Tag: 3BL

Underscoring its commitment to economic inclusion, AEG hosted a game night at L.A. LIVE that brought together more than 60 women and minority-owned businesses for a chance to secure procurement opportunities with Los Angeles-based corporations including AMC Theatres, NBCUniversal, Netflix and SONY.

During the evening, BIPOC, Women and minority-owned businesses met with key decision makers from each corporation to showcase their business and build meaningful connections with one another.

The event was designed to promote supplier diversity within sports and entertainment, and was held in partnership with Diversity Professional Magazine, the Southern California Minority Supplier Development Council (SCMSDC), and the Women’s Business Enterprise Council – West (WBEC-West).

“By creating opportunities to connect suppliers and buyers, we can create a more equitable marketplace for diversity to thrive,” said Christina Tulfo, Manager Supplier Diversity, AEG. “This event provided a fun and unique platform for exploring new ventures, sharing ideas, and building partnerships that can meaningfully benefit small-and medium- size minority businesses.”

Earlier this year, AEG was recognized as Corporation of the Year by Greater Los Angeles African American Chamber of Commerce for the work it has been doing towards the advancement of Los Angeles-based African American businesses.

Underscoring its commitment to economic inclusion, AEG hosted a game night at L.A. LIVE that brought together more than 60 women and minority-owned businesses for a chance to secure procurement opportunities with Los Angeles-based corporations including AMC Theatres, NBCUniversal, Netflix and SONY.

During the evening, BIPOC, Women and minority-owned businesses met with key decision makers from each corporation to showcase their business and build meaningful connections with one another.

The event was designed to promote supplier diversity within sports and entertainment, and was held in partnership with Diversity Professional Magazine, the Southern California Minority Supplier Development Council (SCMSDC), and the Women’s Business Enterprise Council – West (WBEC-West).

“By creating opportunities to connect suppliers and buyers, we can create a more equitable marketplace for diversity to thrive,” said Christina Tulfo, Manager Supplier Diversity, AEG. “This event provided a fun and unique platform for exploring new ventures, sharing ideas, and building partnerships that can meaningfully benefit small-and medium- size minority businesses.”

Earlier this year, AEG was recognized as Corporation of the Year by Greater Los Angeles African American Chamber of Commerce for the work it has been doing towards the advancement of Los Angeles-based African American businesses.

Originally published in International Paper’s 2023 Sustainability Report

Ethics and integrity

The International Paper Code of Conduct serves as a compass for how we conduct ourselves and helps us successfully navigate ethical challenges as they arise. As we pursue our vision to be among the most successful, sustainable and responsible companies in the world, the Code gives us direction on acting honestly and operating with integrity. It also supplies us with the tools we need to foster dignity and respect, and promote a culture of openness and accountability wherever we do business.

Our policies, guidelines and best-practice processes support the messaging in the Code by reinforcing our values and standards, including our commitment to act fairly and honestly in all our business dealings, safeguard natural resources and protect and advance human rights around the world. As a company built on ethics and integrity, we also seek out partnerships with third parties who share our rigorous standards through our Third Party Code of Conduct.

Human rights

International Paper is committed to protecting and upholding the human rights of our employees and any others with whom we are in contact. Our unwavering commitment to human rights is embodied in our Code of Conduct, our Third Party Code of Conduct and our corporate policies.

Fundamentally, we believe International Paper can help promote respect for human rights through the examples of our actions and our values. As global citizens, we ensure our products, no matter where they are made, are manufactured under conditions that demonstrate respect for the people who make them. We are committed to working against human rights abuses. We also comply with applicable labor and employment laws of every country in which we operate. Additionally, we draw on internationally recognized labor principles, like those contained in the UN Declaration of Human Rights, in how we treat our employees and conduct our business. Therefore, IP does not tolerate child labor, forced labor, physical punishment or abuse, harassment, discrimination, or retaliation in our workplace. We believe that supporting human rights means providing a respectful workplace environment for all of our employees, in which we treat each other with dignity and respect and value diversity of thought, culture and background. We prohibit discrimination and harassment on the basis of any characteristic protected by law. As part of our firm commitment to these values, we provide a process for our employees and the public to raise concerns about potential violations. We train our employees in this process and publicly provide numerous avenues for contacting our Ethics and Compliance office.

