Tag: 3BL

May 23, 2024 /3BL/ – A new benchmark analysis of 15 major U.S. automotive companies reveals inconsistencies between companies’ public climate commitments and their direct and indirect lobbying practices. This contradiction poses a significant risk to their market position as the global shift towards zero-emission vehicles (ZEVs) accelerates, particularly with countries like China leading the way.

The assessment, Driving Change: Evaluating Automotive Companies’ Climate Policy Advocacy, finds that while these companies are deeply involved in climate policy engagement and are taking steps to reach their climate commitments by advocating in support of certain climate policies, nearly a quarter of the automotive companies assessed have not demonstrated commitment to Paris-aligned climate policies. At the same time, they and their trade associations have engaged in practices that are actively undercutting the policies that are key to the shift to clean transportation—and that they’ve committed to supporting.

The good news is that some companies in this sector and other high-emitting sectors are beginning to take notable steps to hold their trade associations accountable, while more investors hold companies accountable. The analysis points to Ford’s decision to leave the Truck and Engine Manufacturers Association over lobbying against a proposed Environmental Protection Agency rule to reduce carbon emissions in heavy-duty trucks. General Motors disclosed it is taking steps to influence the stances of lobbying groups, including the Alliance for Automotive Innovation and the National Association of Manufacturers, on policies, such as the Inflation Reduction Act.  

“Our analysis underscores the need for significant improvement across the transportation sector in consistently supporting policies that accelerate the adoption of clean vehicles in the U.S. and reduce tailpipe emissions,” said Michael Kodransky, Senior Director of Transportation at Ceres. “For example, during the past three years, most of the 15 companies analyzed have lobbied against state and federal vehicle emissions regulations that would spur market growth and reduce climate pollution. Automakers should not only be supporting these regulations, but also leveraging the incentives of other policies including the Inflation Reduction Act and the Infrastructure Investment and Jobs Act to unlock investment and demand for clean cars and trucks.”

The Ceres analysis provides several recommendations for responsible policy engagement including:

Directly advocate for policies that will help meet climate pollution reduction targets.Continue to advocate indirectly through trade association memberships aligned with the organization’s climate goals.Minimize inconsistency in climate advocacy across different regions.

This is the third sector analysis on responsible policy engagement practices released by Ceres, following analyses of the banking and electric utilities sectors. Responsible policy engagement consistent with climate science is an essential expectation of the Ceres Ambition 2030 initiative, which aims to decarbonize the highest emitting industries—electric power, banking, food, agriculture, oil and gas, steel, and transportation. These sectors contribute to about 80% of total U.S. emissions.

“Ceres’ analysis on the automotive industry highlights companies’ inconsistent climate advocacy through direct lobbying and trade associations, why this is problematic and best practices for automotive companies to use going forward,” said Dominic Gogol, Deputy Director of Policy for the We Mean Business Coalition. “As the largest source of domestic emissions, automakers are a key player in the U.S. economy’s transition from fossil fuels to clean solutions. They can wield their influence more effectively to ensure the passage and implementation of clean, efficient transport policies that will help to build more prosperous economies and resilient communities.”

Since Ceres began advocating for companies to evaluate their lobbying practices in 2016, followed by two benchmark analyses of the S&P 100 companies, more companies have made strides to align their lobbying practices with their climate goals. Dominion Energy acknowledged that their trade associations have historically opposed climate policies, while Eversource, another energy company, left the American Gas Association as part of an effort to prioritize decarbonization. In March, it was reported in the media that at least 37 corporate members of the U.S. Chamber expressed concerns about the Chamber’s climate policy position, citing conflicts with their own climate goals.

Additionally, advocacy in favor of Paris-aligned climate policies is a top priority for investors, who aim to reduce their portfolio risks from climate change and maximize the opportunities the energy transition presents. Just last month, 38.4% of Bank of New York Mellon Shareholders voted in favor of the company disclosing its direct and indirect lobbying. Ahead of this year’s proxy season, a similar effort at Stride earned 49.5% shareholder support.

“With so much on the line with a ramp-up in competition from abroad as the U.S. market shifts to a clean economy, all companies across every sector need to follow in the footsteps of the companies holding their lobbyists accountable,” said Steven Rothstein, Managing Director of the Ceres Accelerator for Sustainable Capital Markets at Ceres. “Failure to act now will not only jeopardize their market position, but also the future of our economy and planet.”

About the Ceres Accelerator for Sustainable Capital Markets 

Ceres is a nonprofit advocacy organization working to accelerate the transition to a cleaner, more just, and sustainable world. The Ceres Accelerator for Sustainable Capital Markets aims to transform the practices and policies that govern capital markets by engaging federal and state regulators, financial institutions, investors, and corporate boards to act on climate change as a systemic financial risk. For more information, visit ceres.org and ceres.org/accelerator.

Media Contact: Diane May, dmay@ceres.org, 617-247-0700 ext. 220

RESTON, Va., May 22, 2024 /3BL/ – CACI International Inc’s (NYSE: CACI) President of Operations Support and Services Meisha Lutsey took home the 2024 Women in Technology (WIT) Leadership Award in the Corporate Large Market Sector category at its 25th awards ceremony. 

Lutsey oversees a team of over 3,500 that is on the frontlines of the unrelenting efforts to keep our nation safe and defend American freedom. This team delivers strategic and integrated offerings focused on mission support to military, national security, and homeland security customers worldwide. Her leadership, marked by a steadfast commitment to authenticity, integrity, and trust, has profoundly strengthened customer relationships and consistently propelled CACI to success. 

As a result, CACI recently secured a $2.7 billion intelligence contract to provide network and exploitation analysis in support of foreign intelligence and cybersecurity missions. 

