Month: March 2024

International Olympic Committee news

Ahead of International Women’s Day on 8 March, the International Olympic Committee (IOC) is celebrating a monumental achievement set to be reached at the upcoming Olympic Games Paris 2024: The IOC has distributed quota places equally to female and male athletes – 50:50. For the first time in Olympic history, there will be full gender parity on the field of play.

“We are about to celebrate one of the most important moments in the history of women at the Olympic Games, and in sport overall,” said IOC President Thomas Bach.

Over the years, the IOC’s commitment to gender equality has led the Olympic Movement to steadily increase the number of female athletes at the Olympic Games. Totalling just 2.2 per cent of the participants at the Olympic Games Paris 1900 when women competed for the first time, the number gradually rose, picking up the pace as of Los Angeles 1984, at 23 per cent; 44 per cent at London 2012; and 48 per cent at Tokyo 2020.

Creating equal opportunities for female and male athletes

Achieving gender equality took strength, perseverance, leadership and courage. “We are looking forward to Paris 2024, where we will see the results of the enormous efforts made by the Olympic Movement and female trailblazers come to life. This is our contribution to a more gender-equal world,” President Bach added.

Other key initiatives delivered in coordination with International Sports Federations (IFs) and National Olympic Committees (NOCs) have led to equal opportunities for female and male athletes to take part in the Olympic Games, including:

a more gender-balanced sports programme, with 28 out of 32 sports fully gender equal in Paris.a more gender-balanced number of medal events, with the Paris 2024 schedule comprising 152 women’s events, 157 men’s events and 20 mixed-gender events.

This means that more than half of all the medal events at Paris 2024 will be open to female athletes.

In addition, the IOC has taken a number of important actions to increase the visibility of women at the Olympic Games. Since Tokyo 2020, each team has been encouraged to have one female and one male athlete jointly carry their flag at the Opening Ceremony.

At the same time, the IOC is encouraging all NOCs to include a minimum of one female and one male athlete in their delegation.

Significant efforts have also been made to ensure that women’s and men’s sports events are scheduled fairly over the 16 days of the Olympic Games. A gender- balanced schedule provides journalists with the opportunity to better balance their coverage, thus also making it easier for the next generation of female athletes to follow their role models in the media.

In Paris, for example, for the first time since its inclusion in the Olympic programme in 1984, the women’s marathon will take place a day after the men’s, and will conclude the athletics programme on 11 August during the Closing Ceremony. For many years, the men’s marathon has held this spot, as a culminating event to bring the Olympic fortnight to a close. Paris 2024 will see the order reversed, showcasing the performances of female athletes.

Keeping the momentum going to open more pathways for women

Paris will be a proud moment for the Olympic Movement – the culmination of hard work by the athletes, the IOC, IFs, NOCs and Games organisers. But this is not the finish line.

A number of IOC-led programmes are already in full force, and will continue to address the remaining gender gap in sport for all women – be it for girls looking for access to sport at grassroots level, female coaches aiming to reach elite level or women striving to reach leadership positions. The IOC and the Olympic Movement will continue their commitment to help create a more gender-equal world through sport.

“Our commitment to advancing gender equality does not end in Paris,” said the IOC President. “We will continue to open pathways for women and to work with our stakeholders, encouraging them to take the necessary steps to advance gender equality in their area of responsibility. The IOC will keep leading the way and using the power of sport to contribute to a more equal and inclusive society.”

Learn more about the IOC’s ongoing action to advance gender equality both on and off the field of play.

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The International Olympic Committee is a not-for-profit, civil, non-governmental, international organisation made up of volunteers which is committed to building a better world through sport. It redistributes more than 90 per cent of its income to the wider sporting movement, which means that every day the equivalent of USD 4.2 million goes to help athletes and sports organisations at all levels around the world.

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Here’s an (un)fun fact: Almost 90 percent of companies had sponsorship programs in 2021, yet only 33 percent of Black employees actually had sponsors, and even fewer Black employees (23 percent) felt support to advance in their careers¹. More shocking? The number of Black employees with sponsors dropped as low as five percent² a year later.

