Month: July 2025

For over two decades, DP World has been at the forefront of trade facilitation and logistics excellence in the Dominican Republic. From its marine terminal at Caucedo to a growing network of logistics services, the company has been instrumental in strengthening the nation’s supply chain infrastructure and positioning it as a strategic hub in the Americas.

A $760 Million Commitment to Sustainable Growth

In May 2025, DP World signed a landmark agreement with the Dominican government to invest $760 million in expanding both the Port of Caucedo and the adjacent Free Trade Zone. The expansion will increase terminal handling capacity from 2.5 million to 3.1 million TEUs and develop 225 hectares of integrated logistics and industrial infrastructure. With more than 120 new industrial buildings and a world-class multimodal transport network, the Special Economic Zone (SEZ) will deliver one of the most advanced logistics ecosystems in the Caribbean. 

But the project’s ambitions go beyond infrastructure. It represents a new model of ESG-driven growth, integrating environmental sustainability, social responsibility, and governance best practices into every phase of development.

Environmental Stewardship: Net Zero on the Horizon

The company operates a fleet of 100% electric cargo handling equipment in the Dominican Republic, demonstrating its commitment to reducing emissions from port operations. Additionally, DP World manages natural resources under a risk prevention framework and applies environmental protection practices aimed at minimizing carbon emissions, optimizing energy and fuel use, and improving waste management systems, all in line with global strategies to combat climate change.

Workforce Development: Building the Skills of Tomorrow

The project also prioritizes human capital development. Through the DP World Academy – a specialized training institute focused on logistics and supply chain competencies – Dominican workers have access to technical certifications, management training, and STEM-focused skill development. These programs will be delivered in partnership with leading national educational institutions, enabling a pipeline of skilled workers to meet rising demand in advanced logistics, manufacturing, and technology sectors.

The expansion is expected to potentially create up to 50,000 new jobs as companies establish operations in the SEZ. Programs will target historically underserved populations, with DP World exploring potential support services like childcare, financial literacy, and transportation assistance to reduce barriers to workforce participation. 

Driving Nearshoring and Regional Supply Chain Resilience

As global supply chains undergo rapid transformation, the Dominican Republic is emerging as a preferred nearshoring destination for U.S. manufacturers seeking lower costs, reduced transit times, and tariff-free access under DR-CAFTA. The Dominican free zone framework already hosts more than 850 companies, and demand for space continues to exceed supply. 

DP World’s integrated port-SEZ model provides a turnkey solution for manufacturers, combining advanced logistics, flexible real estate options, and preferential trade incentives. With ships reaching Miami in three days and New York in five, the location offers a significant speed-to-market advantage over Asian routes, which can take several weeks. 

A Shared Vision for Prosperity

Government leaders hailed the agreement as a milestone for inclusive growth. “This alliance lays the foundation for the first logistics-industrial ecosystem of its kind in the Americas,” said Víctor Bisonó, Minister of Industry, Commerce, and MSMEs. “It is about opportunity, progress, and well-being for thousands of Dominican families.”

DP World executives echoed the sentiment, emphasizing that the SEZ is designed not just to move goods but to uplift communities. “We are committed to sustainable growth, workforce upskilling, and creating an environment where businesses and communities can thrive together,” said Manuel Martínez, CEO of DP World Dominicana. 

Looking Ahead

The project is projected to attract $3.9 billion in foreign direct investment, drive $4 billion in new manufacturing output, and serve as a model for ESG-aligned economic zones globally. With its integrated approach to infrastructure, sustainability, and workforce readiness, DP World’s SEZ expansion in the Dominican Republic offers a blueprint for how trade can accelerate both economic and social progress.

Authored by Baker Tilly’s Dave DuVarney

As generative artificial intelligence (AI) tools become more widely available, organizations face a new challenge: not just deploying these tools, but effectively supporting users based on their individual readiness and ambition. Each user engages with AI differently, bringing unique levels of familiarity, confidence and intent. To address this, organizations should focus on aligning AI support with user personas, each with their own tailored adoption strategies that support real value creation.

So how can leaders match the right support to the right user at the right time?

Understanding user intent, not just user role 

Behavioral personas offer a practical lens for understanding how employees engage with AI, regardless of their role or seniority, and help ensure support strategies are aligned with actual usage patterns. Segmenting users by behavior rather than by title enables organizations to make more intentional and effective decisions around training, access and governance for generative AI tools.