“Meisha’s outstanding effort embodies CACI’s core values of ethics, integrity, and grit,” said CACI President and CEO John Mengucci. “She is a tireless leader who is widely respected for her unwavering commitment to her team and our customers. Whether on the ground in conflict areas or working to identify and confront threats on the dark web, she and her team are dedicated to making the world a safer place and protecting the security that all Americans depend on.”

“I’d also like to honor two additional leaders—Neha Saijpaul and Neethu Shenoy—who were named as finalists in separate categories,” said Mengucci. “These remarkable women exemplify the extraordinary expertise and dedication that CACI is known for, and the absolute best of our outstanding workforce.”

Saijpaul was a finalist in the STEM Leadership category. At CACI, she serves as a delivery execution lead on an essential program supporting national security. She has played a central role in implementing the company’s Agile Solution Factory, one of the largest agile software development initiatives for the federal government. 

Shenoy was a finalist in the Rising Star category. She is a data management lead carrying out pioneering work and leveraging AI and machine learning to push the boundaries of cybersecurity, risk management, and data analytics. Shenoy works to establish security metrics and enforce information security policies, reflecting her commitment to maintaining high security standards and impacting the cybersecurity landscape.  

CACI is a proud sponsor of WIT, a not-for-profit organization with the mission of advancing women in technology who work in the greater Washington, D.C. area. 

CACI is home to countless talented women whose individuality and ingenuity elevate their teams and the company as a whole. The company is a proud sponsor of WIT as well as many other organizations that focus on promoting STEM education for underserved groups, including STEM for HER, Morgan State University’s Society for the Advancement of Computer Science, and George Mason University’s Early Identification Program and Chapter of the Society of Hispanic Engineers. 

CACI is diligent in its focus on attracting and hiring diverse talent, supporting the next generation of STEM talent, and giving back to the communities where its employees live and work. Explore the boundless careers offered at CACI, a company where all employees are given the resources and support they need to thrive.

About CACI

At CACI International Inc (NYSE: CACI), our 24,000 talented and dynamic employees are ever vigilant in delivering distinctive expertise and differentiated technology to meet our customers’ greatest challenges in national security and government modernization. We are a company of good character, relentless innovation, and long-standing excellence. Our culture drives our success and earns us recognition as a Fortune World’s Most Admired Company. CACI is a member of the Fortune 1000 Largest Companies, the Russell 1000 Index, and the S&P MidCap 400 Index. For more information, visit us at www.caci.com.

There are statements made herein which do not address historical facts, and therefore could be interpreted to be forward-looking statements as that term is defined in the Private Securities Litigation Reform Act of 1995. Such statements are subject to factors that could cause actual results to differ materially from anticipated results. The factors that could cause actual results to differ materially from those anticipated include, but are not limited to, the risk factors set forth in CACI’s Annual Report on Form 10-K for the fiscal year ended June 30, 2023, and other such filings that CACI makes with the Securities and Exchange Commission from time to time. Any forward-looking statements should not be unduly relied upon and only speak as of the date hereof.

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Corporate Communications and Media:                                        
Lorraine Corcoran                                                               
Executive Vice President, Corporate Communications                  
(703) 434-4165, lorraine.corcoran@caci.com                                  

The Beverage Industry Environmental Roundtable (BIER) is a technical collaboration among leading global beverage companies to advance environmental sustainability within the industry. BIER focuses on sharing best practices, developing tools and metrics, and collectively addressing key environmental challenges such as water stewardship, climate change, and supply chain sustainability.

BIER members met in person at Pernod Ricard’s headquarters this May to network, discuss, and develop solutions to advance the sector’s environmental sustainability. These face-to-face interactions accelerate progress and foster deeper collaboration among the members. A few highlights included:

TNFD (Task Force on Nature-related Financial Disclosures): This initiative focuses on assessing and disclosing risks and opportunities related to biodiversity and nature. BIER has collaborated with TNFD to develop guidance and metrics for applying the TNFD approach to the beverage sector in advance of its planned release for public consultation in June 2024.CSRD (Corporate Social Responsibility Disclosure): Implementing CSRD is a significant challenge for all businesses, and BIER continued its 2nd year of collaboration to foster understanding and implementation of CSRD within the beverage sector.FLAG (Forest, Land and Agriculture) Science Based Targets Initiative (SBTi): A majority of BIER members have already committed to or set emissions reduction targets through the SBTi. FLAG establishes additional requirements for land-based emissions from supply chain agricultural emissions. BIER members shared their experiences setting FLAG targets, and the latest implementation developments.Sustainability Roadmap Challenges: Every roadmap faces hurdles. BIER members explored the financial, technical and organizational challenges and opportunities to deliver robust sustainability performance.Watershed Collaboration: Building upon the success of Charco Bendito, BIER members are exploring new watershed collaboration opportunities. Initial efforts from BIER’s latest collaboration which is focused on India, were discussed and shaped by participation by representatives from WaterAid.

BIER plays a crucial role in advancing environmental sustainability within the beverage sector through various means. An outcome of BIER’s member meetings results in sharing best practices and developing industry-specific tools, guidelines, and metrics to help beverage companies measure and manage their environmental impacts.

In 2024, BIER released the 2023 Water, Energy, and Emissions Efficiency Benchmarking Study. This study was BIER’s 12th global benchmarking study – a comprehensive quantitative and qualitative analysis of water, energy, and emissions efficiency in the beverage industry.

Also recently released was The True Cost of Water 3.0. The True Cost of Water Toolkit 3.0 includes all the costs associated with the use of water, including purchasing water, energy to heat, cool, and transport water, chemicals and other materials used to treat water and discharge costs.