We need to improve these numbers and Cisco believes The Multiplier Effect (TME) is part of the solution. Through sponsorship, TME helps advance the careers of underrepresented groups in the tech industry including women, the Latine community, and Black talent.

At its core, sponsorship is a mutually beneficial relationship where leaders use their influence, position, and social capital to advocate for the career advancement of their sponsees. Unlike mentorship, which involves giving advice and feedback, sponsorship requires a commitment to directly advocate for a sponsee by offering support and introducing them to new opportunities. This is where leaders come in. And at Cisco, they’ve come in droves with 100 percent of Cisco leaders at or above the vice president level taking the TME pledge to sponsor across difference in FY23.

Getting sponsored as a Black employee has clear upsides. Black managers are 65 percent more likely to advance in their career if they’re sponsored while Black employees are 60 percent less likely to quit within a year than peers who aren’t sponsored². And, for companies, many reports have highlighted the benefits of diverse teams, from better decision-making, to higher performance, improved bottom lines, and more³.

Cisco Taps into Sponsorship

In 2020, Cisco launched its Social Justice Beliefs and 12 Actions backed by a five-year, $300 million commitment to explore new ways to address inequities, break down barriers, and create more inclusive opportunities for people to thrive. These 12 Social Justice Actions form a wide-ranging plan with one of the goals being to connect leaders to employees.

Cisco’s most recent Purpose Report highlights promising progress since 2020. By expanding its diverse talent pipeline through enhanced hiring practices, interview training, sponsorship and more, the company’s seen a 73 percent increase in representation of all employees who identify as African American/Black from entry level through manager. That percentage jumps to a 103 percent increase at the director level and a 240 percent increase for vice presidents and above.

Sponsorship starts with leaders but benefits everyone and Michelle Lee, Senior Manager, ONEx Employee Engagement, is proof. She’s excelled as a sponsee and sponsor (five times each!) throughout her 28-year Cisco career, and shares some of her sponsorship journey.

Why did you get involved with sponsorship? 

I have a strong passion for people, culture, career development and talent growth. I learned early in my career that having an “advocate” is critical to your career journey. Sponsors have your back and are willing to speak on your behalf about your work, accomplishments, value, and strengths, so that you can reach your full potential. I’ve lived the company motto: “One Company, Many Careers” by working in sales, communications, program management, and more. Many leaders have advocated for me, and I want to showcase that same positive energy for others through sharing my personal experiences. I feel great gratitude and joy seeing others succeed and grow.

What inspires you about sponsorship? 

Sponsorship is foundational to our business and how we grow as a company. It’s imperative in driving employees to transform their skills, learning and growth. Cisco needs employees who are continuously learning and growing with the support of sponsors to help drive that action.

What advice would you give to employees who are on the fence about becoming sponsees? And what advice do you have for leaders who are considering sponsorship but haven’t done so yet? 

To sponsees: You OWN your career. Take ownership by getting a sponsor who can help your career advancement. You can’t do it alone so don’t miss out on this opportunity! Let someone help you. The opportunities are endless. I am a testimony of this!To sponsors: It’s the right thing to do. You get a sense of gratitude in connecting with different perspectives and backgrounds while helping them to advance in their career.

Make Your Mark: Get Involved with Sponsorship!

Diversity, equity, and inclusion initiatives aren’t just priorities on World Day of Social Justice (February 20) or during Black History Month. Social justice is something Cisco strives for everyday.

You’re invited to take the TME pledge and join Cisco on its journey towards equity. Whether it’s through supporting Cisco’s 12 Social Justice Actions or getting involved in The Multiplier Effect, everyone has a role to play in powering an inclusive future for all.

Ready to start your sponsorship journey? Take the TME pledge today!Need help getting sponsor-ready? Check out these tips or contact the TME team.

