Tag: 3BL

“There is no specific role for a man, there is no specific role for a woman, and there is no role for children. We all divide the work and we do it willingly. We help each other. It has created cooperation. I am empowered because, after the training, I can now express myself. I speak freely and my husband and children listen to me. I can even go to [savings group] meetings and chair the meetings. I never used to talk in public, but after the trainings, I managed to speak for myself.” – Aidah Tushemerire 55, Subsistence Farmer and Decor Business Owner and CARE Digital Sub-Wallet Participant

Aidah’s words show what gender equality means for her in her life. It all started with joining a community savings group. Our Village Savings and Loan Associations (VSLAs) are a proven way of supporting women to develop financial stability, increase resilience to shocks, and invest in income-generating activities. But at CARE, savings groups are about more than just money. They are a platform for building skills and confidence, improving power relations, and transforming women’s role in society. We analyzed studies from four VSLA projects in East and Central Africa – in Burundi, Ethiopia, Rwanda, and Uganda – to look at how savings groups have contributed to increased gender equality. This showed combining savings groups with approaches intentionally addressing the underlying causes of inequality amplifies return on investment and improves outcomes across participants’ lives.

What did we accomplish?

Couples making decisions as equals: In Uganda, couples who participated in household counseling discussions about gender equality through the Digital Sub-Wallets project reported an increase in financial decision-making in their households and 81% saw positive changes in their spouse’s behavior.Women were safer: The Indashyikirwa project in Rwanda contributed to a 55% reduction in the odds of women experiencing intimate partner violence and increased their odds of having cash income.Women had more access to markets and capital: In the Livelihoods for Resilience program, which worked with more than 100,000 women in Ethiopia, 48% of the microfinance account holders were women and all accessed loans facilitated by the project. 300,000 USD in cash transfers were distributed to households and 89% of women reported having a role in decision-making about how to use the cash investments.Families were more resilient: Because women had more freedom to work and participate in household decisions, couples who participated in the Indashyikirwa program improved their food insecurity by contributing to food costs.Men’s perceptions of gender norms shifted: By the end of the Win-Win program in Buirundi, male participants were more likely to reject gender-based violence (GBV) in their homes and communities and were increasingly supportive of women’s empowerment.

How did we get there?

Focus on women’s skills and confidence first: Prioritizing women’s self-esteem and supporting them in growing their aspirations to change their world is the basis of all of VSLA initiatives.Harmful social norms must be challenged: To support women’s ambitions, whether those be in social, economic, or political realms, projects worked to dismantle harmful norms and inequalities that discourage or limit their mobility and freedom.Gender dialogue is key: Engaging couples in dialogue together about gender equality has proven to have positive results in shifting household responsibility and power sharing.Mitigating and addressing GBV risks is crucial: Increasing women’s income has the potential to lead to negative backlash, including increased experiences of GBV, so projects took this into account from the outset and integrated mitigation measures.We have to include men and boys: To create sustainable change in gender equality, all of society needs to be involved. Engaging men and boys helps to alter social norms and cement women’s equal place and opportunity in societies.

What did we learn?

Staff transformation: Creating space for staff to reflect on gender norms and power relations is important.Focus on group solidarity first: VSLA groups need time to establish themselves to create trust and for relationships between participants and key reference groups to become clear.Choose approaches based on the local context: Using gender analyses helps to understand power dynamics, gender, and social norms and to select and adapt approaches to local contexts. This also creates space for communities to determine their priorities.Include all three components of the Gender Equality Framework in the design: Including activities to build agency, change relations, and transform structures creates programs that are more likely to address the root causes of gender inequality.

Want to learn more?

Gender Equality through Savings Groups: Gender Integration and Gender 

Transformative Approaches in VSLA Programming

“There is no specific role for a man, there is no specific role for a woman, and there is no role for children. We all divide the work and we do it willingly. We help each other. It has created cooperation. I am empowered because, after the training, I can now express myself. I speak freely and my husband and children listen to me. I can even go to [savings group] meetings and chair the meetings. I never used to talk in public, but after the trainings, I managed to speak for myself.” – Aidah Tushemerire 55, Subsistence Farmer and Decor Business Owner and CARE Digital Sub-Wallet Participant

Aidah’s words show what gender equality means for her in her life. It all started with joining a community savings group. Our Village Savings and Loan Associations (VSLAs) are a proven way of supporting women to develop financial stability, increase resilience to shocks, and invest in income-generating activities. But at CARE, savings groups are about more than just money. They are a platform for building skills and confidence, improving power relations, and transforming women’s role in society. We analyzed studies from four VSLA projects in East and Central Africa – in Burundi, Ethiopia, Rwanda, and Uganda – to look at how savings groups have contributed to increased gender equality. This showed combining savings groups with approaches intentionally addressing the underlying causes of inequality amplifies return on investment and improves outcomes across participants’ lives.

What did we accomplish?

Couples making decisions as equals: In Uganda, couples who participated in household counseling discussions about gender equality through the Digital Sub-Wallets project reported an increase in financial decision-making in their households and 81% saw positive changes in their spouse’s behavior.Women were safer: The Indashyikirwa project in Rwanda contributed to a 55% reduction in the odds of women experiencing intimate partner violence and increased their odds of having cash income.Women had more access to markets and capital: In the Livelihoods for Resilience program, which worked with more than 100,000 women in Ethiopia, 48% of the microfinance account holders were women and all accessed loans facilitated by the project. 300,000 USD in cash transfers were distributed to households and 89% of women reported having a role in decision-making about how to use the cash investments.Families were more resilient: Because women had more freedom to work and participate in household decisions, couples who participated in the Indashyikirwa program improved their food insecurity by contributing to food costs.Men’s perceptions of gender norms shifted: By the end of the Win-Win program in Buirundi, male participants were more likely to reject gender-based violence (GBV) in their homes and communities and were increasingly supportive of women’s empowerment.

