Month: March 2023

As published in Qualcomm’s 2022 Corporate Responsibility Report

We are committed to operating ethically, holding ourselves and those with whom we do business to high standards of integrity.

We strive to make Qualcomm a diverse, inclusive and safe workplace, with opportunities for our employees to grow and develop in their careers, supported by strong compensation, benefits and health and wellness programs and by programs that build connections between our employees and their communities.

We promote a diverse workforce, knowing that our varied backgrounds, experiences, perspectives and ideas enhance our ability to innovate and execute on our goals.

We maintain leading development programs and offer employee incentives, wellness options and compensation packages to attract and retain top talent from around the world.

We manage data and privacy responsibly, always striving to uphold the trust of our customers and employees.

We evaluate and reduce our cyber-risk profile through continuous assessment of the cyber-threat landscape and the operation of our cyber vulnerability management program.

We place a high priority on cybersecurity, not only to protect our employees, customers and business collaborators but also to protect our IP, operations and products.

We embed cybersecurity, by design, in everything we do. We know that for technology to fulfill its promise, it must support robust, extensible security while avoiding compromising user experience.

We believe that creating an ethical culture where employees take pride in ethical behavior is imperative. All our employees must strive to follow the letter and spirit of the Qualcomm Way: Our Code of Business Conduct (CoBC).

We support public policies that encourage innovation, foster the proliferation of mobile technology and enable business-friendly environments.

Policies: 

The Qualcomm Way: Code of Business Conduct 

Global Foreign Corrupt Practices Act (FCPA) and Anti-Corruption Policy

Diversity, Equity and Inclusion Policy 

Environment, Health and Safety Policy 

Privacy Policy 

Tax Strategy 

Human Rights Statement

Supplier Code of Conduct

Conflict Minerals Policy

Learn more in Qualcomm’s 2022 Corporate Responsibility Report

Originally published in Tapestry’s 2022 Corporate Responsibility Report

Tapestry employees are the cornerstone of our success, and their varied experiences enrich the company as a whole. We are stronger as a company when we lift each other up and empower individuals, personally and professionally. As our company name suggests, we believe in the intertwining of diverse people and ideas. We make this possible by holding ourselves accountable and improving the ways we engage with our employees and our brands. Difference sparks brilliance and we bring that philosophy to all we do. In short, we embrace difference by design. When it comes to Equity, Inclusion and Diversity (EI&D), our strategy is grounded in our purpose and values. We are focused on helping remove systemic barriers to opportunities and driving more equitable outcomes. 

We aim to be a work environment where employees look forward to contributing and feel fully supported in pursuing their own growth and development. 

To support these actions, we are guided by four interconnected principles:

Talent: Attracting, retaining and growing top talent – making us an employer of choice in a rapidly evolving talent marketplace. 
Culture: Fostering a culture of inclusion, where people and ideas from everywhere are welcomed. 
Community: Nurturing the vibrancy of the communities in which we live and work to advance equity, opportunity and dignity for all. 
Marketplace: Embracing our responsibility in the marketplace as a global fashion company. We are committed to affecting positive change for our industry and deliver on our value proposition to stakeholders – consumers, investors and future talent.

We want our employees to love where they work, and we’re continually working on how we can promote and maintain work-life integration with an emphasis on their well-being. Tapestry prioritizes listening to our employees and providing ample opportunities for learning and development at all levels of our company.

From Employee Resource Groups and professional development to volunteering and continuous improvement on work-life fit, Tapestry is making culture a priority.

2025 OUR PEOPLE GOALS 

Build diversity in North America (NA) Tapestry and brand leadership teams by increasing the number of NA-based racial and ethnic minority leaders to better reflect our general corporate population.Reduce differences in our Employee Inclusion Index scores based on gender and ethnicity.Demonstrate focus on career progression, development and mobility by filling 60% of leadership roles (VP+) internally.Enable all employees to manage both their work and personal life balance by achieving a global core benefit standard for self-care, parental and family care leave policies.

