Month: June 2023

On Monday, May 8th, in Can Tho, Vietnam, Orbis International, with generous support from FedEx, launched its first surgical program since 2020 on board the Flying Eye Hospital –a fully accredited ophthalmic teaching hospital on board a plane. For three weeks, Orbis’s clinical staff and Volunteer Faculty (medical experts) provided in-person, hands-on training to 50 eye care professionals, including ophthalmologists, nurses, biomedical engineers, and anaesthesiologists from the Can Tho region to build skills to treat the leading causes of blindness and visual impairment in their own communities.

This marked the 12th time the Flying Eye Hospital has held a training project in Vietnam, including one virtual project on Cybersight, Orbis’s telemedicine platform. During this project, participants developed their skills through a combination of simulation and hands-on training, as well as customized virtual learning courses before the plane arrived in Vietnam. Training activities took place on the Flying Eye Hospital which was parked at the Can Tho International Airport, and at two partner hospitals, Can Tho Maxillo Dental and Eye Hospital and Can Tho Children Hospital.

The first week of the project was dedicated to simulation training, which allows participants to grow their confidence in a training environment before moving on to surgeries. The last two weeks of the project focused on surgical training, where participants received hands-on, real-life experience with world-class professionals at their sides.

Surgical training focused on treating the leading causes of blindness and vision impairment for children and adults in Vietnam. Participants were trained in pediatric cataracts, oculoplastics and strabismus as well as treating adults for glaucoma and medical retina. This project complemented Orbis’s ongoing programs throughout the country and furthered Orbis Vietnam’s ultimate goal: to fill the gaps and address the needs of local health personnel and contribute to the National Blindness Prevention Strategy, which was approved by the Prime Minister in 2016.

“We are so grateful to FedEx for not only sponsoring this program in Vietnam but also standing side by side with us for more than 30 years in the fight against avoidable vision loss around the world,” said Ngoc Pham, Country Director of Orbis Vietnam. “FedEx has played an indispensable role in helping Orbis achieve its mission, including donating the current MD-10 aircraft that serves as the third-generation Flying Eye Hospital.”

FedEx has supported Orbis in its mission for over than three decades and through more than US $22 million in donations and in-kind shipping. In 2021, FedEx announced its renewed commitment to Orbis’s sight-saving mission with a US $3.5 million donation to help provide financial, logistical, and operational support to the organization and its Flying Eye Hospital over the following five years. In addition to providing aircraft parts, maintenance, and pilot training, the FedEx-donated MD-10 is flown by FedEx pilots who volunteer their time to navigate the plane around the world on Orbis projects. The sponsorship of this project in Vietnam was part of the FedEx Cares 50 by 50 campaign to positively impact 50 million people around the world by the company’s 50th birthday this year.

“FedEx is proud to play a role in the global fight against avoidable blindness. As we celebrate our 50th birthday this year, FedEx has been positively impacting lives and creating a Better World through connecting people to more possibilities. We are committed to using our resources and our network to help address the social and economic needs of those in need in our local communities.” said Ee-Hui Tan, Managing Director, FedEx Express Vietnam and Cambodia.

Orbis is grateful for its partnership with Airports Corporation of Vietnam (ACV) and Can Tho International Airport for their support. ACV generously provided a secure location for the Flying Eye Hospital for the duration of the three-week project, a critical component to safely treat patients and train eye care teams.

Originally published on GoDaddy Life

Infertility can be a challenging issue for many Americans, with millions grappling with the difficulties of building a family. The Centers for Disease Control and Prevention reports that approximately one in eight Americans are affected by infertility. As we mark World Infertility Awareness Month this June, it is important to recognize the many ways in which infertility can impact individuals, families, and communities.

At GoDaddy, we understand the importance of providing fertility benefits to our employees. By offering these benefits, we seek to alleviate the financial strain of infertility.

Hear from a few of our employees who have been able to start families directly through IVF (in vitro fertilization) treatments received from GoDaddy Benefits.

Lanie Moser

One in eight couples experience infertility. One in four pregnancies ends in miscarriage. The odds of you knowing someone in your workplace, friends or family that have struggled with either or both of these is pretty significant. I am one in eight. I am one in four. This is my story.