How did we get there?

Focus on women’s skills and confidence first: Prioritizing women’s self-esteem and supporting them in growing their aspirations to change their world is the basis of all of VSLA initiatives.Harmful social norms must be challenged: To support women’s ambitions, whether those be in social, economic, or political realms, projects worked to dismantle harmful norms and inequalities that discourage or limit their mobility and freedom.Gender dialogue is key: Engaging couples in dialogue together about gender equality has proven to have positive results in shifting household responsibility and power sharing.Mitigating and addressing GBV risks is crucial: Increasing women’s income has the potential to lead to negative backlash, including increased experiences of GBV, so projects took this into account from the outset and integrated mitigation measures.We have to include men and boys: To create sustainable change in gender equality, all of society needs to be involved. Engaging men and boys helps to alter social norms and cement women’s equal place and opportunity in societies.

What did we learn?

Staff transformation: Creating space for staff to reflect on gender norms and power relations is important.Focus on group solidarity first: VSLA groups need time to establish themselves to create trust and for relationships between participants and key reference groups to become clear.Choose approaches based on the local context: Using gender analyses helps to understand power dynamics, gender, and social norms and to select and adapt approaches to local contexts. This also creates space for communities to determine their priorities.Include all three components of the Gender Equality Framework in the design: Including activities to build agency, change relations, and transform structures creates programs that are more likely to address the root causes of gender inequality.

Want to learn more?

Gender Equality through Savings Groups: Gender Integration and Gender 

Transformative Approaches in VSLA Programming

By Kim Borges

“I’ve always loved being around kids. Even when I was small, I always wanted to play school, to play teacher.”

Angelica “Angie” Granados knew at a young age she wanted to work with children. But knowing all the ins and outs of entrepreneurship? Well, those are lessons the Stepping Stones Child Care & Learning Center, LLC owner continues to learn to this day.

So, when the opportunity arose for the Laredo, Texas, small-business owner to return to the classroom to gain valuable insights on running and growing her company, Granados seized it.

“We’re true believers in PeopleFund,” she said. “And I wouldn’t be here without them believing in us.”

What is PeopleFund?

Established in 1994, PeopleFund is dedicated to creating economic opportunity and financial stability for underserved small businesses across Texas. The nonprofit fulfills that mission by providing access to education, capital, technical resources and more, all at no cost to clients.

“We’re true believers in PeopleFund. And I wouldn’t be here without them believing in us.” 
Angie Granados, owner of Stepping Stones Child Care & Learning Center, LLC

The Regions Foundation, a nonprofit primarily funded by Regions Bank, has been a longtime PeopleFund community partner, most recently investing in the organization’s Small Business Loan Fund and its Black, Indigenous and People of Color (BIPOC) Accelerator Program (read more below). The BIPOC Accelerator Program and assistance are open to everyone.

“PeopleFund supports entrepreneurs at every stage from start-up to expansion to help them achieve their goals,” said Marta Self, executive director of the Regions Foundation. “Through their coaching model and their depth of resources, PeopleFund is empowering its clients to create their road map to business success.”

Given Granados helps children at Stepping Stones master fundamentals like the alphabet, we’re sharing a few ABCs related to her small-business journey and the support she’s received from her PeopleFund – and personal – networks.

A is for …

Advice: “Your mama is always right because I’ve been here more than you have.”

When Granados’s mother, Carmen Contreras, who helps her run Stepping Stones, offers advice, Angie listens. It’s paid off more than once, including with her discovery of PeopleFund.

“My mom saw an online ad for the program and encouraged me to apply,” Granados said.

Along with experience and wisdom, Granados knows she can also always count on her mom for support.

“As corny as it sounds, my mom is my rock,” she said. “She’s helped me get this far. She’s my trouper, she doesn’t give up on me. And she won’t let me give up on myself, either.”

Adversity: Most entrepreneurs face it launching or growing their business. Granados is no exception.

“When COVID hit, we had to close down for three months,” she said.

PeopleFund helped thousands of small-business owners like Granados when the pandemic turned their worlds upside down overnight. That support included offering bridge loans with zero interest, helping entrepreneurs develop personalized disaster-response plans and identifying opportunities for federal support. The Regions Foundation provided a grant to help.

“We’ve all reached a moment in time where we want to give up,” Granados recalled of those especially challenging days. “We all go through obstacles, and we went through a lot of obstacles. It’s just the way you handle it. Through God’s help and prayer, we got here.”

Anthony: As in, Lopez, a small-business specialist with PeopleFund. “Mr. Anthony is an open book, he told me, ‘Whatever you need help with, let me know,’” said Granados. “He was there for me. He read my business pitch and said everything was going to be OK.”

You can read about more PeopleFund clients Lopez has worked with at the end of this article.

B is for …

BIPOC Accelerator: PeopleFund’s Black, Indigenous and People of Color Accelerator is an eight-week program involving weekly seminars and homework. Granados graduated from the BIPOC Accelerator last December.

“There were so many things they taught us, from promoting our business to how to handle our finances,” she said. “Everything was there for you to take it. It was a great experience.”