Through its work streams, thoughtful discussions, and engaging collaboration, BIER continues to build upon its 18-year commitment of driving sector actions and alignment, and corporate leadership on business-relevant environmental dimensions related to water, energy, and greenhouse gas emissions (GHG), climate change and adaptation, circularity and recycling. Our collaborative approach helps unite and drive continuous improvement and innovation in environmental sustainability across the beverage sector, ultimately contributing to a more resilient and responsible industry.

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

Owens Corning has made mental health a priority, and sites everywhere are embracing our efforts to provide emotional support for our people. One great example is in Rio Claro, Brazil, where Rubens Cardoso is leading a number of initiatives to help employees at the glass reinforcements solutions plant understand their mental health and the resources that are available to them. Rubens was instrumental in bringing suicide prevention workshops to the plant (see page 121), and his commitment to caring for his colleagues is apparent in his approach.

On the importance of protecting mental health at work 

I am an engineer, not a psychologist, but the human mind is very complex. If someone has concerns — with their family, bills to pay, or something like this — they will do the best they can do in their job, but a part of their mind will be focused on that other problem. Every year, we do a lecture to prevent suicide and expose our team to EAP+ and other channels we have in Brazil to help with those who are sometimes suffering in silence. We have resources to support them and their families, and it’s important to say to them that they are not alone.

On the connections between physical safety and psychological safety 

We encourage people to discuss safety by itself. If they don’t have the PPE, the resources, or the training to complete a task, they can raise their hand and say they won’t do it. Once people start to hide their emotions and fragilities, we start on a bad cycle. To break this, we must give the employee a voice and empower them, and then we can work together. The Safer Together campaign is very good because of this. We are together, and we can help other people to raise their bar and really be safe. It is the safety part, but also the psychological part, the mental part, and the health part. Sometimes if I’m suffering, I may not realize that I’m suffering. But the people who work with me can sometimes detect a behavior change in the person. When they realize that a colleague or a friend is suffering, they can help that person get access to help.

On the role people can play in helping their co-workers 

I believe that we can support our employees, in a humane way, and help them understand not only the EAP program, but also all the other kinds of support. Sometimes when people are in a crisis, they might not remember that we have the EAP. They don’t remember that they can look for support for a professional psychologist or therapist. These are very important resources, and in the future, I would love for everyone to be aware of these resources and how they can access them.

Environmental Health and Safety (EHS) professionals are faced with increased pressure to demonstrate value to leadership while maintaining employee engagement in health and safety programs. In the beginning of May, EHS professionals gathered at a one-day EHSxTech event facilitated by Antea Group to discuss ways to foster a strong company culture through EHS. Hosted at LinkedIn’s London office, the event offered a chance for the group to discuss, network, and dialogue about best practices.

Stephen Lynch, Senior Global Health & Safety Manager at LinkedIn, set the tone for the day with a keynote speech discussing the evolution of health and safety at LinkedIn. From there, other topics discussed included Works Councils and employee engagement, workplace safety initiatives, monitoring progress through EHS metrics, and managing occupational health programs and psychosocial risk. Below, we give a more in-depth look into some of these discussions.

Collaboration and Challenges of Works Councils and Employee Engagement

Increased engagements with works councils has led to the establishment of new groups and stakeholders. But how can EHS professionals best collaborate with and leverage the impact these groups can have, while maintaining compliance with differing legislation? The primary purpose of a works council, elected by employees to represent the workers, is to ensure that employees have a formal channel to voice their concerns, contribute to decision-making processes, and collaborate with management to improve safety and workplace conditions.

These employee focused groups were put on the back burner during COVID as EHS teams helped their companies focus on mitigating COVID related risk. Following COVID, employers have discovered that there is a need to be more intentional around implementation of requirements related to works councils. Works councils are required in a number of countries across EMEA.

Panelists Michael Fleming (Director, Health & Safety EMEA & LTAM – Salesforce) and Eithne Clinton (EMEA Environmental Health & Safety Manager – Google) offered insights into how they are engaging and collaborating with Works Councils and the common challenges they see.

The discussion initially centered around the difficulties of getting hybrid employees to engage and participate in works councils. The hybrid work environment makes it hard to find employees willing to engage in improving physical workspaces, when they don’t spend as much time in the office as they used to. To make it worth employees time, the Works Council’s needs to provide tangible value and impact.

Participants noted that the forums are often used as an opportunity to raise non-EHS issues and grievances. As a result, EHS teams must be diplomatic and act as conduits for this information, channeling it to the appropriate internal departments for consideration and action.

Secondly, the challenges posed by remote and hybrid work models make it difficult to get meaningful engagement. Works councils specifically expect concrete actions, so EHS teams must be well-organized and prepared to provide updates and progress reports at each meeting. In certain situations, works councils and health and safety committees can be real allies, proactively organizing local compliance audits and other initiatives.

Despite the challenges of the new hybrid and remote workplaces, the works councils remain vital communication tools that ensure employees engage and contribute to helping EHS teams identify real concerns and opportunities to make the workplaces better.

By collaborating with these councils and being well-prepared for meetings, EHS teams can effectively address concerns and foster a productive workplace environment.

Promoting Workplace Safety through WELL Health Safety Rating

Next, the discussion moved to WELL Health Safey Rating, also known as WELL HSR. Jess Beckwith (Senior Project Manager – Antea Group UK) and Alex Hammonds (Global EHS Program Manager – LinkedIn) shared their approach in establishing a WELL Health Safety Rating across the global LinkedIn portfolio.

WELL, launched in 2014 in the USA, is a building standard and certification system developed by the International WELL Building Institute (IWBI) that focuses on enhancing human health and well-being through the design of every building. In a response to COVID, IWBI took a sub-set of features from the main standard that were more closely related to health and safety and created WELL HSR.