I started at GoDaddy in 2012 because I heard about the amazing benefits and was looking for a job that I could make a career. Little did I know that eight years later, I would need one of those benefits to start a family. Shortly after Covid hit in mid-2020, I learned that my fallopian tubes were completely blocked from endometriosis scar tissue and the only option my husband and I had to conceive children would be IVF. It was at this time that I also learned GoDaddy partnered with Progyny for fertility coverage and that the IVF process was completely covered. The emotional, physical and mental toll IVF can take on a person is far more than anyone should have to take on, but I can’t imagine having to also taken on the financial stress.

On August 9, 2021 we started the prepping for the first phase of IVF. Over the course of a two-week period, I had taken forty shots and eight monitoring appointments. GoDaddy was understanding and accommodating of my time away. I was also SO thankful to have the flexibility to work from home during this stage because stretchy pants and heating pads were a must! I did and additional fifty-one at home injections between November and January, and we transferred our first embryo on January 5, 2022. Unfortunately, this transfer ended in a miscarriage. My doctors next recommendation was to have surgery to completely remove my fallopian tubes. So, on February 24, 2021, I went in with blind hope and did just that and one month later we repeated the IVF process again for round two.

On April 29, 2021 we transferred one embryo. Five days later we took an at home pregnancy and saw two pink lines! Our miracle GoDaddy IVF baby girl was born on January 9, 2022. Maxwell Lane is our entire world. We dreamed of the days we could see the world through her eyes, travel with her, take her to the zoo, the aquarium, hear her laugh, and hold her hand. Today, you can find us doing all of that. We are so so so thankful for GoDaddy and the amazing benefits for making all of this happen. I’ve connected with so many other employees who share similar experiences, and while all of our journeys may look a little different and may be on different timelines, we all share two things in common: hope and strength.

Jenny Oliveira

I live in New Jersey and have been with GoDaddy for about ten months! I’m twenty-one weeks pregnant and due in the beginning on November! Prior to joining this amazing company, I spent about twenty years in the food industry and decided it was time for a change! While casually perusing LinkedIn, I stumbled on a job that spoke to me — Employee Engagement and Surveys — for GoDaddy! I hit the apply button and the rest is history!

My fiancé and I had been trying for a year and a half with no luck. Then, my doctor suggested that we see a fertility doctor — talk about anxiety and stress! We have all heard about how insanely expensive fertility treatment is! This all happened while I was switching jobs. And let me tell you — I am a FIRM believer that everything happens for a reason! Before joining GoDaddy, I had NO idea how incredible the fertility benefits were until I started this journey. When I called my fertility clinic, the person on the phone ran my benefits and said “You have ‘bomb.com’ benefits.” I immediately felt a sense of relief but still very unsure of what that meant. It wasn’t until I actually started my treatment that I fully understood how amazing our benefits are!

Going the fertility route is extremely emotional and physically taxing, but knowing that I wouldn’t be stuck with an insane bill helped alleviate a great deal of anxiety (which I believe helped everything work)! GoDaddy has given me the greatest gift — a little baby girl!

The support has been AMAZING! I was given the flexibility to attend all my doctor’s appointments to ensure everything was running smoothly. The support came from all over — from my boss to my immediate team to finding colleagues who have gone through the same journey!

Renee + Mike Deines

We have worked at GoDaddy for quite a while. We did not meet here, but so much of our life and what we have become has been in part to our shared experiences in the work we get to do here. When we decided to start a family, we quickly learned we were one of the vast number of people who were struggling with infertility. Initially we discussed adoption, however quickly learned of the significant cost involved. Then we found out through a friend about the benefits we had here at GoDaddy for IVF, and it became a game changer.

Our IVF journey was a long and difficult one. However, If we did not go through IVF, we would not be experiencing all of the “firsts” a couple gets to witness when having a baby. We would not have gone through all the successful milestones we hit over the years. We would not have started the IVF process if it was not for GoDaddy’s benefits. Although GoDaddy has benefits for both IVF and adoption assistance, to us, IVF seemed more obtainable.

Our IVF journey lasted three years and was filled with doctor’s appointments, hormone injections, and weight gain. I went through three failed transfers before finally having a successful one.

While it was a challenging road, we were an amazing support system for each other (especially Mike) that made it all worth it in the end. The first round of IVF was overwhelming, to say the least. The appointments were constant, and between the bloodwork and ultrasounds, it was tough to keep up with all of the information. The hardest part was the hormone injections, which caused mood swings and weight gain, both of which were difficult to manage. The first transfer was unsuccessful, which was disheartening after all the work that went into it. We tried again, and then again but the second and third rounds also failed. It was heartbreaking to go through it twice and have nothing to show for it. The fourth and final attempt was a success. It was hard to maintain hope after three failed attempts, but we kept pushing forward. Despite the hardships, it was all worth it in the end. Getting that call that we had a successful transfer. Getting to see that BOTH babies made it on that first ultrasound. It was all worth it.

Mike was there every step of the way, offering encouragement and taking care of me when I needed it the most. My friends were also a source of strength for us, offering words of wisdom and comfort when we needed it the most. This journey taught us a lot about each other and the importance of relying on others for support. It also reminded us that sometimes, the hardest things in life are the most worth it.

Our babies have been worth every step of the way. That first phone call and ultrasound where we found out we were pregnant; it was a magical and unforgettable experience. Feeling our babies move for the first time and seeing them move across my tummy has been some of the most special moments in our lives.

All of this would not be possible if not for the benefits we have with GoDaddy. We are due on August 15th with twins (Boy — Atticus and Girl- Poppy), and it is because of those benefits we get to grow our family. We love what we get to do here and that this benefit is available to us. People are stunned when we share what those benefits are.

A little bit more about GoDaddy’s fertility benefits

For US employees, GoDaddy partners with Progyny, a leading fertility benefit provider, to provide an inclusive, supportive and effective family building benefit for many paths to parenthood, including:

Comprehensive coverage for your family building journey, including access to the most advanced fertility treatments and technology
 Unlimited guidance and personalized support from a dedicated patient care advocate
 Access to the largest national network of premier fertility specialists
 Coordinated care covering medical and pharmacy needs
 This brochure will give an overview of the treatments, support and additional resources available to you.
 This video also provides details about the benefits available to employees.

GoDaddy participants have rated Progyny with an excellent average 8.9 NPS.

Are you enjoying this series and want to know more about life at GoDaddy? Check out our GoDaddy Life social pages! Follow us to meet our team, learn more about our culture (Teams, ERGs, Locations), careers, and so much more. You’re more than just your day job, so come propel your career with us.

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NEW YORK, June 30, 2023 /3BL/ – Today, the UN Global Compact Network USA (Network USA) recognized the 2023 USA SDG Pioneers — business leaders who are championing the Sustainable Development Goals (SDGs) and inspiring others to advance the 2030 Agenda for Sustainable Development.

Network USA is proud to recognize Cristina Villalón, Co-Founder and Managing Principal of Álvarez-Díaz & Villalón, and Raven Adams, Sustainability Manager at Granite Construction, as its 2023 USA SDG Pioneers. The Pioneers were chosen from a network of more than 1,000 entities from across the US.

As the winner of the Small and Medium-Sized Companies Category, Villalón was recognized for her leadership in establishing company-wide SDG-oriented programs at the Puerto Rican architecture firm, Álvarez-Díaz & Villalón. As part of her participation in Network USA’s SDG Ambition Accelerator, Villalón led an initiative to work with MIT on developing a representation of Puerto Rico in the Living Wage Calculator. Additionally, she had worked with an external consultant to appropriately scale her company’s employee wages, ensuring all were earning fair wages. Her initiatives also promote gender equality and active participation in industry efforts to achieve net-zero emissions.

As the winner of the Large National and Multi-National Companies category, Adams was recognized for leading the sustainability program at Granite Construction, one of the largest civil infrastructure companies in the United States. Using the SDGs as a framework, Adams spearheaded the development of a comprehensive sustainability program, including GHG emissions reduction targets, a climate governance framework, and a decarbonization plan.

“We are pleased to honor Cristina Villalón and Raven Adams as the 2023 USA SDG Pioneers,” said Adam Roy Gordon, Network USA Executive Director. “Their achievements in embedding the SDGs in their day-to-day work inspire us all to reimagine the potential of business in creating enduring positive change within their environments.”

Network USA will celebrate the 2023 USA SDG Pioneers during an awards ceremony at its flagship conference, SDG Summit USA, during the UN General Assembly on September 20.