Read more about culture at Tapestry

Stacey Bledsoe’s life took a personal and professional turn in 2015, when her father was diagnosed with lung cancer. A nurse by training, Stacey asked his oncologist whether she could recommend a clinical trial, but despite being based at a major academic medical center, the physician didn’t know of any.

“That’s when I knew I had to do something to change this and build awareness all the way around for clinical trials,” says Stacey, Gilead’s new Head of Clinical Trial Diversity and Inclusion. “From that day on, I was resolved to help ensure that clinical trials are available to everyone, including racial and ethnic minorities who have historically been underrepresented in these studies.”

Stacey worked for years as a newborn intensive care nurse and in 2003 began a career in the biopharmaceutical industry. But it was her father’s illness that first opened her eyes to the inequity in clinical trials. Soon thereafter she became a leader in efforts to increase diverse representation in trials, helping launch multiple initiatives to address the disparities, which are particularly stark in cancer care. She notes that Black women are 40% more likely to die of breast cancer, yet minorities as a whole only account for 10-15% of participants in cancer trials. As a result of the gap, clinicians have incomplete information on the effects many drugs have on racial and ethnic minorities.

“My career has taught me that clinical trials are how you get the newest treatments in oncology,” says Stacey. “If my family didn’t have access to a trial, I knew other families were going through the same thing as well.”

She says a historical lack of trust in the healthcare system is a factor in why people from minority groups don’t sign up for trials. But lack of awareness and education among both patients and providers is also at the heart of the issue.

“I don’t want to underestimate the trust factor, but we also know from research that people from communities of color are not asked to participate in trials,” she explains. “When they are educated about their disease and asked to participate, they are more likely to do so.”

Stacey came to Gilead last year because of its legacy and leadership in advancing health equity and access for underrepresented communities. “Gilead had a reputation for putting patients first, and that’s important to me. I knew it was a trustworthy company, and I want to build on that foundation.” 

In her first six months at the company, Stacey devised a strategy around three key groups: patients, providers and partners. One way to reach more diverse trial participants is to base a study where patients live so they don’t have to travel long distances to participate, she explains. Another is to involve providers from the same background who understand and can relate to the community they serve. Finally, she says it’s important to develop strong relationships with key partners – churches, community organizations and advocacy groups – that can help provide outreach to participants and support them during a trial.

Stacey is incorporating these strategies into some new national initiatives. During Black History Month, her team is partnering with the non-profit Black Health Matters to kick off an educational campaign about Gilead’s cancer trials for triple-negative breast cancer, which is prevalent in the Black community.

Her team has also established a partnership with Highland Hospital in Oakland, which serves a large Black population. Gilead will support a new cancer trial center at the hospital to “ensure that all patients have the opportunity to get cancer care in their own backyard,” she says.

Additionally, the U.S. Food and Drug Administration issued new draft guidance for biopharmaceutical companies to enroll more participants from underrepresented racial and ethnic populations into clinical trials. Stacey is working to first implement these new strategies in the United States and then broaden and replicate them globally.

“In my mind, every patient should have access to innovative drugs,” she says.

Ultimately, Stacey’s goal is to give people opportunities that her father didn’t have. “I always tell people, I did not leave who I was at the door when I left nursing and entered the door at pharma. I’m still a nurse at heart,” she says. “The patient always still comes first.”

Originally published by Gilead Sciences

The Manufacturing Institute—the workforce development and education partner of the National Association of Manufacturers—announced that Angel Seabold of Whirlpool Corp.’s Clyde, Ohio operations has been recognized as a 2023 Women MAKE Awards honoree. This annual national awards program honors women who have demonstrated excellence and leadership in their careers and represent all levels of the manufacturing industry, from the factory floor to the C-suite.

“Manufacturing brings a diverse group of leaders together to move toward the same common goal: delivering the best product to our consumers,” said Seabold, Whirlpool Corp. sr. manager of operations and production.