References:

[1] McKinsey & Company (2021) 
[2] Harvard Business Review (2022) 
[3] McKinsey & Company (2020)

View original content here.

Here’s an (un)fun fact: Almost 90 percent of companies had sponsorship programs in 2021, yet only 33 percent of Black employees actually had sponsors, and even fewer Black employees (23 percent) felt support to advance in their careers¹. More shocking? The number of Black employees with sponsors dropped as low as five percent² a year later.

We need to improve these numbers and Cisco believes The Multiplier Effect (TME) is part of the solution. Through sponsorship, TME helps advance the careers of underrepresented groups in the tech industry including women, the Latine community, and Black talent.

At its core, sponsorship is a mutually beneficial relationship where leaders use their influence, position, and social capital to advocate for the career advancement of their sponsees. Unlike mentorship, which involves giving advice and feedback, sponsorship requires a commitment to directly advocate for a sponsee by offering support and introducing them to new opportunities. This is where leaders come in. And at Cisco, they’ve come in droves with 100 percent of Cisco leaders at or above the vice president level taking the TME pledge to sponsor across difference in FY23.

Getting sponsored as a Black employee has clear upsides. Black managers are 65 percent more likely to advance in their career if they’re sponsored while Black employees are 60 percent less likely to quit within a year than peers who aren’t sponsored². And, for companies, many reports have highlighted the benefits of diverse teams, from better decision-making, to higher performance, improved bottom lines, and more³.

Cisco Taps into Sponsorship

In 2020, Cisco launched its Social Justice Beliefs and 12 Actions backed by a five-year, $300 million commitment to explore new ways to address inequities, break down barriers, and create more inclusive opportunities for people to thrive. These 12 Social Justice Actions form a wide-ranging plan with one of the goals being to connect leaders to employees.

Cisco’s most recent Purpose Report highlights promising progress since 2020. By expanding its diverse talent pipeline through enhanced hiring practices, interview training, sponsorship and more, the company’s seen a 73 percent increase in representation of all employees who identify as African American/Black from entry level through manager. That percentage jumps to a 103 percent increase at the director level and a 240 percent increase for vice presidents and above.

Sponsorship starts with leaders but benefits everyone and Michelle Lee, Senior Manager, ONEx Employee Engagement, is proof. She’s excelled as a sponsee and sponsor (five times each!) throughout her 28-year Cisco career, and shares some of her sponsorship journey.

Why did you get involved with sponsorship? 

I have a strong passion for people, culture, career development and talent growth. I learned early in my career that having an “advocate” is critical to your career journey. Sponsors have your back and are willing to speak on your behalf about your work, accomplishments, value, and strengths, so that you can reach your full potential. I’ve lived the company motto: “One Company, Many Careers” by working in sales, communications, program management, and more. Many leaders have advocated for me, and I want to showcase that same positive energy for others through sharing my personal experiences. I feel great gratitude and joy seeing others succeed and grow.

What inspires you about sponsorship? 

Sponsorship is foundational to our business and how we grow as a company. It’s imperative in driving employees to transform their skills, learning and growth. Cisco needs employees who are continuously learning and growing with the support of sponsors to help drive that action.

What advice would you give to employees who are on the fence about becoming sponsees? And what advice do you have for leaders who are considering sponsorship but haven’t done so yet? 

To sponsees: You OWN your career. Take ownership by getting a sponsor who can help your career advancement. You can’t do it alone so don’t miss out on this opportunity! Let someone help you. The opportunities are endless. I am a testimony of this!To sponsors: It’s the right thing to do. You get a sense of gratitude in connecting with different perspectives and backgrounds while helping them to advance in their career.

Make Your Mark: Get Involved with Sponsorship!

Diversity, equity, and inclusion initiatives aren’t just priorities on World Day of Social Justice (February 20) or during Black History Month. Social justice is something Cisco strives for everyday.

You’re invited to take the TME pledge and join Cisco on its journey towards equity. Whether it’s through supporting Cisco’s 12 Social Justice Actions or getting involved in The Multiplier Effect, everyone has a role to play in powering an inclusive future for all.

