Author: sHq_LoGiNz

NINGBO, China, Dec. 10, 2025 /PRNewswire/ — Recently, Risen Energy announced the signing of a 3 GWh energy storage system cooperation MOU with WEG, a leading Brazilian industrial giant. Pursuant to the MOU, Risen Energy will supply WEG with advanced utility-scale and commercial & industrial ESS from 2026 to 2028, supporting global energy structure optimization and the green, low-carbon transition.

Founded in 1961 and headquartered in Santa Catarina, Brazil, WEG is one of Latin America’s largest electrical equipment manufacturers, with operations spanning over 140 countries worldwide. The company has deep expertise in renewable energy, industrial energy efficiency, and smart grid technologies. In recent years, WEG has actively expanded into energy storage and integrated energy services, aiming to deliver efficient, reliable, and sustainable energy infrastructure across global markets.

Risen Storage has been dedicated to the lithium battery industry for 20 years, integrating R&D, manufacturing, sales, and services. Its products include PCS, BMS, EMS, C&I, and Utility-Scale ESS. Notably, its Energy Storage Battery System was the first in China to achieve UL9540A certification in both the U.S. and China. Through the deep integration of 4S technology, Risen Storage has developed self-engineered BESS solutions for all applications. These solutions are applicable in renewable energy integration, peak shaving, frequency regulation, demand response, backup power, microgrids, and other applications. The company remains committed to transforming the energy landscape through technological innovation.

This strategic partnership not only marks a critical step forward for Risen Energy and WEG in building next-generation power systems but also represents a truly global collaboration. Risen Energy will supply ESS for WEG’s projects across multiple regions—including South America, North America, Europe, Africa, and Australia—signaling an upgrade from regional cooperation to a comprehensive global strategic alignment. In fact, Risen Energy and WEG have a long-standing partnership in the photovoltaic sector. This expanded collaboration into energy storage underscores WEG’s renewed confidence in Risen Energy’s technical capabilities and global delivery track record.

From bringing stable electricity to remote villages in South America and lighting up thousands of households, to enabling energy transitions for industrial parks in North America; from supporting residential solar-plus-storage systems in Europe to empowering off-grid communities in Africa with green microgrids—Risen Energy’s business now spans more than 90 countries and regions worldwide. Moving forward, Risen Energy will continue to partner with WEG and other global collaborators, leveraging its safe, reliable, and fully in-house developed solar-plus-storage technologies to deploy green energy solutions across diverse regions and applications—accelerating the global transition toward a more efficient, resilient, and sustainable energy system.

 

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SOURCE Risen Energy Co., Ltd.

Key News Highlights:

• Mowilex’s fourth consecutive recognition as Indonesia’s Best Managed Companies elevated it as a Gold Standard winner, reinforcing its commitment to best-in-class management and performance, aligning strong leadership with innovation and long-term value creation.
• Mowilex views this recognition as a constant reminder to continue striving for excellence, and as an achievement to be shared with everyone who has been a part of Mowilex’s journey.

JAKARTA, Indonesia, Dec. 9, 2025 /PRNewswire/ — PT Mowilex Indonesia has once again been honored by Deloitte as one of Indonesia’s Best Managed Companies, marking its fourth consecutive year receiving this recognition. This also means that Mowilex has now been elevated to a Gold Standard winner, underscoring its enduring commitment to best-in-class management and performance. In Indonesia, only three companies were conferred with the Gold Standard recognition this year, and Mowilex is proud to be among them.

The Best Managed Companies program is widely regarded as a benchmark of organizational excellence for leading companies around the world.

“As a Best Managed Companies award winner, PT Mowilex Indonesia has demonstrated itself as a leading private enterprise in Indonesia—driving sustainable growth, fostering innovation, and delivering meaningful impact for its customers and employees. This recognition is a testament to excellence, underscoring PT Mowilex Indonesia’s leadership and strategic vision. We look forward to witnessing their continued success and growth in Indonesia and on the global stage,” said DIONISIUS Damijanto, Best Managed Companies Leader, Deloitte Indonesia.

Mowilex emphasized that this recognition serves as a reminder to stay grounded and continue striving for excellence. “We are an independent challenger in an industry dominated by large multinationals and a handful of very well-run local players. Each year, Deloitte’s process challenges us with rigorous reviews and tough questions. Rather than taking this recognition as validation, we treat it as a test — asking whether our strategies and tactics would still hold up under such scrutiny,” said Mowilex CEO, Niko Safavi.

Winners are assessed against a comprehensive framework with four pillars shaped by more than 30 years of Deloitte’s global benchmarking, namely: strategy, culture and commitment, capabilities and innovation, governance and financials. This framework encourages companies to align strong leadership with innovation and long-term value creation.

Mowilex also highlighted that the recognition is not about individual leadership alone. “This is a management award that belongs to our managers and employees. It’s their discipline, innovation, and everyday decisions that shape PT Mowilex Indonesia into what it is today. We proudly share this Gold Standard achievement with everyone who has been part of our journey,” said Niko Safavi.