About International Paper

International Paper (NYSE: IP) is a global producer of sustainable packaging, pulp and other fiber-based products, and one of the world’s largest recyclers. Headquartered in Memphis, Tenn., we employ approximately 39,000 colleagues globally who are committed to creating what’s next. We serve customers worldwide, with manufacturing operations in North America, Latin America, North Africa and Europe. Net sales for 2023 were $18.9 billion. Additional information can be found by visiting internationalpaper.com/.

About International Paper – EMEA

In Europe, Middle East & Africa (EMEA), International Paper focuses on the production and marketing of fiber-based packaging and specialty pulp, employing approximately 4,400 people. As a leading supplier of high-quality corrugated containers for a multitude of applications, we serve customers throughout the region from our network of two recycled containerboard mills and 23 box plants in France, Italy, Morocco, Portugal and Spain. Specialty pulp is made in Gdansk, Poland. Other products available from International Paper in the region include a variety of Kraft linerboard and other pulp products.

Read more

Originally published in International Paper’s 2023 Sustainability Report

Ethics and integrity

The International Paper Code of Conduct serves as a compass for how we conduct ourselves and helps us successfully navigate ethical challenges as they arise. As we pursue our vision to be among the most successful, sustainable and responsible companies in the world, the Code gives us direction on acting honestly and operating with integrity. It also supplies us with the tools we need to foster dignity and respect, and promote a culture of openness and accountability wherever we do business.

Our policies, guidelines and best-practice processes support the messaging in the Code by reinforcing our values and standards, including our commitment to act fairly and honestly in all our business dealings, safeguard natural resources and protect and advance human rights around the world. As a company built on ethics and integrity, we also seek out partnerships with third parties who share our rigorous standards through our Third Party Code of Conduct.

Human rights

International Paper is committed to protecting and upholding the human rights of our employees and any others with whom we are in contact. Our unwavering commitment to human rights is embodied in our Code of Conduct, our Third Party Code of Conduct and our corporate policies.

Fundamentally, we believe International Paper can help promote respect for human rights through the examples of our actions and our values. As global citizens, we ensure our products, no matter where they are made, are manufactured under conditions that demonstrate respect for the people who make them. We are committed to working against human rights abuses. We also comply with applicable labor and employment laws of every country in which we operate. Additionally, we draw on internationally recognized labor principles, like those contained in the UN Declaration of Human Rights, in how we treat our employees and conduct our business. Therefore, IP does not tolerate child labor, forced labor, physical punishment or abuse, harassment, discrimination, or retaliation in our workplace. We believe that supporting human rights means providing a respectful workplace environment for all of our employees, in which we treat each other with dignity and respect and value diversity of thought, culture and background. We prohibit discrimination and harassment on the basis of any characteristic protected by law. As part of our firm commitment to these values, we provide a process for our employees and the public to raise concerns about potential violations. We train our employees in this process and publicly provide numerous avenues for contacting our Ethics and Compliance office.

About International Paper

International Paper (NYSE: IP) is a global producer of sustainable packaging, pulp and other fiber-based products, and one of the world’s largest recyclers. Headquartered in Memphis, Tenn., we employ approximately 39,000 colleagues globally who are committed to creating what’s next. We serve customers worldwide, with manufacturing operations in North America, Latin America, North Africa and Europe. Net sales for 2023 were $18.9 billion. Additional information can be found by visiting internationalpaper.com/.

About International Paper – EMEA

In Europe, Middle East & Africa (EMEA), International Paper focuses on the production and marketing of fiber-based packaging and specialty pulp, employing approximately 4,400 people. As a leading supplier of high-quality corrugated containers for a multitude of applications, we serve customers throughout the region from our network of two recycled containerboard mills and 23 box plants in France, Italy, Morocco, Portugal and Spain. Specialty pulp is made in Gdansk, Poland. Other products available from International Paper in the region include a variety of Kraft linerboard and other pulp products.

Read more

Originally published on commonimpact.org

Workplace trends, like the employee engagement crisis and the growing attention to companies’ responsibilities towards sustainability and corporate citizenship, reflect a workforce that increasingly values purpose-driven initiatives and social engagement from employers and brands. 63% of employees surveyed for the Edelman Trust Barometer Report Global Report said they buy or advocate for brands based on their beliefs and values, while 69% regard social impact as a key factor when assessing a company as a potential employer. Employees and consumers are pressing for meaningful, responsible corporate behavior aligned with their core values.

