubators Program will focus on identifying and fostering innovation in future software & AI, future vehicle components and future electric drive. Working with startups, and in partnership with OVIN, Mercedes-Benz will help progress promising projects through the provision of its specialist expertise and use cases. Selected projects will also benefit from the international Mercedes-Benz STARTUP AUTOBAHN network. Separately, the company intends to start a research collaboration with the University of Waterloo, Ontario with a focus on neuromorphic computing for automated driving applications. The move complements a range of ongoing Mercedes-Benz R&D activities in Canada. “Innovation is part of Mercedes-Benz DNA. In our global R&D strategy, open innovation gives us rapid and direct access to the latest ideas and developments around the world. We are therefore delighted to further expand our activities in Canada as a founding partner of the OVIN Incubators. In a fast-paced environment, it is another important channel for developing exciting future products and elevating our customer experience through new technologies.”Markus Schäfer, Member of the Board of Management of Mercedes-Benz Group AG, Chief Technology Officer, Development & Procurement   The academic research collaboration and participation in the OVIN Incubators Program are the latest in a series of initiatives underpinned by the company’s Memorandum of Understanding (MoU) with the government of Canada, signed in 2022. The aim of the MoU is to strengthen cooperation across the electric vehicle value chain. Through the partnership with the Ontario government through OVIN, Mercedes-Benz is accelerating and expanding its presence by tapping into Ontario’s international acclaim as a centre for tech development, recognizing the province’s significance for Mercedes-Benz’s global innovation network.Open innovation draws in ideas, inspiration and technologies from a wide variety of external sources and partners. This approach is a long-established part of Mercedes-Benz R&D strategy, enriching and complementing the company’s internal R&D work worldwide. “This new partnership between the Ontario Vehicle Innovation Network (OVIN) and Mercedes‑Benz is going to be a significant boost for our province’s automotive and mobility sectors. By bringing together the best of industry, research, and entrepreneurial talent, we’re fostering innovation that will strengthen our economy, create good jobs and position Ontario as a leader in the auto and electric vehicle technologies of the future.” Doug Ford, Premier of Ontario   “Ontario continues to build its reputation as a world leader in manufacturing the cars of the future, with $44 billion in new investments by automakers, EV battery manufacturers and parts suppliers coming into the province over the last four years. The launch of OVIN Incubators represents another link in our growing end-to-end, fully integrated, EV supply chain. With a new platform for our world-class tech ecosystem to develop homegrown mobility innovations, Ontario talent will continue to be on the forefront of creating the technologies that will power vehicles all over the world through the Mercedes-Benz STARTUP AUTOBAHN network.”Vic Fedeli, Ontario Minister of Economic Development, Job Creation and Trade   “As Ontario sets its sights on the next decade of growth of its automotive and mobility sector, it is vital that we continue to foster the talent, technical expertise and capacity for innovation to achieve this future. The OVIN Incubators build a robust foundation for nurturing the next generation of innovators by providing a clear pathway from research and development to commercialization and industrialization, in partnership with Ontario’s leading postsecondary institutions and major industry players. This platform will further cement the foundation for sustainable economic growth within the sector and beyond, across the entire province.”Raed Kadri, Head of OVIN Mercedes-Benz partners in OVIN Incubators to accelerate startup scouting and support commercializationIn its pilot phase, the OVIN Incubators Program will conduct startup scouting to identify opportunities in Ontario relevant to Mercedes-Benz fields of research. The aim is to empower startups to engage with industry and establish a robust pipeline of companies whose growth can be catalyzed. Together, OVIN and Mercedes‑Benz will narrow down an initial longlist through a process of evaluation, ultimately arriving at individual projects that will progress to proof-of-concept based on Mercedes‑Benz use cases. The OVIN Incubators join a growing international network of regional programmes benefitting from the Mercedes‑Benz STARTUP AUTOBAHN platform for open innovation. This globally networked and locally executed approach seeks to maximize the pool of ideas, innovations and technologies that can flow into future Mercedes‑Benz products. Looking to the future, the next phase of the OVIN Incubators will seek to expand its scope through the addition of further partners from industry and academia. Collaboration with the University of Waterloo to help seed, grow and harvest research in the field of neuromorphic computingMercedes-Benz and the University of Waterloo have signed a Memorandum of Understanding to collaborate on research led by Prof. Chris Eliasmith in the field of neuromorphic computing. The focus is on the development of algorithms for advanced driving assistance systems. By mimicking the functionality of the human brain, neuromorphic computing could significantly improve AI computation, making it faster and more energy efficient. While preserving vehicle range, safety systems could, for example, detect traffic signs, lanes and objects much better, even in poor visibility, and react faster. Neuromorphic computing has the potential to reduce the energy required to process data for autonomous driving by 90 percent compared to current systems. “Industry collaboration is at the heart of our success as Canada’s largest engineering school. We recognize that research partnerships with companies such as Mercedes-Benz bring opportunities to directly apply and test our work, while introducing our students to the highest standards in industry.”Mary Wells, Dean, Faculty of Engineering at the University of Waterloo The work with the University