These personas are not rigid labels, and may not always be formally assigned, but are evolving modes of engagement that reflect a user’s comfort, curiosity and confidence with AI tools:

• Pioneers: Forward-thinking innovators who are pushing boundaries, actively experimenting with new tools, proposing ideas and seeking access to more advanced capabilities. They’re often early adopters who help drive momentum across the organization.
• Explorers: Engaged, curious users who are applying Gen-AI in meaningful ways, often within defined tools. They may not be creating brand-new solutions, but they’re hands-on and looking to make their work more efficient and effective.
• Consumers: A more passive group who won’t seek out AI tools on their own but will use them if directed. For this group, training and clear use cases are essential to unlock value.

Rather than labeling individuals as one type or another, think of these personas as fluid states that users may move overtime as comfort levels and capabilities grow. Recognizing and supporting these shifts allows organizations to meet users where they are, accelerate adoption and unlock greater value from Gen-AI investments. 

Define success signals for each user type 

Just as adoption strategies varies by persona, so should the key performance indicators (KPIs) used to measure adoption and effectiveness. Aligning metrics to behavioral user personas allows organizations to track progress more meaningfully and take targeted action to support growth, engagement and responsible use.

• Pioneers: Success is measured through output, such as the number of Gen-AI solutions developed, breakthrough use cases identified, or pilots promoted to enterprise scale. These metrics help identify where to invest in advanced capabilities.
• Explorers: Look for signs of deeper engagement, such as the number of Gen-AI agents or applications adopted by multiple users, or the frequency of tool usage. These insights can inform where to introduce more advanced training.
• Consumers: Track foundational adoption metrics like the percentage of employees completing micro-trainings or self-reporting time saved (e.g., gaining back an hour per week on routine tasks). These indicators help assess where additional support or clearer use cases are needed.

Organizations should also revisit and refine these metrics regularly to ensure they reflect evolving business priorities, user behavior and tool maturity.

Create space for innovation within secure environments 

One of the core challenges of Gen-AI adoption is balancing innovation with governance. It’s essential to offer Pioneers and Explorers the freedom to test, iterate and push boundaries, but that experimentation must happen within governed environments that protect data and uphold compliance standards

An enterprise-grade tool like Microsoft Copilot offers a powerful solution: they enable innovation within a secure, governed ecosystem, allowing organizations to monitor usage, manage access and enforce policies without stifling creativity. Users should be directed away from public-facing tools and into these sanctioned platforms, where usage can be monitored and managed effectively.

Start with the opportunity, not the tool

For organizations just beginning to roll out Gen-AI, the instinct might be to start with a platform. But successful programs start by identifying strategic opportunity areas — places where Gen-AI can solve real problems or unlock efficiencies. This ensures adoption is purpose-driven rather than tool-driven.

Here’s where the user personas come back into play. Each group is motivated by different types of opportunities:

• Pioneers: Energized by open-ended challenges and the chance to build new solutions. Involve them early in identifying opportunity areas and piloting use cases.
• Explorers: Thrive when they see clear, relatable examples of Gen-AI improving everyday work. Show them defined problems they can help solve more efficiently.
• Consumers: Benefit from highly practical, low-risk use cases with direct relevance to their roles. Focus on tasks they already perform — and how AI can save them time or reduce effort.

By mapping opportunity areas to the needs and motivations of each persona, organizations can accelerate adoption and ensure AI becomes an integrated part of how people work — not just another platform to learn.

Finally, executive sponsorship is critical. Programs that succeed are championed from the top, with clear alignment to business goals, supported by robust governance and reinforced through consistent communication – ensuring that Gen-AI adoption is intentional and sustainable.

How Baker Tilly can help

Baker Tilly’s digital solutions team helps organizations design and scale Gen-AI adoption programs tailored to their workforce. From persona-based enablement strategies to change management and governance frameworks, we guide clients through each stage of their journey — helping teams turn Gen-AI potential into measurable impact.

NEW YORK and HAMBURG, Germany, July 31, 2025 /3BL/ – The 100 leading Chief Sustainability Officers (CSOs) in the United States and Canada for 2025 are released today.

The list is published by Futur/io Institute, a pioneering organization dedicated to nurturing and inspiring leadership in sustainable innovation and celebrating the most impactful network of CSOs globally.

An extensive database of Fortune 2000 enterprises was compiled with a focus on the trailblazing CSOs and organizations that are a benchmark and pushing ahead to achieve an ambitious NetZero Goal by the year 2040.

Executives stem from a diverse range of industries – excluding consulting groups and fossil fuel industries like oil & gas and related sectors.

Women represent two thirds of the Top 100 CSOs of North America, with 66 women and 34 men featured on the list. US companies are the majority, occupying 94 positions, while Canada has 6 companies present.