Ready to start your sponsorship journey? Take the TME pledge today!Need help getting sponsor-ready? Check out these tips or contact the TME team.

References:

[1] McKinsey & Company (2021) 
[2] Harvard Business Review (2022) 
[3] McKinsey & Company (2020)

View original content here.

In support of the franchise’s on-going partnership with Children’s Hospital Los Angeles (CHLA), all active roster players from the LA Kings, including Quinton Byfield, Drew Doughty, Pierre-Luc Dubois, Kevin Fiala, Anze Kopitar and Trevor Moore, volunteered their time to bring joy and inspiration to young patients and their families at CHLA in support of the hospital’s annual fundraising initiative, Make March Matter.

From playing card games to air hockey, and coloring to video games, team members spent the day visiting with kids and passing out bobbleheads and signed player cards to leave as mementos for the youth. The players also interacted with hospital staff to show their appreciation for these critical workers who are playing such an important role in the lives of the children.

“Visiting CHLA with my teammates was a chance to bring smiles to the faces of these young patients,” said Anze Kopitar, Captain of the LA Kings. “It is a small way that we can help make a difference and support important initiatives like Make March Matter.”

The partnership between the LA Kings and CHLA has proven to be a powerful force in raising awareness and support for the hospital’s young patients. To date, the LA Kings, through its Kings Care Foundation, have donated more than $3 million to support research at CHLA. Additionally, in October 2023, the sports franchise expanded is partnership with the hospital and committed an additional $1 million to support CHLA’s Blood Donor Center, Division of Pediatric Neurosurgery and Sickle Cell Disease Program, among other initiatives.

“The LA Kings are proud to partner with CHLA on these important lifesaving initiatives and to grow awareness for children’s health in Los Angeles” said Jen Pope, SVP of Community & Business Development, LA Kings. “Through our long-standing partnership, we aim to not only raise vital funds but also to spotlight the incredible work being done at CHLA and the importance of collective action in ensuring that every child receives the care they need. We are proud of our partnership to date and believe that together we can continue to make a meaningful difference in the lives of children and their families.”

CHLA, a nonprofit pediatric academic medical center, offers a wide range of specialty programs and services aimed at improving the health and well-being of children. Make March Matter is an annual fundraising initiative dedicated to raising awareness and support for children’s health in Los Angeles. The funds raised during the campaign are directed towards CHLA’s pediatric academic medical center, which offers more than 350 specialty programs and services designed to address the diverse needs of young patients. To donate or to learn more about Make March Matter, please click here.

In support of the franchise’s on-going partnership with Children’s Hospital Los Angeles (CHLA), all active roster players from the LA Kings, including Quinton Byfield, Drew Doughty, Pierre-Luc Dubois, Kevin Fiala, Anze Kopitar and Trevor Moore, volunteered their time to bring joy and inspiration to young patients and their families at CHLA in support of the hospital’s annual fundraising initiative, Make March Matter.

From playing card games to air hockey, and coloring to video games, team members spent the day visiting with kids and passing out bobbleheads and signed player cards to leave as mementos for the youth. The players also interacted with hospital staff to show their appreciation for these critical workers who are playing such an important role in the lives of the children.

“Visiting CHLA with my teammates was a chance to bring smiles to the faces of these young patients,” said Anze Kopitar, Captain of the LA Kings. “It is a small way that we can help make a difference and support important initiatives like Make March Matter.”

The partnership between the LA Kings and CHLA has proven to be a powerful force in raising awareness and support for the hospital’s young patients. To date, the LA Kings, through its Kings Care Foundation, have donated more than $3 million to support research at CHLA. Additionally, in October 2023, the sports franchise expanded is partnership with the hospital and committed an additional $1 million to support CHLA’s Blood Donor Center, Division of Pediatric Neurosurgery and Sickle Cell Disease Program, among other initiatives.