Business Plan: Every BIPOC Accelerator Program participant develops and pitches theirs with support and feedback provided by their coach before graduation.

C is for …

Capital: It’s a necessity for small-business owners, particularly in the earliest phases.

“PeopleFund helped us with our first loan to open in 2018, and they helped us with a second loan when we bought our second property last April,” said Granados.

Since its founding, PeopleFund has provided more than $225 million in financial assistance to over 5,500 small businesses and $195 million in new market tax credits attracting $812 million in investments. The result? A direct impact of over $1 billion to Texas’s economy.

CDFIs: It stands for Community Development Financial Institutions, created to provide financial products and services to people and businesses located in under-resourced markets. PeopleFund is one of nearly 1,500 CDFIs nationwide.

Coaching: It’s a key aspect of PeopleFund’s model as previously mentioned.

“Receiving a coach is such a plus,” said Granados. “Even if you don’t want to talk in class, you can talk with your coach one-on-one.”

Curriculum: Granados is incredibly proud of the curriculum Stepping Stones has developed for the 100 children it serves.

“We are a four-star center, which is the highest rating,” she said. “We’re a learning center preparing children for school, making sure they are ready academically, socially and emotionally when they get to elementary school. It’s important knowing I have a place for children to learn the way that’s going to help them later.”

The greatest lesson Granados has learned as an entrepreneur?

“If you really love it and you really believe in your business, it’s going to be OK – but you need to really love it,” she said. “It has to be your passion. This is my passion, this is my baby.”

Read About More PeopleFund Clients:

Mixing Things UpThe Path to PeaceFlipping the ScriptDesigns on the FutureThriving In Business, Thriving In Life

About Regions Foundation 
Regions Foundation supports community investments that positively impact the communities served by Regions Bank. The Foundation engages in a grantmaking program focused on priorities including economic and community development; education and workforce readiness; and financial wellness. The Foundation is a nonprofit 501(c)(3) nonprofit funded primarily through contributions from Regions Bank.

About PeopleFund 
PeopleFund is a nonprofit Community Development Financial Institution, an SBA lender and the managing member of the Veteran Loan Fund. Established in 1994, PeopleFund has 30 years of experience helping thousands on the path to financial security. PeopleFund programs provide individuals of all backgrounds, regardless of race, gender, or creed, with the capital, training, and resources needed to grow healthy small businesses. Since inception, PeopleFund has delivered over $225 million in financial assistance to over 5,500 small businesses and $195 million in New Market Tax Credit allocations that attracted $812 million in investments — putting the direct impact in the Texas economy surpassing $1 billion. PeopleFund has also helped create and retain 22,000 jobs and delivered over 180,000 hours of business education. To learn more about PeopleFund, please visit peoplefund.org.

By Kim Borges

“I’ve always loved being around kids. Even when I was small, I always wanted to play school, to play teacher.”

Angelica “Angie” Granados knew at a young age she wanted to work with children. But knowing all the ins and outs of entrepreneurship? Well, those are lessons the Stepping Stones Child Care & Learning Center, LLC owner continues to learn to this day.

So, when the opportunity arose for the Laredo, Texas, small-business owner to return to the classroom to gain valuable insights on running and growing her company, Granados seized it.

“We’re true believers in PeopleFund,” she said. “And I wouldn’t be here without them believing in us.”

What is PeopleFund?

Established in 1994, PeopleFund is dedicated to creating economic opportunity and financial stability for underserved small businesses across Texas. The nonprofit fulfills that mission by providing access to education, capital, technical resources and more, all at no cost to clients.

“We’re true believers in PeopleFund. And I wouldn’t be here without them believing in us.” 
Angie Granados, owner of Stepping Stones Child Care & Learning Center, LLC

The Regions Foundation, a nonprofit primarily funded by Regions Bank, has been a longtime PeopleFund community partner, most recently investing in the organization’s Small Business Loan Fund and its Black, Indigenous and People of Color (BIPOC) Accelerator Program (read more below). The BIPOC Accelerator Program and assistance are open to everyone.

“PeopleFund supports entrepreneurs at every stage from start-up to expansion to help them achieve their goals,” said Marta Self, executive director of the Regions Foundation. “Through their coaching model and their depth of resources, PeopleFund is empowering its clients to create their road map to business success.”

Given Granados helps children at Stepping Stones master fundamentals like the alphabet, we’re sharing a few ABCs related to her small-business journey and the support she’s received from her PeopleFund – and personal – networks.

A is for …

Advice: “Your mama is always right because I’ve been here more than you have.”

When Granados’s mother, Carmen Contreras, who helps her run Stepping Stones, offers advice, Angie listens. It’s paid off more than once, including with her discovery of PeopleFund.

“My mom saw an online ad for the program and encouraged me to apply,” Granados said.

Along with experience and wisdom, Granados knows she can also always count on her mom for support.

“As corny as it sounds, my mom is my rock,” she said. “She’s helped me get this far. She’s my trouper, she doesn’t give up on me. And she won’t let me give up on myself, either.”

Adversity: Most entrepreneurs face it launching or growing their business. Granados is no exception.

“When COVID hit, we had to close down for three months,” she said.

PeopleFund helped thousands of small-business owners like Granados when the pandemic turned their worlds upside down overnight. That support included offering bridge loans with zero interest, helping entrepreneurs develop personalized disaster-response plans and identifying opportunities for federal support. The Regions Foundation provided a grant to help.