As the winner of the Local Round, Villalón and Adams will now compete in the Global Round along with other candidates for the title of 2023 UN Global Compact SDG Pioneers. The global winners will be announced this September 2023 during the UN Global Compact Leaders Summit.

“SDG Pioneers recognizes the critical role young business leaders play in developing and driving innovative solutions through new technologies, initiatives, and business models to enable us to reach the Sustainable Development Goals by 2030. We hope their work will inspire others to advance the Global Goals through the implementation of our Ten Principles on human rights, labor, environment, and anti-corruption,” said Sanda Ojiambo, CEO & Executive Director of the UN Global Compact.

Network USA thanks its esteemed External Review Committee for their invaluable assistance in selecting the deserving winners for the 2023 USA SDG Pioneers program. Committee members include Ann Tracy, Chief Sustainability Officer, Colgate-Palmolive Company; Jennifer Leitsch, Managing Director, Climate Change and Sustainability Services, EY; Lisa Kurbiel, Head of UN Joint SDG Fund Secretariat, United Nations; Lori Llewellyn, Managing Director, North America, CDP; Sanjeev Khagram, Director General and Dean, Thunderbird School of Global Management, ASU; and Thomas Debass, Deputy Special Representative for Global Partnerships, US Department of State.

About UN Global Compact Network USA

The UN Global Compact Network USA is the Local Network chapter of the United Nations Global Compact. As a special initiative of the UN Secretary-General, the United Nations Global Compact calls for companies everywhere to align their operations and strategies with the Ten Principles in human rights, labor, environment, and anti-corruption. Our ambition is to accelerate and scale the collective global impact of business by upholding the Ten Principles and delivering Sustainable Development Goals through accountable companies and ecosystems that enable change.

Contact

Jessica Tuquero

Head of Communications

Tel: +1 (646) 573-7377

Email: jessica@globalcompactusa.org

CINCINNATI, June 30, 2023 /3BL/ – Fifth Third Bancorp (Nasdaq: FITB) today published its 2022 Sustainability Report. The report is an annual update on the Company’s progress against its five sustainability priorities: keeping the customer at the center, strengthening its communities, delivering on its commitment to employees, promoting inclusion and diversity, and addressing climate change.

In addition to the 2022 Sustainability Report, Fifth Third has published indices aligned with the Global Reporting Initiative, SASB standards and Stakeholder Capitalism Metrics. The indices are published as part of the Company’s commitment to provide transparency and data aligned to industry standards for all of its stakeholders.

“It’s an honor for Fifth Third to report its progress in advancing sustainability,” said Kala Gibson, executive vice president and chief corporate responsibility officer. “We are innovative, inclusive and intentional in the development and execution of our sustainability priorities, all of which align with our purpose to improve lives and the well-being of our communities while we continue striving to be the one bank people most value and trust.”

Fifth Third’s 2022 Sustainability Report spotlights the following categories:

Customers: Fifth Third pairs a commitment to outstanding customer service with innovative and inclusive products and services that benefit lives and improve businesses. This is highlighted by the Bank’s award-winning Fifth Third Momentum® Banking accounts and features that enable customers to get paid up to two days early and Extra Time® to avoid overdraft fees. The Bank eliminated non-sufficient funds fees for all accounts in 2022 and Fifth Third was named to Fortune’s inaugural list of the America’s Most Innovative Companies.Corporate responsibility: Fifth Third cares deeply about the communities it serves. The Bank is building stronger communities and improving economic mobility by building affordable housing, providing essential job training and financial education. It has delivered $2.7 billion of its $2.8 billion Accelerating Racial Equality, Equity and Inclusion Initiative, including over $100 million toward its transformative $180 million Empowering Black Futures Neighborhood Program. The Bank achieved its goal for 10% of its supplier spending to go to diverse suppliers. In 2022, Fifth Third received an “Outstanding” CRA rating from the Office of the Comptroller of the Currency.Employees: Fifth Third believes its employees, along with the service they provide to the Bank’s customers and communities, are what sets it apart. The Bank strives to provide its employees with a world-class work environment, competitive pay and comprehensive benefits. In 2022, the Bank raised its minimum wage to $20 per hour and provided a wage adjustment for our first four job levels, resulting in more than 40% of the workforce receiving a midyear compensation increase. We also transitioned to a new flexible PTO policy, which includes paid time off for volunteering.Planet: Fifth Third integrates environmental sustainability into all aspects of its business to create long-term value for its customers and strengthen its communities. Dividend Finance, the financial technology lender acquired by Fifth Third, has grown to be the third-largest residential solar lender in the U.S. Fifth Third delivered $14 billion in 2022 toward its environmental and social finance target of $100 billion through 2030. It’s now over 27% toward that goal. As part of its six bold goals for operational sustainability, the Bank installed solar panels and EV charging ports at certain branches in 2022.Governance: A strong governance program is the foundation for a sustainable and well governed company. Fifth Third was recognized by Ethisphere for the fourth time as among the world’s most ethical companies. In 2022, the Bank was one of only two U.S. banks to earn such recognition. The Bank is steadfastly committed to always acting in a matter that merits public trust and confidence.