The idea was that during the era of return-to-work post-COVID, WELL HSR could help companies commit to and demonstrate that their buildings were safe and healthy places in which to spend time. The strategies were informed by over 20,000 researchers and practitioners, including 600 experts from the IWBI Task Force on COVID-19. The Rating comes with a physical Health-Safety seal that can be displayed at the front of a building to prove it follows these evidence-based strategies.

In addition, it is scalable globally for any organization with many different offices, it links to the Sustainable Development Goals (SDGs), and it integrates into WELL, with reduced fees and streamlined effort if a building is already WELL certified.

All in all, WELL HSR is a great way of proving that your organization has initiatives in place to make the buildings safe. It also promotes top-down buy in, can boost onsite engagement among employees, and continues to remain relevant as it can be updated as the EHS landscape changes.

EHS Reporting and Metrics

Next up, the group discussed the use of EHS Metrics to demonstrate value of EHS programs in an organization. EHS metrics are crucial for fostering a culture of safety, ensuring regulatory compliance, and promoting sustainable and efficient business practices. Gareth Evans (Vice President, Health, Safety, & Environment – Yondr) provided a presentation on “Rethinking EHS Reporting Metrics.” Evans challenged the status quo of simply trending leading and lagging indicators and emphasized the importance of digging deeper to understand both successes and failures. This included a process that considers monitoring, anticipating, and learning from EHS metrics to track progress and movement.

This approach can help companies better prepare for failures, if, and when they happen. Monitoring what actually happens can provide better context and understanding. 
See Yondr’s recent “Safety Differently” article for more details on this philosophy.

The consensus from the group discussion is that while there is a clear need for better metrics to showcase the value of EHS programs, most companies lack proactivity around metrics. They often focus on lagging indicators, although a shift may be happening here. In addition, while few companies are currently using digital solutions to track and report metrics, most want to get to this point. They view “effective use of metrics” as a critical strategic element, that must be leveraged to demonstrate the value of EHS across the organization.

Occupational Health Requirements and Challenges

Finally, the conversation moved to occupational health. Occupational health (OH) is increasingly becoming a topic of concern among global professionals. However, challenges surrounding this topic remain. Challenges include:

Inconsistent OH Definition – The definition of OH varies and is becoming broader to include ergonomics, first aid, industrial hygiene and psychosocial risks, and it often sits separate from wellness/benefits.No Current Globally Consistent Program – Creating a globally consistent program is filled with challenges due to the vast differences in legal and cultural norms across countries. Because of this, many EHS leaders believe a global OH program isn’t feasible, and that local focus is the most efficient approach.Unclear Who Should Own OH – Organizations are also grappling with questions of internal ownership and timely implementation, as these programs can take months to launch—time that employees facing immediate risks do not have.Employee Mental Health Challenges – Organizations are struggling to determine where they should draw the line when it comes to how work impacts mental health when there are clear outside factors in an employee’s life that are contributing to mental health issues?New Challenges with Hybrid Work – The advent of hybrid work environments has also introduced unique new challenges, such as increased accidents during commutes, causing the employee to arrive at the office in need of first aid because of the pressure to get there quickly.Unclear Emergency Response Ownership – The definition for emergency response can get muddied with “incident response” associated with an employee medical situation. Is this OH and does it fall into EHS, Security, HR or the workplace’s ownership? Due to hybrid working and resource constraints, this question doesn’t always have one clear answer.

How to Manage these Challenges

The key to managing these risks is the engagement of multiple stakeholders.

“We as EHS professionals don’t have the keys to unlock everything,” says Mike Fleming (Salesforce), so cross functional collaboration is required during both planning and implementation.

Fleming went on to describe how EHS professionals may start by identifying the risk, but from there it’s crucial that other groups in the organization with additional subject matter expertise, such as Human Resources (HR) support driving necessary changes. Such partnerships not only enhance the execution of health and safety programs but also elevate the profile of EHS within organizations. 

As mentioned above, the question of whether to manage psychosocial risks on a global or country-specific basis remains disputed. While many advocate for localized handling to accommodate regional nuances, finding a unified approach to maintain consistency is still important. The truth likely lies in a balanced strategy—global oversight with local adaptation.

Final Thoughts

The EHSxTech event provided valuable insights and ideas for those that attended. By discussing topics such as utilizing works councils for employee engagement, relying on onsite teams for EHS coverage, the importance of communicating with internal stakeholders to determine who owns what piece of the program, implementing site health and safety initiatives, and utilizing metrics as a way to demonstrate value, industry EHS leaders were able to share best practices and strategies for addressing the challenges of tech company workplaces.

As EHS professionals continue to navigate the complexities of remote and hybrid work models, these discussions and shared experiences will be crucial in shaping the future of EHS practices.

Interested in joining our next event? Connect with us to learn more.

Pioneers for Good

Our purpose is what unites us at Henkel North America: Pioneers at heart for the good of generations. Our pioneering spirit is reflective of the diverse backgrounds, experiences and talents of our employees and partners. They dare to make an impact on the world by collaborating to tackle challenges, find solutions and open new perspectives.

Their contributions allow us to deliver products, services and innovations that enrich and improve everyday life. We invite you to “meet” our pioneers in our series, “Pioneers for Good.”

Introducing Loan

Loan Ngô, Vice President of Quality for Henkel Adhesive Technologies in North America, is a passionate driver of quality and safety. “I’m a business leader first, and I happen to love the area of quality and safety because it’s a role that helps us think about our process from front to back,” says Loan.

She is responsible for developing and implementing strategies that improve product quality and advance safety culture across Henkel facilities and teams. To Loan, quality and safety are about thinking beyond a person at machine and embracing the people doing the work.

