Month: September 2023

Climate change is affecting forest ecosystems worldwide, causing shifts in the distribution, abundance, productivity, and health of forests. Our commitment to sustainable forest management requires that we understand both the risks and opportunities posed by climate change to our business, the ecosystems we manage, and society in general.

Our internal research team evaluates climate change at both a global and regional level in an effort to assess the potential long-term impacts on the health and productivity of our working forests, as well as to develop adaptation strategies.

We believe that traditional forest management practices will need to adapt to the climate conditions that will exist in the future as we strive to maintain productive, healthy, and sustainable forests. By implementing climate smart forestry—strategies and practices designed to manage climate change risks—we expect that Rayonier will be better positioned to mitigate the impacts of climate change in the coming decades. This approach requires research, innovation, and flexibility as new risks and opportunities emerge. In developing our climate smart forestry practices, we leverage our in-house expertise, as well as research conducted by external cooperative programs in site classification, forest health, genetics, silviculture, and biometrics.

We assess transition risks to determine potential financial impacts to our operations, and we incorporate these considerations into our strategic decision-making. Our physical risks are assessed in the short-term (2021–2040), medium-term (2041–2060), and long-term (2061–2100) to identify where our timberlands may be exposed, and we develop mitigation plans accordingly. We also monitor weather trends and acute weather events in each of our operating areas in order to assess the potential business impacts and to develop appropriate response plans.

Click here to view Rayonier’s Climate Change Impact report, which summarizes the current state of the climate and identifies key principles that will guide the development of our forestry practices as new risks and opportunities emerge, which will require continuous research, innovation, and flexibility.

To learn more, view the full Rayonier 2022 Sustainability Report.

Episode Summary

Hispanic Heritage Month is the focus of this episode of the “Better Together” podcast with guest Hector Larrazabal who serves as SEE’s North America Director of Product Technology and is the co-founder of the company’s new Hispanic/Latin employee resource group.

Originally from Venezuela, Hector has lived in five different countries. His travels have made him more sensitive to understanding, accepting, and supporting people from different cultures. He says it’s important to have interactions with people who don’t share the same background or ideas as you while also appreciating those differences and being respectful while working together.

Listen to the episode here.

About the Podcast

Believing employees can strengthen connections by learning from the experiences of co-workers, global packaging solutions provider SEE® (formerly Sealed Air) created “Better Together,” a DEI-focused podcast that gives employees the opportunity to share personal stories and perspectives that spark understanding and respect. The corporate podcast encourages employees to embrace their identities and look beyond differences to help foster inclusion in the workplace.

Originally published on bloomberg.com

At Bloomberg, we have been free of titles from the start. The way we are structured allows our employees to network more freely, learn about new career paths, and pursue them. And we openly encourage this kind of movement across departments, locations, and time zones.

Movement like this is the norm at Bloomberg, and is designed to happen regularly. Our structure is designed to encourage internal mobility and we offer training, skill development, and tools to help our people succeed along the way. Here, an experienced recruiter at Bloomberg explains how our structure allows for a multitude of possibilities – and the impact it’s had on her own career.

Jacquie Lennon

Jacquie is a believer in always raising your hand for new opportunities, and leveraging the benefits of Bloomberg’s open culture to make it happen. Learn more about her experience and perspective.

I manage entry-level recruitment for Bloomberg’s Engineering department. My team gets to work with a lot of tech talent in order to attract the brightest software engineers to start successful careers here.

A pivotal moment in my Bloomberg career came when I had a conversation with my managers about the work we were doing to increase diversity in tech. I articulated that I was super excited about this idea and curious how we could do more. Together with my managers, we were able to design a new role that didn’t exist at the time that allowed me to go deeper to meet this need within the department. They listened, I got the support I needed, and that was really the moment that set my career in the direction that I wanted it to go.

Since then, I’ve been really proud of the work the team has been able to do related to diversity in tech. There are now several team members who work on a variety of different initiatives to ensure we’re doing everything we can to bring the best people here and to diversify the talent base in our organization.

The benefits of Bloomberg’s structure

Candidates often ask me, what does it mean to have a structure like Bloomberg’s? How can someone grow at the company? And I’m able to share my own experience: if you can express what you’re excited about and go deep in that area, you can move teams, you can lead teams. Bloomberg has supported me through that, so I’ve been able to carve out my own career journey here. It’s not just one ladder to climb. This is a big part of Bloomberg’s culture that really excites candidates.

What a career path at Bloomberg can look like

People respond to our culture with curiosity. I think that a lot of industries around us are perceived as following promotions or titles. But I think what’s really great about Bloomberg is that people are empowered to try new things, and to share good ideas with the most senior people across the organization. That’s what’s kept me here and kept my team really productive.

There is no single path. If you don’t want to be a people leader, you can lead in other ways, or you can go deep into a subject area and become an expert, or try new and different things. I’ve seen careers develop in many different ways here, which I think speaks a lot to our culture.

The importance of a network

From day one, employees are able to build their networks within the Bloomberg community right away. And if you’re interested in something, and you tell someone, it’s likely they’ll connect you to someone else who can help you learn more about that topic, or connect or grow in that area, which I think is a really great aspect of our open and collaborative culture.

What we look for at Bloomberg goes beyond just what’s on someone’s resumé. We’re seeking out people who are intellectually curious, strong problem solvers, and want to work on things that matter.

ESG Talk and Off The Books join forces at Amplify! Workiva’s Catherine Tsai interviews Mandi McReynolds, Steve Soter, and conference attendees to explore trends like generative AI and how finance and accounting, ESG, and audit and risk are evolving—together.

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