About Fifth Third 
Fifth Third is a bank that’s as long on innovation as it is on history. Since 1858, we’ve been helping individuals, families, businesses and communities grow through smart financial services that improve lives. Our list of firsts is extensive, and it’s one that continues to expand as we explore the intersection of tech-driven innovation, dedicated people and focused community impact. Fifth Third is one of the few U.S.-based banks to have been named among Ethisphere’s World’s Most Ethical Companies® for several years. With a commitment to taking care of our customers, employees, communities and shareholders, our goal is not only to be the nation’s highest performing regional bank, but to be the bank people most value and trust.

Fifth Third Bank, National Association is a federally chartered institution. Fifth Third Bancorp is the indirect parent company of Fifth Third Bank and its common stock is traded on the NASDAQ® Global Select Market under the symbol “FITB.” Investor information and press releases can be viewed at www.53.com. Deposit and credit products provided by Fifth Third Bank, National Association. Member FDIC.

# # #

Contacts: 
Stacie Haas (Media Relations) 
Stacie.Haas@53.com | 513-534-5113

Chris Doll (Investor Relations) 
Christopher.Doll@53.com | 513-534-2345

Every year on June 14, we proudly display the Stars and Stripes in honor of Flag Day. This year, Comcast celebrated this important day in an especially meaningful way with a unique initiative to replace worn or tattered flags in communities across the nation.

In 2017, members of Comcast’s veteran-focused employee resource group (VetNet) launched the Flag Replacement Program out of a deep sense of patriotism and commitment to our nation’s values. While on their daily routes, our teammates noticed flags that were faded, frayed, or otherwise worn from weather and time. Recognizing the importance of respecting the flag and what it represents, these veterans decided to take action.

“It is a privilege for us to recognize the significance of the American flag to everyone in our communities, as well as honor our veterans and active-duty military members, through our Flag Replacement Program,” said Comcast Human Resources Director and VetNet Executive Sponsor Tammie Dunlop-Lyon. “It is also extremely meaningful and fulfilling for employees involved in the program who are also veterans, including myself.”

The flag is a symbol of everything we fought for. It is a symbol of freedom, democracy, and hope. I love the chance to put reminders throughout our community.

BRIAN HOWARD

Heartland Region VetNet Co-lead and Manager, Installation and Service

What started as a localized endeavor has since grown and expanded into new areas. Today, our initiative stretches across multiple states, including Pennsylvania, Delaware, Texas, Florida, Georgia, Alabama, Louisiana, Tennessee, Kentucky, Indiana, Illinois, Michigan, Colorado, and Washington.

Any home or business is eligible for a free flag replacement through this program, not just those that are subscribed to our services. We also ensure that all worn flags are retired with respect and strict adherence to military protocols.

“It’s been inspiring to see how this program has grown into a nationwide initiative at Comcast,” said Sr. Director of Communications for Military Affairs and U.S. Army veteran Sean Casey.

As a soldier, I’ve had the privilege of wearing the American flag on my uniform for two decades, and I’m honored to play a small part in ensuring that it continues to fly with dignity and respect in our communities.

SEAN CASEY

Sr. Director of Communications for Military Affairs and U.S. Army veteran

Comcast’s commitment to serving our communities has always been at the forefront of our operations. Our Flag Replacement Program further bolsters that commitment, symbolizing our dedication to not only our customers but also our country.

