Month: February 2024

Decade-long, evolving partnership has impacted 11,000 high school students across the U.S. with hands-on learning, scholarships, in-kind donations, and more

Committed to its vision of providing smarter technology for all, Lenovo joined forces with NAF— a national education non-profit that brings schools and businesses together to support high school students’ efforts to be future ready and prepare them for college, a career, and future success—to engage students from under-invested communities in science, technology, engineering, and mathematics (STEM) careers. This year, Lenovo and NAF are celebrating the 10-year anniversary of their partnership. What began in 2013 as a local educator searching for more work-based learning opportunities for their students in North Carolina, has blossomed into a national, multi-faceted partnership dedicated to shaping the next generation of innovators.

In 2015, the organizations, in partnership with MIT App Inventor, launched the Lenovo Scholar Network, a mobile app competition, equipping high school students from NAF academies across the U.S with Lenovo devices and challenging them to develop mobile apps that are of service in their classrooms and communities. The program was successful in piquing students’ interests in coding and STEM careers, as well as helping them gain the high-tech skills critical for today’s job market.

An important component of the partnership is the work-based learning opportunities provided to students and increasing access to opportunity. Throughout the last decade, Lenovo has hired 180 interns from NAF academies to fill a variety of crucial roles. NAF academy students work at Lenovo for six weeks, enabling them to gain communication, project management, and teamwork skills. In return, NAF students have offered a fresh, diverse perspective to Lenovo’s employees and business.

Today, Lenovo has diversified its partnership with NAF, by shifting investments into KnoPro, NAF’s new, FREE, web-based platform available to any high school student in the U.S. (i.e. students learning at 9th to 12th grade level), even those outside of NAF academies, to gain professional experience in a way like never before!. We believe that every student deserves access to rewarding work-based learning opportunities, and by participating in KnoPro, students tackle real-world problems faced by business leaders, receive expert feedback from industry mentors, and compete for cash prizes and scholarships. During its pilot phase, Lenovo co-developed and sponsored KnoPro’s ‘Technology Inclusion Challenge’, tasking students with pitching an innovative product idea aimed at those who may experience underrepresentation in traditional education. Building on the success of the first challenge, NAF and Lenovo recently launched the ‘Future Ready Tech Challenge’, prompting students to explore how cutting-edge technology can improve career readiness.

Throughout the last decade, the collaboration between Lenovo and NAF has been unwavering in its commitment to ensuring that all students—regardless of their background or capabilities—have equitable access to the opportunities and resources that are vital for success in a world increasingly driven by technology. The impact of the partnership has been significant:

More than 6,000 students actively participated in the Lenovo Scholar Network from 2015 to 2022.180 NAF students have completed an internship at Lenovo, whether in-person or virtually.644 Lenovo devices were donated to students, fostering digital empowerment, and equal opportunities.More than 11,000 students across 21 states have felt the positive impact of the partnership, whether through donations, mentoring, hands-on learning, or internships.1,417 Lenovo volunteers have participated in Work-Based Learning (WBL) events, including worksite tours, mock interviews, and guest speaker sessions that aim to enhance students’ career preparedness.

It has been an honor to reflect on our decade-long partnership and celebrate the milestones and impact that we have been able to make together! We look forward to the contributions to come and continuing to support today’s high school students, who will be the changemakers of tomorrow.

To learn more about NAF, visit www.naf.org

Seafood is one of the most traded commodities in the world and also one of the largest industries, with the sector employing at least 260 million workers worldwide. However, it is one of the most at-risk industries from a social sustainability perspective.

Facing heightened concerns about ethical and labor conditions within the seafood sector, Thai Union, one of the world’s leading seafood producers with a 46-year history, recognised the need to address shortcomings in monitoring, regulations and conventions across all fishing vessels in their global supply chain. With limited established external standards in place, Thai Union, like many in the industry, had to establish and rely on internal codes of conduct.

To meet the evolving landscape of sustainability and ethical practices, Thai Union proactively aligned its Fishing Vessel Improvement Program and Vessel Code of Conduct (VCoC) with industry benchmarks – specifically the Consumer Goods Forum’s (CGF) Sustainable Supply Chain Initiative (SSCI) At-Sea Operations criteria.

While Thai Union does not own fishing vessels and is not eligible to apply for SSCI “recognition” as they are not a certification scheme, they still went above and beyond to collaborate with the SSCI to and assess their VCoC program to a stringent degree.