“We’ve all reached a moment in time where we want to give up,” Granados recalled of those especially challenging days. “We all go through obstacles, and we went through a lot of obstacles. It’s just the way you handle it. Through God’s help and prayer, we got here.”

Anthony: As in, Lopez, a small-business specialist with PeopleFund. “Mr. Anthony is an open book, he told me, ‘Whatever you need help with, let me know,’” said Granados. “He was there for me. He read my business pitch and said everything was going to be OK.”

You can read about more PeopleFund clients Lopez has worked with at the end of this article.

B is for …

BIPOC Accelerator: PeopleFund’s Black, Indigenous and People of Color Accelerator is an eight-week program involving weekly seminars and homework. Granados graduated from the BIPOC Accelerator last December.

“There were so many things they taught us, from promoting our business to how to handle our finances,” she said. “Everything was there for you to take it. It was a great experience.”

Business Plan: Every BIPOC Accelerator Program participant develops and pitches theirs with support and feedback provided by their coach before graduation.

C is for …

Capital: It’s a necessity for small-business owners, particularly in the earliest phases.

“PeopleFund helped us with our first loan to open in 2018, and they helped us with a second loan when we bought our second property last April,” said Granados.

Since its founding, PeopleFund has provided more than $225 million in financial assistance to over 5,500 small businesses and $195 million in new market tax credits attracting $812 million in investments. The result? A direct impact of over $1 billion to Texas’s economy.

CDFIs: It stands for Community Development Financial Institutions, created to provide financial products and services to people and businesses located in under-resourced markets. PeopleFund is one of nearly 1,500 CDFIs nationwide.

Coaching: It’s a key aspect of PeopleFund’s model as previously mentioned.

“Receiving a coach is such a plus,” said Granados. “Even if you don’t want to talk in class, you can talk with your coach one-on-one.”

Curriculum: Granados is incredibly proud of the curriculum Stepping Stones has developed for the 100 children it serves.

“We are a four-star center, which is the highest rating,” she said. “We’re a learning center preparing children for school, making sure they are ready academically, socially and emotionally when they get to elementary school. It’s important knowing I have a place for children to learn the way that’s going to help them later.”

The greatest lesson Granados has learned as an entrepreneur?

“If you really love it and you really believe in your business, it’s going to be OK – but you need to really love it,” she said. “It has to be your passion. This is my passion, this is my baby.”

Read About More PeopleFund Clients:

Mixing Things UpThe Path to PeaceFlipping the ScriptDesigns on the FutureThriving In Business, Thriving In Life

About Regions Foundation 
Regions Foundation supports community investments that positively impact the communities served by Regions Bank. The Foundation engages in a grantmaking program focused on priorities including economic and community development; education and workforce readiness; and financial wellness. The Foundation is a nonprofit 501(c)(3) nonprofit funded primarily through contributions from Regions Bank.

About PeopleFund 
PeopleFund is a nonprofit Community Development Financial Institution, an SBA lender and the managing member of the Veteran Loan Fund. Established in 1994, PeopleFund has 30 years of experience helping thousands on the path to financial security. PeopleFund programs provide individuals of all backgrounds, regardless of race, gender, or creed, with the capital, training, and resources needed to grow healthy small businesses. Since inception, PeopleFund has delivered over $225 million in financial assistance to over 5,500 small businesses and $195 million in New Market Tax Credit allocations that attracted $812 million in investments — putting the direct impact in the Texas economy surpassing $1 billion. PeopleFund has also helped create and retain 22,000 jobs and delivered over 180,000 hours of business education. To learn more about PeopleFund, please visit peoplefund.org.

MetLife published its annual Sustainability Report on how the company is living its purpose – Always with you, building a more confident future – through the strength of its people, products, services, and investments.

At MetLife, sustainability means managing business responsibly and sustaining people throughout their lives. To help drive progress toward a sustainable future, MetLife has aligned its sustainability strategy with a subset of the United Nations Sustainable Development Goals that are most relevant to its business and established a set of Sustainability Commitments.

The 2023 Sustainability Report details how MetLife brings its purpose to life to make progress against its commitments by:

Exceeding its commitment to drive $1 billion in investments that advance diversity years ahead of its 2030 target, with more than $1.4 billion invested between 2021 and 2023.Reducing emissions by increasing energy efficiency and reducing consumption at offices, greening its vehicle fleets and reducing business travel, where possible.Securing more than $58.5 billion in responsible investments in MetLife’s General Account as of year-end 2023, focused on the core areas of infrastructure, green, municipal bonds, affordable housing and impact investments.Surpassing $1 billion in all-time giving by MetLife Foundation, for its work driving inclusive economic mobility and addressing the needs of underserved communities around the world.Completing more than 144,000 volunteer hours globally in 2023, driven by the passion of MetLife colleagues.

To read the 2023 Sustainability Report and learn more about how MetLife is creating value for its stakeholders through its sustainability impact, visit metlife.com/sustainability/.

About MetLife
MetLife, Inc. (NYSE: MET), through its subsidiaries and affiliates (“MetLife”), is one of the world’s leading financial services companies, providing insurance, annuities, employee benefits and asset management to help individual and institutional customers build a more confident future. Founded in 1868, MetLife has operations in more than 40 markets globally and holds leading positions in the United States, Asia, Latin America, Europe and the Middle East. For more information, visit www.metlife.com.

Media Contact
Olivia Janicelli, MetLife

Read More

MetLife published its annual Sustainability Report on how the company is living its purpose – Always with you, building a more confident future – through the strength of its people, products, services, and investments.