AI, Featured

Borderless AI Launches from Stealth with $27M Investment to Bring World’s First AI Agent to HR Space

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The company is building AI agents for the global HR industry, leveraging conversational AI to automate and speed up the process of on-boarding, managing, and paying international team members. TORONTO, March 21, 2024 /CNW/ — Borderless AI, the AI-powered startup disrupting the Employer of Record (EOR) space, today announced that it has raised $27 million in seed funding to leverage the power of generative AI to automate and accelerate the process of onboarding, managing, and paying international team members. Removing compliance, payment, tax law, and onboarding challenges of the past, Borderless AI’s novel AI agent, Alberni, can solve complex problems and automate processes in any country around the world within 10 minutes; the market norm is 7-10 business days. The $27 million seed round was led by Susquehanna and Aglaé Ventures, the venture arm of Bernard Arnault, currently the richest man in the world, with participation from additional institutional investors. The company was founded by serial entrepreneur Willson Cross and Lyft’s founding investor Sean Aggarwal. Borderless AI’s launch comes at a time of increased investment and interest in vertical-specific AI, with numerous companies like Harvey for legal services and Sierra for customer service, leading the way and drawing attention to the critical need for AI agents across verticals. “As the first company in the world to bring AI agents to HR, we are firm believers that AI agents will become commonplace for companies just like websites in the 90s and mobile apps in the 2000s,” said Willson Cross, Co-founder and CEO of Borderless AI. “Leveraging conversational AI, our platform automates many of the complexities within the global HR stack, without hallucinations, such as payroll set-up, time-off requests, or employment agreement generation. Our AI is fluent in a multitude of languages, allowing for geographic expansion and successful deployment of business operations around the globe.” Alberni is available in 170 languages and cuts the time it takes to generate employment agreements, allowing a company’s legal and HR teams to move faster, save money and ensure compliance in the onboarding and payments processes. Alberni can also answer complex employment law, finance or tax queries, an important need for the distributed global workforce and employers looking to scale quickly. “Our mission is to bring economic empowerment to the world,” said Sean Aggarwal, Executive Chairman and Co-founder of Borderless AI. “With our AI first approach to HR, we’re removing geographic barriers and democratizing access to the best job opportunities for talented people around the globe, and we’re excited to see the possibilities it opens for employers and employees alike.” Borderless AI is serving organizations of all sizes and across industries, and claims MG2, a 500+ employee-size, global architecture firm; and Affiniti, a venture-backed fintech startup as customers. The company worked with Omeed Malik and his investment bank, Farvahar Partners, in raising the majority of the round. Borderless AI is also a strategic partner of Large Language Model (LLM) leader Cohere and is the only partner deploying Cohere’s models to global HR. Borderless AI has developed its proprietary data platform that augments Cohere’s LLM, putting trust and accuracy at the forefront of the technology. “The HR industry is ripe for innovation and Borderless AI is one of those companies that has the rare combination of industry expertise, product innovation, and a deeply committed and capable founding team,” said Miyuki Matsumoto, Partner at Aglaé Ventures. “Globalization isn’t going anywhere and companies will rely on seamless technology like Borderless AI and Alberni to help them scale successfully on a global level. We strongly believe that AI agents for HR will become mainstream and we’re thrilled to be a part of this journey.” With an increased demand in technologies that help companies navigate complex issues that arise from hiring international team members, such as employment agreements and employee tax forms, Borderless AI’s technology is a key differentiator in the EOR market, accelerating the future of work and allowing companies to understand complex queries that previously took days or weeks to navigate. For more information on Borderless AI, visit hireborderless.ai. You can also try out Alberni for free here. About Borderless AI Borderless AI is the first company in the world to bring an AI agent to the HR industry. Borderless AI’s novel AI agent, Alberni, can solve complex problems and automate processes in any country around the world within 10 minutes. It leverages the power of generative AI to automate and accelerate the process of onboarding, managing, and paying international team members, solving international employment law challenges while accelerating geographic expansion and ensuring compliance in hiring processes. The company is headquartered in Toronto, Canada and has raised $27 million in seed funding to date and is backed by Susquehanna and Aglaé Ventures.