“I am passionate about manufacturing because I learn something new every day, empowering all levels of the organization and developing the next generation of leaders.”

The Women MAKE Awards are part of the Manufacturing Institute’’s Women MAKE America initiative, which is the nation’s marquee program to close the gender gap in manufacturing. Women account for about half of the U.S. labor force but represent less than one-third of the manufacturing workforce. Women MAKE America aims to create a 21st-century manufacturing workforce by empowering and inspiring women in the industry.

“There is no doubt that the 2023 Women MAKE Awards Honorees and Emerging Leaders are immensely talented and accomplished,” said Rose Lee, Cornerstone Building Brands president and CEO and 2023 Women MAKE Awards Chair . “They serve as excellent role models committed to inspiring and supporting women and girls of all ages. Their example is how we will create an industry that is as diverse as the communities we serve.”

The Women MAKE Awards honor exceptional women in manufacturing and motivate them to mentor the next generation through an annual awards gala and associated leadership training program. The stories of these women and the leadership they exemplify will help inspire the next generation of women leaders in manufacturing and support talent already within the industry.

“I am honored to work with Angel and very proud of her outstanding achievement,” said Don Metzelaar, Whirlpool Corp. VP of integrated supply chain and quality. “She is the epitome of our company values, serves as a role model every day, and exemplifies the future of manufacturing.”

On April 20, the Manufacturing Institute will recognize 130 recipients of the Women MAKE Awards in Washington, D.C. The evening will highlight each Honoree and Emerging Leader’s story, including their leadership and accomplishments in manufacturing.

View original content here.

NEW YORK, March 15, 2023 /3BL Media/ – The International WELL Building Institute (IWBI), the global authority for driving market transformation toward healthy buildings, organizations and communities, has today announced the winners of the 2022 IWBI Awards. The program celebrates the positive impact and leadership of organizations and individuals who have leveraged WELL to make extraordinary strides in health, well-being and equity.

The WELL at scale awards, launched this year, are presented to organizations for their commitment to prioritizing health and well-being across their organization or real estate portfolio through the WELL at scale program.The WELL community awards elevate passionate advocates and leaders– WELL Faculty and WELL APs (Accredited Professionals) – within the WELL community across a wide range of categories.

“The WELL movement has experienced tremendous growth over the past year, as organizations and individuals alike have championed strategies that contribute to health, well-being and people-first places everywhere,” said IWBI Chief Product Officer Jessica Cooper. “Congratulations to all award recipients for their exceptional leadership, engagement and advocacy, which has helped to influence this growth.”

These leaders will also be recognized at the WELL Summit, to be held in Washington, D.C., September 25-26, 2023.

WELL at scale enables organizations to measure and improve organizational health performance and its impact across all locations. Many WELL at scale awards are determined using an organization’s WELL Score, a number out of 100 that reflects the WELL strategies earned across all of an enterprise’s locations, weighted by the number of people impacted by those achievements, as well as achievement by WELL concept area. Over time, this score can be contextualized by industry, region, fund and location use-types, and will provide a ranking in one of these areas. With this data, organizations can measure their impact on people, while also comparing their progress internally and against industry peers.

WELL Faculty and WELL APs—a community of nearly 12,000 people in more than 100 countries whose professional credential denotes expertise in WELL—have worked hand-in- hand with organizations pursuing IWBI’s programs including its flagship WELL Building Standard, the WELL ratings and WELL at scale, now collectively spanning nearly 4.6 billion square feet across 125 countries. The 2022 award winners have influenced WELL’s progress by demonstrating exceptional leadership through action, feedback and proactive support.