The complete list is available online at:

https://www.csoawards.org/north-america/top-100-csos

“We want to shine a light on the importance of these leaders and the role of the CSO, even in times of headwinds. They are beacons in the transition to desirable futures in which business and sustainability initiatives thrive together” stated Harald Neidhardt, CEO & Curator of the Futur/io Institute.

And adding:

“Setting a bold net-zero target for 2040 or better, demonstrates the commitment to global leadership and environmental responsibility. It reassures citizens & investors that their sustainability efforts are here to stay—driving long-term investment, unlocking capital, enhancing future fitness & resilience, and fortifying energy transition.”

To be featured in the Top100 list, the executives must be the highest sustainability representative of the company or group with an executive role, occupy the position for at least a year, and be considered a thought leader.

At a company level, the list includes companies headquartered in the USA or Canada, with an annual revenue of over $1 billion and at least five thousand employees. Oil and gas companies were not considered, in an effort in line with the recent COP29 of the United Nations Climate Secretariat (UNFCCC) to encourage fast divestment from fossil fuels and resource-heavy industries.

The Futur/io CSO Awards Top 100 List is the first step in an initiative that aims to celebrate the leading Chief Sustainability Officers of North America.

The second part is the selection to Top20 nominees for the CSO Awards 2025.

The CSO Awards will culminate at a gala ceremony in New York City on September 22, during the UN General Assembly and Climate Week. The CSO Awards North America are awarded in collaboration with Made in Sustainability and supported by premium partners IntegrityNext and vitra.

The Futur/io four-quadrant model was developed in partnership with scientific research and knowledge partners, such as the Leonardo Centre at Imperial College Business School and Denominator, specialized in human-centric data.

In addition, knowledge partners include ClimateGPT and Rainforest Partnership.

Futur/io Institute—together with its knowledge partners—will narrow down the Top100 list to 20 names, who will be the nominees of the CSO Awards. The final three Award Winners, as well as the special mentions, will only be announced at the gala ceremony and will be selected by a Grand Jury composed of thought leaders in sustainability.

A report including all criteria dimensions and highlighting the Top 20 nominees will be published after the CSO Awards during Climate Week New York.

Top 100 Eligibility Requirements

Company Level

• Over $1 Billion in annual revenues. The CSO Award focuses on major companies where sustainability practices grant the most impact in reducing emissions and contributing to groundbreaking changes, whilst bearing the most challenges.
• Published NetZero goal of 2040 or earlier
• Company headquarters must be based within the USA or Canada
• Company Headcount +5k employees
• The awards do not include oil & gas, defence, and consulting companies, or related industries
• Companies that have published the latest sustainability report by August 8, 2025 (data source must include at least the first quarter of 2024) are eligible to be considered among the 20 nominees for the awards.

CSO Level

• We consider the job titles of Chief Sustainability Officer or equivalent, operating a C-level, Vice president or director position.
• Highest sustainability representative of the company or group with executive roles.
• Only one CSO/equivalent role per group or affiliated companies.
• At least one year in the current position to be eligible for further nomination stage (one year before September 22, 2025).
• Thought leadership ranked by the number of followers on LinkedIn and public appearances.

About Futur/io Institute

We believe in co-creating desirable futures where ideas and innovation drive a regenerative economy that benefits people and the planet within the planetary boundaries.

The Futur/io Institute is a pioneering organization to serve the most impactful network of Chief Sustainability Officers dedicated to transforming businesses to drive positive impact for people, planet and prosperity. We do this through publications, podcasts and convening at inspiring locations like Davos, Basel, Lisbon, Venice and New York.

With a mission to inspire ambition, action and cross-pollination to achieve the UN Sustainable Development Goals, the institute provides a platform for thought leaders, innovators, and change-makers to shape the futures of business and society.

Futur/io works with organizations like the UNFCCC or corporations in leadership training and curates Executive Programmes to inspire future leaders in sustainable innovation. Each year in Davos, the institute organizes executive receptions and in 2024 debuted the annual CSO Awards to shine a light on the leadership role of Chief Sustainability Officers.

Futur/io is based in Hamburg and works as a think-tank with a selected international and diverse faculty of 100+ leaders in sustainability. The most recent book “Leadership for Sustainable Futures” was published in May 2024 with Murmann Publishers. CEO & curator Harald Neidhardt hosts the CSO Impact Podcast, which launched in June 2024.

futur.io

Website for Additional Info:

https://www.csoawards.org/north-america

Media Contact

Luciana Prestes
Head of Marketing
luciana@futur.io