At MetLife, sustainability means managing business responsibly and sustaining people throughout their lives. To help drive progress toward a sustainable future, MetLife has aligned its sustainability strategy with a subset of the United Nations Sustainable Development Goals that are most relevant to its business and established a set of Sustainability Commitments.

The 2023 Sustainability Report details how MetLife brings its purpose to life to make progress against its commitments by:

Exceeding its commitment to drive $1 billion in investments that advance diversity years ahead of its 2030 target, with more than $1.4 billion invested between 2021 and 2023.Reducing emissions by increasing energy efficiency and reducing consumption at offices, greening its vehicle fleets and reducing business travel, where possible.Securing more than $58.5 billion in responsible investments in MetLife’s General Account as of year-end 2023, focused on the core areas of infrastructure, green, municipal bonds, affordable housing and impact investments.Surpassing $1 billion in all-time giving by MetLife Foundation, for its work driving inclusive economic mobility and addressing the needs of underserved communities around the world.Completing more than 144,000 volunteer hours globally in 2023, driven by the passion of MetLife colleagues.

To read the 2023 Sustainability Report and learn more about how MetLife is creating value for its stakeholders through its sustainability impact, visit metlife.com/sustainability/.

About MetLife
MetLife, Inc. (NYSE: MET), through its subsidiaries and affiliates (“MetLife”), is one of the world’s leading financial services companies, providing insurance, annuities, employee benefits and asset management to help individual and institutional customers build a more confident future. Founded in 1868, MetLife has operations in more than 40 markets globally and holds leading positions in the United States, Asia, Latin America, Europe and the Middle East. For more information, visit www.metlife.com.

Media Contact
Olivia Janicelli, MetLife

Read More

At Henkel, our purpose as pioneers at heart for the good of generations unites us as we strive to enrich and improve everyday life for our employees, customers, partners, and consumers. Our diverse team of around 8,000 colleagues in North America is empowered to make an impact, craft individual career paths, and collaborate in strong teams to shape a better tomorrow.

We know that our people are the key to our long-standing legacy of innovation, sustainability, and corporate responsibility. To continue building on that legacy, we invest in programs that allow us to find exceptional talent to join our organization and provide resources to current employees designed to make them feel supported, included, and heard so they can act as ambassadors for the organization and excel at Henkel for years to come.

RECRUITING

Some of the ways that Henkel seeks and engages pipelines of future talent include:

1. Career Conferences 
For many years, Henkel has been attending career conferences that attract a diverse and engaged talent pool, reflecting our commitment to inclusivity. In 2023, we sent representatives to the Society of Hispanic Professional Engineers (SHPE) National Convention, WE23 – sponsored by the Society of Women Engineers, the Reaching Out MBA (ROMBA) Conference, and Forward 2023 – the National Black MBA Association Conference and Expo, among others. Our interactions with a spectacular pool of over 35,000 total conference attendees at our Henkel booths, product demonstrations at an interactive hair-styling bar, and representation on panels and workshops allowed us the opportunity to share more about our dynamic organization and career opportunities in both business units across multiple functions. We were thrilled to conduct over 250 on-site interviews at these conferences and hear from candidates about how their previous experiences and personal identities might make them a great fit for Henkel. 

At Henkel, we believe that seeking out the best candidates in a diverse workforce drives innovation, and allows us to create more successful brands and products while fostering a more incsive and enriching workplace for all of our employees.

2. University Partnerships 
Some of the most promising talent pools for young professionals exist at institutions of higher education across North America, and Henkel’s university partnerships are a foundational method of finding high-potential talent. Annually, Henkel employees connect with students at over 60 universities through in person and virtual recruiting events, networking sessions, coffee chats, employer presentations, site tours, industry days, classroom presentations, and more. We believe that education ensures a future-ready organization and continually work to encourage employees to act as entrepreneurs, bring in fresh ideas, accelerate our digital transformation, and change markets, products, and services. As we value individual and collective commitments to education, we actively seek out opportunities to connect with students while they are deepening their knowledge in a chosen field.

3. Internship Program and PRISM Rotational Program 
For undergrad students, internships are a crucial opportunity to network with working professionals and sharpen technical skills through on-the-job training before entering the workforce full time. Knowing that internships help students to find their passions and bridge the gap between the lifestyle of a student and that of a full-time employee, Henkel takes pride in providing an internship program that helps students pave the way to their future careers. Henkel has hired over 150 interns from across the United States to work in our Consumer Brands and Adhesive Technologies business units and functional areas such as HR and Finance throughout the summer of 2024. Each year, our interns enjoy dedicated programming for early career growth, substantial assignments from their teams, networking, and ongoing feedback discussions with managers to fuel a summer full of growth and accomplishments. 

Each year since 2011, Henkel has also welcomed around 30 high-potential recent graduates to join the PRISM Leadership Rotational Program, providing associates an opportunity to discover Henkel culture, products, systems, and processes with the goal of deploying them into a wide variety of roles in the Adhesive Technologies organization. As PRISM associates are exposed to different aspects of the business through rotations, trainings, and mentorship programs, they are steadily growing a skillset and knowledge base that will prepare them for success in their next roles at Henkel. The breadth of experiences the program offers has a proven track record of helping attract, develop, and retain high-potential, diverse talent.