“The LA Kings are proud to partner with CHLA on these important lifesaving initiatives and to grow awareness for children’s health in Los Angeles” said Jen Pope, SVP of Community & Business Development, LA Kings. “Through our long-standing partnership, we aim to not only raise vital funds but also to spotlight the incredible work being done at CHLA and the importance of collective action in ensuring that every child receives the care they need. We are proud of our partnership to date and believe that together we can continue to make a meaningful difference in the lives of children and their families.”

CHLA, a nonprofit pediatric academic medical center, offers a wide range of specialty programs and services aimed at improving the health and well-being of children. Make March Matter is an annual fundraising initiative dedicated to raising awareness and support for children’s health in Los Angeles. The funds raised during the campaign are directed towards CHLA’s pediatric academic medical center, which offers more than 350 specialty programs and services designed to address the diverse needs of young patients. To donate or to learn more about Make March Matter, please click here.

Whether she’s delivering a speech to community leaders or brainstorming over a cup of coffee, Rhonda Whitaker Hurtt can capture the essence of her job in a few passionate words.

“A strong, vibrant community and economy is the backbone of success for all the businesses and families in our region,” she said. “I appreciate that our company embraces that.”

Her mission is as much a calling as it is a job. Having devoted 32 years to Duke Energy, Whitaker Hurtt has dedicated the past six to her role as vice president of community relations in Ohio and Kentucky.

In March, when we mark the contributions of women as part of Women’s History Month, her story inspires. It is built on positive energy and optimism, family tradition and a belief in the power of collaboration.

“Whether working with urban redevelopment experts, the dozens of workforce partners with whom we’ve partnered to grow our talent pipeline or the economic development teams we’ve collaborated with to expand jobs locally,” she said, “there is a treasure trove of philanthropic companies and nonprofits in our region that inspire us every day at Duke Energy to join – or lead – where we can.”

In her current Cincinnati-based position, Whitaker Hurtt is laser-focused on community outreach in northern Kentucky and southwestern Ohio. Working with local leaders in the region, she’s become the civic face of Duke Energy. There is no one better to fill that role, colleagues agree.

Brent Cooper, president & CEO of the Northern Kentucky Chamber of Commerce, has worked with Whitaker Hurtt (who chaired the chamber board in 2017-18) for 20 years.

“Best boss I ever had,” he said, citing her gift for treating everyone the same – with kindness – whether it’s a CEO or the folks in maintenance. “That always stuck with me.”

Duke Energy’s Marvin Blade, vice president of community relations in Indiana, marvels at how she gets things done by forging relationships and building trust.

Whitaker Hurtt is also quick to celebrate the successes of others, said Amy Spiller, state president of Duke Energy in Ohio and Kentucky.

“She embodies what it means to create an inclusive and welcoming environment,” Spiller said. “We’re proud and privileged to be Rhonda’s teammate.”

Much of Whitaker Hurtt’s career – 17 years – has been focused on government and community relations, but has also encompassed everything from economic development, investor relations and large account management to strategic planning and more.

It’s a perfect match, she said of working for an organization that’s long been an economic development partner in the communities it serves.

“Economic development is a team sport,” Whitaker Hurtt said, “and we are the voice of energy on these projects that require substantial investment and bring jobs and tax benefits to the community.”

She helped establish the Duke Energy Urban Revitalization Initiative, which has invested more than $3.2 million in grants to more than 100 projects in Ohio and Kentucky, funding things like architectural planning, environmental assessment, engineering services and consulting.

“These communities tell us how critical these dollars have been,” Whitaker Hurtt said. “We have seen how these cities and neighborhoods have been transformed – that’s what is exciting to us.”

This work is a natural complement to Duke Energy’s other economic development initiatives, including the Site Readiness program, which helps identify and evaluate sites in Duke Energy-served communities for potential future industrial development. To date, the program has generated more than 5,000 jobs and $2.6 billion in capital investment in Ohio and Kentucky.