Loan brings curiosity to learn her team’s strengths, as well as their experience, passion, and ambition. She likes connecting all those dimensions with opportunities to help propel them forward so they can make their mark on the world in a way that is meaningful to them.

Building a culture that drives productivity and innovation

As a young girl, Loan moved to the U.S. from Vietnam where she not only had to learn a new culture but find new ways of engaging with people who were different. The experience taught her resilience, but also gave her a deep appreciation for people’s differences and an understanding that by embracing them, you can open doors to opportunity. She brings this philosophy to Henkel and into the culture of her team.

Culture is part of what Loan loves about Henkel. “The diversity of experiences, of heritages, of languages… I love being part of that.” She believes in creating an environment where everyone feels a sense of belonging, which for Loan, is the center of a high performing team.

If we can create an environment where people can say, ‘Right, I belong. I’m engaged. I’m empowered. I’m supported.’ Then we win. It’s the key to shaping that pioneering spirit.

Loan Ngô, Vice President of Quality, Henkel Adhesive Technologies, North America

Loan’s journey to “Emotionalize” quality

While creating a culture of belonging is a significant part of Loan’s strategy for success, her passion project came out of an encounter last year with a test pilot for an F35 fighter aircraft.

“I told the pilot that when I worked in aerospace producing aircraft engines, I was always thinking about keeping them safe so they can return home to their families, but I had never met any of the pilots. Meeting her created a much stronger emotion, tying the work to a human that I can think about protecting.”

It was an experience that morphed into a strategy Loan calls “emotionalizing quality.” She wants her team to think about their quality and safety work as more than a series of processes and actions. She believes putting yourself in the mind of the consumers can help spark curiosity and problem-solving.

“That’s how we make innovation happen. Asking ourselves how we can do things better every day is going to accelerate the way in which we continue to drive high quality performance.”

Whether it is improving products or finding more sustainable processes that are safer for the planet, Loan is committed to helping bring new ideas to life that are better for people and the world around us. To help share what she has learned she started sending a series of “Postcards” from her trips to Henkel sites on the company’s internal Viva Engage social platform. She shares outcomes from conversations along with pictures of the team from each location, helping to create connections and inspire conversations among peers.

A Pioneer with quality and safety at heart…

For Loan, being a pioneer at heart for the good of generations means emotionalizing quality into the daily practice across teams to provide cutting edge solutions based on the needs of the customer and foster a community of collaboration across teams.

“Being a pioneer at heart is searching for that different solution, stepping back, figuring out the problem, and asking how we might provide products and services to the customer in the safest, most efficient, and sustainable way possible.”

MIAMI, May 23, 2024 /3BL/ – Carnival Corporation & plc (NYSE/LSE: CCL; NYSE: CUK), the world’s largest cruise company and its AIDA Cruises line were honored with three ESG Shipping Awards for environmental excellence at an international ceremony in Athens, Greece this week.

The ESG Shipping Awards International 2024, the world’s inaugural event of its kind, was established in partnership with the Ministry of Shipping and the Hellenic Chamber of Shipping. Awards were presented in 11 categories to recognize companies in the global shipping industry that demonstrate innovation and exceptional commitment to sustainability and responsible business practices.

“We’re committed to leading the way in sustainable cruising and are incredibly proud to be recognized for the remarkable progress we’ve made toward cutting greenhouse gas (GHG) emissions and reducing food waste across every aspect of our operation,” said Bill Burke, chief maritime officer. “The programs honored in the ESG Shipping Awards are just three of countless examples of decisive actions we’re taking to shrink our environmental footprint and pursue net zero GHG emission by 2050.”

Carnival Corporation and AIDA Cruises were recognized in the following categories:

Gold Climate Change Leader Award:

Carnival Corporation received top honors for its Liquefied Natural Gas (LNG) program, a fuel technology it pioneered within the cruise industry as the best readily available fuel to deliver immediate GHG reductions. The 10 LNG-capable ships Carnival Corporation currently has in operation, in addition to three more expected for delivery, will collectively represent approximately 25% of its total fleet capacity by 2028 and are adaptable for renewable fuels when they become widely available. By investing in LNG powered ships and taking other decisive climate actions, the company is producing 10+% less total GHG emissions today than 2011, its peak historical year.

Gold Technology Leader Award:

AIDA Cruises was recognized for having onboard AIDAprima the largest lithium-ion battery energy storage system in passenger shipping, with a capacity of 10-megawatt hours. Installed in 2022 and extensively tested in 2023, this innovative technology can be used to supply energy to the ship and allows it to operate in a net-zero emission mode for limited periods of time. This next-generation battery storage system is just one example of AIDA’s important efforts to reduce GHG emissions across its fleet.

Bronze Environment Leader Award:

Carnival Corporation was also awarded for its aggressive food waste reduction actions to minimize unused food across every aspect of food preparation and dining services onboard. This includes investments in innovative food waste management technologies such as biodigesters and dehydrators that naturally break down and responsibly dispose of unused food. Together, these strategies help reduce the company’s “foodprint,” delivering a 40+% reduction in food waste per person relative to its 2019 baseline. This performance surpasses the company’s 2025 goal, building increased momentum toward its 50% reduction target set for 2030.

Collectively, these recognitions underscore Carnival Corporation’s commitment to sustainability leadership and to reducing the company’s environmental impact. For more information on the company’s long-term sustainability vision and progress under its six focus areas – climate action; circular economy; sustainable tourism; good health and well-being; diversity, equity and inclusion; and biodiversity and conservation – visit Carnival Corporation’s dedicated report website, www.CarnivalSustainability.com.