AI, Events, Featured

AI Impact on Jobs and Preparedness: Hispanotech + Deloitte

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Speakers: Join us for a hybrid event featuring esteemed international panelists delving into the applications of AI, its effects on employment, and strategies for readiness. Regsiter: https://www.universe.com/events/ai-era-is-here-lets-get-in-touch-tickets-58KPW3 Speaker Profiles: Carlos E. Paz-Soldan: Originating from Peru, Carlos boasts a diverse background as an IT professional and entrepreneur, having collaborated with companies across South America, Africa, and North America. Following his MBA completion at UofT in 1984, Carlos founded Tenet Computer Group Inc., a leading IT solutions provider based in Toronto. After a successful exit in 2016, Carlos retained ownership of the software division to establish Techmien Corp., continuing to pioneer innovative solutions for government and corporate entities. Additionally, Carlos is actively involved in advisory roles and serves as the President of Hispanotech, an organization dedicated to advancing the success of Latin American technology professionals in Canada. He also volunteers with the Alma Children’s Education Foundation, aiming to enhance education in remote South American regions. Camilo Lievano: With over 25 years of experience in Management Consulting, Camilo is a seasoned Senior Technology Executive specializing in creating value through Business Intelligence, Analytics, and Artificial Intelligence solutions. As a Director within Deloitte’s Omnia Artificial Intelligence practice, Camilo has held various leadership positions, including Analytics & BI Practice Lead and Cognitive Solutions and Artificial Intelligence Practice Lead. Throughout his career, he has overseen complex engagements at Canadian, North American, and multinational companies, bringing invaluable hands-on experience in the real-world application of artificial intelligence and analytical solutions, from strategy definition and use case identification to development, implementation, and final roll-out.

Digital Image of a brain made using computer circuits to give it a look like artificial intelligence
AI, Featured

Blu Ivy Group launches AI-Backed Employer Brand & Culture Index (EBCI)

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TORONTO, Feb. 16, 2024 /PRNewswire/ – Blu Ivy Group, a world-renowned employer brand, talent research, and culture agency, is proud to announce the release of their innovative Employer Brand & Culture Index (EBCI). This comprehensive and prescriptive dashboard provides leaders with real-time analytics to track the performance of their employer brand and access data driven insights on how it is shaping their employee experience, culture, reputation, and external brand preference.  “What we have observed over the last decade of working with global organizations, is that the employer brand industry is rapidly elevating the quality of employee value proposition and employer brand launches. However, the ongoing measurement and management of the work has continued to be a challenge that needed solving. It was essential for us to provide the industry with a systemic approach to realize the full potential of their employer brand strategy over the long term. ” Stacy Parker, Co-Founder Blu Ivy Group The Employer Brand & Culture Index (EBCI) provides a comprehensive real-time overview of your employer brand. With the EBCI, organizations can: What this means is that there is no more guesswork or wasted time assembling disparate metrics. Now, leaders can measure their employer brand comprehensively, securing a competitive edge, fostering continuous improvements in talent attraction strategies, and dynamically shaping and evolving their workplace culture. Leandra Harris, Managing Director & Co-Founder of Blu Ivy Group, states, “CHROs and C-Suite leaders can now access near-real time data, allocate resources effectively, refine strategies, and optimize both external and internal messaging. Furthermore, the EBCI enables organizations to understand top talent’s perception of their employer brand, foster employee engagement, and effectively mitigate reputation risks.” To book a demo, or get more information about the Employer Brand & Culture Index (EBCI) and Blu Ivy Group’s employer brand and culture consultancy services, please visit Employer Brand & Culture Index (EBCI) | Blu Ivy Group About Blu Ivy Group Blu Ivy Group is a global leader in employer branding, culture, recruitment marketing solutions. Blu Ivy Group has more than a decade of experience conducting talent research and providing innovative employer brand solutions to transform your organization and design the most compelling workplaces of the future.

