Month: March 2024

Gen Blog | People & Impact

By Alisha Robinson Brand & Social Media Manager

In celebration of Black History Month, we turn the spotlight on Meshawn Woods and LeShawn Parrish; the twin sisters have worked for the company for more than 15 years.

Growing up in Tucson, Arizona, the two never imagined they would enter the world of cybersecurity. (Fun fact: LeShawn actually wanted to go into sports medicine after running track in high school. It didn’t come to fruition – lucky for us. :))

Their bond meant that they would always look out for one another. And when opportunities arose, they had each other on speed dial.

Now, the ladies commute together to work. They often attend kickoff calls together. Their jobs intersect and intertwine. As Black Genovators and POWER Champions, their story embodies the importance of family, community, lifting up others and always striving for better.

Enjoy a bit of their story and their rise to leadership roles.

Q – How long have you both worked at Gen and who started working here first?

MeShawn: I started working here first. I started on November 17, 2007, in member services. This was my first corporate job. At the time, my sister worked at a different company, and I told her “Hey, this company is great, you should really come over.” And a few months later, she was here with me.

LeShawn: My start date was May 5, 2008. She had been telling me for months to join, and I finally did. And I’m glad it did. I also started in Customer Support and Inside Sales (CSIS), as a phone agent.

Q – How did you start climbing the corporate ladder?

MeShawn: So, I started helping another department. I saw my sister doing things, and I was like, “Oh, I want to try that out, too.” I started working with our billing/finance department, and then I got hired for a full-time position. And I kept moving up within there. Three to four years later, a temporary marketing position in the sales organization popped up. Just a couple of months in and they did not want me to leave. So, I got hired on in a permanent role. Without marketing experience, I was able to learn on the job. I absorbed everything and did some training on my own to make sure I was up to speed. I kept working hard, working as an individual contributor all the way to now – I’m a senior manager, and I manage the partner campaigns and sales enablement teams for the Americas.

LeShawn: For me, as soon as my son hit kindergarten, I took advantage of what used to be called the “passport program,” where you could go to other departments from the support team, and you could apply for positions in other departments. They would give you, 90 days, just to see if that was a good fit for you. And it ended up being a really good fit.

There was a need for someone to know the ins and outs of our operations, including back-end operations for our sales team. And I just made it my business to understand everything. I never stopped learning. I was very collaborative. And when a leadership position opened up, and I was asked to take it on. But because I made it my business to keep learning, I was actually the perfect candidate for this.

I worked my way from a sales operation agent up to manager. Now, I’m the director of Sales Operations and the Deal Desk team for the Americas.

Q – You’ve been here 15+ years. What makes you stay?

MeShawn: After 5 years of working here, I needed a challenge. Instead of looking outside, like most people do, first, I looked inside. I’ve switched my job and department completely. I’ve done a lot of different things within this organization. People tend to leave because they’re not taking on different opportunities, asking to learn new skills or volunteering to do different things outside of their scope. If there are opportunities to do something different and learn from a different team, take it!

Q – How did you first become involved in POWER, our employee resource group? 

LeShawn: Our DEI department gave me the opportunity to participate in a Black leadership program by McKinsey in late 2020. I enjoyed getting a chance to talk with other Black professionals. After that, I realized how much I enjoyed and missed the fellowship.

After expressing this to our DEI leads at the time, they asked if I was interested in championing a Black resource group. And because I felt like I was missing something, I decided to take on the challenge.

So, I brought in my sister, and then also Syreeta McAuley, who we’ve worked with for years. And the rest is history, we’ve been doing it ever since.

Q – Can you talk about your experience as a Black Genovator?

LeShawn: I’ve always felt like I can be myself. I’ve never felt like I’ve had to hide who I am or mute myself. I can speak the same way I would speak to my sister to my coworkers.

MeShawn: I feel like there’s always an opportunity to continue to improve and to grow in your career here. I don’t feel mundane. I don’t feel bored. We’re an innovative company. There are always new products. There are always new features. And it’s also about what we do as well … we’re helping to protect people’s identities and privacy. This is the work that makes you feel good about what you’re doing. You’re able to make a difference.

Q – How do you want Gen to honor Black history?

LeShawn: For me, honoring our history is important, and that goes along with how we’re able to lift others up, too. I think about how we can support and grow diversity at Gen. That means creating more pathways for people, like working with schools to hire Black interns. We could ask Black employees if they have a mentee who needs an opportunity; chances are they have someone in their network who just needs a shot. These are the types of conversations we’re already having within POWER, and we hope to bring them to life.