Corporate Trends Fueling Social Impact 

Millennials and Gen Zs are increasingly driving the demand for greater social impact in today’s workforce. According to a 2024 Deloitte Report of over 22,841 respondents across 44 countries, 86% of Gen Z and 89% of Millennials say having a sense of purpose is important to their overall job satisfaction and well-being.

Companies have integrated numerous employee well-being and employee engagement programs to address these needs, but recent research found that most did little to improve employee outcomes—except for volunteering. In addition to generating positive social impact, volunteering opportunities can improve workers’ well-being through an increased sense of purpose, belonging, and accomplishment. Volunteering—especially skills-based—also creates and develops essential workplace skills. Volunteers report lower levels of depression, greater life satisfaction, and a heightened sense of purpose. What this means for employers is that fostering a culture of giving contributes to a healthier and more resilient workforce, ultimately leading to higher productivity, lower turnover, and a more engaged team.

More individuals have realized the power of their lived experience, expertise, and skills in making a difference, sparking a surge in volunteerism. Over 470+ companies surveyed in a recent Benevity report noted that participation in volunteering soared in the last three years, with a 57% year-over-year increase. With hybrid work as the new normal, more companies offer flexible volunteering opportunities as a strategy to create a connected workforce. Skills-based volunteering, in particular, creates a sense of purpose and engages employees by building connections across departments, locations, and the nonprofit community.

How Corporate Expertise Boosts Nonprofit Success 

By offering skills-based volunteering services, companies enable nonprofits to streamline operations while giving employees opportunities to support causes they are passionate about. Volunteers utilize their specialized knowledge and expertise to help nonprofits develop effective short-term and long-term solutions, significantly boosting organizational capacity and enhancing efficiency and effectiveness by 28% compared to traditional volunteers.

We see this firsthand through our skills-based volunteering programs. JPMorgan Chase Service Corps provided three months of pro bono consulting to Hot Bread Kitchen, a leading nonprofit that provides essential tools for aspiring job seekers to evolve into skilled food workers and entrepreneurs. Hot Bread Kitchen’s CEO, Leslie Abbey, conveyed her delight in the Service Corps volunteer team’s engagement, thoughtfulness, and expertise: “We were so impressed by the thoughtful and engaged ideas, especially that they incorporated our staff’s feedback and considered our organization’s resources. As we grow, these professional development plans and concepts will strengthen Hot Bread Kitchen’s operations.”

Empowering Employees: Personal Fulfilment and Professional Growth

Volunteering is often seen as a selfless act, but for many, it also brings significant personal and professional rewards. Michelle Barbin, an empathic individual passionate about lending her skills to resource-strapped nonprofits, is usually the first to raise her hand to participate in Blue Cross Blue Shield of Massachusetts’s skills-based volunteering programs to support health justice nonprofit partners. Barbin describes reaping career growth benefits while enjoying the fulfilling experience of strengthening a nonprofit’s marketing campaign.

Barbin’s experience mirrors findings from broader research on skills-based volunteering. Common Impact’s survey of 1,200 corporate skills-based volunteers revealed they viewed their experience as a valuable professional development opportunity. Participants noted their creative thinking, presentation, project management, and teamwork skills improved due to skills-based volunteering events. After participating in our skills-based volunteer programs, 96% of survey respondents feel positive about their employer and are more likely to recommend their company as a great place to work. Ares management reports that of the 5,150 full-time employees surveyed across five countries, when asked about the impact of their workplace volunteering initiatives (including skills-based volunteering), they report higher levels of personal fulfillment, morale, and alignment with the organization’s mission and values. These findings highlight how skills-based volunteering positively impacts personal growth and workplace culture.

A Catalyst for Corporate Social Responsibility

Volunteering isn’t just about creating goodwill with nonprofits and stakeholders. It also gives companies a chance to learn about community issues and support leaders working on causes like food justice, conservation, and financial literacy. By understanding nonprofit needs, companies can tailor their support and build strong relationships that contribute to creating a better society.

Skills-based volunteering enables employees to apply their expertise, supports nonprofits, and drives positive social change, playing a crucial role in corporate citizenship strategies. Our feedback data showed that 82% of our corporate clients rated our skills-based volunteering collaborations as an effective way to meet their company’s social impact and talent development goals. More companies are recognizing the power and benefits of creating opportunities for their employees to get involved in purposeful projects. Shea Pease, Corporate Citizenship Program Manager at Famers Insurance, shared, “Skills-based volunteering allows our employees to leverage their professional expertise for social good, creating a meaningful impact for the nonprofits we are privileged to work with. It enhances employee morale and satisfaction while fostering leadership development, collaboration, and innovation within our workforce. Simultaneously, skills-based volunteering has filled a needs gap for our nonprofit partners, offering them our expertise to solve their real-world problems.”

The way companies approach social responsibility is changing. Now, more than ever, employees and customers want companies to prioritize making a positive impact. Skills-based volunteering is a powerful way for companies to achieve this. Companies drive meaningful change in communities by using employees’ professional skills to help nonprofits tackle community challenges and boost employee satisfaction, professional development, and overall effectiveness. Skills-based volunteering has the potential to make a significant impact on social causes and promote an engaged workforce.

 

For more social impact content like this, follow us on LinkedIn  and sign-up  for our monthly newsletter. Ready to learn more about skills-based volunteering? Reach out.  

Originally published on commonimpact.org

Workplace trends, like the employee engagement crisis and the growing attention to companies’ responsibilities towards sustainability and corporate citizenship, reflect a workforce that increasingly values purpose-driven initiatives and social engagement from employers and brands. 63% of employees surveyed for the Edelman Trust Barometer Report Global Report said they buy or advocate for brands based on their beliefs and values, while 69% regard social impact as a key factor when assessing a company as a potential employer. Employees and consumers are pressing for meaningful, responsible corporate behavior aligned with their core values.

Corporate Trends Fueling Social Impact 

Millennials and Gen Zs are increasingly driving the demand for greater social impact in today’s workforce. According to a 2024 Deloitte Report of over 22,841 respondents across 44 countries, 86% of Gen Z and 89% of Millennials say having a sense of purpose is important to their overall job satisfaction and well-being.

Companies have integrated numerous employee well-being and employee engagement programs to address these needs, but recent research found that most did little to improve employee outcomes—except for volunteering. In addition to generating positive social impact, volunteering opportunities can improve workers’ well-being through an increased sense of purpose, belonging, and accomplishment. Volunteering—especially skills-based—also creates and develops essential workplace skills. Volunteers report lower levels of depression, greater life satisfaction, and a heightened sense of purpose. What this means for employers is that fostering a culture of giving contributes to a healthier and more resilient workforce, ultimately leading to higher productivity, lower turnover, and a more engaged team.

More individuals have realized the power of their lived experience, expertise, and skills in making a difference, sparking a surge in volunteerism. Over 470+ companies surveyed in a recent Benevity report noted that participation in volunteering soared in the last three years, with a 57% year-over-year increase. With hybrid work as the new normal, more companies offer flexible volunteering opportunities as a strategy to create a connected workforce. Skills-based volunteering, in particular, creates a sense of purpose and engages employees by building connections across departments, locations, and the nonprofit community.

How Corporate Expertise Boosts Nonprofit Success 

By offering skills-based volunteering services, companies enable nonprofits to streamline operations while giving employees opportunities to support causes they are passionate about. Volunteers utilize their specialized knowledge and expertise to help nonprofits develop effective short-term and long-term solutions, significantly boosting organizational capacity and enhancing efficiency and effectiveness by 28% compared to traditional volunteers.

We see this firsthand through our skills-based volunteering programs. JPMorgan Chase Service Corps provided three months of pro bono consulting to Hot Bread Kitchen, a leading nonprofit that provides essential tools for aspiring job seekers to evolve into skilled food workers and entrepreneurs. Hot Bread Kitchen’s CEO, Leslie Abbey, conveyed her delight in the Service Corps volunteer team’s engagement, thoughtfulness, and expertise: “We were so impressed by the thoughtful and engaged ideas, especially that they incorporated our staff’s feedback and considered our organization’s resources. As we grow, these professional development plans and concepts will strengthen Hot Bread Kitchen’s operations.”

Empowering Employees: Personal Fulfilment and Professional Growth

Volunteering is often seen as a selfless act, but for many, it also brings significant personal and professional rewards. Michelle Barbin, an empathic individual passionate about lending her skills to resource-strapped nonprofits, is usually the first to raise her hand to participate in Blue Cross Blue Shield of Massachusetts’s skills-based volunteering programs to support health justice nonprofit partners. Barbin describes reaping career growth benefits while enjoying the fulfilling experience of strengthening a nonprofit’s marketing campaign.

Barbin’s experience mirrors findings from broader research on skills-based volunteering. Common Impact’s survey of 1,200 corporate skills-based volunteers revealed they viewed their experience as a valuable professional development opportunity. Participants noted their creative thinking, presentation, project management, and teamwork skills improved due to skills-based volunteering events. After participating in our skills-based volunteer programs, 96% of survey respondents feel positive about their employer and are more likely to recommend their company as a great place to work. Ares management reports that of the 5,150 full-time employees surveyed across five countries, when asked about the impact of their workplace volunteering initiatives (including skills-based volunteering), they report higher levels of personal fulfillment, morale, and alignment with the organization’s mission and values. These findings highlight how skills-based volunteering positively impacts personal growth and workplace culture.

A Catalyst for Corporate Social Responsibility

Volunteering isn’t just about creating goodwill with nonprofits and stakeholders. It also gives companies a chance to learn about community issues and support leaders working on causes like food justice, conservation, and financial literacy. By understanding nonprofit needs, companies can tailor their support and build strong relationships that contribute to creating a better society.

Skills-based volunteering enables employees to apply their expertise, supports nonprofits, and drives positive social change, playing a crucial role in corporate citizenship strategies. Our feedback data showed that 82% of our corporate clients rated our skills-based volunteering collaborations as an effective way to meet their company’s social impact and talent development goals. More companies are recognizing the power and benefits of creating opportunities for their employees to get involved in purposeful projects. Shea Pease, Corporate Citizenship Program Manager at Famers Insurance, shared, “Skills-based volunteering allows our employees to leverage their professional expertise for social good, creating a meaningful impact for the nonprofits we are privileged to work with. It enhances employee morale and satisfaction while fostering leadership development, collaboration, and innovation within our workforce. Simultaneously, skills-based volunteering has filled a needs gap for our nonprofit partners, offering them our expertise to solve their real-world problems.”

The way companies approach social responsibility is changing. Now, more than ever, employees and customers want companies to prioritize making a positive impact. Skills-based volunteering is a powerful way for companies to achieve this. Companies drive meaningful change in communities by using employees’ professional skills to help nonprofits tackle community challenges and boost employee satisfaction, professional development, and overall effectiveness. Skills-based volunteering has the potential to make a significant impact on social causes and promote an engaged workforce.

 

For more social impact content like this, follow us on LinkedIn  and sign-up  for our monthly newsletter. Ready to learn more about skills-based volunteering? Reach out.  

PNC | Insights

Passion, collaboration and community are key to running a successful business. That’s according to a recent survey of women business leaders as part of PNC’s bi-annual Economic Outlook Survey.

Passion and personal satisfaction for their business or industry is a top factor women business leaders cited for starting and staying in business, with 43% of respondents choosing that over financial success (35%) – the next highest. The passion for work factor was one key differentiator between women and men business leaders, with only 28% of men reporting personal satisfaction as a primary driver of staying in business. Fewer women leaders (6%) also reported staying with their business out of obligation to family or co-workers than did men (12%).

“For many women business owners, starting and running a business is born out of a personal interest or an opportunity to make a difference in the community,” said Shana Peterson-Sheptak, head of Business Banking at PNC. “That’s not at the expense of profitability, but it shows the power of being passionate or satisfied with what you do.”

Positive Outlook for the Future

Respondents noted more than just passion for their businesses, though; they also reported optimism both for the economy and the success of their ventures over the next six months. Women leaders were more likely than men to expect increases in demand (51% to 49%), sales (51% to 49%), prices to customers (49% to 40%), and profits (52% to 43%) in the coming months. They also were more likely than male business leaders to expect that their own compensation and savings for retirement would increase – which is a significant change since PNC’s Fall 2022 survey when women leaders were less likely than men to expect increases in those two metrics.

While both women and men were highly optimistic about the prospects for their business in the coming months, women leaders were significantly more likely to express confidence in the national and local economies than were men, 64% to 51% and 72% to 60% respectively. For those who expressed greater optimism for their business prospects than the national economy as a whole, nearly 80% of women leaders attributed their optimism to the confidence they have in their ability to run their own businesses.

“Better than expected economic performance in the first part of 2024 is creating optimism for many business leaders, both men and women,” Peterson-Sheptak said. “But women leaders are especially confident that, both, their businesses will be successful in the coming months and their abilities as leaders will help make them so.”

Providing Support

Still, there are significant differences between men and women respondents in terms of what they feel they need to succeed and how they prefer to receive support for their business, according to the latest survey results. Peers in the field are the most popular form of support for both women and men business leaders (64% to 69%, respectively.) But women indicate they are more likely to consider support from community, friends and family vital to their business success than men do (62% to 41%).

That support extends to banking relationships where PNC survey feedback has shown that women financial decision makers seek out relationships that extend beyond banking products and services to include financial education and community connections.

PNC cultivates relationships with women financial decision makers in many ways, including through the local cross line of business market teams led by PNC’s more than 50 regional presidents coast to coast. Central to this year-round engagement are the company’s network of more than 5,000 PNC-certified Women’s Business Advocates (WBAs) who share a passion for helping women financial decision makers achieve their financial goals.

“Women entrepreneurs are leading with passion for their business, confidence, and optimism for the future,” Peterson-Sheptak said. “We need to make sure we have the resources and people to support their success.”

To learn more about PNC and how we support women financial decision makers visit Resources for Women Financial Decision-Makers.

PNC | Insights

Passion, collaboration and community are key to running a successful business. That’s according to a recent survey of women business leaders as part of PNC’s bi-annual Economic Outlook Survey.

Passion and personal satisfaction for their business or industry is a top factor women business leaders cited for starting and staying in business, with 43% of respondents choosing that over financial success (35%) – the next highest. The passion for work factor was one key differentiator between women and men business leaders, with only 28% of men reporting personal satisfaction as a primary driver of staying in business. Fewer women leaders (6%) also reported staying with their business out of obligation to family or co-workers than did men (12%).

“For many women business owners, starting and running a business is born out of a personal interest or an opportunity to make a difference in the community,” said Shana Peterson-Sheptak, head of Business Banking at PNC. “That’s not at the expense of profitability, but it shows the power of being passionate or satisfied with what you do.”

Positive Outlook for the Future

Respondents noted more than just passion for their businesses, though; they also reported optimism both for the economy and the success of their ventures over the next six months. Women leaders were more likely than men to expect increases in demand (51% to 49%), sales (51% to 49%), prices to customers (49% to 40%), and profits (52% to 43%) in the coming months. They also were more likely than male business leaders to expect that their own compensation and savings for retirement would increase – which is a significant change since PNC’s Fall 2022 survey when women leaders were less likely than men to expect increases in those two metrics.

While both women and men were highly optimistic about the prospects for their business in the coming months, women leaders were significantly more likely to express confidence in the national and local economies than were men, 64% to 51% and 72% to 60% respectively. For those who expressed greater optimism for their business prospects than the national economy as a whole, nearly 80% of women leaders attributed their optimism to the confidence they have in their ability to run their own businesses.

“Better than expected economic performance in the first part of 2024 is creating optimism for many business leaders, both men and women,” Peterson-Sheptak said. “But women leaders are especially confident that, both, their businesses will be successful in the coming months and their abilities as leaders will help make them so.”

Providing Support

Still, there are significant differences between men and women respondents in terms of what they feel they need to succeed and how they prefer to receive support for their business, according to the latest survey results. Peers in the field are the most popular form of support for both women and men business leaders (64% to 69%, respectively.) But women indicate they are more likely to consider support from community, friends and family vital to their business success than men do (62% to 41%).

That support extends to banking relationships where PNC survey feedback has shown that women financial decision makers seek out relationships that extend beyond banking products and services to include financial education and community connections.

PNC cultivates relationships with women financial decision makers in many ways, including through the local cross line of business market teams led by PNC’s more than 50 regional presidents coast to coast. Central to this year-round engagement are the company’s network of more than 5,000 PNC-certified Women’s Business Advocates (WBAs) who share a passion for helping women financial decision makers achieve their financial goals.

“Women entrepreneurs are leading with passion for their business, confidence, and optimism for the future,” Peterson-Sheptak said. “We need to make sure we have the resources and people to support their success.”

To learn more about PNC and how we support women financial decision makers visit Resources for Women Financial Decision-Makers.

Originally published on GoDaddy Resource Library

Tell us a little bit about yourself and your career journey, here at GoDaddy.

I moved to the city of Nottingham (United Kingdom) in 2020. When I moved here, the city was very new to me. I started looking for a job immediately. It was important for me to gain employment in a place that valued its employees, diversity and progression. I officially began working at GoDaddy in September of 2020 as a Care Sales Guide in the Inbound department. In 2023, I became an Elevate Lead as a way to progress. This role really helped me upskill and gave me the needed mentorship and training to be able to cover for Supervisors when necessary. Earlier this year, I was promoted to Supervisor within the Inbound department!

What does it take to succeed on your team?

To succeed on my team, it’s important to have clear communication, set goals, and celebrate wins. I highly encourage others to push themselves and step out of their comfort zone. You never know what you’re capable of until you try something new.

What has been one of your proudest moments at GoDaddy?

My promotion to Supervisor at GoDaddy was the most rewarding moment of my career. I earned global recognition for challenging the status quo and championing the AmplifAI coaching effectiveness initiative. This initiative measures how well my coaching impacts the Guides I mentor. I have consistently ranked high since I started as a Supervisor, which shows that I am driving the performance and change we need to see.

How do you feel that the organization supports you to do things that are important to you?

GoDaddy has pushed me out of my comfort zone, believing in me when I didn’t believe in myself. My leadership has helped me gain confidence in myself and find my own voice. I was able to learn about many facets of tech and gain true experience which has helped me tremendously throughout my career here.

What advice would you give to an individual who is starting their career within Care?

Here’s a few key takeaways that I have for someone who is interested in starting a career in Care:

Always prepare and plan your career goals with an action plan in mind.Seek additional opportunities to uncover new learnings and experiences.Do things outside of your comfort zone – this is where you will have your biggest learnings!Lean on mentors and Supervisor for support and guidance. We’re here to support you and your progression.Ask lots of questions along the way!

What do you enjoy doing in your free time?

In my free time, I enjoy day trips with friends and family and I love to paint!

Are you enjoying this series and want to know more about life at GoDaddy? Check out our GoDaddy Life social pages! Follow us to meet our team, learn more about our culture (Teams, ERGs, Locations), careers, and so much more. You’re more than just your day job, so come propel your career with us.

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Originally published on GoDaddy Resource Library

Tell us a little bit about yourself and your career journey, here at GoDaddy.

I moved to the city of Nottingham (United Kingdom) in 2020. When I moved here, the city was very new to me. I started looking for a job immediately. It was important for me to gain employment in a place that valued its employees, diversity and progression. I officially began working at GoDaddy in September of 2020 as a Care Sales Guide in the Inbound department. In 2023, I became an Elevate Lead as a way to progress. This role really helped me upskill and gave me the needed mentorship and training to be able to cover for Supervisors when necessary. Earlier this year, I was promoted to Supervisor within the Inbound department!

What does it take to succeed on your team?

To succeed on my team, it’s important to have clear communication, set goals, and celebrate wins. I highly encourage others to push themselves and step out of their comfort zone. You never know what you’re capable of until you try something new.

What has been one of your proudest moments at GoDaddy?

My promotion to Supervisor at GoDaddy was the most rewarding moment of my career. I earned global recognition for challenging the status quo and championing the AmplifAI coaching effectiveness initiative. This initiative measures how well my coaching impacts the Guides I mentor. I have consistently ranked high since I started as a Supervisor, which shows that I am driving the performance and change we need to see.

How do you feel that the organization supports you to do things that are important to you?

GoDaddy has pushed me out of my comfort zone, believing in me when I didn’t believe in myself. My leadership has helped me gain confidence in myself and find my own voice. I was able to learn about many facets of tech and gain true experience which has helped me tremendously throughout my career here.

What advice would you give to an individual who is starting their career within Care?

Here’s a few key takeaways that I have for someone who is interested in starting a career in Care:

Always prepare and plan your career goals with an action plan in mind.Seek additional opportunities to uncover new learnings and experiences.Do things outside of your comfort zone – this is where you will have your biggest learnings!Lean on mentors and Supervisor for support and guidance. We’re here to support you and your progression.Ask lots of questions along the way!

What do you enjoy doing in your free time?

In my free time, I enjoy day trips with friends and family and I love to paint!

Are you enjoying this series and want to know more about life at GoDaddy? Check out our GoDaddy Life social pages! Follow us to meet our team, learn more about our culture (Teams, ERGs, Locations), careers, and so much more. You’re more than just your day job, so come propel your career with us.

FacebookInstagramLinkedInTwitterTikTokCareer Page