Tag: 3BL

As energy transition continues to take hold globally, the oil and gas industry stands in a central position of influence.

On one hand, these fuels are major contributors to carbon emissions. On the other hand, oil and gas companies have unique expertise, resources, and incentives to take a leading role in the shift toward more sustainable energy systems.

In what has been described as a “moment of truth” for the industry, it’s critical for business leaders to be aware and vigilant of the risks and opportunities presented by a global movement toward cleaner energy.

What does energy transition mean for oil and gas?

Oil and gas aren’t going away anytime soon. While research from the International Energy Agency (IEA) has suggested that global demand for these energy sources could peak by 2030, McKinsey asserts that “fossil fuels such as oil and natural gas will continue to make up a significant share of the energy mix by 2050, partly because of how they combine affordability and security of supply.”

With that said, there are clear market risks associated with the decreasing demand for petroleum-based products, along with policy/legal risks, technology risks, and reputational risks faced by companies in this space.

Understanding oil and gas transition risks and opportunities

At Antea Group, we are deeply focused on helping companies navigate the novel challenges of an evolving global energy infrastructure. Using the profile of an upstream oil and gas company in the United States, here’s an overview of transition-related risks as defined by the Task Force on Climate-Related Financial Disclosures (TCFD), highlighting some of the latest legislative and regulatory action.

Policy and legal risks

The most apparent and forthcoming policy risk, impacting all businesses, is the recent SEC ruling requiring disclosure of GHG emissions data. That policy and others like it can impose compliance burdens on oil and gas companies and may increase the level of scrutiny on public reporting. Oil and gas companies should also be aware of the following examples of local and national pricing schemes:

A national carbon tax, while unlikely in the short term, will significantly increase compliance costs, especially impacting heavy industries like power production and manufacturing earlier.The American Petroleum Institute (API) has supported the idea of a national carbon price but there is no consensus on implementation details.The Regional Greenhouse Gas Initiative (RGGI) is a cooperative effort among 12 eastern states aimed at reducing CO2 emissions from power plants. It employs a market-based system where regulated power plants must acquire CO2 allowances priced at $2.50 per short ton of emissions.

Additionally, it’s important to be aware of these changes in access to leases and production costs:

One climate-related action from the Biden administration was slowing the release of federal leases, increasing exploration and production costs. Higher royalty rates and the rescindment of non-competitive leases are adding to the financial burden.New reclamation policies for abandoned wells and stricter regulations on methane venting and flaring can further increase production costs.

There is also an anticipated decrease in overall domestic demand for oil and gas as clean power targets from the government take shape. An executive order for the U.S. in December of 2021 established the following goals:

100% carbon-free electricity by 2030, with half being locally supplied clean energy.100% zero-emission vehicle acquisitions by 2035.Net-zero emissions building portfolio by 2045, including a 50% reduction by 2032.

Since 2018, 19 states have increased the ambition of their renewable or clean energy targets.

Technology and market risks

The adoption of electric vehicles and emission standards is having a substantial impact on the oil and gas industry, and demand for fossil fuels. For example:

Emissions standards set by the California Air Resources Board (CARB) have been adopted in 17 states, including California and Washington D.C. These states are also committed to zero emission vehicle (ZEV) targets.The Environmental Protection Agency (EPA) has introduced the most stringent emissions standards to date for heavy-duty vehicles, further reducing fossil fuel demand.

From a market standpoint, technologies such as renewables (solar and wind), electric vehicles, and battery storage are achieving cost parity with traditional fossil fuels more quickly than anticipated. This makes them more competitive and attractive alternatives.

Meanwhile, carbon capture technology is being developed, with support from investments in the oil and gas sector. Despite the ongoing effort, carbon capture has not yet proven to be cost-effective or scalable, posing a significant risk to its viability as a long-term solution for reducing emissions.

Reputational risks

Understandably, oil and gas companies have become a prime target of climate activism, due to perceptions around being a core part of the problem. Public criticism of new exploration projects and oil and gas operations generally are growing more common – divestment campaigns being one example.

Increasing regulatory pressure and continued stakeholder expectations to disclose environmental and social impacts are presenting increased costs associated with business operations.

Overprepare to avoid being overwhelmed

Oil and gas companies have a lot on their radars right now, in an industry brimming with both excitement and uncertainty. Understanding the evolving regulatory landscape and the various risks at play in connection with energy transition is crucial to effectively guiding your business into the future.

Antea Group is here to help. Learn about our energy transition consulting services.

Verizon

What you need to know:

Verizon Business and Monarch Tractor have joined together to support more sustainable farming practices through the use of Verizon’s network connectivity.Monarch’s autonomous tractors stay connected even in remote agricultural areas, leveraging the power of Verizon’s award-winning wireless networks.Monarch Tractor’s Monarch MK-V platform, integrated with Verizon’s technology, enables autonomous operations, near real-time visibility, and alerts for farmers.

NEW YORK, July 11, 2024 /3BL/ – Verizon Business and Monarch Tractor, the pioneering force behind the MK-V, the world’s first fully electric, autonomous, smart tractor, announce a strategic partnership to support more sustainable farming practices with the use of autonomous tractors all connected via Verizon’s network.

By harnessing Verizon’s technology, Monarch Tractor enables its autonomous tractors to be connected even in remote agricultural landscapes. Unlike traditional broadband solutions, Verizon provides game-changing technology that connects homes and businesses seamlessly. This connectivity is ideal for remote locations and well suited for the vineyards and farmlands served by Monarch Tractor.

“Monarch Tractor is an example of what happens when an innovative customer leverages our class network and shows the power and versatility of our wireless network,” said Aparna Khurjekar, Chief Revenue Officer, Verizon Business. “By providing connectivity to their autonomous tractors, we are enabling Monarch Tractor’s mission to redefine an industry, bringing greater data-driven decision-making to the agricultural sector.”

The Verizon Business and Monarch Tractor Partnership

Innovation is at the heart of the partnership between Verizon Business and Monarch Tractor, which is investigating the deployment of additional Verizon Business solutions tailored to the agricultural sector. These include capabilities such as the wireless network performance tool and GPS location services.

The deal between Verizon Business and Monarch Tractor underscores the transformative potential of technology in promoting sustainable agriculture by driving innovation, connectivity, and efficiency in farming practices, paving the way for a more resilient and prosperous future for farmers and communities worldwide.

Monarch MK-V Technology

Headquartered in Livermore, California, a renowned agricultural hub, Monarch Tractor’s farmer-centric approach to innovation aligns with Verizon Business’s commitment to advancing technological solutions for businesses across diverse sectors, marking this as a pivotal moment in the agricultural industry. This effort is driven heavily by the Monarch MK-V platform.

The Monarch MK-V combines electrification, machine learning, and data analysis to enhance operations by driving labor productivity, increased safety, and significant cost savings. Monarch Tractor customers can harness the true power of the MK-V with the Wingspan Ag Intelligence (WingspanAI) platform, which provides automated operations planning, remote fleet management, tractor performance reports, maintenance diagnostics, and more. Harnessing Verizon’s technology in the MK-V enables the execution of autonomous operations via the WingspanAI app and deeper visibility into MK-V operations through live video feeds and near real-time alerts from virtually anywhere, at any time.

Monarch Tractor, through its work with Verizon Business, is leveraging connectivity in this real-world use case, highlighting how the Verizon network helps meet the demand for access to high-speed, reliable internet, in virtually any location or industry.

“The premise of Monarch Tractor has been centered around delivering farm machinery that drives farmer profitability and planet sustainability at scale,” said Praveen Penmetsa, CEO and Co-Founder of Monarch Tractor. “Leveraging Verizon’s connectivity solutions has been integral to making the MK-V tractor’s smart, sustainable technology accessible to customers in remote farming communities, allowing us to bring the latest in electrification and autonomy into the hands of farmers across the country.”

Learn more about Monarch Tractor and the MK-V platform.

Learn more about innovative business solutions from Verizon Business.

Media contact

Tessa Giammona
tessa.giammona@verizon.com

By Wayne Thompson

A Regions financial benefit for associates helped Consumer Risk Data Scientist Victoria Robinson fulfill her homeownership dreams and create a new legacy as her family’s youngest homeowner.

In addition to a 1-percent discount off mortgage points or closing costs, Robinson took advantage of one of Regions’ many other financial well-being programs and resources — the 5 for 5 loan program from Regions Mortgage — to chart her own personalized path to financial health.

The forgivable, $5,000 interest-free second mortgage loan is reducing her loan balance.

“The Regions Mortgage 5 for 5 program is a great benefit,” said Robinson, who joined Regions in 2023. “It, and the USDA loan my Regions Mortgage Loan Officer found for me, made the down payment so low and affordable that homeownership did not feel like a financial burden.

“I knew it was something that fit my budget, and am so excited,” she said. “I’m moving from my apartment soon into a pretty new two-bedroom, two-bath townhouse in McCalla. What makes it extra special for me is that I’m 27 and no one in my family ever owned a home at my age. They did not believe it was achievable.”

For every year associates stay with Regions after mortgage closing, $1,000 of the 5 for 5 loan is forgiven, up to a total of $5,000.

Qualifying criteria include being an associate in good standing for at least six months before applying, having a total annual Regions qualifying income of $100,000 or less, and total qualifying household income of $200,000 or less.

In addition to Robinson, the Regions Mortgage 5 for 5 loan program is helping other associates become homeowners too.

Robinson began her home search in January – hoping to get ahead of summer relocation-driven sales, possible future rate moves in the current environment, and quick sales from the limited supply of homes for sale versus demand.

“I found a place in a great neighborhood that I liked and that was close to work and Target, my favorite store,” she said. “My apartment lease wasn’t up until the summer but I knew if I had waited until now, it would have been gone and off the market so I applied and closed in April.”

“The USDA loan was a great fit for Victoria and what she was wanting to do,” said Matt Bearden, a 30-year mortgage industry veteran and the Regions Mortgage Loan Officer who arranged the financing.

“Two things in particular Victoria did that are great examples for anyone looking to buy a home: provide all the documents we need for underwriting as soon as we request them and, before you start home shopping, visit our Regions Next Step® Homeownership Resource Center to learn as much about the home loan process as you can before applying.”

Matt Bearden, Regions Mortgage Loan Officer

Robinson said the pre-education helped her know what questions to ask and what Bearden would need. “That was one of the best decisions I made,” she said. “The whole process could not have been smoother.”

In advance of the official move, Robinson has already taken advantage of her favorite feature of her townhouse – the large yard. “I’m a plant person and have already planted a peach tree.”

It seems her homeownership dreams have taken root in more ways than one.

“My new home is an investment in myself and a confidence builder,” Robinson said. “Now I’m part of the American dream, and that feels so good.”

Funds help nonprofit partners provide disaster relief and assistance with rebuilding and recovery

THE WOODLANDS, Texas, July 11, 2024 /3BL/ – Entergy Texas is pleased to announce a shareholder commitment of $125,000 to the American Red Cross to help support relief efforts for those affected by Hurricane Beryl in Southeast Texas. This contribution will help facilitate the provision of essential services such as shelter, food, medical care and other vital resources to assist those affected by the hurricane in their recovery process.

Hurricane Beryl’s impact has been substantial, leading to widespread damage and displacing many individuals in the area and across the state. The level of damage brought by the Category 1 hurricane underscores the urgent need for assistance and resources to aid those grappling from the storm’s impact.

Eliecer Viamontes, president and CEO of Entergy Texas, expressed the company’s dedication to providing assistance during this time of need, stating, “Entergy Texas is proud to stand alongside the Red Cross in supporting the relief efforts for those impacted by Hurricane Beryl in Southeast Texas. Our commitment to helping communities in distress remains unwavering, and we are hopeful that our contribution will offer relief and comfort to those facing hardships in the storm’s aftermath.”

For more information on Entergy Texas’ restoration following Hurricane Beryl, visit the company’s online Storm Center.

About Entergy Texas

Entergy Texas, Inc. provides electricity to approximately 512,000 customers in 27 counties. Entergy Texas is a subsidiary of Entergy Corporation, a Fortune 500 electric company. Entergy powers life for 3 million customers through our operating companies in Arkansas, Louisiana, Mississippi and Texas. We’re investing in the reliability and resilience of the energy system while helping our region transition to cleaner, more efficient energy solutions. With roots in our communities for more than 100 years, Entergy is a nationally recognized leader in sustainability and corporate citizenship. Since 2018, we have delivered more than $100 million in economic benefits each year to local communities through philanthropy, volunteerism and advocacy. Entergy is headquartered in New Orleans, Louisiana, and has approximately 12,000 employees. For the latest news from Entergy Texas, visit the Newsroom and connect with @EntergyTX on social media.

The latest Bovaer® (3-NOP) announcement comes at a critical time to meet consumer demand for more sustainable foods. Research shows feeding one tablespoon of Bovaer per lactating dairy cow per day can reduce methane emissions about 30% or approximately 1.2 metric tons of carbon dioxide equivalent (CO2e) emissions annually.¹ Feeding a million cows Bovaer is equivalent to removing 285,000 cars off the road for a year.² Reducing methane reduces the rate of climate warming. 

1. Kebreab, E., Bannink, A., Pressman, E. M., Walker, N., Karagiannis, A., van Gastelen, S., & Dijkstra, J. (2023). A meta-analysis of effects of 3-nitrooxypropanol on methane production, yield, and intensity in dairy cattle. Journal of Dairy Science, 106(2), 927–936.https://bit.ly/3UTcr1W based on 60 ppm, 25 kg/d DMI, 30% NDF, and 305 day lactation results in a 31.6% or 1.2 MT reduction
2. Greenhouse Gas Equivalencies Calculator | US EPA

Originally published in GoDaddy’s 2023 Sustainability Report

Frameworks and Metrics

United Nations Sustainable Development Goals (SDGs)

GoDaddy is a member of the United Nations Global Compact and is committed to supporting its Ten Principles and to reporting our progress toward the SDGs annually. We are proud of the progress we made toward the six SDGs where we believe our company has the greatest opportunity for impact. We’ve detailed this progress below.

SDG 5: Gender Equality Achieve gender equality and empower all women and girls.

Our culture of diversity, equity, inclusion, and belonging (DEIB) is core to our business. GoDaddy was among the first companies to announce and publish our pay parity results, and we’re proud to achieve gender pay parity (globally) for the ninth year in a row and ethnicity pay parity (in the U.S.) for the seventh year in a row.14 We disclose detailed information on our gender diversity progress in our annual Sustainability Report. 
 

SDG 7: Affordable and Clean Energy Ensure access to affordable, reliable, sustainable, and modern energy for all.

SDG 9: Industry, Innovation, and Infrastructure Build resilient infrastructure, promote inclusive and sustainable industrialization, and foster innovation.

We believe that GoDaddy’s products and services enable digital microbusinesses to thrive, thereby supporting local and regional economic growth globally. We aim to operate our data centers that fuel our products and services as sustainably as possible by streamlining and consolidating operations to reduce our overall energy usage. We also procure renewable energy, where possible, to cover our data center operations. Since 2019, our EMEA data centers used 100% renewable energy through purchasing Guarantees of Origin. In 2023, our Phoenix data center was also covered by 100% renewable energy from renewable energy credits. 
 

SDG 8: Decent Work and Economic Growth Promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all. 

SDG 10: Reduced Inequalities Reduce inequality within and among countries.

We believe that inclusive entrepreneurship helps fuel local economies globally, increases generational wealth, decreases wealth gaps, and ultimately improves lives. We work to serve diverse entrepreneurs no matter their age, race, gender, sexual orientation, socioeconomic background, location, or other experience, or identity. Through Empower by GoDaddy, our signature social impact program, we help underserved small and micro-business owners grow their businesses online and in-person. We served nearly 2,900 entrepreneurs in communities across the U.S., Canada, Germany, and the U.K. through 250 workshops and more than 1,450 one-on-one mentorship sessions. 
 

SDG 16: Peace, Justice, and Strong Institutions Promote peaceful and inclusive societies for sustainable development, provide access to justice for all, and build effective, accountable, and inclusive institutions at all levels.

Our corporate governance framework lays the foundation for effective oversight and management accountability. Our commitment to conducting business with honesty and integrity is captured in our Code of Business Conduct and Ethics, which goes hand in hand with our DTRT trainings. We also offer an Ethics Helpline where anyone can report any violations of company policies, our Code, or the law. GoDaddy takes an unsparing stance when it comes to hosting Child Sexual Abuse Material (CSAM). We do not allow content that sexually exploits or endangers minors. To help protect children, we use several tools and systems to prevent or rapidly detect and remove illegal CSAM from our platforms. GoDaddy is a member of the Tech Coalition, a collaborative effort among industry leaders to prevent and eradicate online child sexual exploitation and abuse. Additional information on our response to online CSAM can be found on our GoDaddy Engineering Blog.

To learn more, read our 2023 Sustainability Report.

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About this Report 

The GoDaddy 2023 Sustainability Report details our progress toward our corporate sustainability goals, strategies, and initiatives in support of our overarching corporate mission and values. Unless otherwise noted, this report reflects our corporate sustainability performance across our global operations covering the fiscal year period from January 1 to December 31, 2023. To demonstrate our commitment to transparent communication regarding our sustainability progress, we routinely share updates through our website and our annual Sustainability Report. We welcome your questions, comments, and feedback on this report by contacting ESG@GoDaddy.com.

This report references the Global Reporting Initiative (GRI) Standards and includes select Sustainability Accounting Standards Board (SASB) metrics for the Internet Media and Services sector. We also disclose our contributions and progress toward priority UN SDGs. For additional information on how we align with these frameworks and key indicators demonstrating our sustainability performance, please review the Frameworks and Metrics section.

Originally published on Illumina News Center

This year may be the most impactful yet in the short history of iHope China. In Changsha, Hunan Province, the program’s leaders recently announced plans to deepen its impact by increasing reagent donations and expanding its coverage area.

Since its inception in 2022, iHope China has embodied its namesake for families dealing with rare genetic diseases. The program was established by the Special Fund for Diagnosis and Treatment of Genetic Diseases under the March of Dimes Birth Defects Foundation of China, and it receives support from the Illumina Corporate Foundation and Give2Asia.

In collaboration with key hospitals across the country, iHope China has made significant strides. It provides free genetic testing to families with rare disease patients and offers systematic training in genetic disease diagnosis to front-line clinicians nationwide. By mid-May 2024, the program had helped 513 families in collaboration with seven hospitals, ensuring valuable treatment opportunities for many children.

Addressing the issue of limited access to timely health care for grassroots patients in remote areas, the program has also implemented volunteer clinics at participating hospitals.

iHope China’s reach promises to be extensive in 2024, covering 13 provinces and cities in China. By the end of the year, the program aims to support 1800 families with rare diseases through genetic testing and during the kick-off event, more than 200 clinicians joined the offline genetic counseling workshop. This training includes guidance on the entire diagnostic process, from technology selection to report interpretation.

Early screening and diagnosis of rare disease are critical for improving patients’ prognoses. Professor Wu Lingqian, director of the Department of Genetics in the School of Life Sciences at Central South University in Changsha, says, “The level of awareness of rare diseases among front-line clinicians is crucial to the ultimate benefit of tens of millions of rare disease families in China. The program’s expansion and increased medical education efforts mean more patients will benefit from an enhanced rare disease prevention and treatment system.”

Xue Jingjie, secretary general of the March of Dimes Birth Defects Foundation of China, notes the program’s role in enhancing early diagnosis, providing timely treatment, and supporting families both psychologically and financially. “With the support of strong national policies, medical advancements, and broad public opinion, the early diagnosis rate of rare diseases in China is improving. The iHope China program has been dedicated to educating patients and their families about rare diseases and providing comprehensive support,” Xue says.

According to a study published in the European Journal of Human Genetics, 71.9% of known rare diseases are caused by genetic variations, and nearly 70% manifest in childhood.1 Over the past decade, whole genome sequencing has become increasingly vital for enabling timely and accurate diagnosis of genetic disease, and increasing treatment time for children with rare diseases.

“At Illumina, we are dedicated to accelerating access to genomics to achieve health equity for billions worldwide,” remarks Sharon Vidal, global lead of Corporate Social Responsibility at Illumina. “Expanding the reach of genetic testing enables families and communities to benefit from next-generation sequencing. To ensure treatments are effective across diverse populations, we strive for equitable representation in genomic data. This effort helps reduce biases and improves medical outcomes for a broader range of patients.”

Jenny Zheng, Illumina senior vice president and general manager of the Greater China region, adds, “The iHope China program reflects our commitment to expanding genomics accessibility and reducing the burden of disease on patients. In China, we uphold the spirit of ‘genomics for good,’ driving public welfare through technological innovation and collaboration with partners. Our goal is to expand hope for more families with rare diseases through science and care.”

Guided by the mission of contributing to China’s goals for preventing disease, the program will continue to bolster clinical acumen in diagnosing and treating rare diseases. It will also harness the collaborative strengths of philanthropic organizations, medical institutions, and enterprises, thereby amplifying public awareness and fostering societal advocacy for rare diseases.

For more information about iHope China or to inquire about applying, please contact ihope@csqx.org.cn.

1Nguengang Wakap S, Lambert DM, Olry A, et al. Estimating cumulative point prevalence of rare diseases: analysis of the Orphanet database. Eur J Hum Genet. 2020;28(2):165-173. doi:10.1038/s41431-019-0508-0

Company reduces GHG emissions 31% since 2018Achieves 79% of waste target and surpasses water targetInvests $1.3 billion in research and development for sustainable solutions since 2020Makes business case for inclusion and demonstrates impact through data

DUBLIN, July 11, 2024 /3BL/ – Intelligent power management company Eaton (NYSE:ETN) released its 2023 Sustainability Report and standalone Global Inclusion and Diversity Transparency Report. The publications feature the company’s progress toward its 2030 environmental, social and governance (ESG) targets and in creating an inclusive workplace. 

As the ESG regulatory landscape continues to evolve, Eaton is leaning forward—its 2023 Sustainability Report showcasing more transparency and reporting rigor than ever before. Likewise, the company’s Inclusion and Diversity Report shares several employee success stories and reveals how an inclusive culture can achieve better business results. 

Highlights from Eaton’s sustainability report include:

Reducing greenhouse gas (GHG) emissions by 31%, up from 27% in 2022, in its operations since 2018 through energy efficiency projects, energy conservation, and shifts to renewable energy. Eaton’s goal is to reduce 50% of GHGs from its operations by 2030.Certified 79% of manufacturing sites as zero waste to landfill, up from 75% in 2022. This moves the company closer to its goal to certify 100% by 2030. Certified 16% of manufacturing sites as zero water discharge, up from 8% in 2022, surpassing its goal to certify 10% of its sites in water-stressed areas by 2030. Invested $1.3 billion in research and development for sustainable solutions since 2020, up from $900 million in 2022, and progressing toward its goal to spend $3B by 2030.

“What’s important gets measured and what’s measured gets done,” said Harold Jones, chief sustainability officer and executive vice president, Eaton Business System. “I’m pleased to share that for yet another year, we’re getting it done. We’re marching closer to fulfilling our mission to improve the quality of life and the environment and these publications showcase the significant progress we’ve made on this journey.”

Highlights from Eaton’s I&D report include:

Increasing the representation of women in salaried positions across the enterprise to nearly 28% and U.S. minorities to more than 24%, against 2030 aspirational goals of 40% and 34%, respectively.Increasing the employee inclusion index score—a gauge of employees’ sense of inclusion—to 77%, bringing Eaton closer to its aspirational goal of 80%.Maintaining a strong representation of women and U.S. minorities on the board of directors and senior leadership team.

“Inclusion and diversity are a powerful combination that strengthens our culture and workforce,” said Ernest Marshall, executive vice president and chief human resources officer. “Our reports reflect our transparency, accountability and commitment to advancing policies and programs that promote equity and opportunity for all.”

Eaton is an intelligent power management company dedicated to protecting the environment and improving the quality of life for people everywhere. We make products for the data center, utility, industrial, commercial, machine building, residential, aerospace and mobility markets. We are guided by our commitment to do business right, to operate sustainably and to help our customers manage power ─ today and well into the future. By capitalizing on the global growth trends of electrification and digitalization, we’re accelerating the planet’s transition to renewable energy sources, helping to solve the world’s most urgent power management challenges, and building a more sustainable society for people today and generations to come. 

Eaton was founded in 1911 and has been listed on the New York Stock Exchange for more than a century. We reported revenues of $23.2 billion in 2023 and serve customers in more than 160 countries. For more information, visit www.eaton.com. Follow us on LinkedIn.

Contact:

Margaret Hagan 
+1 (440) 523-4343
MargaretHagan@Eaton.com

Drew Horansky
+1 (440) 523-4306
DrewAHoransky@Eaton.com

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Originally published on NRG Energy Insights

By NRG Editorial Voices

When we’re little, our world is relatively little as well; it consists of what we directly observe. And in the small world of childhood, perhaps nothing feels so big as the presence of papa. Their influence is powerful. It runs deep.

A father’s role is different from moms’ — and distinctly important. When dads don’t have their children’s hands, they have their backs. When dads show their children how to dream, kids can see a future. When dads help their children feel safe, being brave isn’t so hard. Dads have the power to teach their children about the world in a manner unlike anyone else, and more memorably than anyone else.

The way that fathers show up for their family is just as powerful as the way that they show up for their colleagues, and it’s not an easy juggling act. Being a dad is not something “perfect men” do; it’s something that perfects the man. Because nothing teaches patience, empathy, persistence, resilience, and selflessness more than being a parent.

Undoubtedly, this is why dads make for such outstanding teammates. At NRG, we’re proud of the exceptional fathers who play an integral role at home and in shaping our company’s future. Their dedication and distinctive way of seeing things serve as a source of inspiration for us all.

Whether they’re leading teams, driving innovation, or collaborating on projects, their experience as fathers brings a unique perspective to the table. They are quintessential problem-solvers skilled at showing up — because that’s what fatherhood has taught them is most important: being there.

We know that, for our dad colleagues, being a father is their most important job. In today’s society, dads are investing more time in their families than ever before; and that’s why work culture and policies that promote family involvement are essential.

No one succeeds alone. For dads to be the superheroes they’re capable of being, they need an employer who puts wellbeing front and center. Through mentorship programs, employee resource groups, and flexible work arrangements, we cultivate a culture that empowers dads to excel both professionally and personally.

We believe that supporting fathers is a true win-win. Because when dads have harmony between work in the office and work at home, their passion and presence fuel our company’s success and shape the culture of excellence that defines NRG.

Want to learn more about what it’s like to be part of the NRG team? See life at NRG.

Spanning the career journey, Keysight’s DEI initiatives create a more inclusive and diverse workplace. As a test and measurement company, Keysight is committed to transparently reporting on its progress, continually assessing the efficacy of its efforts, implementing new initiatives, and actively engaging employees around DEI.

In FY 2023, Keysight made progress in each of its strategic DEI pillars of advancing diversity in STEM, assembling diverse teams, fostering inclusion, and creating a place to thrive. While the company had many successes, it recognizes the work is not done. For Keysight to remain at the cutting edge of innovation and stay ahead of stakeholder expectations, it remains committed to delivering better outcomes through heightened diversity, equity, and inclusion.

We believe that being transparent with data creates accountability and the company remains committed to measuring an expansive set of employee diversity data. In FY 2023, Keysight made progress across many key diversity metrics including moving towards more balanced representation. At the close of FY 2023, women made up 31.0% of the workforce, representing a 0.4% increase over the prior year. Underrepresented minorities (URMs), as a percent of our US workforce, grew to 44.4%, a 6.7% increase over the prior year.

We recognize that attracting and hiring diverse talent is one of the key levers with which we can influence representation. Therefore, for the third year in a row, the company set goals to increase the percentage of new hires globally that identify as women, and new hires in the US that identify as URMs. In FY 2023, Keysight exceeded both goals, hiring 33.9% women globally (versus a goal of 33.6%) and 61.1% URMs in the US (versus a goal of 50.1%). A portion of senior leaders’ compensation was tied to the achievement of these goals.

The representation of women and minorities in leadership continues to be an area of focus as Keysight seeks to advance equity in its promotion and succession processes.

In FY 2023, women in executive roles grew to 27.6%, a 4.2% increase over the prior year, while women in leadership roles overall grew to 25.2%, a 0.8% increase. URM representation in leadership grew even more strongly. In FY 2023, URM representation in executive roles grew to 31.8%, a 7.8% increase over the prior year, and representation in leadership roles overall grew to 39.9%, a 6.6% increase.

Providing competitive pay based on the role and experience of an individual is another critical element of creating an equitable workplace where employees feel their contributions are valued. Through a robust, data-driven benchmarking and compensation framework, Keysight conducts an annual, company-wide pay analysis. The company is committed to achieving pay parity across different demographic groups. In FY 2023, we achieved 0.98:1 average women:men compensation ratio globally and a 0.99:1 average URM:non URM employees compensation ratio in the US.

Advancing Diversity in STEM

Investing in STEM education is key to developing a robust pipeline of future technologists who reflect our diverse society. Keysight takes pride in the work we do to empower girls, women, and people from underrepresented communities to pursue STEM interests and careers.

FY 2023 impact highlights:

Hosted hundreds of girls at Keysight sites in Penang, Malaysia, and Santa Rosa, CA for Introduce a Girl to Engineering Day — an annual event Keysight has sponsored for more than 16 years to inspire girls to pursue STEM careers. This past year, dozens of Keysight volunteers led teams of girls in a competition to design, develop, and decode communications signals.Progressed partnerships with six Historically Black Colleges and Universities (HBCUs) in the form of scholarships, internships, corporate advisory engagements with company leaders, mentoring programs, career coaching, engineering lab grants, and equipment donations.Since 2017, the Apprentices Rising at Keysight (ARK) program has helped address the continuing need for manufacturing technicians via an apprenticeship program at Keysight’s Santa Rosa, CA headquarters. Apprentices receive education in the mechatronics program at the Santa Rosa Junior College as well as hands on training and real-life work experience through rotational job assignments aligned with their studies. Several graduates of the program have been hired as full-time employees.Expanded the company’s partnership with the Mathematics Engineering Science Achievement (MESA) association, reaching students at California universities through Keysight-led technical career development workshops and a scholarship program available to students engaged in MESA chapters. Keysight employees also acted as mentors to teams during the statewide MESA California leadership conference competition.Enhanced Keysight’s partnership with the University of Malaga, Spain through the launch of a co-sponsored engineering curriculum taught by Keysight employees and university professors focused on fundamentals of development and measurement of next-generation communications systems. In addition, Keysight partnered with the university’s Hedy Lamarr Women in Technology Chair to award female students an annual STEM scholarship.

Assembling diverse teams

Keysight works at the cutting edge of innovation. Harnessing the power of diverse perspectives and teams is critical to solving the most difficult technology challenges that enable breakthroughs. This is why the company remains committed to attracting a diverse set of candidates who bring unique skills and experiences to the company. Our goal is to continually enhance our workforce with people from different backgrounds, genders, races, ethnicities, sexual orientations, ages, and abilities. To attract top talent, Keysight is proud to offer a comprehensive, inclusive suite of benefits that meets the needs of our diverse, evolving, global workforce.

FY 2023 impact highlights:

Set aggressive new hire diversity goals for the third year in a row. The FY 2023 goals were 50.1% of US new hires identifying as underrepresented minorities and 33.6% of global new hires identifying as women. Keysight exceeded both goals with 61.1% of new hires in the US identifying as URMs and 33.9% of global new hires identifying as women.Expanded the global internship program to attract a more diverse group of next-generation talent. In FY 2023, 33.8% of interns hired globally were women, which is 2.8% higher than the representation of women in Keysight’s global workforce (31.0%).Enhanced the company’s global data infrastructure by implementing data-driven, customized goals and action plans for organizations with the greatest opportunity for improvement of diverse representation and hiring.Enhanced benefits including a new, improved, and expanded mental health service globally, a new benefit advocacy and care coordination offering, a 401k self-directed brokerage, expanded transgender benefits, and enhanced fertility medical coverage.Launched a new mandatory training program for managers called “Hiring with DEI in Mind” which covers best practices and compliance for recruiting and hiring inclusively and within the law.Partnered with the US Department of Defense’s Skillbridge Program to place military service members in Keysight training programs during their last 180 days of service, enabling a smoother transition to real-world job experiences.Remained committed to building a diverse supply base. Keysight’s partner and supplier network shares the company’s values and adheres to its business standards. In FY 2023, we expanded the percent of suppliers who identify as small, veteran-owned, minority-owned, women-owned, and lesbian, gay, bisexual, transgender, and queer (LGBTQ)-owned businesses and actively source new partners to diversify our supply chain. In addition, we worked with one of our key contingent workforce suppliers to grow women and minority representation in alignment with Keysight’s DEI priorities.

Fostering inclusion

Keysight’s high-performing, inclusive culture is key to unlocking breakthrough innovations. Enabling this culture requires policy, practices, and resources that recognize and empower every employee to play a role in advancing DEI and taking inclusive action.

FY 2023 impact highlights:

The entire Keysight workforce (100%) completed training on the fundamentals of DEI and the prevention of unconscious bias and microaggressions through the Working Inclusively curriculum.Implemented a racial literacy pilot through Keysight’s contingent workforce partner. Participants found the campaign engaging and agreed that their awareness of how different people experience and understand race has increased as a result.Maintained the myVoice program, ensuring Keysight provides employees the opportunity to be heard. This employee listening program measures key engagement areas and signals transparency. According to the results, 81% of employees feel comfortable speaking up if they see intolerance, mistreatment, bias, or lack of inclusivity.Keysight was certified as a Great Place to Work in the US for the 6th year in a row. Of the US respondents, 92% reported they were made to feel welcome when joining the company. More than 90% reported that employees are treated fairly regardless of their gender, race, or sexual orientation.Keysight employee network group (ENG) participation grew to one-third of the company via 18 groups across six countries. This included three new ENGs: Women’s Initiative for Success and Empowerment (WISE), Santa Rosa Caretakers, and the Colorado Springs Women’s Group.ENGs grew in impact, hosting numerous events throughout the year to foster development and networking within the company’s diverse global workforce. The ENG recognition program honored 25 employees for their commitment in leadership as group leads and with the ENG Spark Award: acknowledging the contributions of ENG leaders who step up to take on responsibilities beyond their day job to make a positive impact that furthers diversity, equity, and inclusion at Keysight.Introduced an expanded self-identification process in the US and Canada with updated and expanded options for ethnicity/race, gender, sexual orientation, disability status, and US veteran status. This expanded data is enabling the company to better understand employee needs.Keysight’s Society of Women Engineers Enterprise Program (KSWEEP) conducted an Allies program, involving 100 participants across US sites from a range of roles. Ten groups met monthly throughout FY 2023, each comprised of seven to nine men and facilitated by a woman.

Creating a place to thrive

At Keysight, creating a place to thrive means nurturing the distinct perspectives and voices of all employees throughout their career journey. Each person is encouraged to forge their own unique path, backed by support of practical on-thejob experiences, challenging assignments, and comprehensive development and training programs. With these ongoing investments in employees, Keysight’s workforce spans five generations and fosters multi-decade tenures.

FY 2023 impact highlights:

Expanded access to employee development, a key tenet of the Keysight Leadership Model (KLM), through courses at top universities including a selection of DEI trainings regarding inclusive communication, interpersonal dynamics, inclusive decision making, leading with courage, collaborative leadership, and more.Continued to foster a mentoring culture with hundreds of mentoring participants, resulting in thousands of hours of mentoring through eight programs: Accelerating Women Leaders, Advanced Leadership Program (ALP) Mentoring, Emerging Leaders Program (ELP) Mentoring, Employee Network for Underrepresented Minorities (ENUM) Career Development, Intern Mentoring, New Hire Mentoring, and Open Mentoring and KSWEEP Mentoring. During FY 2023, 7% of US mentoring participants earned promotions.Amplified the role of Keysight’s global DEI Council. This group of representatives from all Keysight regions, business groups, and functions plays a pivotal role in promoting DEI across the company. It is essential for elevating diverse perspectives, addressing regional challenges, and disseminating best practices. In FY 2023 over half of the council’s representatives established dedicated DEI teams that design and implement tailored DEI initiatives, ensuring that efforts are responsive to their organization’s unique needs.Launched a comprehensive DEI toolkit providing tools and resources to enable all employees to ignite meaningful change. The toolkit is organized into 12 focus areas including design, recruitment, visuals and writing, cultural and identity awareness, allyship, terminology, and specific sections for managers and functions like legal, finance, and workplace solutions.

Read the full 2023 Corporate Social Responsibility Report