Q – What would you like to tell Black Genovators or future Black Genovators joining our team? 

MeShawn: Know your business. Network within the company. Don’t be afraid to ask any questions. Reach out to POWER members who are in different parts of the company – we’re here to help support you. We have lots of connections with organizations, both internally and externally.

LeShawn: For current employees, take advantage of POWER. It’s a place to give you the confidence you need to go out and ask for what you want. If you need a place to speak freely, we have those kinds of sessions. For prospects, reach out to us on LinkedIn if you have questions. And if you’re worried about coming into a space where you’re not going to have people surrounding you who look like you, we do have a community here to support you.

Join us in applauding MeShawn and LeShawn on their 15-year journey. Let’s celebrate their contributions and learn from their story. Siblings or not, we can motivate one another, support each other and uplift others whenever we have a chance.

Congratulations to the sisters on all their hard-earned success. Wishing you many more years at Gen.

Originally published on Aflac Newsroom

Community giving, close to home — that’s what the Employee Engagement Team’s Philanthropy Committee at Aflac’s Premier Life, Absence and Disability Solutions (PLADS) wanted. And they made it happen, streamlining the donation process so that they could more quickly get needed items in the hands of local students in need.

From vision to reality: Closet of Care takes shape

Employees in both the Connecticut and Florida PLADS locations rallied behind this mission. The offices in Farmington, Connecticut, and Plantation, Florida, each identified a nearby public high school with a high number of at-need students and began collecting school supplies, hygiene products, toiletries, snacks and clothing.

In that moment, the Closet of Care was born.

Since delivering the first batch of supplies to the schools in November 2022, the Philanthropy Committee developed a process to track inventory. Using it — and with continued, generous donations from PLADS employees — they continue to keep school shelves stocked.

No-shame participation

Closet of Care addresses studies showing children are better able to meet academic and achievement standards when not distracted by stress.1 With basic needs met — and discreetly — stress levels decrease, and students can devote their energy to academics and social development.

Focused equally on preserving students’ sense of dignity and respecting their privacy, the schools created space for supplies and communicated to students that help was available free of charge.

As the partnership between PLADS and local schools grew, a faster and even more efficient delivery of supplies was needed. Now, PLADS employees can access Amazon Wish Lists for Bulkeley High School in Connecticut and Flanagan High school in Florida from their personal devices to order and ship requested supplies directly to the schools.

Both locations are seeing positive impact from the Closet of Care — in fact, Florida school representatives felt the program was so impactful that they nominated Randy Olivo, manager, Group Proposition Development, who assisted with the local program, for a countywide Community Involvement Award in the School-Based Partnership Category.

Learn more about how Aflac gives back to the community at Aflac.com.

1Education Library, “Maslow’s Hierarchy Of Needs In Education.” Accessed on Feb. 1, 2024. https://educationlibrary.org/maslows-hierarchy-of-needs-in-education/.

Premier Life, Absence and Disability Services (PLADS): Group life, disability, and absence services are administered by Continental American Insurance Company (CAIC), a proud member of the Aflac family of insurers. CAIC is not licensed to solicit business in New York, Guam, Puerto Rico, or the Virgin Islands.

Continental American Insurance Company | Columbia, SC

AGC2400201

KeyBank Real Estate Capital (KBREC) secured $25.3 million for Redburn Development Partners to refinance two multifamily properties that preserve affordable workforce housing in Albany, New York.

KeyBank secured a $14.2 million Fannie Mae fixed rate loan to refinance existing debt for 930 on Broadway, a newly constructed multifamily property with studio, 1-bedroom, 2-bedroom, and 3-bedroom units located in the Albany Warehouse District.

Redburn Development Partners has agreed to set aside 50 percent of the units to preserve workforce housing for individuals earning 80% or less of AMI, as part of the Fannie Mae Sponsor-Dedicated Workforce (SDW) Housing program. The 81-unit, mid-rise apartment complex consists of a four-story apartment building and includes 12,155 square feet of commercial space. 930 on Broadway is situated on 1.52 acres and offers 47 parking spaces.

