Month: March 2023

Originally published in Cintas 2022 ESG Report

Our Partner Business Resource Groups (PBRGs), Cintas’ workplace affinity groups or employee resource groups, are an important element in our overall human resources and human capital strategy.

Cintas has established six PBRGs to support specific groups of employee-partners. These include IMPACT for our LGBTQ+ community and their allies, LEAD for our partners from Asian and Pacific Island (API) heritages; RISE2 for our Black and African American employee-partners; TODOS for our Hispanic and Latin employee-partners; VALOR for our veteran and military-affiliated employee-partners; and WAVE for our female employee-partners.

IMPACT and LEAD were created in 2022 in response to our company’s growing employee-partner populations and their appetite for group-based, collaborative development resources.

PBRGs provide members with outlets to lend their voices and perspectives, and with spaces where they can share experiences and support one another. They also provide a platform for management to hear from our employee-partners directly about the issues that matter most to them. It’s a two-way dialogue that we believe benefits everyone.

CAREER DEVELOPMENT

Our PBRG missions not only align with our business objectives and help us secure continued competitiveness, but also provide a platform for our employee-partners to grow and connect with partners from similar backgrounds.

While our mentor opportunities focus on skill- and job-based criteria, our PBRGs are based on common backgrounds and shared experiences. We also believe that the PBRGs give our employee-partners a louder voice, additional leadership opportunities, and greater access to management.

PBRG leadership, past and present, is active and visible throughout our organization. Employee-partners who accept PBRG leadership roles – including president, vice president, and committee assignments – are actively engaged with a broad cross-section of our company, from the field all the way up to the executive offices. Many of our PBRGs also have field chapters that help bring the goals and ambitions of formalized development to employee-partners throughout the United States and Canada. This helps to promote stronger connections to our corporate development strategy and goals, and makes connections between employee-partners across our company who may not otherwise have the chance to cross paths.

Our PBRGs have gained national attention. For example, TODOS – our PBRG to support our Hispanic and Latin employee-partners – is a two-time finalist (2020 and 2021) in the U.S. Hispanic Chamber of Commerce Annual Conference’s ERG (Employee Resource Group) Challenge.

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CNH Industrial brand STEYR has been supporting training at the Upper Austria State Fire Brigade School with a STEYR® 4135 Profi. The machine means that technical operations can be conducted with a current agricultural vehicle. With the STEYR tractor, training is presented in a clear and application-focused way.

“Good solid training with practical exercises is important to us. And this requires a reliable partner. This cooperation helps us to offer Upper Austrian firefighters the best training for all operational requirements. It cannot be valued highly enough,” explained Gunnar Hauser, Business Director at STEYR.

The fire brigade must secure vehicles threatened by slipping and crashing, address accidents on rough terrain and provide back-up to clear traffic areas. These are real challenges and, to avoid further hazards, countermeasures have to be taken quickly.

“That is why we participate in these training courses. We are supporting this training with the STEYR 4135 Profi to meet the increasing demands of firefighting now and in the future,” added Hauser. 

The Upper Austria State Fire Brigade School in Detail

Today, there are more tasks for the fire brigade due to advancing mechanization, ever-increasing traffic volume, growing potential hazards in operational production and natural disasters. To combat these challenges, firefighters require tactical, technical and organizational knowledge. And they must understand how to apply it all in practice for rapid and targeted mission management.

Theoretical and practical skills are taught across almost 90 different types of courses at the school. At the site in Linz, the capital of Upper Austria, more than 9,000 students are welcomed annually. Over five days, participants can participate in basic, advanced and special courses prepared for their practical fire brigade missions.

Originally published in AMD 2021-22 Corporate Responsibility Report

We want to see more women in the semiconductor industry, and AMD is committed to helping make that happen. One of the highlights of 2021 was our company’s partnership with AnitaB.org – a nonprofit organization dedicated to expanding the number of female engineers in the global workforce and creating diverse and inclusive workplace climates. Together, we were able to offer 25 selected female students the opportunity to attend a conference and receive an exclusive scholarship to support their technical education.

The AnitaB.org Scholars program is designed to strengthen the community of peer support and access to resources for scholarship recipients, and the Scholar community includes recipients from around the world. The 25 women who were selected for the program attended the Grace Hopper Celebration. This flagship event was founded in 1994 to honor Grace Hopper’s legacy and inspire future generations of women in tech. The event brings the research and career interests of women in computing to the forefront and highlights the contributions of women to the tech world.

The students also attended a virtual networking session with a panel of women technologists at AMD to hear insights about career development and personal experiences. Additionally, the women undertook coaching, including nine hours of individual sessions. The program was made possible in 2021 by the money connected to the prestigious Grace Hopper Technical Leadership Abie Award that AMD CEO Dr. Lisa Su won in 2020, plus an additional donation from Dr. Su.

For more information on diversity, belonging and inclusion programs and initiatives at AMD, please visit our website.