Other notable achievements under Whitaker Hurtt’s watch:

When she chaired the Northern Kentucky Chamber of Commerce, Whitaker Hurtt led a regional team that is helping expand the talent pool in high-demand job sectors with the 2018 launch of GROW NKY, which aims to grow, attract and retain a globally competitive workforce.

Over a 50-year stretch, Whitaker Hurtt was the first woman to chair the Northern Kentucky United Way Campaign, a dedicated group of community leaders who want to make life and opportunities better for the region’s less fortunate citizens. The campaign raised over $4 million in 2011, a 5% increase over 2010’s results.

She has also devoted herself to the region’s most vital organizations and causes – from ArtsWave, the engine for Greater Cincinnati’s arts, to the YWCA of Greater Cincinnati, a nonprofit organization dedicated to empowering women and eliminating racism.

“Rhonda has elevated Duke Energy’s stature in our region to new heights during her tenure with the company,” said Jeanne Schroer, president & CEO of The Catalytic Fund. “She has brought millions of dollars in economic development to our region, supported dozens of community initiatives … and has made Northern Kentucky an incredible place to live and work in her service as a Catalytic Fund board member. Our region is a measurably better place thanks to Rhonda’s tireless work.”

Whitaker Hurtt understands the value of hard work. But in finding her place and moving up in a Fortune 150 company, she developed other qualities it takes to succeed.

“I learned to lean in and not hesitate to take a seat at the table, which wasn’t always easy in my early years,” she said. “But Duke Energy’s unwavering support of a diverse work culture has energized me to lift others and be the most collaborative, optimistic and impactful leader I can be.”

Those other qualities?

Care about your community.Find a mentor to help guide your professional journey. Be a mentor to someone whose journey is beginning.Know that how you treat others – colleagues, customers, the folks sitting beside you at a meeting – means everything.Don’t burn bridges. Make friends for life.Take on a challenge even when you doubt your abilities.Be bold.

Whitaker Hurtt’s Duke Energy connection was forged early. The Franklin, Ohio, home she grew up in got its gas and electricity from a forerunner to Duke Energy. And her grandfather, “Pop” Hamilton, was a lineworker back in the day for Cincinnati Gas & Electric Co., now a part of Duke Energy. She proudly saved his retirement plaque.

She graduated high school as Valedictorian, then attended Miami University in Oxford, Ohio, where she earned degrees in Political Science and Public Administration – in just 3 1/2 years.

Also inspiring is how she earned those degrees. At one point, she worked two jobs to get through college. From 6 p.m. to 6 a.m. Friday and Saturday, she waited tables at a Bob Evans restaurant. Six hours after finishing her weekend shift, she’d report for work (at noon Sunday) at the Sycamore dress shop.

Five years after graduating, she began her career at Duke Energy. It is still going strong.

“My mother, my father and my grandfather,” Whitaker Hurtt said, “they would have been proud of that, right?”

Whitaker Hurtt and her husband, Dave, live in Crescent Springs, Ky. Each weekday morning, she makes the 15-minute drive to her office in downtown Cincinnati. No matter what’s on her agenda that day, the top of her to-do list never changes.

“It’s about how I can serve.”

Bringing in businesses. Boosting our communities.

Duke Energy’s Site Readiness program sparks economic growth by helping communities understand what steps to take to make their sites more competitive.

By identifying, assessing, and improving industrial sites in Duke Energy service areas, the program helps increase awareness (and the competitiveness) of potential industrial land, resulting in new jobs and tax base in Duke Energy-served communities.

The Site Readiness program is an instrumental tool for the regions we serve,” Spiller said. “It helps not only identify new sites, but helps the communities understand next steps to bring major economic development wins which result in prosperity for their residents.”

Of the 370+ sites that have been evaluated since the program began, over 144 companies have landed on those properties, generating $48 billion in capital investment and 48,600 jobs in North Carolina, South Carolina, Florida, Indiana, Ohio, and Kentucky.

View original content here.