KeyBank also arranged a $11.1 million Freddie Mac fixed rate loan to refinance existing debt for Astro Apartments, a student housing property located across the street from the main State University of New York (SUNY) Albany campus on Washington Avenue. Astro Apartments offers fully furnished studio-, one- and two-bedroom units for SUNY students living off campus. Built in 1998, the property is a garden-style complex situated on 2.4 acres, comprised of two three-story apartment buildings.

Dirk Falardeau and Mark Flanders of KBREC Commercial Mortgage Group structured the financing.

Learn more about KeyBank’s commitment to helping clients and communities thrive

About KeyBank Real Estate Capital

KeyBank Real Estate Capital is a leading provider of commercial real estate finance. Its professionals, located across the country, provide a broad range of financing solutions on both a corporate and project basis. The group provides interim and construction financing, permanent mortgages, commercial real estate loan servicing, investment banking and cash management services for virtually all types of income producing commercial real estate. As a Fannie Mae Delegated Underwriter and Servicer, Freddie Mac Program Plus Seller/Servicer and FHA approved mortgagee, KeyBank Real Estate Capital offers a variety of agency financing solutions for multifamily properties, including affordable housing, seniors housing and student housing. KeyBank Real Estate Capital is also one of the nation’s largest and highest rated commercial mortgage servicers.

CHARLOTTE, N.C., March 13, 2024 /3BL/ – DP World, a global leader in supply chain solutions, announces that it is expanding its freight forwarding operations across the Americas as part of its global strategy to build a comprehensive end-to-end supply chain network.

Within the last eight months, DP World has opened 100 new freight forwarding offices across six continents, including 15 new offices strategically positioned across the Americas.

The company has solidified its presence in the United States by establishing offices in major cities such as Atlanta, Chicago, Dallas, Detroit, Houston, El Paso (Texas), Laredo (Texas), Miami, New York, Philadelphia, Seattle, California’s Bay Area, and Los Angeles through the acquisition of CFR Rinkens.

In Latin America, new branches in Panama City (Panama) and Bogota (Colombia) complement DP World’s existing operations in Brazil, Chile, Dominican Republic, Ecuador, Peru, and Suriname.

By mid-2024, the company plans to open additional offices in Buenos Aires, Argentina and Itajai, Brazil, and in Mexico to support the nearshoring investments in that country.

Expanding its freight forwarding offerings will enable DP World to deploy its “toolbox” of owned global assets made up of ports, terminals, warehouses, trucks, rail, and shipping services to help enhance visibility, control, resilience, and efficiency across the industry.

Terry Donohoe, Senior Vice President of Freight Forwarding at DP World Americas, highlights the strategic intent behind the expansion: “Our growth across the Americas underscores DP World’s dedication to our customers and the critical role the Americas play in our global strategy. We’re not merely opening freight forwarding offices; we’re building a comprehensive end-to-end supply chain network that bolsters our capabilities and empowers businesses across the continent and beyond.”

DP World’s strategy behind the selection of new branch locations focuses on expanding the company’s geographical reach while also integrating cutting-edge technology and digitalization into its traditional product offerings. The growing service currently spans order and origin management, port handling and freight management for ocean and air, and at-destination services such as customs, drayage, logistics, last-mile delivery, deconsolidation, and bonded warehousing services.

The freight forwarding growth initiative represents a key step in the company’s efforts to build an integrated end-to-end logistics ecosystem that bridges the gap from factory floor to customer door.

– END –

DP World Americas Media Contact: 
Melina Vissat, Head of Communications 
M: (+1) 704-605-6159 
E: melina.vissat@dpworld.com

About DP World 
Trade is the lifeblood of the global economy, creating opportunities and improving the quality of life for people around the world. DP World exists to make the world’s trade flow better, changing what’s possible for the customers and communities we serve globally.

With a dedicated, diverse and professional team of more than 108,100 employees from 161 nationalities, spanning 74 countries on six continents, DP World is pushing trade further and faster towards a seamless supply chain that’s fit for the future.

We’re rapidly transforming and integrating our businesses — Ports and Terminals, Marine Services, Logistics and Technology – and uniting our global infrastructure with local expertise to create stronger, more efficient end-to-end supply chain solutions that can change the way the world trades.

What’s more, we’re reshaping the future by investing in innovation. From intelligent delivery systems to automated warehouse stacking, we’re at the cutting edge of disruptive technology, pushing the sector towards better ways to trade, minimising disruptions from the factory floor to the customer’s door.

WE MAKE TRADE FLOW 

TO CHANGE WHAT’S POSSIBLE FOR EVERYONE