We will continue to pay tribute to our national symbol and the principles it embodies. In every step, we honor our veterans and their families, both within our company and across the nation, who inspire us to respect and cherish our flag.

To learn more about the company’s ongoing commitment to the military community, click here.

Clorox’s environmental, social and governance goals are integrated into our IGNITE strategy because we believe they drive growth and create positive value for our brands, people and communities. We’ve focused on where we can make the biggest impact — Clean World, Healthy Lives and Thriving Communities — and have 20 public-facing ESG goals in these areas.

In this installment of our “Steps to … ” series, we’re reflecting on work being done to help move the needle toward gender equality. We spoke with Laura Baruch, our vice president of Total Rewards, about our commitment to pay equity and transparency in our ongoing journey to build a culture of trust.

A lot of companies are talking about pay equity these days, but why is it so important to Clorox?

Working to achieve pay equity is one of the ways we live our values. It’s not only the right thing to do, but it’s foundational to our IDEA strategy (inclusion, diversity, equity and allyship) to create a fair and equitable workplace for all our teammates. We feel strongly about our commitment to paying people equitably for the value they to bring to Clorox, which is why it’s one of our public ESG goals under Clorox’s IGNITE strategy.

What are some of the factors that cause pay inconsistencies in a workplace?

With today’s dynamic workforce, it can be difficult to pinpoint the root cause of a pay inconsistency. Systemic social norms can lead to pay inequities as can certain compensation policies. Additionally, when people join or leave a company; change jobs, business units or functions; or even move to a new location it may lead to differences in how people are paid based on market conditions at the time. That’s why Clorox is committed to identifying and addressing pay inconsistencies we find on a yearly basis and to continuously improve our compensation practices and processes to be fair, equitable and transparent.

How does the company work to ensure its pay practices are truly fair across its workforce?

We conduct robust pay equity analyses annually in addition to ongoing monitoring throughout the year. The analysis helps ensure that the factors we use to determine compensation (such as job, grade level, location, tenure and experience) are consistently applied to all teammates. When inconsistencies are found, we adjust our teammates’ pay and transparently communicate with our teammates about the adjustments.

By partnering with external pay equity experts to conduct our analyses, our methodology is externally reviewed, and we stay up to speed on compensation best practices to improve our processes and policies. Additionally, we take steps to equip our people managers and leaders with a deeper understanding of our compensation philosophy (e.g., what equitable pay is and why it’s important) as well as the skills to lead inclusively and effectively communicate about compensation with their teams.

How has Clorox continued to build or improve upon this work?

Our culture reflects our commitment to equity and transparency, with policies and practices to match, such as sharing our full pay ranges internally for more than 10 years. As we continue to invest in this work in alignment with our IDEA strategy, we have taken steps to be even more transparent about our compensation principles and practices and ensure our teammates understand why they are paid what they are paid. For example, given the recent research and emerging legislation on pay transparency, it was a logical next step to publicly post our full pay ranges for all of our U.S. job applicants, regardless of location (exceeding the patchwork of legislative requirements across the country). We felt this was an important step to drive equitable compensation for all, instill trust with future teammates and live by our values.

What advice would you give other businesses that are just beginning their pay equity journeys?

Our commitment to and achievement of pay equity is one of the many reasons so many of my teammates and I are proud to work at Clorox. Here are a few tips to keep in mind when starting this journey:

Successfully setting and achieving this goal requires advocacy at the leadership level across your entire organization. I’m incredibly proud to work with a CEO who not only celebrates our commitment to equitable professional opportunity but also challenges others to embrace values-driven business practices to empower their workforce.This transformational work should not happen in a vacuum. Explore partnerships with external partners with pay equity expertise to better understand the best practices in methodology, remediation and execution. Seeking insight from beyond the walls of your organization will help you develop a plan for rolling out changes transparently and effectively.Pay equity isn’t a one-time, isolated activity. Even after achieving pay equity (a huge milestone), maintaining it requires ongoing efforts to keep up with the needs of today’s dynamic workforce. You should also be prepared to partner with colleagues to review key talent processes such as performance assessments, promotional processes and succession planning to ensure an equitable workplace for all.

Our ESG commitment is driven by our purpose to champion people to be well and thrive every single day. Learn more about our ESG goals here. Want to make a positive impact on the world? Learn about Clorox careers here.