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This release may include claims related to our greenhouse gas emissions reductions, goals, initiatives, accomplishments, and progress reports. Supporting data for such greenhouse gas emissions claims, including data verification information, is published in our Sustainability Reports on carnivalcorp.com/sustainability on an annual basis.

About Carnival Corporation & plc 
Carnival Corporation & plc is the largest global cruise company, and among the largest leisure travel companies, with a portfolio of world-class cruise lines – AIDA Cruises, Carnival Cruise Line, Costa Cruises, Cunard, Holland America Line, P&O Cruises (Australia), P&O Cruises (UK), Princess Cruises, and Seabourn.

Additional information can be found on www.carnivalcorp.com, www.aida.de, www.carnival.com, www.costacruise.com, www.cunard.com, www.hollandamerica.com, www.pocruises.com.au, www.pocruises.com, www.princess.com, and www.seabourn.com.

For information on Carnival Corporation’s industry-leading sustainability initiatives, visit www.carnivalsustainability.com.

Carnival Corporation Media Contacts:

Jody Venturoni, Carnival Corporation, jventuroni@carnival.com

Lucy Colonnetta Clifton, LDWW, lucy@ldww.co

Maximus is proud to be recognized as a VETS Indexes 5 Star Employer in the 2024 VETS Indexes Employer Awards. This marks the third consecutive year we have been honored by VETS Indexes for our commitment to supporting veterans and the military-connected community. We’re proud of our dedication to recruiting, hiring, retaining, developing, and supporting military veterans and their families and fostering an inclusive workplace that values the unique skills and experiences they bring to our organization.

“The extraordinary efforts of Maximus to hire, retain and support veterans and the military-connected community have earned the organization one of our highest awards,” said George Altman, president of VETS Indexes.

“Competition for the VETS Indexes Employer Awards was tougher than ever in 2024, as a record number of organizations participated. Even with hundreds of employers in the running, the veterans program at Maximus stood out from the rest. Congratulations to Maximus on this outstanding achievement!” Altman said.

Learn more about Maximus’ commitment to veterans and their families in the 2023 Sustainability Report.

Year-round, Comcast NBCUniversal is dedicated to showcasing the far-reaching impact on culture and society made by Asian American, Native Hawaiian, and Pacific Islander (AANHPI) communities. The month of May marks a special moment for us to further amplify AANHPI stories on-screen and beyond to celebrate the rich diversity of the Asian diaspora and spotlight its groundbreaking contributions to media, entrepreneurship, digital equity, education, and more.

Xfinity

Xfinity TV customers can access thousands of hours of high-quality Asian and Asian American entertainment in one curated destination via Xfinity On Demand. This year’s editorial collection theme is “Ascend,” symbolizing and celebrating the AANHPI community’s continuous efforts to rise, move forward, and expand representation on and off screen, with thoughtfully selected programming highlighting critically acclaimed and award-winning shows and films showcasing Asian talent and stories.

Special guest editors including Lee Sung Jin, director of the mega-hit series BEEF; Sarayu Blue; Malia Pyles; and Gordon Cormier offer their curations of must-see viewing recommendations. Joining the collection for the first time this year are curations from our impact partners including Asian Americans Advancing Justice – AAJC, Asian Pacific American Institute for Congressional Studies (APAICS), Asian & Pacific Islander American Vote (APIAVote), and Japanese American Citizens League (JACL), as well as recommended selections from Comcast’s Asian Pacific Americans Employee Resource Group.

For the fourth consecutive year, Comcast is collaborating with Gold House, the nonprofit collective of Asian founders, creators, and leaders dedicated to more authentic multicultural representation and societal equity. This exclusive collaboration includes AANHPI movie and TV recommendations to watch this month and the prestigious Gold House A100 List featuring high-impact cultural leaders and changemakers. We are also partnering with Center for Asian American Media (CAAM) and are proud to present seven complimentary independent AANHPI films through the collaboration with CAAMFest.

“We are thrilled to collaborate with Gold House, the Center for Asian American Media (CAAM), and our impact partners in celebration of AANHPI Heritage Month to offer our customers even more curated content this year than ever before,” said Caroline Kim, Senior Director, Multicultural Video & Entertainment, Xfinity Consumer Services.

As one of the nation’s largest distributors of multicultural programming, we are passionate about celebrating the AANHPI community year-round, with a special emphasis during this culturally important time of year to highlight the best and most diverse AANHPI programming and entertainment available to our customers.

CAROLINE KIM
Senior Director, Multicultural Video & Entertainment, Xfinity Consumer Services

Customers can also check out new networks available on the platform including AsianCrush and RetroCrush, and enable a new feature on X1 called Themes that allows them to customize the look of their device with a lucky cat, hibiscus, or yoga icons.

To supplement our collection of entertainment during AANHPI Heritage Month, on the week of April 29th, Hi-YAH! and KOCOWA were part of “Free this Week,” a program we launched last year that delivers customers more value by unlocking a new selection of free content each week from top streaming services and premium networks, with no strings attached.

All year long, Xfinity TV customers can browse and easily access this collection by saying “Asian American” into the Xfinity Voice Remote. The collection is available on Xfinity X1, Xfinity Stream, Xfinity Flex and Xumo Stream Box.

Comcast Newsmakers

This May, Comcast Newsmakers is spotlighting champions of Asian American, Native Hawaiian, and Pacific Islander (AANHPI) communities with new interviews focused on efforts to improve access to post-secondary education and expand leadership opportunities for AANHPI women. Featured guests include Noël Harmon of APIA Scholars and Sue Ann Hong of the Center for Asian Pacific American Women (CAPAW). Watch the interviews online, or say “Comcast Newsmakers” into your Xfinity Voice Remote.

