This episode features an interview with Angelique (Angie) Dickson, the President of the Inogen Alliance and Senior Vice President of Antea Group USA. She brings over two decades of global management and consulting experience focused on sustainability in a global climate. In this episode, Angie explores the current EHS landscape and the ways we are rethinking the future of EHS. She highlights major EHS challenges and future trends and emphasizes the need for global cooperation and agility. In addition to the conversation with Angie, we’ll hear from other EHS leaders around the world about their thoughts on rethinking EHS.
Tag: 3BL
BY PEDRO GONÇALVES FOR TETRA PAK
Originally published by Fast Company
For seven decades, Tetra Pak has led innovation in the food and beverage industry. Our commitment to solving challenges drives us to develop comprehensive solutions using cutting-edge technology. No other food and beverage company is better equipped to help in this transition.
Implementing resource-efficient equipment and sustainable food packaging through a legacy of expertise uniquely positions Tetra Pak, and our customers, to bring forth solutions that shape a brighter future. And we won’t stop collaborating towards new pathways that help feed a growing world.
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Stephanie Knight has already hit a few milestones in her five-year career at Clorox.
After helping lead our Aberdeen, Maryland, site through the beginnings of COVID-19 as the assistant plant manager, she transitioned to our Glad manufacturing facility in Rogers, Arkansas, as the plant manager — the first woman in that role and also the youngest.
“We make bleach at the Aberdeen plant, and I remember thinking on my first day that it smelled like my grandmother’s house,” Stephanie says. “I wanted to apply at Clorox because I love the brands. I’m very loyal, and whenever I think of Clorox, I think about brands that I can get behind.”
Her background in chemical engineering has enabled her to apply her expertise across multiple brands, including to her latest role leading supply chain for our Burt’s Bees business, where she helps build people-centered teams that drive outcomes in an inclusive way.
“Spoiler alert: You don’t have to be a scientist to be an engineer,” says Stephanie. “I’m the type of engineer that works on problems in operations, trying to ensure that our equipment is running better and our people are supported. I get to go to the plant in my steel toes and see where our products come to life. Getting our products into the hands of our consumers is what we’re all about.”
There’s a bit of competitive spirit behind Stephanie’s drive to succeed. “We like to be the best,” she says. “We’re the brand leaders in every category that we play in, and there’s a lot of pride that comes with that. And it’s one of the reasons why I work here. Why do something if you’re not going to be proud about it?”
Learn more about life at Clorox here.
Originally published in GoDaddy’s 2023 Sustainability Report
Cybersecurity and Data Privacy
Cybersecurity and data privacy are a top priority for GoDaddy as an operator of large internet infrastructure. We take our commitment to cybersecurity and data privacy seriously. We maintain enterprise-wide cybersecurity and data privacy programs designed to manage the risks to GoDaddy’s information systems, customer data, and personal information of our customers and employees from cyber threats, and to comply with our regulatory obligations.
Our approach to management of cybersecurity risk and data privacy obligations includes:
Board Oversight: Our Board oversees the company’s cybersecurity risk management program through its Audit and Finance Committee. The Audit and Finance Committee receives regular reports from GoDaddy’s Chief Information Security Officer (CISO) regarding the state of the company’s cybersecurity program. These reports are shared, at least quarterly, with the Board of Directors. In addition, our Corporate Audit Services team audits our privacy practices, and the results of those audits are presented to senior leadership and discussed with the Audit and Finance Committee. Updates on privacy and cybersecurity matters are also included as part of the Audit and Finance Committee’s review of the Company’s enterprise risk management efforts.
Cybersecurity Risk Management: Our management is responsible for identifying, assessing, and managing the company’s material cybersecurity risks on an ongoing basis; establishing processes designed to help ensure that potential cybersecurity risk exposures are monitored; putting in place appropriate mitigation and remediation measures; and maintaining the company’s cybersecurity programs. GoDaddy’s CISO has primary responsibility for the company’s programs for identifying, assessing, and managing the company’s cybersecurity risks. The CISO reports directly to the company’s Chief Technology Officer and regularly provides reports and updates to the company’s Chief Executive Officer on significant cybersecurity-related matters relevant to the company’s cybersecurity risk.
Privacy Program Management: Our Privacy Officer manages our Data Privacy Office and global privacy program. Our Data Privacy Office is responsible for day-to-day operations of our privacy program, including but not limited to conducting privacy impact assessments, providing training to employees, responding to data subject requests, and responding to inquiries from data protection authorities. Other personnel and departments at GoDaddy also assist the Data Privacy Office, including but not limited to the company’s Legal and Information Security teams.
Cybersecurity
We’re committed to protecting customer information from cybersecurity threats. Our information security team uses a variety of controls to protect our systems and customer information from cybersecurity threats. Some of their efforts include:
Proactive Monitoring and Assessment: We use monitoring and detection tools designed to identify and mitigate threats before they impact GoDaddy or our customers. We also regularly scan our environment to identify potential vulnerabilities.
Security by Design: Our developers are encouraged to consider cybersecurity from the initial design phase of our products to completion. We also have designed and implemented risk-based processes and procedures to conduct security reviews on new or updated applications prior to launch.
Security Frameworks: Some parts of our business are required to align with specialized frameworks, such as the Payment Card Industry Data Security Standards (PCI-DSS) for handling payment card data. Where required by our customer or other agreements, we align our practices and controls with other recognized standards such as International Organization for Standardization (ISO) 27001.
Incident Response: We have a dedicated incident response team that works with our business units and other internal and external subject matter experts to respond to potential cybersecurity incidents. In 2023, we updated our policies and procedures for reporting cybersecurity threats internally to strengthen our overall response capabilities.
Employee Training and Education
GoDaddy employees receive annual data security and privacy training through our Do The Right Thing (DTRT) compliance training. We also send alerts to employees to keep them updated on the latest security threats and host regular workshops for specific teams on privacy topics.
Data Privacy
We take a proactive approach to managing our data privacy obligations. Some of our efforts include:
Establishing Core Data Privacy Practices: We empower our customers, employees, and individual data subjects to manage their privacy preferences and exercise their privacy rights when visiting our websites, using our services, communicating with us, or working with us. Our core privacy practices are set forth in our Global Privacy Notice and related privacy policies. We apply our core practices to all individuals with whom we interact.
Global Regulatory Compliance: While we maintain a global privacy program where we apply a core set of common principles to how we handle personal data, we are mindful of local requirements and restrictions in many of the jurisdictions where we do business and have developed jurisdiction specific data privacy notices for the United States, the United Kingdom, and the European Union. From time to time, we have also adjusted our privacy practices to meet local requirements in other jurisdictions where we do business. We also follow jurisdiction-specific privacy practices relating to handling of personal data relating to our employees and job applicants.
International Data Transfers: In 2023, the U.S. and E.U. reached agreement on a new framework to allow lawful transfers of personal data from Europe to the United States (the “U.S.-E.U. Data Privacy Framework”). GoDaddy certified its compliance with this framework, as well as its compliance with the U.S. and U.K. extension to the U.S.- E.U. Data Privacy Framework. Where the Data Privacy Framework does not apply to transfers from the U.K. and E.U., we use other recognized transfer mechanisms, including standard contractual clauses.
Data Processing Agreements: In addition to our responsibilities for handling the personal data of our customers, employees, and other data subjects with whom we interact directly, we also handle personal data on behalf of our customers. In this capacity, we act as a data processor, and our customers retain primary responsibility for safely and lawfully processing personal data. Where required by our agreements or applicable laws, we enter into data processing addendums that regulate our rights and responsibilities for processing personal data on behalf of our customers.
Service Providers: Whether acting as a data controller or processor, we use service providers to process personal data when necessary or appropriate to provide our services or conduct our business. When we provide personal data to a service provider or other third-party acting on our behalf, those service providers and third parties are required to comply with our instructions and contractual restrictions in processing personal information on our behalf.
GDPR Independent Assessment: In 2023, TRUSTe independently assessed GoDaddy’s compliance with the EU General Data Protection Regulation (GDPR) and validated that GoDaddy provided evidence and other support showing that it implemented program-level measures that are designed to meet TRUSTe’s 40 GDPR Privacy Program Validation Requirements.
Privacy by Design: Our Data Privacy Office also consults with our business teams on day-to-day privacy issues, ranging from conducting privacy impact assessments (PIAs) on new business practices to participating in the earliest phases of new product designs to ensure that privacy concerns are addressed during product development. In 2023, we rolled out a new technical solution to streamline the PIA review and more closely integrate privacy reviews with engineering reviews.
Ambitions for 2024
We saw significant changes in the global privacy and cybersecurity landscape in 2023, as many jurisdictions rolled out new rules and regulations that may affect our business in the coming year. We also have seen rapid technological change as new AI and ML tools have been deployed that allow processing of personal information in new ways. In 2024, we aim to continue to adapt our privacy program and cybersecurity practices to meet evolving legal requirements and business needs in this rapidly changing environment.
To learn more, read our 2023 Sustainability Report.
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About this Report
The GoDaddy 2023 Sustainability Report details our progress toward our corporate sustainability goals, strategies, and initiatives in support of our overarching corporate mission and values. Unless otherwise noted, this report reflects our corporate sustainability performance across our global operations covering the fiscal year period from January 1 to December 31, 2023. To demonstrate our commitment to transparent communication regarding our sustainability progress, we routinely share updates through our website and our annual Sustainability Report. We welcome your questions, comments, and feedback on this report by contacting ESG@GoDaddy.com.
This report references the Global Reporting Initiative (GRI) Standards and includes select Sustainability Accounting Standards Board (SASB) metrics for the Internet Media and Services sector. We also disclose our contributions and progress toward priority UN SDGs. For additional information on how we align with these frameworks and key indicators demonstrating our sustainability performance, please review the Frameworks and Metrics section.
Pernille Lind Olsen is the President of Henkel North America.
Originally published by Forbes
Leaders may believe that circularity is difficult to implement or that it impacts the performance of products and packaging, but integrating circular practices doesn’t have to mean compromising on quality. Creating a more sustainable product typically starts in the design phase, and I have found that considering the environmental impact from the beginning makes it easier to implement responsible practices throughout production. I recommend leveraging resources like the “design for recyclability” guidelines and working with industry partners to establish best practices and share real-time results. In this way, your company can help make a strong case for the environmental and economic benefits behind circularity.
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The Chemours Company, a global chemistry company, has released its 2023 Sustainability Report, “Partnering for Progress.” The report illustrates the company’s latest achievements toward meeting its 2030 Corporate Responsibility Commitment goals.
“At Chemours, we believe in the power of partnerships to find the best solutions to the biggest challenges and the opportunities they offer to accelerate progress,” said Dr. Amber Wellman, Chief Sustainability Officer of Chemours. “By working together, and through the unique capabilities of our chemistry, we help enable important applications that deliver on societal goals, such as transitioning to clean energy, driving innovation in low global warming potential thermal management solutions, advancing electronics and electrifying transportation, progressing a greener and more inclusive future, and helping improve lives everywhere.”
Chemours organizes its sustainability strategy and goals around four pillars: Environmental Leadership, Innovation & Sustainable Solutions, Community Impact, and Greatest Place to Work for All.
Key Highlights and Achievements Include:
Environmental Leadership
Received two U.S. Department of Energy Better Plants Program awards— the Better Project award and the Better Practice award—for the second year in a rowDeveloped a framework with the Wildlife Habitat Council to conduct a nature assessment and implement a corporate-wide, nature-based initiative in 2024More than 85% of the way to achieving its 2030 absolute greenhouse gas (GHG) emissions goal, and almost 60% of the way to achieving its air and water fluorinated organic chemical (FOC) process emissions goal
Innovation & Sustainable Solutions
Invested $3 million in the Center for Clean Hydrogen at the University of Delaware as part of the Clean Hydrogen Partnership between the U.S. Department of Defense, the University of Delaware, Chemours, Plug, and the U.S. Department of Energy’s National Renewable Energy Laboratory (NREL)Achieved 48% of the company’s revenue from products that make specific contributions to the UN Sustainable Development Goals (UN SDGs)Contributed to the conversation of Green Chemistry and Sound Chemical Management by presenting at U.S. EPA-organized Asia-Pacific Economic Cooperation workshop
Community Impact
Expanded the Chemours Future of Engineering, Science, Trades and Technology School Partnership Program (ChemFEST), our middle school partnership program, at five sites in the U.S. and BelgiumDonated $350,000 to Discovery World Museum in Parkersburg, West Virginia, and announced a 10-year STEM education partnershipFunded $250,000 to the Diversity in Safety Scholarship in partnership with the National Safety Council to support students from historically marginalized backgrounds pursuing degrees at Historically Black Colleges and Universities and Hispanic Serving Institutions
Greatest Place to Work for All
Earned Great Place to Work® Certification™ in 15 global regions, representing approximately 92% of locations in which Chemours’ global workforce operatesRecognized by U.S. News & World Report as one of the Best Chemical Companies to Work For as part of its Best Companies to Work For by Industry listsImplemented a new digital solution to manage the contractor Environment, Health, and Safety (EHS) requalification process at U.S. sites for improved visibility and a streamlined process
About The Chemours Company
The Chemours Company (NYSE: CC) is a global leader in Titanium Technologies, Thermal & Specialized Solutions, and Advanced Performance Materials providing its customers with solutions in a wide range of industries with market-defining products, application expertise and chemistry-based innovations. We deliver customized solutions with a wide range of industrial and specialty chemicals products for markets, including coatings, plastics, refrigeration and air conditioning, transportation, semiconductor and consumer electronics, general industrial, and oil and gas. Our flagship products are sold under prominent brands such as Ti-Pure™, Opteon™, Freon™, Teflon™, Viton™, Nafion™, and Krytox™. The Company has approximately 6,200 employees and 28 manufacturing sites, and serves approximately 2,700 customers in approximately 110 countries. Chemours is headquartered in Wilmington, Delaware and is listed on the NYSE under the symbol CC.
For more information, we invite you to visit chemours.com or follow us on X (formerly Twitter) @Chemours or on LinkedIn.
Forward-Looking Statements and Other Information
Media contact:
media@chemours.com
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.
Margaret got her start with Yum! 34 years ago when she was hired as an assistant general manager at Taco Bell’s sister brand, Pizza Hut.
“After carrying out my responsibilities as General Manager for many Pizza Hut locations, I was placed at the busiest restaurant in Canada at the time located in Niagara Falls, Ontario, Canada. It was here where I won an award for the highest volume sales in Pizza Hut Canada and the runner up for the profitability award.”
Onto the next adventure, Margaret made her way to KFC (another sister brand to Taco Bell) Canada where she took care of all their license restaurant locations, which are usually those in movie theaters, gas stations and grocery stores. She made some fond memories as she experienced new cultures while opening KFCs in the country.
“One of the coolest places I got to travel to was Northern Canada where the Inuit tribal community lives. Chicken was very popular with the community and they often asked people flying to the bigger cities to bring buckets of chicken to them via plane. It was a no brainer to open a location there!”
After changing roles and working as a KFC Franchise Operations Consultant for 12 years, Margaret then made her way over to Taco Bell in 2016 to work in Operations. Now, as Manager of Operations, Margaret primarily supports the field a.k.a. restaurants, above restaurant leaders and franchisees.
“The Canadian Taco Bell team wears several hats. My field-facing role revolves around making sure restaurants continue to meet the Brand standards and drive sales. At the same time, I have a corporate-facing role where I oversee the data behind the programs we take part in, such as Golden Bell. The unique thing about my job is that I get to collaborate with different departments. From being part of marketing campaigns (doing voiceovers for TikTok) to looking at new restaurant development drawings, I’m in touch with all parts of the business.”
Not only does Margaret find Taco Bell to be a place where she can do what she loves, but also a place where she can be herself, once she figured out what that meant.
“My journey of finding myself was not as simple. I was married to my ex-husband for seven years and then engaged to another man before realizing my true feelings. Then, in September 2009, I married my beautiful wife, Nadine. I was scared and nervous to tell my parents, but the great news is that they ended up accepting us. The same way Taco Bell welcomed me with open arms when I joined the Brand.”
In 2009, Margaret was diagnosed with breast cancer, which was another challenge she had to overcome.
“I am proud of my journey, for it led me to who I am today. Cancer made me realize that yesterday is gone, tomorrow is never promised and to live for today. This means being the best version of yourself every day. [It] was tough, but I could not have done this without the support of my wife.”
Now, Margret continues her professional and personal journey with the support of her wife, sister-in-law, and transgender nephew. So, when asked about her legacy, Margaret says the following:
“I just want people to be inspired to do what’s right and have integrity and trust. I want to motivate those around me to be their authentic self, no matter how they identify or love. And when it comes to Yum!, I hope I’m remembered for the positive impact I had on the people I worked with, because it’s not the title on your business card that matters, it’s the legacy you leave at the Brand.”
A future defined by AI, hyper security, and constant change has brought into focus the importance of ensuring subsets of our world’s population aren’t left behind. We need to be diligent in bringing people along and to do this we are pursuing what we at Cisco can meaningfully influence – using our technology, our people, and our networks to help close the digital divide. Every individual has the right to thrive in our increasingly connected world, and four years ago Cisco codified this belief with our Social Justice Beliefs and Our Commitment to Action – our plan to actively dismantle barriers and create opportunities for underrepresented communities around the world.
As part of this, we promised to be bold and deliberate in our support of the Black community and to help Historically Black Colleges and Universities (HBCUs) flourish. America’s HBCUs are treasured institutions and cornerstones of educational excellence and cultural heritage in our country. In 2020 we showed our commitment to their future with a $150 million donation over 5 years for STEM education programs and technology modernization.
Co-innovating with HBCUs for lasting change
While Cisco’s is the single largest donation from a corporation in the history of HBCUs, our support is more than financial. We are committed to co-innovating with HBCUs to create lasting change, focusing on four foundational areas:
supporting Science, Technology, Engineering & Math (STEM) studentsbuilding technological excellencepromoting success before and beyond graduationadvancing information sharing and engagement
Together for three years now, we have been sowing seeds of innovation, inclusion, and inspiration to help Black leaders prepare to thrive in the AI era. To date, Cisco and HBCUs worked side by side with an ecosystem of Partner organizations, each leveraging unique strengths, and all dedicated to driving systemic change. Together, we:
donated $66 million in services and software to HBCUscompleted 46 National Institute of Standards and Technology (NIST) assessments and 30 technology installations at HBCUs(in doing above) preserved $1.5 billion in HBCU Title IV funding through services and software needed for the required NIST compliancelaunched the Cisco Cyber Academy at Denmark Technical Institute, a two-year HBCU located in rural Bamberg County, South Carolina.
As our partnerships with HBCUs and partner organizations mature and strengthen, our impact expands. We are looking forward to sharing an equally significant list of achievements in our fourth year!
Approaching challenges from an ecosystem perspective
More than anything, our work with HBCUs has shown the progress and possibilities we create when we approach challenges from an ecosystem perspective. The interconnectedness of our world means we are all diminished by social injustice, and that we all play a role in building a more just and inclusive future. Bringing together an ecosystem of Cisco Partners has been critical to providing HBCUs the support they need by assessing participating schools’ IT infrastructures, recommending upgrades, and donating services and equipment to ensure schools have the latest cybersecurity technology
An Inspiring Success Story: Denmark Tech’s ecosystem at work
Hearing directly from Denmark Tech President and CEO, Dr. Willie L. Todd Jr. makes what we’re doing even more compelling.
A brighter future is already evident in the Denmark Tech region – one which has historically seen limited jobs and educational opportunities. Dr. Todd focuses on his collaboration with Cisco and connections across our partner ecosystem to make sure the success story continues.
Working with Procellis, a member of the African American Cisco Partner Community (AACPC), Cisco donated equipment and services to upgrade Denmark Tech’s IT infrastructure to ensure they could meet NIST cybersecurity standards.
Cisco also connected Denmark Tech with Fusion Cyber, a company that collaborates with colleges and universities to offer comprehensive online cybersecurity training.
This career-oriented program encompasses certification, mentorship, and job coaching to equip students for careers in cybersecurity. Dr. Todd saw how the program could change the trajectory of his students’ lives and the surrounding communities they serve. He launched the training in 2021 to upskill students for jobs in the cybersecurity field, helping them create generational wealth. To date, the program has graduated 59 students including veterans, women, and other underserved groups, and plans to expand are in the works. Graduates of the program can stay in their community, positively impacting the local economy and bringing a renewed sense of hope and optimism to the region.
Security and the workforce of the future – the risks and rewards of AI
Globalization, digitization, and AI advancements have made our world progressively interconnected. While the benefits of AI are incredible to consider, so are the threats. Cybersecurity is now foundational to a safe and prosperous future for organizations around the world – including HBCUs. The World Economic Forum estimates that 3 – 4 million cybersecurity experts are needed to support the current global economy, but a critical shortage of cybersecurity specialists is creating a gap that puts the world’s digital assets at risk. Denmark Technical College is the 27th HBCU offering Cisco’s Networking Academy curriculum with programs in networking, cybersecurity, Python, and data science – all designed to build job-ready skills so that faculty and staff can both benefit from the AI economy and help protect it.
We continue to challenge ourselves to drive greater social impact knowing that with every person we train, every school we connect, every college we enable, and every community we empower, we are advancing Cisco’s Purpose to power an inclusive future for all – because inclusivity is not just a societal ideal, but a fundamental human right.
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Originally published on bloomberg.com
Hispanic and Latino/a professionals are an integral part of the workforce and deserve reciprocal support from their employers. Nearly one in five people – and one in four members of Gen Z – identify as Hispanic or Latino/a (H/L). By the end of this decade, H/L professionals will account for almost eight in 10 new workers.
At Bloomberg, we are committed to supporting our employees and creating a culture of inclusivity for all communities. From implementing fair hiring practices to developing and advancing our talent, we’re always working to promote and maintain equality and equity across the organization.
One example of our commitment is our long-standing partnership with Coqual, a leading D&I research organization. Most recently, we sponsored and hosted the launch of Coqual’s 2024 research report, More than a Monolith: The Advancement of Hispanic and Latino/a Talent.
The 2024 report, which members of various companies including Bloomberg’s Latinx Community participated in, identified critical areas for improvement and opportunities for employers to empower H/L professionals. This is how Bloomberg is doing its part.
Why H/L? We’re following Coqual’s approach by using “Hispanic and Latino/a” and the abbreviation “H/L” based on research respondents’ overall preferences in terminology.
Key findings on the H/L professional experience
Coqual’s 2024 report explores the unique challenges H/L professionals experience in the workplace. Here are a few key areas the report highlights:
Career advancement. Nearly three in five H/L professionals (57%) say they are dissatisfied with their rate of promotion.Cultural assimilation. 35% of H/L professionals avoid discussing their H/L heritage at work.Immigration. Just over one in five H/L professionals (21%) say colleagues make negative comments to them about immigration or immigrants on a regular basis.Leadership representation. Within the US workforce, 10% of managers and just 5% of executives and senior officials are identified as H/L.Retention. More than one in three H/L professionals surveyed (35%) are actively looking for a new job – and nearly one in three (31%) plan to leave their current company within a year.
The data clearly shows that there’s a lot of work to do universally, and below are a few examples of how Bloomberg supports our H/L colleagues.
How Bloomberg supports its H/L professionals
Bloomberg supports its H/L professionals by ensuring access to development and growth opportunities at every career stage, promoting real and sustained conversations about race to foster inclusion, and developing a culture of leadership accountability.
At Bloomberg, we understand that commitments are only meaningful when acted on. That’s why we’ve taken progressive steps — like enhancing onboarding and development opportunities — to create a culture of inclusivity for our H/L colleagues. These actions are not just words on a page but proof of our commitment to diversity and inclusion.
Providing HR support to DACA employees
The Global Immigration team at Bloomberg created a support community for employees with DACA status, a federal policy that allows certain foreign nationals who came to the US as children to request deferred action for two years, subject to renewal. Though deferred action doesn’t grant lawful status, it allows DACA recipients to work in the US.
Bloomberg human resources liaisons were inspired to act after hearing conversations among employees expressing feelings of isolation and fear of disclosing their status. The team created a community connecting DACA employees who volunteered their disclosure, creating a safe space to share information and practical updates on evolving federal regulations. The community is still active today.
Creating an inclusive onboarding program
Diverse teams approach challenges from different angles, and that innovation drives our business forward. We actively recruit diverse talent, hiring the best and brightest whoever and wherever they are. But we don’t stop at recruiting.
In 2022, we redesigned our onboarding program for Analytics Representatives to improve preparation for entry-level hires while increasing the diversity of incoming talent cohorts. Each annual cohort includes 15 to 30 Analytics Representatives across the three Bloomberg offices (New York, San Francisco, and Sao Paulo).
Incoming Analytics Representatives spend 12 to 24 months in their role learning about the company, its products, and the sales markets. Following their time in Analytics, most representatives transition to Sales, where they continue to receive professional development. Since not all representatives require the same level of support, the program includes various levels of visibility, including routine office hours, exposure to leadership, and feedback opportunities.
While H/L talent recruitment is not specific to this program, Bloomberg partners with Hispanic-serving academic institutions (HSIs) and Latino professional advocacy organizations like the Association of Latino Professionals for America (ALPFA) to encourage talent affiliated with these groups to explore Bloomberg’s career opportunities.
Now in its second year, the program’s initial success has led to conversations about expanding it to other global Bloomberg offices and teams, including Bloomberg’s London office team, which is piloting a similar program.
Accelerating Latino/a potential
Bloomberg launched GOAL (Growth, Opportunity, Access, Leadership) in 2016, an enterprise-wide program that provides underrepresented groups with development support and visibility to accelerate their potential.
The program is designed to provide bespoke growth, exposure, and networking opportunities to its participants, as well as access to a Bloomberg mentor/sponsor and an external career coach. GOAL is also designed with a tiered structure that ensures every employee from an underrepresented group, regardless of title, performance, potential, or tenure, has an engagement, development, or advancement opportunity open to them.
In an interview with Bright Networks, Sangita Clarke, Global Diversity Talent Specialist at Bloomberg, shared that GOAL’s aim is “to elevate this group of high-performing, high-potential talent and provide them with growth opportunities.”
How we stay accountable
At Bloomberg, we recognize the importance of acknowledging H/L professionals’ unique challenges and will continue addressing them. We also recognize that accountability is necessary for progress.
To hold our organization accountable, we set aspirational targets and measure and track the progress of our diversity initiatives through weekly and quarterly reports shared with senior leaders and diversity champions across the company.
While our work is far from done, our efforts are producing results.
Learn more about Bloomberg’s actions in promoting ethnic diversity.
CHARLOTTE, N.C., June 25, 2024 /3BL/ – Global education leader Discovery Education today announced that it is offering elementary educators nationwide the unique opportunity to participate in the development of its latest product, Mystery Writing by Discovery Education, through a free, year-long trial. