Tag: 3BL

Logitech Blog

Did you know in 2023 only 29% of the STEM workforce were women*? Logitech is on a mission to close the gender gap in tech with our #WomenWhoMaster global movement. In a new Logitech film produced by BBC StoryWorks, we illustrate how to help close the gender gap in STEM by encouraging girls to explore the many opportunities and possibilities ahead of them, so they can expand and pursue their dreams.

The film takes us to Mogotio, a township in Kenya, where 11-year-old Leddy is captivated by space exploration. Leddy hopes to one day travel beyond our sky, and her ambition grows when Logitech and her teacher, Nelly Cheboi, arrange a classroom visit from Aisha Bowe, former NASA Aerospace Engineer and future Blue Origin Astronaut, who is expanding the frontier of possibility for all women.

The video is part of “The Human Component”, an online branded series developed for the Consumer Technology Association and produced by BBC StoryWorks Commercial Production. Through compelling human-led films, the series reveals the potential of technology to improve people’s lives.

As part of our mission to celebrate, amplify, and enable the rise of phenomenal women in STEM, the film features two of our exceptional Women Who Master partners. Nelly Cheboi, winner of the 2022 CNN Hero award, is the Founder and CEO of TechLit Africa, an organization Logitech is proud to support in its mission to teach vital digital skills in rural African primary schools. Aisha Bowe is the Founder and CEO of two award-winning STEM companies and a Blue Origin astronaut who’ll soon become the first Black woman to travel with Blue Origin on a commercial flight to space.

As Aisha mentions in the video, “You can’t be what you can’t see.” By connecting girls to the support of real-life STEM role models, Women Who Master hopes to dissolve self-doubt and create a future where everyone trusts their ability to succeed in STEM.

* According to World Economic Forum, Global Gender Gap Report 2023

Our people making a difference is a series featured throughout Owens Corning’s 2023 Sustainability Report.

In the six years he has served the General Manager for our operations in India, Dhananjay Tapasvi has seen a great deal of change within our businesses. He has developed a keen understanding of our businesses and their potential impacts and the steps needed to mitigate those impacts. As he sees the connections between the expansion of our business and the potential increases in our footprint, Dhananjay is working to ensure that there is a concerted effort across our entire value chain to reduce our impacts throughout the region.

On collaborating across our value chain to reduce our footprint 

To be responsible citizens, we have to make sure that the value chain that delivers our energy and raw materials is also looking after the planet in the way that we would do. I see us trying to help the entire value chain, with transportation up and down the value chain, their processes, and their practices, including their labor commitments to following rule of law, making sure they’re not big emitters and being as efficient as possible.

On the urgency of acting to reduce our footprint 

With rising costs and supply risks associated with energy and transportation, the need to evaluate alternatives is critical. So, for example, we’re considering use of solar energy for a part of our energy requirements for the furnaces. Similarly, in terms of transportation, we are looking at optimizing how much we put in containers and how we transport materials so that the energy footprint of the transport intensity per kilogram of product moved is reduced. We can’t make it zero, because we’ve got to transport the stuff, but we need to reduce it to the extent that we can.

We’ve also taken a conscious view to be in multiple locations closer to our customers, so we don’t transport as much around the world. We are using local raw materials in India and in other regions, reducing the distance needed to supply these materials. I think that makes us somewhat unique, as it makes for a more sustainable overall footprint.

On the dedication to sustainability specific to Owens Corning in India 

We live in an environment in India where people tend to reuse, recycle, and minimize consumption as a matter of need and therefore habit. So we see the need for sustainability around us, and our teams support several programs for the progress of communities in our neighborhood. To be able to give back to those communities that give us the ability to operate is an important part of our definition of sustainability. I think I am very lucky that the teams in India are naturally looking for things to do in terms of having a positive impact. I think it’s good Owens Corning gives them the ability to do something in an organized fashion with some support of structure, funds, and time.

Our people making a difference is a series featured throughout Owens Corning’s 2023 Sustainability Report.

In the six years he has served the General Manager for our operations in India, Dhananjay Tapasvi has seen a great deal of change within our businesses. He has developed a keen understanding of our businesses and their potential impacts and the steps needed to mitigate those impacts. As he sees the connections between the expansion of our business and the potential increases in our footprint, Dhananjay is working to ensure that there is a concerted effort across our entire value chain to reduce our impacts throughout the region.

On collaborating across our value chain to reduce our footprint 

To be responsible citizens, we have to make sure that the value chain that delivers our energy and raw materials is also looking after the planet in the way that we would do. I see us trying to help the entire value chain, with transportation up and down the value chain, their processes, and their practices, including their labor commitments to following rule of law, making sure they’re not big emitters and being as efficient as possible.

On the urgency of acting to reduce our footprint 

With rising costs and supply risks associated with energy and transportation, the need to evaluate alternatives is critical. So, for example, we’re considering use of solar energy for a part of our energy requirements for the furnaces. Similarly, in terms of transportation, we are looking at optimizing how much we put in containers and how we transport materials so that the energy footprint of the transport intensity per kilogram of product moved is reduced. We can’t make it zero, because we’ve got to transport the stuff, but we need to reduce it to the extent that we can.

We’ve also taken a conscious view to be in multiple locations closer to our customers, so we don’t transport as much around the world. We are using local raw materials in India and in other regions, reducing the distance needed to supply these materials. I think that makes us somewhat unique, as it makes for a more sustainable overall footprint.

On the dedication to sustainability specific to Owens Corning in India 

We live in an environment in India where people tend to reuse, recycle, and minimize consumption as a matter of need and therefore habit. So we see the need for sustainability around us, and our teams support several programs for the progress of communities in our neighborhood. To be able to give back to those communities that give us the ability to operate is an important part of our definition of sustainability. I think I am very lucky that the teams in India are naturally looking for things to do in terms of having a positive impact. I think it’s good Owens Corning gives them the ability to do something in an organized fashion with some support of structure, funds, and time.

From Miami to Chicago, New York to San Jose, Tapestry is proud to celebrate teachers across the country with the help of Coach! 

To recognize and reward the educators who inspire us every day, Coach teamed up again with Soles4Souls to surprise 1,500 teachers with shopping experiences last month as part of Teacher Appreciation Week. They created pop-up shops across four cities in the US, and over 160 Coach store team members volunteered to help the teachers ‘shop’ and style various Coach product – all at no cost to them.

Beyond product, what made our Teacher Appreciation events extra special is the involvement of our Coach Cares field volunteers. From our spirit teams who welcomed guests with cheer and rounds of applause and Coach personal shoppers giving styling and functionality tips, to our checkout crew providing the educators with a shopping bag and personalized thank you notes – a little personal touch went a long way!

Following the Chicago event, one educator shared that, “When I arrived, I was overwhelmed by the welcome of the Coach personnel. Their demonstration of gratitude and generosity had me in tears. In my 24 years working as an educator for CPS [Chicago Public Schools], I have never felt so appreciated.” 

Testaments like these wouldn’t be possible without the incredible people who make up hashtag#OurTapestry. Thank you to Coach and the store team volunteers who made the Teacher Appreciation Week events possible! 

In January, acclaimed photographer and passionate member of CARE’s Global Advisory Council, Nigel Barker visited Sierra Leone with CARE and met Mabinty Thullah, a 35-year-old mother of three, businesswoman, farmer, and teacher in Sierra Leone. Mabinty is one of 5,000 people reached by CARE’s Women Shine economic empowerment project over the last two years, developed with support from Tiffany & Co.

Since receiving entrepreneurship and financial literacy training through Women Shine, Mabinty has boosted her business selling petrol, groundnuts, and general medicines. She’s increased her annual savings from $50 a year to $150 — in a country where the median income averages $2.96 per day.

“I was not doing anything much, but when CARE came here with the project, they first trained us on business entrepreneurship, which really taught me a lot,” Mabinty says. “After that, they introduced the Village Savings and Loan Association (VSLA).”

While Mabinty’s husband was initially hesitant for her to participate in the savings group, soon enough both were saving and investing their money regularly and wisely.

CARE’s research indicates that for every $1 invested in a savings group, average income increases by $18.85 within 5 years. In addition, women in savings groups are 15% more likely to take on local leadership roles.

Initially shy, Mabinty says “I am now bold, and I am proud to stand in public and talk.”

Today, she is a force for change at her local community as a school volunteer and the first female teacher. She sought out this leadership role when she was disappointed to learn that the only teachers at the school were male. She’s able to volunteer her time because of the success of her small businesses, and she’s encouraging other women to step up to leadership roles –in the school and in their business ventures.

Life for most of the women CARE works with is challenging – facing disproportionate economic hardships, hunger, conflict, sexual assault, and inequitable opportunities. Despite these challenges, we often see women, like Mabinty, grow into inspirational and aspirational leaders.

CARE believes that it is a fundamental right for all women to earn, save, and invest.

Nearly 2 billion people around the world still live on less than $3.85 per day. Economic strains on women increased during the pandemic and have not subsided. According to CARE’s recent Her Voice report, 78% of women and 67% of men respondents recently reported that loss of livelihood and reduced income are among the greatest challenges facing families. Women want more advocacy and action – so they can build resilience to face ongoing and future crises.

Women Shine provides women with the training and support they need and want. With women-centered design that addressed the barriers holding women back, from policies to social norms, the programs were localized to meet country needs.

The program improved participants’ financial literacy, providing unique opportunities for increased skill development, access to markets, leadership training and economic mobility. Throughout the two-year initiative, thousands of women like Mabinty developed new business and leadership skills, successfully launched and marketed products, and grew and diversified their small businesses.

CARE’s Women Shine invested in women’s financial empowerment in Botswana, Lesotho, South Africa, Sierra Leone, and Tanzania. CARE teams led programming in Sierra Leone and Tanzania, while partnering with Graça Machel Trust (GMT) to lead projects in the other participating countries. GMT is recognized for its ability to drive social and economic change for African women and their children.

Women Shine program participants have experienced life-changing growth through this program’s support. As one participant shared, “With our newfound economic independence, we’re more resilient than ever and feel confident in our ability to make a positive impact in our community and country.”

From July 2022 and June 2023, CARE’s gender equality programs reached 19.7 million people in 106 countries — 54% of these were women and girls. 8.7 million women and girls saw measurable, positive impacts in their lives.

The choice of what to study at college often comes to students during a conversation with their tutor, or after conducting an in-depth web search of the ‘most fun university towns’. For one lucky group of students at the University of Wolverhampton (UoW) in England, however, their sights have been set on a career in motorsport from a young age.

Following on from BETT, the world’s largest technology and education event, we sat down with students from the University of Wolverhampton’s motorsport engineering course to discuss how they came to be involved in such a specialized degree – and how it is preparing them to enter the motor racing world.

Alyce Mayo, a second-year motorsport engineering student, says motorsports has been a passion of hers for as long as she can remember.

“I’ve been growing up around motorbikes my whole life,” she says. “I pursued the University of Wolverhampton because they not only offered a degree in motorsport engineering but also had a professional race team, and that’s what I wanted to be a part of.”

For Tyler Lewis, inspiration struck when an unexpected visitor turned up at his school. He was just 13 years old when a delegation from UoW gave a talk to students about the exciting work being done by the Formula 3 student team – less than a mile away from the school.

“From then on, I knew exactly where I was going to go, and I strived to join the course, becoming the first person in my sixth form to ever achieve this,” he says.

“I had always been into cars, from getting my first Hot Wheels car to watching car shows on TV with my dad every weekend growing up. And then it almost just naturally progressed into, well, how do these cars work? How do they get faster?”

In years gone by, both Alyce’s and Tyler’s dreams would most probably have gone nowhere. But thanks to the partnership between Lenovo and UoW, those dreams have become reality. The duo are part of an ambitious generation of engineers benefiting from specialized courses which create opportunities for a broad variety of backgrounds and experiences, some with very little exposure to STEM.

The UoW Engineering degrees go beyond the classroom by giving students real-time learning experiences through involvement in its motorsport racing team, University of Wolverhampton Racing (UWR).

Working with professional racing drivers and motorsport technicians, through UWR students travel to racing circuits around the UK to compete against professional and amateur drivers in multiple championships.

As third-year student Thomas Russell puts it: “As soon as you decide that you want to be a motorsport engineer, you become so focused on a certain set of criteria that you immediately become an optimal employee prospect.

“That’s an incredible opportunity. You then tick most of the boxes that employers are looking for – which is something most people who are twice your age still don’t have.”

Lenovo actively supports higher education through a range of university partnerships and has been a proud partner of UWR for 8 years. It is important to note the word “partner” here. This is much more than a simple sponsorship, as multiple alumni success stories attest. Students are making the transition from university to the very top level of the sport: Formula 1®. Lenovo and F1 have been in partnership since 2022, bringing the sport to a global TV audience well in excess of 1.5 billion.

Lenovo’s technology supports the motorsport industry at all levels, from the training of tomorrow’s engineers to the execution of the F1 organization’s most critical operations.

Lenovo’s partnership with UoW is enabling students to work in a specialized world and have access to unique opportunities by providing equipment to assist with CAD design and the extraction of real-time data during races, to donating PCs to help students complete their dissertation projects that directly influence the racing team.

Richard Mann, a third-year engineering student and head of UWR’s Morgan team, has been front and center in helping the race team excel while also completing his studies.

“Lenovo technology facilitates easy communication, sharing ideas and reviewing designs,” he says. “This collaborative approach allows us to innovate and improve based on real-time feedback.

“The programme exposes us to real-world systems and work environments. Lenovo technology streamlines our tasks, making us accustomed to the efficiency required in the industry. It’s preparing us for a seamless transition into the professional world.”

The significant number of UoW graduates already working in motorsports teams and the related supply chain is clear evidence that UoW has created a winning formula in its motorsport engineering degree – and that Lenovo’s partnership has further enriched those learning opportunities.

With plans in place to enhance the tech stack for 2024, the next generation of engineering talent is already on the starting grid, eager to show what they can do.

HAMILTON, Bermuda, June 17, 2024 /3BL/ – The Wildlife Habitat Council (WHC) has recognized family-owned spirits company Bacardi with an award for its work to protect the river running through its BOMBAY SAPPHIRE® gin distillery.

The site in Hampshire, England was one of the top-scoring initiatives from across the globe, earning the Wetlands and Water Bodies award at this year’s WHC Conservation Conference held in New Orleans. The accolade is presented to a high-scoring project that both collects and evaluates monitoring data to inform the next steps in its corporate wetland conservation efforts.

Recognizing and celebrating excellence in corporate conservation, this follows the distillery’s WHC Silver Certification in September 2023, which saw it become the first spirits production site in the UK to hold the certification.

The Bacardi team invests in conservation work to support local wildlife and biodiversity around the home of its BOMBAY SAPPHIRE gin. On the banks of the River Test – an area which has held Site of Special Scientific Interest status since 1991 – wildflowers have been planted and fish and eel passes have also been constructed to allow for greater movement of river life.

In addition, the distillery is part of a nationwide program called the Anglers’ Riverfly Monitoring Initiative, which engages a local community of volunteers from the Watercress and Winterbournes Landscape Partnership Scheme to monitor the river’s invertebrates. This study provides invaluable insight into the health of the river, helping to track and monitor any changes over time.

“At Bacardi, protecting the environment and wildlife surrounding our production sites is not a choice, it’s a must,” says Rodolfo Nervi, VP, Safety, Quality & Sustainability, Bacardi. “We’re incredibly proud to win this award as we continue in our commitment to do the right thing by people and planet.”

“WHC is proud to honor the Bacardi-owned BOMBAY SAPPHIRE site with the Wetlands and Water Bodies Award,” said Margaret O’Gorman, WHC President. “This award not only recognizes Bacardi for its achievements, but it also serves as an example of the actions taken by the private sector to support biodiversity around the world.”

The BOMBAY SAPPHIRE distillery joins other sites from the company’s portfolio in securing the WHC certification. Both Bacardi in Puerto Rico, which is the largest premium rum distillery in the world and the home of the world’s most awarded rum BACARDĺ, and the Bacardi Bottling Corporation site in Jacksonville, Florida, have previously earned WHC certifications.

Find out more about Bacardi and its ESG – Environmental, Social & Governance – commitments, including its alignment with the United Nations Sustainable Development Goals, at www.bacardilimited.com/good-spirited.

ENDS

Media contacts:
Phillippa Williams, Communications Director – pholmes@bacardi.com

Always drink responsibly.

About Bacardi
Bacardi Limited, the largest privately held international spirits company, produces, markets, and distributes spirits and wines. The Bacardi Limited portfolio comprises more than 200 brands and labels, including BACARDÍ® rum, PATRÓN® tequila, GREY GOOSE® vodka, DEWAR’S® Blended Scotch whisky, BOMBAY SAPPHIRE® gin, MARTINI® vermouth and sparkling wines, CAZADORES® 100% blue agave tequila, and other leading and emerging brands including WILLIAM LAWSON’S® Scotch whisky, ST-GERMAIN® elderflower liqueur and ERISTOFF® vodka. Founded more than 162 years ago in Santiago de Cuba, family-owned Bacardi Limited currently employs approximately 9,000, operates production facilities in 11 countries and territories, and sells its brands in more than 160 countries. Bacardi Limited refers to the Bacardi group of companies, including Bacardi International Limited. Visit www.bacardilimited.com or follow us on LinkedIn, Instagram and X.

About Wildlife Habitat Council
WHC (Wildlife Habitat Council) has been working at the nexus of business and biodiversity for 35 years and is the only international NGO focused exclusively on enabling private sector action for nature. WHC builds strategies and frameworks for companies to integrate nature with climate, equity and engagement to support sustainable ecosystems and healthy communities. WHC’s corporate members represent some of the leading national and multinational corporations. WHC-certified programs can be found in 19 countries and 48 U.S. states. Learn more at www.wildlifehc.org.

As Europe’s battery production is expected to significantly increase to more than 700 GWh by 2030, battery manufacturers and electric vehicle (EV) tech companies are continuing to innovate to achieve better performance, higher efficiency, and lower manufacturing costs.

Comprehensive battery testing plays a pivotal role in meeting the stringent requirements of electric vehicle (EV) systems and higher consumers’ expectations on the vehicle’s range and durability.

At The Battery Show Europe 2024 in Stuttgart, Keysight will present our latest test and emulation solutions advancing battery innovations at Booth 10-C16, Hall 10. In preparation for the Show, we asked a few team members what they are most looking forward to sharing.

Optimizing battery test lab for smaller footprint

At the heart of modern EVs is a complex array of battery cells – ranging from a few hundred pouch cells to several thousand cylindrical cells, organized into modules and packs. To enhance high-voltage EV battery performance, design and test engineers must consider various factors, including cell chemistry, energy density, charging capabilities, output characteristics, and safety, which requires expansive battery test labs with increasingly complex operations.

At The Battery Show Europe, witness the power of Keysight’s innovative Battery Test System. With an output power range of 100 kW to 330 kW, our system can emulate high-power battery pack environments realistically. Leveraging advanced silicon carbide (SiC) technology, it achieves higher dynamics, precision, and energy efficiency without the need for large cooling systems.

Explore use cases

Accelerating battery products’ time-to-market

When developing and testing high-voltage EV batteries, every second counts. Looking for ways to speed up performance and lifetime testing or explore new test areas? Look no further! Keysight experts will be showcasing a location-independent and safe test lab in collaboration with Proventia Oy. These modular turnkey environmental test chambers help test engineers ensure the performance, reliability, and safety of your battery cells while slashing setup time. The test lab features Keysight’s advanced battery testing solutions, including the Scienlab Battery Test System, Scienlab Energy Storage Discover Software, and PathWave Lab Operations for Battery Test.

Streamlining battery test lab management

Battery developers need to measure and characterize key parameters like safety, function, durability, aging, and environmental effects on battery performance, all while complying with industry standards like ISO, DIN EN, and SAE. To help meet these requirements effectively, our experts will showcase Keysight’s innovative software, including:

Scienlab Energy Storage Discover that enables time-synchronous control of all battery test systems for cells, modules, and packs, as well as all test environment components.PathWave Lab Operations Software for Battery Test, which modernizes test workflows, eliminating legacy paper-based processes and increasing data integrity and traceability.

Watch a product tour

Boosting end-of-line manufacturing test efficiency

With rising raw material and production costs, battery manufacturers face pressure to operate with maximum cost-efficiency. We will showcase a flexible and easily expandable end-of-line (EOL) battery manufacturing test system. It features in-house researched and developed regenerative power supply (RP), data acquisition (DAQ), and a multichannel oscilloscope (MSOX). The systems can cover all mandatory EOL tests and provides additional insights to give your batteries that extra edge in performance and reliability.

Powering the future of electromobility with Keysight

New gigafactories are coming online to meet the insatiable global demand for electromobility. Visit us at Booth 10-C16 at The Battery Show Europe for live demos and 1-on-1 conversations to learn how we can help advance battery testing technologies and contribute to a sustainable future of mobility.

Can’t make it to Stuttgart for The Battery Show Europe? Don’t worry, you can still join in on the learning:

Schedule a live demo or a visit to our Automotive Customer Center in a city near you.Enroll in our EV Battery Testing Boot Camp

Read the 2024 Wesco Sustainability Report here

Sustainability Approach

Wesco is recognized as a premier distribution and supply chain services company with a history of success in meeting our customer needs and integrating sustainability into our operations. For over a decade, we have been committed to operating responsibly with our customers, suppliers, and the communities in which we operate. Our approach to sustainability is focused on minimizing our own environmental impact and empowering our partners to make sustainable choices.

We set ambitious environmental goals in 2016, and by 2021, we had achieved the majority of these goals. Following the transformational combination with Anixter in 2020, our team set new goals in 2022 for our combined organization looking toward 2030. This included reducing our greenhouse gas emissions (GHG) and minimizing waste. We are constantly improving our data collection and aligning our efforts with the United Nations Sustainable Development Goals (UN SDGs), ensuring our actions have a meaningful impact.

Recognizing the urgency of climate change, we conducted our first Climate Risk Assessment in 2022. This comprehensive assessment helped us understand the potential risks and opportunities associated with climate change, and we expanded our alignment with the Task Force on Climate-Related Financial Disclosures (TCFD) to ensure transparency and accountability. Our TCFD Index can be found at the back of this report. In 2023, we began internal efforts to further align climate-risk reporting to the International Financial Reporting Standards Foundation Climate Standard (IFRS S2).

Lean process management and driving continual improvement are integral to Wesco’s corporate values. These principles are reinforced every day – through daily management in our warehouses, to improvement of functional programs, to kaizens (a Japanese word for continuous improvement) events conducted by cross- functional teams. In 2023, nearly 4,000 employees held at least an introductory white belt in Lean, 199 team members earned a more advanced yellow or green belt certification, and 10 employees were trained and certified as Lean Six Sigma Black Belts. In total, Yellow, Green and Black Belts conducted and reported over 800 kaizens.

The Lean principles contribute to our Wesco sustainability programs as employees practice continuous improvement. This applies to operations at our own facilities to the products and services we offer to our customers in support of their sustainability efforts and our supplier relationships as we support them in addressing their sustainability challenges and opportunities.

Report Highlights

In 2023 Wesco continued to make very good progress on our goals.

Expanded our primary data for GHG covering 94% of global locationsMet target for waste to landfill reduction goalIncreased transparency of our global populationProvided significant value to customers with our energy solution projectsInstalled additional 192 vehicles with AI safety devices to promote fleet safety

2030 Goals

Goal: Reduce landfill waste intensity by 15% across our U.S. and Canadian locations from a 2020 baseline by 2030. Baseline: 0.64

Achieved through 2023: Met and exceeded in 2023

Goal: Provide 425,000 hours of safety training and development to our employees by 2030

Achieved through 2023: 292,033 hours of safety training completed

Goal: Reduce absolute Scope 1 and Scope 2 greenhouse gas (GHG) emissions* by 30% from a 2021 baseline by 2030. Baseline: 84,253 MTCO2e

Achieved through 2023: *1% reduction from baseline: 83,357 MTCO2e

Goal: Achieve a 15% reduction in Total Recordable Incident Rate (TRIR) by 2030 from 2020 baseline. Baseline: 0.47

Achieved through 2023: Met in 2022 **2023 TRIR was 0.5; 6% increase from baseline

To learn more, download the 2024 Wesco Sustainability Report here.

About This Report

Unless otherwise stated, this report covers activities, data and initiatives from our fiscal year 2023.

ESG Disclosure and Framework Alignment

The topics covered in this report include those that we have determined to be material for our business and stakeholders as noted on page 12. Wesco aligns with several ESG frameworks and disclosures in support of our commitment to transparency and our fulfillment of stakeholder needs and expectations. We leverage the following frameworks and standards to provide robust ESG information disclosure:

Global Reporting Initiative (GRI): GRI offers a list of global standards and guidelines around sustainability reporting.Sustainability Accounting Standards Board (SASB): SASB provides a comprehensive set of industry-specific disclosure topics and guidelines.Task Force on Climate-Related Financial Disclosures (TCFD): TCFD provides disclosure recommendations on thematic ESG topics such as governance, strategy, risk management, metrics and targets to provide stakeholders with fuller information surrounding climate risks.CDP: Formerly the Carbon Disclosure Project, CDP is an international organization that helps companies and cities measure and disclose important environmental impact information through an annual questionnaire and rating system.United Nations Global Compact (UNGC): UNGC is an initiative that aims to help businesses align their strategies and work toward the U.N.’s Sustainable Development Goals.United Nations Sustainable Development Goals (U.N. SDGs): U.N. SDGs provide a shared set of 17 toward peace and prosperity for people and planet goals and create a call to action by all countries in a global partnership.

We also regularly engage with our investors, employees, customers, regulators, ratings agencies and others on ESG and business issues. Additional information about Wesco can be found in our public financial filings—including our annual report and proxy filings—as well as on the Security and Exchange Commission’s website at www.sec.gov or on the Investors page of our website at Wesco.com.

Wesco plans to continue to report annually as we monitor, measure, and deepen our ESG initiatives and disclosures.

Wesco endorses the United Nations Sustainable Development Goals (SDGs), which are a call to action to end poverty, protect the planet, and ensure that all people enjoy peace and prosperity.

More information about our SDG aligned initiatives is included throughout this report.

Assurance 
We did not seek third-party assurance for this report; however, we will consider doing so for future reporting. The information and data contained in this report was vetted by internal subject matter experts on the various ESG topics included in this report.

Contact Us 
We appreciate and welcome feedback on our ESG initiatives and reporting and invite you to contact us directly via email at Sustainability@Wesco.com.

*Reporting and the completion status for our 2030 Scope 1 and Scope 2 reduction goals are calculated by comparing the same sources of emissions year over year across our operations in the U.S., U.K., and Canada. This method ensures a precise measure of our progress towards these goals. This year represents a period of transition as we expand our efforts to encompass a more global perspective on our emissions. For further details, please refer to the Environmental section.

**According to the latest U.S. Bureau of Labor Statistics data available by NAICS code for 2022 the industry average for the applicable industry in which Wesco falls was 2.3, meaning our 2023 TRIR of 0.5 is well below the latest data in our industry. 
(Source U.S. Bureau of Labor Statistics)

Originally published in GoDaddy’s 2023 Sustainability Report

Employee Experience

We’re fostering a culture of learning and engagement.

Everything we do rests upon GoDaddy’s incredible people who devote their time, talent, and energy to working here. That’s why we take a human-centered approach that focuses on individual needs. We facilitate the growth and success of our employees by creating an engaging and meaningful employee experience, providing career development opportunities, and offering competitive compensation and benefits. We continuously work to improve our talent management approach to better serve our employees and be an employer of choice.

Inclusive Recruitment 

Our commitment to inclusion and equity starts at the beginning of a potential employee’s journey with us. We strive to attract diverse and talented candidates by showcasing our inclusive culture and principles to the world. We carry this through to different policies, benefits, products, resources, and other efforts that help create an inclusive environment for us and our customers. These include:

Expanding candidate eligibility to include those with nonlinear or nontraditional backgrounds in early career talent positions, including university and early career partnerships with diversity and equityrelated organizations and groups. We focused on partnerships with organizations like Rewriting the Code and their Black Wings group and ColorStack.Highlighting our employer brand and culture to attract diverse talent by attending events like Pride and Veteran’s Day Parades, Black Tech Fest, and Conferences for Women; featuring employees from employee resource groups (ERGs) with diverse backgrounds to spotlight personal and professional journeys; and running gender diversity ads on social media focused on representation in Science, Technology, Engineering, and Math (STEM)-based roles.Writing job descriptions to reduce gendered language bias and developing inclusive language across job descriptions.Posting nonconfidential job opportunities on internal job boards to encourage and enable mobility within the organization.Utilizing a virtual interview platform allowing applicants the opportunity to specify their pronouns, preferred names, and name pronunciation during the interview.Offering interviewer training on best practices for an inclusive candidate experience and to mitigate bias in the interview process.

Performance Reviews 

We value transparency in all areas of our company, and that extends to both feedback and introspection. Our performance review process includes formal mid-year and year-end reviews for employees with appropriate tenure. At these reviews, employees and managers discuss goal setting, career development, performance insights, and peer feedback. Employees can evaluate their own performance via self-evaluations. Through our annual GoDaddy Voice employee survey, we ask employees to share their feedback and their perspectives on their career development.

85/100: Achieved average scores of 85 out of 100 (scores converted to 100-point scale) on the questions, “My manager helps me stay focused on our top priorities” and “My manager provides me with feedback that helps me improve my performance.

Our performance management processes are also designed to be fair and equitable. We implement company-wide processes to help reduce variance in performance assessments between groups with different genders, ethnicities, socioeconomic backgrounds, ages, and other factors. This involves ensuring that we assess both the work that people complete and how they complete it in alignment with our values. It also includes focusing on action and outcomes as opposed to style and personality to ensure consistency in feedback and providing equal evaluation time.

Promotion Parity 

We partnered with Stanford University’s VMware Women’s Leadership Innovation Lab to create company-wide processes that reduce variance in performance assessments between demographic groups. 

As part of that effort, when we shared our first pay parity analysis in 2015, it showed that while women and men were paid at parity for similar roles, women weren’t advancing in all positions at the same rate as their male counterparts. This finding led us to create an ongoing process to proactively identify qualified employees who should be considered for promotion. This proactive promotion flagging process identifies potential eligible employees who could be reviewed for promotion, rather than relying on subjective criteria and identification. The initiative immediately impacted and continues to enable our ability to support the career advancement of all employees, while mitigating the potential effects of bias through the process.

Employee Engagement 

GoDaddy is a global company with employees around the world. We operate a hybrid workplace model, with employees working both in offices and remotely. While this allows GoDaddy to best serve our diverse global customer base, it can create distance between teams. To narrow this distance, we strive to foster communication and collaboration among employees, create meaningful opportunities for engagement, and cultivate an inclusive community. 

We do this through multiple employee engagement programs. The GoDaddy Fun Fund provides resources for employees to engage in important team building activities — either in-person or virtually. Everyday Champions is our global employee recognition program that connects our global workforce, allowing employees to recognize and celebrate each other’s successes, from going above and beyond at work to simply stepping in to lend a hand where needed. Employees can give recognition, and managers and people leaders can give points-based recognition to their coworkers. Recognized employees can redeem accrued points for items in our Everyday Champions catalog.

Employee Resource Groups 

Even when we’re physically apart, we aim to bring together our employees working across different areas of the company and from different backgrounds. ERGs play a critical part in fostering our culture. They’re employee-led groups formed around common missions, identities, affinities, or interests. Each ERG is open to all employees, including allies and champions. ERGs provide a space for employees to develop relationships, support professional development (both for themselves and others), engage in corporate projects and programs, learn from each other, and have some fun. In addition to the personal benefits, ERGs help empower GoDaddy’s business priorities and goals across talent, learning, business, and community development. 

In 2023, we continued to enhance employee engagement within ERGs and broaden their impact by developing new and refining existing procedures, processes, roles, and events.

Our 11 Global ERGs are:

GD Abilities in Tech GD Asians in Tech GD Black in Tech GD Entrepreneurs in Tech GD Fitness in Tech GD GreenGD LatinX in TechGD Next in TechGD United (LGBTQIA+)GD Veterans in TechGD Women in Tech

Employee Feedback 

Listening to our employees is a critical component of our talent management approach. Through GoDaddy Voice, our annual engagement survey, we learn firsthand from our employees what is working and where we need to improve. In 2023, 80% of our employees participated in the GoDaddy Voice survey, revealing insights such as:

90/100: Achieved an average score of 90 out of 100 (scores converted to 100-point scale) on the question, “Employees on my team treat each other with respect.”89/100: Achieved average scores of 89 out of 100 (scores converted to 100-point scale) on the questions, “My supervisor/manager supports me” and “My manger models inclusive behavior.”

To address employees’ feedback, we created action plans and aim to share periodic updates to increase transparency.

Learning and Development 

Through our learning and development program, we aim to activate the exponential power of our people. We believe investing in our employees’ growth and skills not only benefits them but also contributes to the overall success of our company and our customers. Through our learning and development initiatives, we aim to achieve three goals:

Align employees to GoDaddy’s company strategy and goals.Connect through experiential learning.Grow skill sets for the future.

Our learning experiences help our employees develop their skills, enhance their knowledge, and grow their careers. Some of these experiences include: 

The Care and Services Learning Summit: A highly rated summit focused on global leadership, coaching, and change management, offered annually.  GoDaddy Learning Days: Two full days of learning dedicated to professional development, inclusive engagement, and GoDaddy’s business, offered annually. More than 130 employees participated in Learning Days in 2023.  LinkedIn Learning: A digital library offering more than 13,000 courses covering a wide range of technical, business, software, and creative topics. Licenses are available by request to enable employee learning and growth in a wide range of topics, including DEIB. Decision Lab: A decision-making simulation dedicated to fostering better and faster decision-making, helping to drive better outcomes and contribute to our company goals, offered several times throughout the year. Nearly 230 employees participated in Decision Lab in 2023. Elevate: A focused, nearly year-long leadership training program that connects GoDaddy Guides in Care and Services with opportunities to develop operational excellence and build leadership skill sets. There were 41 learners that participated in the Elevate Guide program in 2023. 

In 2023, we continued to hold quarterly career workshops and released career spotlight podcasts to showcase the career stories of our own employees.

Leadership Training

We recognize that strong leadership inspires strong teams. In addition to our learning experiences, we offer several pathways for leaders to develop their skills, including:

New Manager Onboarding: A required four-week course for new managers to learn about the high standards required for those in GoDaddy management positions and provide resources to help them succeed. More than 120 new or newly promoted managers were assigned and/or completed the curriculum in 2023.GoDaddy Leadership Development Program (GoLD): A manager and leadership development program providing ongoing support through a suite of courses covering topics like leading virtually, leading through change, giving feedback, coaching, and having difficult conversations. Nearly 400 leaders engaged with GoLD content in 2023.Lift Manager Development Program: A multi-month program for Care and Services managers to enhance key leadership traits that enable leaders to achieve great results with their team. Almost 70 employees participated in this training program in 2023.

16 Hours: Employees spent an average of 16 hours on learning and development training in 2023.

We know everyone learns differently. GoDaddy believes conversation is a powerful learning tool to ignite change, help us learn more about each other, introduce new ways of thinking, and create a more inclusive environment. That’s why in 2023, we launched You Belong: A Speaker and Conversation Series. Through this series, we host both external and internal experts, thought leaders, and changemakers to discuss key topics such as DEIB, empathy, allyship, current events, and more. In 2023, we hosted conversations on critical topics including the importance of representation and equity in product design. Through this series, GoDaddy employees can expect fresh perspectives, thought-provoking discussions, and more opportunities to learn and grow. 

In 2024, we continue our aim to empower employees, foster a culture of continuous learning, and provide opportunities for personal and professional growth. This includes evaluating the use of AI to facilitate opportunities to learn from each other and help identify what employees are seeking to create detailed, personalized development plans.

Awards and Honors

Brandon Hall Group HCM 
Best Advance in Creating an Extended Enterprise Learning Program — GoldBrandon Hall Group HCM 
Best Results for a Learning Program — SilverBrandon Hall Group HCM 
Best Use of Blended Learning — Bronze2023 Stevie Award
Human Resources Team of the Year — GoldJobgether 
Top 100 Flexible Employer 2023

Benefits 

Our employee total rewards include a range of comprehensive and competitive offerings that support our human-centered approach and allow us to attract and retain top talent. Our global employee assistance provider, Lyra Health/ICAS, provides various confidential support options, including virtual and in-person therapy, coaching, and unlimited access to self-care apps to help navigate difficult topics like stress, anxiety, depression, substance use, and relationship challenges. 

In 2023, to improve our benefits offerings, we provided a new medical plan option, improved network for dental care, increased GoDaddy contributions to the employee Health Savings Account, increased basic life insurance coverage, and added a surrogacy reimbursement, among other efforts. 

Additional benefits available in many of our locations include:

A U.S. benefits package offering comprehensive medical, dental, vision, and disability plans. 401(k) with employer-matching and 401(k) student loan provision (effective January 1, 2024). An equity plan and employee stock purchase program to promote a sense of company ownership among our employees. Professional development opportunities and tuition support. Global wellness days, which are four dedicated days for employees to disconnect from work and prioritize their well-being.Family benefits, like a day care subsidy, paid parental leave, foster care assistance, adoption assistance, and fertility coverage. Tuition assistance programs, which provide eligible full-time employees with up to $5,000 per year toward approved costs for higher education or professional certifications. 

For more information on our employee benefits, please review our Careers page.

Employee Giving and Volunteerism 

We inspire, enable, and encourage our employees to be a force for good through giving and volunteerism. All GoDaddy employees are eligible for 20 hours of paid time off annually to volunteer. On a first-come, firstserve basis, each GoDaddy employee can access up to $1,500 annually to match their donations to eligible nonprofit organizations and/or to reward eligible nonprofit organizations $35 per every hour the employee volunteers with the organization. Through this program lead by the Corporate Sustainability and ESG team, employees reported over 4,600 volunteer hours in 2023 alone.

4,639: Hours volunteered in 2023.$960,191: Donated through employees, volunteer rewards, corporate funds, and matching donations in 2023.757: Nonprofits donated to in 2023.$114,050: Lent to small businesses by employees and corporate funds through Kiva in 2023.

GoDaddy Employees Volunteering in their Community 

Since 2017, GoDaddy employees volunteered their time to participate in the U.S. Department of State’s TechWomen Program, aiming to empower, connect, and support women leaders in the STEM field. TechWomen provides participants access to networks, resources, and knowledge to empower them to reach their full potential. During the five-week program, emerging women leaders from Africa, Central and South Asia, and the Middle East come together with GoDaddy employees at our U.S. offices for a projectbased mentorship and exchange program.

Fostering Inclusive Entrepreneurship Through GoDaddy Employees and Kiva

 Since 2015, GoDaddy has partnered with Kiva, an international nonprofit with a mission to expand financial access to help underserved communities thrive through crowdfunding loans. This partnership reflects our drive to make entrepreneurship more inclusive for all. In 2023, employees supported this mission by having the opportunity to choose which eco-friendly entrepreneurs received GoDaddy funds in celebration of Earth Day and by supporting the entrepreneurs of their choosing during U.S. Small Business Month. Additionally, GoDaddy publicly matched loans up to four times the giving amount, supporting select U.S. communities where Empower by GoDaddy has had programming. With employee help, in 2023, GoDaddy disbursed $114,050 across 640 loans to small business owners.

Ambitions for 2024 

We’ve come a long way in building an inclusive and equitable employee experience in the past decade, and we are incredibly proud of our achievements. We know, however, there isn’t a finish line and we’re committed to improving our performance on our ongoing journey. The more our people are empowered here at GoDaddy, the more we can empower entrepreneurs around the world to pursue and achieve their dreams.

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.