AI, Fintech

Small businesses are underestimating their cyber risk despite increased threats

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TORONTO, Sept. 27, 2023 /CNW/ – Most small businesses don’t believe they will experience a cyber attack, yet many employees are concerned they are putting their organizations at risk, according to a recent poll by Insurance Bureau of Canada (IBC). IBC’s 2023 Cyber Security Survey found that more than 60% of small businesses believe their business is too small to be targeted by cyber criminals. This number rises to 73% for sole proprietors. The majority of business owners surveyed were not concerned about their staff posing a cyber risk, however, three out of four employees surveyed admit to having taken at least one action that poses a cyber security risk.The poll also showed growing employee concerns with cyber safety. For example: 25% of employees don’t feel they have the tools and training needed to identify potential cyber threats at work 22% of employees are concerned their actions could contribute to a cyber attack or data breach 10% of employees have shared confidential information with a publicly available chatbot or artificial intelligence (AI) platform. “While large companies are often common targets for cyber criminals, small and medium-sized businesses are also at a heightened risk,” said Liam McGuinty, Vice President of Strategy at IBC. “Both employers and staff play an important role in cyber security, and regular staff training is a critical component in reducing risk.” Despite nearly 40% of small business employees indicating that they had seen an increase in scam attempts over the last 12 months, employer responses showed that they may not be making enough investments in cyber protection: 69% do not consider cyber security a financial priority Only 20% have any intention of purchasing cyber insurance within the next year 17% don’t think they would qualify for cyber insurance. “All businesses, but especially those that rely heavily on an online presence and use e-commerce, should consider contacting their insurance representative to help find ways to manage their cyber risk,” added McGuinty. “However, cyber insurance is just one component of an overall cyber risk mitigation strategy – it is not a replacement for cyber resilience.” IBC’s new Cyber Savvy Assessment provides information for small business ownersAs part of Cyber Security Awareness Month, IBC is launching a self-assessment tool to help business owners understand the steps most cyber insurers want businesses to take to reduce their cyber risk. While this free tool cannot provide an assessment of a business’s actual risk profile, its questions can help business owners gauge their level of readiness for cyber insurance and help determine which areas they may need to focus on to bolster their cyber resilience. The Cyber Savvy Assessment is available until October 31 at cybersavvycanada.ca, along with resources and information about the proactive measures businesses can take to help reduce their cyber risk. About IBC’s Cyber Savvy ResearchBusinesses Findings are from a survey conducted by Insurance Bureau of Canada from August 3 to 9, 2023 among n=305 Canadian business owners and decision makers who work at companies with up to 500 employees. All respondents were members of the online Angus Reid Forum. Interviews were conducted in English and French. For comparison purposes only, a sample of this size would yield a margin of error of +/- 5.6 percentage points, 19 times out of 20. Employees Findings are from a survey conducted by Insurance Bureau of Canada from August 3 to 9, 2023 among n=1,506 employed Canadians aged 18+ who work at organizations with 2 to 499 employees and work primarily on a computer or other digital device. The sample was balanced on age, gender and region to the profile of the working Canadian population. All respondents were members of the online Angus Reid Forum. Interviews were conducted in English and French. For comparison purposes only, a sample of this size would yield a margin of error of +/-2.5 percentage points, 19 times out of 20. About Insurance Bureau of CanadaInsurance Bureau of Canada (IBC) is the national industry association representing Canada’s private home, auto and business insurers. Its member companies make up the vast majority of the property and casualty (P&C) insurance market in Canada. For more than 50 years, IBC has worked with governments across the country to help make affordable home, auto and business insurance available for all Canadians. IBC supports the vision of consumers and governments trusting, valuing and supporting the private P&C insurance industry. It champions key issues and helps educate consumers on how best to protect their homes, cars, businesses and properties. For media releases and more information, visit IBC’s Media Centre at www.ibc.ca. Follow us on X (Twitter) @InsuranceBureau or like us on Facebook. If you have a question about home, auto or business insurance, contact IBC’s Consumer Information Centre at 1-844-2ask-IBC. SOURCE Insurance Bureau of Canad

AI, Featured, Security

K-12 Teachers Say Classroom Models Need to Evolve to Prepare Canadian Students for the Future