4. In-House Recruiting Model 
Henkel has transitioned to an in-house recruiting model with the goal to efficiently attract top diverse talent both internally and externally who will drive business results, while providing the best possible experience for candidates and internal stakeholders. A team of dedicated professionals seek out talent within Henkel and externally who will bolster our competitive edge and represent the diverse consumers, customers, and partners that we serve. Coming from backgrounds in marketing, production, education, customer service, and of course HR and recruiting, this diverse team is built to reflect the unique and enthusiastic spirit of the candidate pool they work with every day. This agile model generates ownership and pride in recruitment efforts and has strong ties to business goals, corporate culture, and DEI initiatives.

DEVELOPING AND ENGAGING

While we embark on the continuous search for talent, we also make significant investment into engaging, recognizing, and rewarding the exceptional workforce at Henkel, with programs that include:

5. Global Total Rewards Program 
Henkel offers a comprehensive Total Rewards package with benefits and programs that allow members of our organization to choose what’s most important for them and their families, while encouraging and rewarding individual performance. We offer competitive pay, 401k with employer matching, an employee share plan, and enhanced health & welfare benefits that include access to reliable and affordable childcare and elder care, and mental health care for employees and their families. Henkel also offers 12 weeks of fully paid parental leave for employees, regardless of gender, who welcome a child into their home through birth, adoption, surrogacy, guardianship or fostering – affirming our prioritization of equity in parenting and childcare for all parents.

Global Total Rewards complements Henkel’s organizational emphasis on Smart Work, a framework that aims to shape a future-ready workplace through the promotion of employee health, sustainability, travel, workforce digitalization, and hybrid office and mobile work. This approach demonstrates our commitment to creating a flexible working environment that values the uniqueness of our employees and their diverse needs.

Henkel also encourages and supports the volunteer efforts of employees and retirees through the Make an Impact on Tomorrow (M.I.T.) initiative. Over the past 25 years, the global program has invested over $41 million to support over 17,300 projects in more than 100 countries. Henkel provides financial and in-kind donations as well as paid time off for employees to volunteer for causes they are passionate about such as Special Olympics and Habitat for Humanity.

6. Employee Resource Groups 
Fostering a culture that supports emotional connections is indispensable to employee engagement and retention, as people are more motivated to achieve within an organization where they feel supported by peers and leadership along each step of their career journey. Open dialogue and access to educational materials helps employees understand why an inclusive culture is important to the business and helps them define the role they play in helping to create a more equitable workplace and society.

Henkel North America does this by maintaining an environment where all employees can feel a sense of belonging and are empowered to contribute. Our Employee Resource Groups (ERGs)—a network of 9 affinity groups with 20 chapters—are a key enabler. These employee-led groups with over 2,000 members are actively working to help build a spirit of belonging and sense of trust within Henkel and the community. The groups host events, partner with organizations dedicated to supporting underserved communities, and collaborate with each other to advance Henkel’s DEI priorities.

7. Internal Educational Opportunities 
Henkel employees have access to over 8,000 educational modules via our Henkel Learning Hub. The topics range from digital marketing to leadership essentials and conflict management and are digitally catalogued for use at any time. Avid learners also have the opportunity to seek external training, in-person or virtual, conducted by experts outside of Henkel. With a manager’s approval, fees and expenses are covered by the organization and the completion of such trainings will be added to an employee’s training record, reflecting their commitment to further education. These programs provide employees with the tools necessary to excel in their current roles as well as level up their skill base if they are seeking a promotion, international short-term assignment, or transition to a different area of the Henkel business.

We also offer a series of panels, seminars, and virtual coffee chats throughout the year to provide live and interactive opportunities for mentorship and peer-to-peer learning on a variety of topics. For example, a panel discussion about fostering female talent in STEM roles encouraged attendees who are interested in a career in Science, Technology, Engineering, or a related field to connect with their peers and learn from women who have been successful in their endeavors. This is just one of many events in a series of Global Recruiting Talks designed to show support to all of our employees, regardless of the career path they pursue, and provide forums for them to be heard, included, and developed as a professional.

Taco Bell blog

Lesbian, Gay, Bisexual, Transgender, Queer, Intersex and Asexual (LGBTQIA+) Pride Month is celebrated annually in June to honor the 1969 Stonewall Uprising in Manhattan. Today, celebrations include parades, picnics, parties, workshops and more – unifying millions of participants around the world for a month of solidarity. Not only is Pride Month a time to celebrate diverse backgrounds and unique experiences, but also a time to recognize the worldwide impact and accomplishments that LGBTQIA+ individuals have had and continue to have.

This year’s NYC Pride theme is “Reflect, Empower and Unite”. To honor this month and our people, we’re amplifying the voices of those in the LBGTQIA+ community who are growing their careers at Taco Bell.

“I’m an ex-Spartan, and one of my favorite obstacles is climbing the eight-foot wall. I would say this is the way I view my personal and professional life. It’s about seeing something in your way and either going through it, around it or over it.”

Lori was big on sports while growing up in Houston, Texas. You could say it truly created a foundation for her outlook on life and the type of leader she is today!

“I started in tennis but switched to soccer and softball, which made me very team oriented. Although my asthma put me in this box where I was told I couldn’t do certain things either, it really helped me shape my competitive spirit.”

Lori’s 20s were a challenging time. While working two jobs, maintaining a full college schedule and a scholarship to make ends meet, Lori struggled to find her career calling. At the same time, she was on the path to figuring out her sexuality and also found out she was adopted.

Through these ups and downs and working in the restaurant industry, she eventually obtained a degree in hospitality and joined Taco Bell as an Assistant General Manager right away. But when asked about her job by family members, she was met with scrutiny.