Key updates to Thai Union’s VCoC resulting in alignment with SSCI at-sea operations criteriaProgram enhancements, including internal processes for social auditor selection and improved audit managementDevelopment of formal processes for tracking improvements, reporting feedback, and handling complaintsHandbook guidance for auditors to align methodologies and interpretation of the VCoC

“Following this exercise, we’re pleased to say that our VCoC program aligns with the SSCI’s at-sea operations criteria. The process has not only improved our program but also set an example for continuous improvement and due diligence in the entire seafood industry.”

Tracy Murai, Assistant Director of Global Fisheries and Marine at Thai Union

This case study underscores the value of collaboration between private companies and industry initiatives like the CGF’s SSCI. While not applicable nor seeking SSCI recognition, Thai Union has proven how the SSCI Benchmarking tool can be used by companies taking due diligence seriously to align with industry standards, fostering a commitment to continuous improvement.

Alignment is possible: Private programs can align with industry benchmarks, fostering ethical practicesContinuous improvement: Applying the benchmarking tool drives ongoing enhancements, setting a standard for the entire sectorIndustry collaboration: Partnerships between companies and industry initiatives promote shared values and drive positive change

LEARN MORE ABOUT SSCI

By The Black & Veatch Insights Group

In the highly competitive construction industry, the strength of our labor force is critical. If a company can’t get the skilled construction tradespeople they need to complete a project, their position in the market may become obsolete. With workforce development issues affecting almost every industry, companies need to play an active part in the solution. This is where apprenticeship programs come in.

Apprenticeships create and maintain a viable labor source to sustain current and future business demands. Previously very union-focused, apprenticeship programs are now growing into open markets as well and usually span between two and four years to complete. These programs aim to teach workers additional skills to move into positions they weren’t previously qualified for, a concept referred to as “upskilling.” Apprenticeship programs usually are designed to teach specific knowledge and skills required to fill open positions in a local market.

Employers are struggling to fill open positions with qualified candidates while employment demand is projected to grow by 8.3 million jobs by 2031. Passed by the U.S. federal government in 2022, the Inflation Reduction Act (IRA) amended the Internal Revenue Code to include registered apprenticeship and prevailing wage requirements for the construction of energy projects to qualify for tax credits. Due to these market factors, apprenticeship programs are more important than ever – is your business ready? Here are three critical steps construction companies must address to establish and operate a successful apprenticeship program:

Step 1. Ensure Compliance with Requirements

To benefit from increased tax benefits, the IRA requires that a designated number of construction labor hours must be performed by qualified apprentices on federally funded projects. A qualified apprentice refers to any individual participating in a program registered under the National Apprenticeship Act. Companies may hire from an existing registered apprenticeship program or register their own program, but all registered programs are intended to be industry-driven, high-quality career pathways to develop and prepare the workforce.Be sure to consider the different regional requirements for all areas your company is currently or plans to perform work in. It’s beneficial to design your apprenticeship program standards to be easily scalable so they are quicker to deploy in multiple states. Planning and preparation are key to establishing a successful program; account for a lengthy review process to officially register your program.

Step 2. Determine an Appropriate Pay Scale

Employees can’t afford or are unwilling to take unpaid time off work to attend training sessions; they should be compensated appropriately for participating in workforce development initiatives. The Davis-Bacon Act authorizes the U.S. Department of Labor to determine local prevailing wage rates for federally funded projects. Under the IRA, companies must adjust the rate listed for each stage of an apprenticeship outlined in the agreement. For example, in order to receive the full 30% investment tax credit for renewable energy projects equal to or greater than 1 MW in size, the IRA’s prevailing wage and registered apprenticeship program requirements must be met.

Most apprenticeship agreements provide a specific percentage of the journeyworker rate due for each level of apprenticeship, which should then be applied to the prevailing wage rate.There are special case-by-case decisions to be made; for example, if an experienced employee is coming from a state without apprenticeship requirements, they will still need to register as a licensed apprentice, but they could be paid licensed journeyworker wages if they have the qualifications to back it up. These pay scales for registered apprenticeship programs must be submitted to the Labor Department for approval, which protects workers from being taken advantage of.

Step 3. Focus on Recruitment and Retention

Recruitment and retention are essential to the future of the construction industry. There are various strategies that companies can implement to address workforce development challenges:

Align training with industry needs through apprenticeship programs that mix pre-employment instruction with on-the-job training
 Educate students on the career path and earning potential of skilled trades professions
 Partner with local high schools and community colleges through career placement and advancement programs
 Make benefits and training program information publicly available in a variety of formats and languages
 Offer training for industry-recognized certifications (such as OSHA 30)
 Provide additional employment benefits including per diem for transportation to the job site and Flexible Spending Accounts (FSA) for childcare

Leverage marketing and outreach opportunities in your community. Successful outreach and recruitment efforts will attract individuals who maybe wouldn’t have considered careers in the construction industry if they hadn’t been informed of the benefits. Don’t be wary of hiring workers who came from other company apprenticeships; the workforce is fluid, and while you may relinquish trainees to other companies, you’ll also gain apprentices from other credible programs. Owners may be interested in investing in programs and even the recruitment process since the success of their projects depends on the quality of labor. These programs are truly life-changing for individuals and holistically benefit our workforce.

Case Study: Power Sector Apprenticeship Programs in Texas

Black & Veatch, in partnership with newly acquired subsidiary Bird Electric, works with the Labor Department and various state agencies to operate successful registered apprenticeship programs across the country. The IRA is expected to bring an estimated $66.5 billion in funding for large-scale clean power generation and storage in Texas between now and 2030. Texas also has been identified as the leading state or renewable energy development. Thanks to the IRA clean energy tax credits, it’s anticipated that more than 100,000 jobs will be added to the Texas power sector by 2030. As a result, Black & Veatch recently opened a recruitment, onboarding and workforce development office in Deer Park, Texas. Nicknamed “Contractor Row,” the location is known for its convenient access to employment opportunities and intends to support the ongoing infrastructure boom by upskilling craft professionals for the rapid growth of renewable energy projects. Black & Veatch’s recent acquisition of Bird Electric brings the company’s construction capabilities to a wider client base; therefore, additional field professionals are needed to support expanded efforts. Black & Veatch aims to hire close to 800 professionals within the next nine months to staff more than 500,000 manhours-worth of upcoming Texas projects.

With Apprenticeship Programs, Everyone Wins

To comply with the IRA and be successful in today’s business climate, it’s critical to access a trained workforce (and therefore a safer workforce) through apprenticeships. Employers with apprenticeship programs benefit from improved company culture, employee loyalty and productivity, reduced turnover, innovative ideas, on-time delivery and reduced downtime. Apprenticeships and other workforce development initiatives cultivate a rare “everyone wins” situation:

Give community members fulfilling long-term careers, not just jobs
 Offer lucrative alternatives to traditional higher education
 Identify the best fit for individual skills and interests with opportunities to get licensed in multiple trades
 Provide potential paths to company senior leadership, as many leaders historically worked their way up through the trades
 Attract big companies to put down roots in locations where skilled labor is available, generating higher tax revenue

The registered apprenticeship system is the nation’s most successful federal workforce development program; 93% of registered apprentices are employed upon completion, earning an average starting annual wage of $77,000. Businesses also are estimated to earn $1.44 for every dollar invested in apprenticeships. Apprenticeship investments benefit workers, employers and even taxpayers due to increased tax revenues and reduced spending on unemployment insurance and other public assistance programs.

A recently published World Economic Forum (WEF) white paper – “The ‘No-Excuse’ Opportunities to Tackle Scope 3 Emissions in Manufacturing and Value Chains” – serves as a practical roadmap for businesses navigating the intricate terrain of Scope 3 decarbonization and accelerating their contributions to global climate efforts.

The paper was produced by the WEF Industry Net Zero Accelerator, an initiative aimed at raising awareness of the necessity for companies to seek systemic collaboration across and between value chains on their path towards achieving net-zero emissions. Rockwell Automation (NYSE: ROK) is collaborating with Cambridge Industrial Innovation Policy (Institute for Manufacturing, University of Cambridge), Capgemini, Siemens, and other advanced manufacturing companies on the initiative.

According to the white paper, Scope 3 emissions account for more than 70% of industries’ greenhouse gas emissions. The paper highlights 12 emerging opportunities illustrated with real-world case studies using emerging technologies and embracing new partnerships across value chains.

Download the white paper

Originally published on bloomberg.com

In partnership with the National Gallery Singapore, Bloomberg presents a new installation by local artist Kelly Limerick. Bloomberg employees contributed personal items and participated in the creative process of the artwork that now graces Bloomberg’s Singapore office.

“Bloomberg’s culture of collaboration and innovation brought together 13 crocheters and their distinctive styles to weave in memories of things we take pride in and hold dear. The work is a great conversation starter for colleagues, clients and partners and a beautiful addition to our space,” said Kaumudi Damle, Head of Supply Chain, APAC.

Above, learn more about how supporting the arts is central to our company culture.