Skip Accessibility Statement

QUMU Corporation Accessibility Statement
Qumu Corporation and its group of companies (“Qumu”) is committed to providing an accessible website experience for all of our U.S. customers and consumers, regardless of disability.

Reasonable Accommodations
Individuals who need a reasonable accommodation to access information and materials on Qumu’s website should send an email to Legal@qumu.com or call us at 612-638-9100 to provide information about the nature of the requested accommodation.  Requesters should include contact information such as an email address or telephone number at which they can be reached.  Depending on the nature of the request, Qumu may need sufficient advance notice to provide a reasonable accommodation.

Technical Assistance
In the event that a user with a disability experiences accessibility issues with our website or other digital platform, please contact us by sending an email to Legal@qumu.com or calling us at 612-638-9100 In your communication to us, please specify the nature of the accessibility difficulty, including the web address that may have presented an accessibility challenge.

Feedback
We are always working to ensure that our services are accessible to all customers and consumers, including individuals with disabilities.  If you have an idea or question about accessibility support services at Qumu, please contact us by email at Legal@qumu.com or by phone at 612-638-9100.

News: AT&T Launches Managed Unified Streaming for the Enterprise. Learn More.
Blog

Implementing a successful Diversity, Equity and Inclusion program is a marathon not a sprint. 

Even though there is tremendous pressure to adopt and act to drive results quickly, the most successful strategy is to begin to make small changes and act on each of them. Overtime, you will have a complete diversity, equity, and inclusion policy with results you can point to.  
 
This approach is important to note as the world seems to be more tumultuous today than ever before. The pandemic is only one pressure point. There’s divisive politics, climate shifts, cultural shifts, and increasing violence to name a few. A DEI policy and program takes patience and empathy. Programs that are based on thoughtful and constructive response to concerns are the ones that will be widely accepted and adopted. 

Perhaps the first step is to recognize and admit that all of us have some level of unconscious bias. The next step is to identify how the subconscious bias manifest itself. Change can occur by retaining expert consultants that can provide insight and best practices in order to address and overcome how we engage in bias or oppressive behavior. 

After recognition comes planning followed quickly by action. 

A great place to begin to develop a strategy is to form a DEI committee. The committee can help facilitate conversation. It creates a safe harbor for those sometime difficult conversations and an open forum for less vocal employees. It also empowers employees with physical, cultural, environmental, or religious differences to advocate for better inclusion and accommodation in the workplace. 
 
The committee can make recommendations about the workplace environment but can also look beyond to identify how to engage the greater community.  
 
Sometimes executives and managers find it difficult to recognize their own subconscious bias. Enlisting the help of outside DEI experts to facilitate training will help uncover those often-hidden behaviors and practices. This training will help supervisors dismantle systems and procedures that are inherently biased. Regular skip level meetings across the organization can be the result of training and provide an opportunity for members of the majority to better understand other cultures, backgrounds and identities. 

Now that the infrastructure is in place, it’s time to find common ground, similar values and priorities and move together on the same path forward. And your progress and results can be measured.  

But policy isn’t enough.  

Look at employee retention and satisfaction levels, employee engagement, positional equity. Perform employee engagement surveys as one mechanism of measurement. 
 
Diversity, equity, and inclusion is about more successful business outcomes. A diversity of ideas, approaches and thinking bring together differing points of view and foster true inclusion. 
 
Qumu is a leading provider of best-in-class tools to create, control, deliver, experience, and analyze live and recorded video at scale. Backed by an experienced team of software and video experts, Qumu’s software enables globally distributed organizations to drive employee, customer and partner engagement, modernizing business by providing more efficient and effective ways to communicate and collaborate.   
 
Qumu is proud to have implemented many of the policies and procedures that make a DEI program successful.

Subscribe to our Newsletter

Stay up to date with the latest video communications tips and news.

Qumu Reviews