NBCUniversal

NBCUniversal’s “AANHPI Amplified” campaign is showcasing the power of bold voices in Asian American Pacific Islander communities. Throughout May, NBCUniversal is featuring events and programming across their portfolio of brands to honor and uplift the cultures, resilience, and powerful contributions of the AANHPI community at NBCUniversal and across the world.

Digital Equity & Social Impact

Comcast is dedicated to advancing digital equity for all through Project UP, including AANHPI communities. We’re proud to partner with local nonprofits across the country like Boston Chinatown Neighborhood Center, which is increasing digital literacy and inclusion by providing language education and career-development resources for AANHPI adult immigrants. Our work with the Association of Chinese Americans in the Heartland Region and Southeast Asian Mutual Assistance Associations Coalition in Philadelphia supports digital skills-enhancement programs and accessibility to digital devices for AANHPI young adults and refugee communities. We’re also funding foundational digital-use programs and resources to strengthen students and underserved AANHPI communities with the Asian Counseling and Referral Service in Seattle, Asian Resources, Inc in Sacramento, and Chinese American Service League in Chicago.

Nationally, we’re teaming up with Asian Americans Advancing Justice – AAJC and the Asian Pacific American Institute for Congressional Studies to support digital inclusion initiatives and combat anti-Asian stereotypes in the media.

Our Employees

Comcast employees are celebrating AANHPI heritage across the country with local and national events exploring traditional outfits, professional development, physical and mental wellbeing, Asian cuisine, and more.

Connection Through Creation

Our Connection through Creation program highlights content creators who are using art and the Internet to create community, honor culture, and spark positive change. Stay tuned throughout the month to see inspirational artwork from Paulina Hoong and Devona Stimpson across Comcast’s social media and Xfinity platforms.

These initiatives are all part of our commitment to advance diversity, equity, and inclusion, and leverage our platforms to share the expansive identities of AANHPI communities and their impact on our company and country.

Devona Stimpson

Artist and muralist Devona Stimpson discusses the importance of AAPI representation in art and the impact Internet connectivity has made on her creative career. Follow her on social @devonastimpson. 
Watch the video here.

Paulina Hoong

Watercolor artist Paulina Hoong shares how growing up and working in her parents’ Chinese restaurant influenced her decision to create AAPI-inspired art. Follow her on social @menminmade.
Watch the video here.

Originally published on GoDaddy Resource Library

By Brenda Barron

Do you ever feel like a fraud, despite all the success and recognition that you have achieved? Do you worry that one day everyone will realize just how unqualified you are for your job or position? If so, then you may be experiencing impostor syndrome.

Impostor syndrome is an internal feeling of insecurity and self-doubt which can have major impacts on both your personal and professional life. It can cause mental health problems like anxiety, depression, or could even paralyze you with fear when faced with challenges.

Fortunately, there are steps you can take to overcome this condition and build your confidence again. Today, we’ll explore what impostor syndrome is, its symptoms and effects, as well as ways to combat it effectively.

This post also includes insights from entrepreneurs who’ve graduated from Empower by GoDaddy, our global social impact program, equipping entrepreneurs in underserved communities with training, tools and peer networks to accelerate their journeys.

Let’s define impostor syndrome

Impostor syndrome, also called impostor phenomenon or impostorism by some, is a psychological issue in which individuals are plagued with self-doubt and insecurity despite their successes. Despite the evidence of accomplishment, they feel unable to accept credit for it.

“The cost can be high if you give in to the doubt. Opportunities cannot be gained if you don’t own and believe that you are not an imposter. It can prevent you from gaining more experience or even trying. I’ve often felt like an imposter but instead of giving up or not trying, I did try. The things I didn’t know, I learned and kept moving forward. You make your reality. If you adopt the aspects of the imposter mindset, I feel that then becomes your reality.”

— Chong Mi Land, Owner of Land of Moon and Empower by GoDaddy graduate (San Diego, CA)

Impostor Syndrome is marked by a sense of inadequacy and hesitancy, leading to distressing mental states. Those affected are often unable to recognize the part their own capabilities have in their successes, instead attributing it mostly to luck or external factors. There’s an overall sense of phoniness about one’s abilities.

And it’s not an uncommon occurrence. According to a review of numerous studies conducted by the National Library of Medicine, anywhere from 9 to 82% of those surveyed experience impostor syndrome or symptoms that could be best described as such.

Likewise, Psychology Today reports that up to 70% of adults might experience “impostorism” at some point in their lives, indicating the prevalence is quite high across all groups.

“I believe that imposter syndrome can be a barrier to achieving your full potential. Giving in to the falsehoods perpetuated by that inner critical voice can hinder the growth of your self-esteem. Personal growth often arises from learning through trial and error, and if we become fixated on our mistakes, we may miss the opportunity to turn today’s successes into even greater achievements tomorrow.”

— Tanika Nelson, Owner of Nika’s Cupcake Bar and Empower by GoDaddy graduate (Baltimore, MD)

It’s important to note that having impostor syndrome does not mean you are not capable or talented; it simply means you are struggling to recognize your own worth and achievements.

The good news is that there are ways to cope with impostor syndrome and build self-confidence. But more on that in just a bit.

The history of impostor syndrome

Impostor syndrome has been around for decades, but only recently has it become a widely discussed phenomenon. In 1978, psychologists Pauline Clance and Suzanne Imes coined the term “Impostor Syndrome,” a phenomenon in which individuals with proven successes still feel inadequate or fraudulent. Since its inception, impostor syndrome has been intensely examined and is now acknowledged as an ordinary occurrence among high achievers.

The 5 types of impostor syndrome

There are five distinct types of impostor syndrome according to Valerie Ed.D, author of a book intended for high achieving women called, “The Secret Thoughts of Successful Women: Why Capable People Suffer from the Impostor Syndrome and How to Thrive in Spite of It.” These types are centered around a variety of personality traits and include the Perfectionist, the Superhero, the Natural Genius, the Soloist, and the Expert.