The 2022 WELL at scale award winners are as follows:

Global WELL Leadership Award(up to 100 locations) – Lendlease, One International Towers Sydney Trust & Lendlease, Australian Prime Property Fund (APPF) Commercial Core PortfolioGlobal WELL LeadershipAward (over 100 locations) – Jones Lang LaSalleAmericas, Inc.Regional WELL Leadership Award (Americas) – Jones Lang LaSalle Americas,Inc.Regional WELL Leadership Award (Asia) – Kerry PropertiesLimitedRegional WELL Leadership Award (Europe) – CBRE Investment Management, Dutch Office FundRegional WELL Leadership Award (Oceania) – Lendlease,One International Towers Sydney TrustPeople First Award – Embassy Office Parks REITWELL Concept Leadership Award (Air) – CBRE Investment Management, Dutch Office FundWELL Concept LeadershipAward (Water) – Embassy Office Parks REITWELL Concept Leadership Award (Nourishment) – Gmp Property, SOCIMI OfficeWELL ConceptLeadership Award (Light)- Enel, LATAM OfficesWELL Concept Leadership Award (Movement) – Embassy Office ParksREITWELL ConceptLeadership Award (ThermalComfort) – Edge Technologies, EuropeWELL Concept Leadership Award (Sound) – Lendlease,One International Towers Sydney TrustWELL ConceptLeadership Award (Materials) – Investa, OIPP managed& Investa, ICPFWELL Concept Leadership Award (Mind) – The Cadillac FairviewCorporation, Ltd., TD CentreWELL Concept Leadership Award (Community) – Investa,OIPP managed &Lendlease, One International Towers Sydney TrustWELL ConceptLeadership Award (Innovation) – Ernst & YoungLLP, US OfficePortfolioAdvancing Health in ESG Leadership Award – Colliers International, Global Real Estate Portfolio & Embassy Office Parks REITWELL AP Impact Award – HOKWELL Enterprise Provider of the Year Award – JLL &A SustainAble Production (ASAP)Health and Safety Award – Citi; Lendlease, One International Towers Sydney Trust; Lendlease, Australian Prime Property Fund (APPF) Commercial Core Portfolio;, The Cadillac Fairview Corporation Ltd., TD Centre; SAS Trustee Corporation Lendlease Property Management Aus Pty Ltd.; T-Mobile, Corporate Owned Locations; Empire State Realty Trust; JPMorgan Chase & Co.; and NEO

The 2022 WELL community award winners are as follows:

WELL AP

Global WELL AP of the Year – Deepa SathiaramRegional Leader Award (APAC) – Deepa SathiaramRegional Leader Award (China)- Xiaolin WeiRegional Leader Award (Americas) – Mara BaumRegional Leader Award (EMEA) – Müge KarasahinAdoption of WELL Award – Ying Zhang, HosannaElarmo, Felicity Lee, Songbo (David) Shu, Regina Kurucz, Monika Chacinska, Jenn MahonEmerging Market Award – Phetcharin Phongphetkul, Praveenbabu Rajkumar, Stan Ho, Ana Lucia Granda, Ryan NagalTrailblazer Award – Ernie Beck, Anna Faltin, MagdalenaMagaña, Jessica Payne, Wei Zhang, Allison SmithThe Next Frontier of Design Award – Gala Magrina, Sarah Marie Agne Alfaro, Florijn Vriend, Kay Sargent, Man Kit LeungSuper ProjectAdmin Award – Grace ArnoldRising Star Award – Belinda Carr, Shouzhang (Anson)Wang, Mazen JamalPerformance TestingAward – Franck Chaventre, Lopa Khanna, Ozzy Cheng

WELL Faculty

Educator of the Year Award – Nicole DeNamurChangemaker Award – Stefano Tronci, Bahar Armaghani, Dr. Ayotunde Dawodu, Qiang ZhangRising Star Award – Komal Kotwal, Laura Serafini, Yanmei (May) Lv

For more information about the 2022 IWBI Award winners and methodology for selecting award recipients, as well as rankings, please visit wellcertified.com/leaderboard.