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Only half of teachers surveyed in Canada say students are taught in ways that are relevant to the skills they need for the future, according to new survey from Microsoft TORONTO, Sept. 13, 2023 /CNW/ – As a new school year begins for millions of Canadian students, teachers across the country say it’s time to embrace new teaching models to better align with the realities, opportunities and challenges of today’s classroom and tomorrow’s workplace. In a new survey from Microsoft of over 500 Canadian teachers and school leaders, most said schools need to do more to adapt to the evolving needs of students. Teachers are calling for changes that make classrooms more engaging, inclusive and relevant for a new digital era. New models for a new era of digital innovation Teachers across the country say it’s time to embrace new teaching models. (CNW Group/Microsoft Canada Inc.) From AI to interconnected smart devices, teachers recognize that the rapid pace of technological innovation is changing the workforce students will be joining, but few classrooms are teaching the skills students need to succeed in the new digital world. In fact, ninety percent of teachers surveyed agree it’s important to teach students the digital skills they’ll need for modern life, but only half of teachers (52 percent) say students are taught in ways that are relevant to the skills they need for the future. Strikingly, the survey revealed an overwhelming majority of teachers (79 percent) felt data literacy and digital citizenship were essential skills for today’s students, but these topics were only taught in 22 and 53 percent of classrooms respectively. While teachers have just begun to consider the implications of AI in education, 41 percent of teachers believe that students should learn about generative AI to better equip them for life outside school and in their careers. That number rose to 50 percent among teachers of grades 7-12. “It’s crucial that we listen to teachers so we can better empower students in their learning and be prepared to contribute to Canada’s economic future” said Elka Walsh, Associate Vice President, Learning & Teaching, at Microsoft Canada. “We have a responsibility to address these gaps, reignite a love of learning, and help students thrive in a digital world.” Digital tools more prevalent since the pandemic, but not used effectively For many teachers, the pandemic spurred the adoption of digitally enhanced learning in the classroom. Eighty-two percent of teachers surveyed said their school’s use of digital tools started or increased with the pandemic. But only 35 percent of respondents said most teachers are equipped with the best digital tools to help them teach and a similar number (34 percent) said teachers receive the training needed to use these tools effectively. Six out of ten respondents said teaching methods should change to make the most of these tools. Among the most promising use cases for teachers, according to the survey, was time management. Eighty percent of teachers agree they need more tools to help them manage their time more productively – an unsurprising stat given that 86 percent of teachers rate their workload as high or very high. The results also indicated a clear difference in approach to technology in the classroom between those schools with an established sustainable digital strategy and those without. When asked if students were more engaged when digital tools are used in the classroom, three quarters of respondents with a digital strategy agreed. Among teachers in schools without a digital strategy, fewer than half agreed technology helped to increase engagement. Engagement and inclusion need a boost It is apparent that teachers are struggling to keep students engaged, particularly when faced with the emotional and wellbeing challenges related to the pandemic. Only half of teachers surveyed (51 percent) said students are taught in ways that engage them and keep their interest and only a third (35 percent) agree schools are succeeding in helping to address students mental and emotional wellbeing. Today’s teachers know inclusion and accessibility is crucial to help every student reach their potential. Ninety-five percent said inclusive and accessible teaching resources are somewhat or very important. But only 48 percent say current teaching methods are inclusive and only 46 percent feel students are taught in ways that are responsive to their individual needs. Teachers also want schools to do more to address the mental and emotional wellbeing of students (74 percent) and feel students are still emotionally challenged by the disruption of the pandemic (72 percent). “Canada’s teachers are telling us we need revitalized learning models so their students don’t get left behind” said Marc Seaman, Vice President, Education Segment for Microsoft Canada. “New models are critical to improve outcomes for all students and prepare them for the digital future.” Building on decades of work with policy makers, school leaders and educators around the world, Microsoft is committed to teacher and student success. Microsoft is innovating to deliver tools and resources to educators that are responsive to student and teacher needs, supporting inclusive and accessible learning environments. Through programs like Showcase Schools, Microsoft collaborates with schools in Canada and worldwide to demonstrate what’s possible to transform learning and deliver sustained results for students. Microsoft also offers free curated learning to help instructors adopt new digital tools and design inclusive learning. Visit Microsoft.com/education for more information. About the FUSE Insights SurveyThese results are taken from a survey of 503 teachers from across Canada. The survey was delivered online, in English and French, between 1st and 8th June 2023; and covered a cross section of teachers by geography – 39 percent are in Ontario and 29 percent in Quebec, 12 percent are in BC, 15 percent in the Prairies and 8 percent in the Atlantic provinces – and grade. Of the 503 teachers who completed the survey, 493 (95 percent) teach students themselves, and the respondents also included 20 school administrators, principals and vice-principals. 88 percent of respondents to the survey work at public schools and the remainder in private schools; a little over a third (37 percent) of teachers who completed the survey teach Kindergarten to grade 3, a quarter (26

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