“My grandpa asked me why would I work in the quick service industry. Fast forward eight years, the conversation came up again and he told me how proud of me he was for having courage and sticking up for my career choice.”

Lori went from working in the restaurants to being a Franchise Business Coach, Market Coach, Senior Manager in Operations at Taco Bell headquarters and to her current role of Region Leader, moving to different locations to pursue her aspirations. Along the way, she met some cool people.

“Every time I thought of leaving, I got a challenge to grow and do more. Taco Bell truly invests in people, and when times get tough, this Brand has a proven track record of doing what’s right for its people. Taco Bell is more than just a quick service restaurant, it’s a life-changing Brand to be part of that gives back and takes care of your family. And that’s why I’m here 30 years later.”

It’s no doubt that Lori’s professional career has been fruitful, but at the same time, she has faced many challenges. Remember that eight-foot wall? For Lori, one of her obstacles was being her authentic self and growing her career as someone who identifies as part of the LGBTQIA+ community.

“I never really talked about my identity at work. It wasn’t until my Market Coach and I were at a National Restaurant General Manager conference that I came out to him. Then, I was asked if I was comfortable enough to share my story on a national call, so I did. I remember crying because it was tough to be so open with who I am. It was hard to not feel afraid of getting rejected, but it was a blessing as it opened doors for more conversations and change.”

Lori recounts Yum! Brands Global Chief Diversity & Inclusion Officer, James Fripp calling during Pride Month one year to tell her about the newly added same-sex benefits.

“James called me to share the news, and in that moment, I just remember not being able to believe what the company I’m working for is doing for its people. It made me more comfortable with who I am and proud to be working for a BRAND that gives back to others and accepts everyone.”

When it comes to paving the way for a successful career, Lori advises the following:

“I always say to have courage and not to be afraid to say what you want, because at the end of the day, you’re driving your own career.”

And looking to the future, Lori hopes to continue developing the next generation of leaders until she retires.

“I’ve been here for 30 years, so when I retire, I hope to leave a team of leaders that will continue to succeed and take us to the next level for the next 30 years.”

For now, you can find Lori living Más in Florida with her wife of 18 years, traveling, taking care of their three cats and spending time with family and friends.

Investment in sustainable building has reached a tipping point, according to the World Economic Forum. Building owners and operators are facing tightening environmental and workforce well-being regulations, coupled with higher expectations from investors. 

Green building certification is a major step organizations can take to signal to investors and customers that they are committed to sustainability, as well as a way to evaluate buildings and facilities to ensure employee wellness. According to World Economic Forum, “returns on investment in sustainable office buildings include attracting high-quality tenants and achieving higher occupancy levels, rental uplifts and greater rental yields, as well as lower compliance costs and reduced operational costs.” 

This guide will help you understand the process of acquiring green building certification.

What Is Green Building?

The goal of green building is to create healthier, more efficient, and environmentally responsible built environments for present and future generations. This is achieved through the design, construction, and operation of buildings in a way that minimizes their environmental impact and maximizes resources.

Green building practices may include using renewable energy sources, incorporating energy-efficient technologies, using sustainable materials, optimizing building orientation for natural lighting and ventilation, and implementing systems for water conservation and indoor air quality management.

What Is Green Building Certification?

Green building certification is a process that evaluates buildings for specific sustainability and environmental standards. Certification involves assessing various aspects of a building’s design, construction, operation, and maintenance to ensure it minimizes environmental impact, enhances occupant health and well-being, and promotes resource efficiency.

Navigating Green Building Certification

Here’s what you need to know about the systems, processes, and best practices for green building certification.

Certification systems

Certification systems provide frameworks and criteria for evaluating buildings against specific sustainability goals, helping to guide and incentivize the development of environmentally responsible structures. 

Here are a few of the most commonly used frameworks:

LEED (Leadership in Energy and Environmental Design)

Developed by the U.S. Green Building Council (USGBC), LEED provides a framework that evaluates buildings across several categories, including energy efficiency, water usage, indoor environmental quality, materials selection, and sustainable site development.

LEED certification comes in different levels (Certified, Silver, Gold, and Platinum) based on the number of points a project earns through meeting various sustainability criteria.

In 2024, USGBC is doing a slow-release of LEED v5, which introduces new prerequisites such as “embodied carbon assessment” and “climate resilience assessment” to emphasize upfront environmental impact and long-term adaptability to climate change.

BREEAM (Building Research Establishment Environmental Assessment Method) 

A widely used environmental assessment method for buildings and infrastructure projects, developed by the Building Research Establishment (BRE) in the United Kingdom. Similar to LEED, BREEAM evaluates buildings across various sustainability categories, including energy efficiency, water usage, materials selection, waste management, and ecology. 

BREEAM certification is awarded at different levels (Pass, Good, Very Good, Excellent, Outstanding) depending on the building’s performance against these criteria.

WELL Building Standard

Developed by the International WELL Building Institute (IWBI), WELL emphasizes strategies and design features that address various aspects of human health and wellness, including air quality, water quality, nourishment, light, fitness, comfort, and mental well-being.

WELL certification is achieved by meeting specific performance criteria across these categories, which are based on scientific research and best practices in the fields of public health, building design, and wellness.

ENERGY STAR

ENERGY STAR is a voluntary program run by the United States Environmental Protection Agency (EPA) that promotes energy efficiency and environmental sustainability. It provides a set of energy efficiency standards and certifications for various products, buildings, and industrial facilities.