About the International WELL Building Institute

The International WELL Building Institute (IWBI) is a public benefit corporation and the world’s leading organization focused on deploying people-first places to advance a global culture of health. IWBI mobilizes its community through the administration of the WELL Building Standard (WELL) and WELL ratings and certifications, management of the WELL AP credential, the pursuit of applicable research, the development of educational resources and advocacy for policies that promote health and well-being everywhere. More information on WELL can be found here.

International WELL Building Institute pbc is a wholly owned subsidiary of Delos Living LLC. International WELL Building Institute, IWBI, the WELL Building Standard, WELL v2, WELL Certified, WELL AP, WELL Portfolio, WELL Score, The WELL Conference, We Are WELL, the WELL Community Standard, WELL Health-Safety Rating, WELL Health-Safety Rated,WELL Equity, WELL Performance Rated, WELL Performance Rating, Works with WELL, WELL and others, and their related logos are trademarks or certification marks of International WELL Building Institute pbc in the United States and other countries.

While many may think the last few years (a pandemic, supply chain issues, rising inflation costs, etc.) slowed entrepreneurship in America, GoDaddy’s Venture Forward research initiative found quite the opposite is true. More than 5.27 million Americans started new microbusinesses since the onset of the pandemic and 2022 U.S. census data reveals a 42% surge in new business creation since 2019. GoDaddy data also indicates this emerging cohort of post-pandemic entrepreneurs is more diverse, with an uptick in women and Black entrepreneurs as well as solopreneurs and those without a college degree.

In February, GoDaddy launched an entrepreneurial Learning Series at Showfields in New York City to help educate and empower the new wave of small business owners and help them on their entrepreneurial journey. The three-part series included an all-female speaker line-up, with a roster of entrepreneurs and GoDaddy experts who offered tips and shared entrepreneurial lessons.

The first event took place on Feb. 15 and featured TOPTOTE inventor and the fileist founder Lindsay Albanese as the guest speaker. Lindsay discussed how she got started in the fashion industry as well as her experience inventing TOPTOTE and founding the fileist. She shared her tips for selling online with a focus on key features and the ‘why’ in every marketing asset, collaborating beyond selling online, and pivoting to get what you need. GoDaddy Director of Internal Communications and entrepreneur Sara Schmidt gave her tips for selling online and in-person, and she shared real-life experience from her business Knot + Punch.

The second event featured Asia Jackson, actress, producer, content creator and founder of SKNFLUENCER. Asia explained why she started developing content and how that led to the creation of SKNFLUENCER, as well as the importance of an online and social media presence. Haley Uzelac, Head of Influencer Partnerships at GoDaddy presented on digital and social media marketing for small businesses.

The final event on March 1 wrapped the series with Stephanie Sprangers, founder and CEO of Glamhive, sharing her background and how she started the company, why a strong branded presence is important and tips for business owners when telling their story and building their brand. Director of Creative Planning & Management at GoDaddy Kelly Saverine presented a guide to branding that included the importance to branding a business.

Following the final event, Sprangers shared her thoughts and insights around the series. “There is tremendous hunger within the creative community to learn how to build digital businesses and personal brands,” she said. “I’m so impressed with GoDaddy’s grassroots efforts at Showfields to host this community and give insights and inspiration to those ready to take their traditionally in-person businesses online.”

All the events aimed to educate and empower the future generation of entrepreneurs, and one attendee shared just how much the event meant to her. She said, “You are not just a domain company, but rather an empowering entity that cares about the core of American enterprise, US, the little guys!”

To learn more about GoDaddy and their tools for every first along an entrepreneur’s journey, visit www.GoDaddy.com.

By Paola Suro (WXIA)

Originally published by 11Alive on 11alive.com

ATLANTA, March 15, 2023 /3BL Media/ – The International Women’s Forum of Georgia hosted its fourth annual International Women’s Day celebration, called “Women Leading Change,” at the Georgia-Pacific Center Auditorium in Downtown Atlanta.

More than 200 women attended both in-person and virtually.

As Program Chair Amy Glennon explained, the event celebrated accomplishments made by women, and recognized the strides that still need to be made.

Watch the video here

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