The Perfectionist

This best describes someone who sets impossibly high standards for themselves and feels like they can never measure up to them. They may feel like they need to be perfect in order to be accepted or successful and put in countless hours of hard work. However, it’s often never enough and this approach to life can lead to serious burnout.

The Superhero

The Superhero is someone who takes on too much responsibility and puts pressure on themselves to do everything perfectly. They may feel like they need to do it all in order to be successful.

The Natural Genius

Now, this type is someone who believes that success comes easily for others but not for them. They may feel like they don’t have what it takes to succeed and that their accomplishments are due to luck or external factors rather than their own abilities. This can create a low sense of self-worth.

The Soloist

Also referred to as The Rugged Individualist, this type describes someone who believes that they must do everything alone in order to succeed. They may feel like asking for help will make them look weak or incompetent.

The Expert

Lastly, there’s The Expert, or someone who believes that they must know everything in order to be successful. They may feel like they need to constantly prove themselves in order to be accepted or to get ahead.

No matter which type of impostor syndrome you identify with, it’s important to remember that you are capable of achieving your goals and dreams without having to live up to impossible standards set by yourself or others around you. Recognizing your strengths and weaknesses can help you build confidence in yourself so that you can achieve success without feeling inadequate or fraudulent about it.

What causes impostor syndrome?

Impostor syndrome is thought to be caused by a combination of different factors such as perfectionism, unrealistic expectations, lack of self-confidence, and the pressures of success. It can also be triggered by experiences of failure or criticism.

Additionally, certain social and cultural norms may contribute to the development of impostor syndrome. For example, in some communities, there is a strong emphasis on academic success or perfectionism that can lead to feelings of inadequacy.

College students — both undergraduate and graduate students — are often under an immense amount of pressure to perform. Securing a new job in a high-pressure field can bring on impostor feelings, too.

Ultimately, impostor syndrome is caused by a combination of internal and external factors that make it difficult for individuals to recognize their own achievements and capabilities. It’s important to be aware of these factors in order to take steps to manage and overcome impostor syndrome.

Symptoms of impostor syndrome

The impostor phenomenon can manifest itself in a variety of ways. According to Verywell Mind, some of these ways include:

Feeling like a fraud or an impostor.Constant fear of being exposed as a fraud.Believing that any success is due to luck rather than personal abilityRefusal to accept compliments or acknowledgements of accomplishmentSelf-doubt and lack of confidence in one’s abilitiesPerfectionism and an inability to complete tasks or projectsFeeling like one needs to do everything alone in order to succeedFear of failure or taking risksDifficulty celebrating successes, even small ones.Sensitivity to criticism

Individual experiences may vary, but the above is generally considered to be the basic symptoms of this mindset.

How to deal with impostor syndrome

The good news is that impostor syndrome can be managed and even overcome with the right strategies.

Self-doubt is a natural thing. When we see other people doing great things it’s easy to be in awe of that and compare ourselves to the very best. I think we do set the bar high for ourselves and even if we meet that bar, it is constantly moving higher. Imposter syndrome is a very real thing that affects many people for various reasons. I’ve often had these feelings of wondering if what I’m producing is good enough or if I’m working hard enough due to the bias against my gender and race.

— Chong Mi Land

It’s important to recognize that you are not alone in feeling this way, and it does not reflect your true capabilities or achievements. The following strategies may help you to manage and overcome impostor syndrome:

Acknowledge your feelings. It’s important to recognize that these feelings are real and valid, even if they don’t reflect reality.Develop self-compassion. Talk to yourself with kindness and understanding rather than criticism.Practice positive self-talk. Remind yourself of your accomplishments and strengths rather than focusing on your failures or weaknesses.Set realistic goals. Break down large tasks into smaller, achievable steps and focus on your long-term well-being, not just the short-term ability to push yourself to the brink.Celebrate small successes. Recognize and reward yourself for even the smallest accomplishments.Reach out for help. Seek feedback and support from those around you. Speaking with your mentors, in particular, can be helpful for recognizing your own personal growth, according to the American Psychological Association. Opting for therapeutic intervention and speaking with a mental health professional can be helpful as well.Prioritize self-care. Make time to relax, recharge, and take care of yourself.

By recognizing your feelings and taking steps to manage them, you can build confidence in yourself and achieve success without feeling fraudulent or inadequate.

I believe many entrepreneurs may struggle to fully embrace the recognition of their achievements because this challenge often stems from our initial motivations, which tend to be rooted in selflessness. We typically embark on our entrepreneurial journeys because we observe a need or possess a heightened sense of awareness, crafting our endeavors from those convictions. Consequently, when accolades and praise begin to pour in for work, as we never sought acknowledgement, it can feel foreign to us. While the recognition is undoubtedly well-deserved, it may take time for us to truly acknowledge and appreciate it.

— Tanika Nelson

With the right strategies, anyone can overcome impostor syndrome and reach their full potential in a healthy way.

Closing thoughts on impostor syndrome

Impostor syndrome is a real phenomenon that can be debilitating, but it doesn’t have to be. It’s important to recognize the signs and take steps to manage and overcome the feelings associated with it. By acknowledging your achievements and strengths, developing self-compassion, and celebrating small successes, you can move past the feeling of being a fraud or impostor and achieve success with confidence.

Remember: everyone has doubts and moments where they compare themselves to others—it’s natural. But you are capable of achieving your goals and dreams without having to live up to impossible standards set by yourself or others.

Disclaimer: This content is provided for informational purposes only, and should not be construed as legal advice from GoDaddy on any subject matter.