THE LIVING BUILDING CHALLENGE

The Living Building Challenge, led by the International Living Future Institute (ILFI), offers a framework for creating regenerative buildings. One key aspect of this program is the Net Zero Certification, specifically targeting net zero energy use in buildings. This certification goes beyond simply reducing energy consumption by requiring documented proof that a building produces enough renewable energy on-site to meet its annual operational needs. In addition to the Zero Energy Certificate, ILFI also offers a Zero Carbon Certification which involves both the operational emissions from a building’s energy use and the embodied emissions associated with materials and construction. Unlike some green building programs, these Net Zero Certification prohibits fossil fuel use and verifies performance through third-party audits.

The certification process

Each certification process will be unique to what is outlined by the specific certifying body, but the following general guidelines will help you prepare for certification.

1. Preparation

Assemble a team of internal stakeholders and external consultants to manage the certification process. Define goals and objectives for attaining the certification. Evaluate various certification frameworks and choose the one that best aligns with your organizational needs.

2. Documentation

Gather any necessary information for certification. This could include architectural plans, utilities records, lab reports from sampling water and air, waste management records, and other applicable documents. Each certifying body will have a complete list of necessary documentation. 

3. Review

The certifying body will review your documentation to ensure your building and practices meet the requirements for certification. Some certifying bodies may also conduct site visits to validate the information submitted. 

4. Certification 
Upon final analysis, if your building and practices meet the requirements set forth by the certifying organization, you will be awarded a certificate. Some organizations, such as LEED and BREEAM, have varying degrees of certification.

Certification tips and strategies

Here are some tips to help the certification process and beyond.

Start early. If you are building new, incorporate certification requirements into your design specifications.Set clear goals. Establish specific sustainability goals and targets for the project to guide decision-making and prioritize resource allocation.Prioritize performance. Focus on achieving measurable performance outcomes rather than just meeting the base requirements for green building certification.Educate and engage stakeholders. Educate and involve building occupants, community members, and other stakeholders to promote awareness and engagement with sustainable practices.Establish ongoing monitoring and reporting. Implement systems for ongoing monitoring, maintenance, and performance optimization to ensure long-term sustainability and occupant satisfaction.

The Real Value of Certification

As the global response to climate change causes shifts in investor behaviors, consumer expectations, and the regulatory landscape, green building certification offers an opportunity to proactively meet these expectations.

“The rise of ESG is definitely attracting the attention of developers who are keen to demonstrate how their facilities cater to those needs and the right certification next to your building name can communicate that more effectively than a thousand-word proposal,” Moshe Muller, ESD Israel. 

Green building also offers environmental, social, and financial benefits that include:

Cost savings through reduced energy and water usageEnhanced brand reputationImproved employee productivity and satisfactionHealthier indoor environments for all building occupantsRegulatory compliance and risk mitigationAccess to incentives and rebates offered by local governmentsLong-term resilience to changing environmental regulations and market demands

The long-term benefits of green building certification make it a worthwhile investment.

Explore how Inogen Alliance can support your journey to green building certification.

Inogen Alliance is a global network made up of dozens of independent local businesses and over 6,000 consultants around the world who can help make your project a success. Our Associates collaborate closely to serve multinational corporations, government agencies, and nonprofit organizations, and we share knowledge and industry experience to provide the highest quality service to our clients. If you want to learn more about how you can work with Inogen Alliance, you can explore our Associates or Contact Us. Watch for more News & Blog updates here and follow us on LinkedIn.

Originally published on U.S. Bank company blog

Each year, state and local housing finance agencies work to strengthen their communities with homeownership opportunities via Housing Finance Agency (HFA) loans, which help pair credit-qualified borrowers with downpayment and closing cost assistance.

HFA loans can open the door to homebuying for first-time and low-to-moderate homebuyers. U.S. Bank partners with more than 40 state and local housing finance agencies to originate and service these loans, stretching geographically from Alaska to Florida.

“At U.S. Bank, we’ve had a long-standing commitment to increase access to sustainable homeownership,” said James Coreno, HFA division manager at U.S. Bank. “By partnering with state and local agencies, together we can help address the homeownership and housing issues affecting their state or local area.”

In some cases, an HFA loan is originated by other local lenders that work closely with the local housing agencies offering the loan product in partnership with Fannie Mae, Freddie Mac and Ginnie Mae.

Once a loan is closed, U.S. Bank can then purchase and begin servicing it. This creates an opportunity for U.S. Bank to help the homeowner with questions or support surrounding their mortgage for the life of the loan, Coreno said.

“When we service an HFA loan, we become a trusted advisor to that client, whether they need help with setting up automatic payments and counseling on managing the escrow accounts for paying taxes and insurance or general loan servicing advise,” he said.

For instance, in Ohio, U.S. Bank collaborates with the Ohio Housing Finance Agency. Just this year, U.S. Bank has assisted 3,500 new clients who became first-time homebuyers with loans facilitated through the Ohio agency.

“The Ohio Housing Finance Agency is proud to partner with U.S. Bank and lenders throughout the state to help Ohioans realize their dreams of homeownership,” said Shawn Smith, executive director of the Ohio Housing Finance Agency.

“Our programs, which provide discounted mortgage rates and down payment assistance, help those borrowers that may be looking for a home but hesitate because of the high interest rates and the need for a down payment,” Smith said. “Working with U.S. Bank, we’re helping Ohioans navigate the homebuying process so they can be successful homeowners.”

With inventory and affordability challenges in today’s housing market, state and local housing finance agencies can be a resource for education and ultimately, down payment assistance and sustainable homeownership, he said.