About PT Mowilex Indonesia

PT Mowilex Indonesia , a subsidiary of Asia Coatings Enterprises, Pte. Ltd., is a leading producer of premium paints and coatings with a reputation for quality and strong brand loyalty. The company is Indonesia’s only certified carbon neutral paint manufacturer, maintaining that status for six consecutive years, and offers a wide range of low- and zero-VOC products. In 2025, Mowilex was recognized by Deloitte as one of Indonesia’s Best Managed Companies for the fourth consecutive year, becoming a Gold Standard winner.

About Best Managed Companies

Best Managed Companies is a global awards program that recognises privately held companies for their organisational excellence, business success, and entrepreneurial spirit.

The program offers a robust framework for management teams to evaluate their strategies, strengthen operations, and benchmark themselves against the top-performing private companies worldwide.

Established in Canada in 1993, Best Managed Companies has since expanded to more than 45 countries across Asia Pacific, the Americas, Europe, and the Middle East, with plans to launch in Africa. Today, its global network comprises over 1,700 outstanding companies that come together as a community to build alliances, exchange knowledge, and share best practices.

In 2025, the Best Managed Companies awards program marks five years in Southeast Asia, with a community of winners in Indonesia, Malaysia, Singapore, Thailand and Vietnam.

For more information on the awards program, visit the Indonesia’s Best Managed Companies website.

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SOURCE PT Mowilex Indonesia

NEW YORK, Dec. 9, 2025 /PRNewswire/ — A report by Asian Women Development Plan International: 

A new research report titled “Changes in Federal Workforce Policy and Their Implications for Women and Minority Employees” has been released examining how recent federal workforce changes are affecting women and minority groups across the United States. The report analyzes employment challenges following the January 2025 issuance of Executive Order 14173, which dismantled federal diversity, equity, inclusion, and accessibility (DEIA) programs.

According to the report, while recent federal employee surveys showed improving engagement and job satisfaction through mid 2024, workforce experts and employee advocates have warned that the 2025 rollback of DEI initiatives and proposed workforce reductions could increase turnover risks for minority employees. Similar to private corporations that reported being worse off after abandoning diversity programs, Surveys and federal workforce reports indicate increased concerns about discrimination among federal employees in recent years, alongside a nationwide rise in EEOC discrimination charges, which grew by more than nine percent in 2024. Recent national surveys show that a clear majority of Asian American and Pacific Islander adults oppose eliminating federal agencies and cutting federal DEI programs, recognizing that minority communities rely heavily on government services and civil rights protections.

The report traces U.S. diversity policy back to Kennedy’s 1961 Affirmative Action directive and Biden’s 2021 DEIA initiative, noting that President Trump’s 2025 executive order has been widely viewed as a significant shift from prior federal diversity efforts. While recent federal data indicate rising minority and female participation, analysis of Office of Personnel Management FedScope data shows that, as of 2024, people of color make up about 41 percent of the federal workforce and women about 46 percent, yet deep inequalities persist. White males still comprise nearly half of Senior Executive Service (SES) members, and women account for only about one third of the most senior roles. Gender based pay gaps are also significantly larger among older federal employees, with EEOC research showing that age related differences alone can contribute more than 10,000 dollars annually to the gap for workers age forty and over, and women facing substantially wider disparities than men in similar roles. At the intersection of race and gender, disparities appear more pronounced. Black and Hispanic women face systemic barriers to promotion and significantly lower pay than both white men and women, despite comparable qualifications. Hispanic women experience the steepest decline in representation at higher grades. While institutional reforms have improved representation, existing disparities in advancement opportunities remain evident across demographic groups.

The report also highlights that frequent institutional disruptions, reclassifications, and administrative variability have contributed to uncertainty among employees, particularly within minority groups. Although the U.S. federal government has made notable progress over the past decades in advancing Diversity, Equity, Inclusion, and Accessibility (DEIA), the politicization of the civil service and the cyclical reversal of policy that results from changes in administration continuously impose challenges on minority groups. Research demonstrates that frequent institutional disruptions and job reclassifications correlate with reduced trust and lower willingness to remain in service among minority employees, who often connect career development concerns to systemic instability. The discontinuity further amplifies the structural disadvantages faced by minority civil servants in career advancement.

Citing findings from the MissionSquare Research Institute, the report notes that more than half of state and local government workers have considered leaving their jobs, with younger and Black employees especially likely to look elsewhere. In workplaces where employees do not experience inclusive or multicultural support, minority and female staff report lower trust and higher turnover intentions. One survey of prospective state government workers described a deep sense of uncertainty during lengthy recruitment and funding approval processes.

Reference: Changes in Federal Workforce Policy and Their Implications for Women and Minority Employees 

View original content:https://www.prnewswire.com/news-releases/changes-in-federal-workforce-policy-and-their-implications-for-women-and-minority-employees-302636338.html

SOURCE Asian Women Development Plan International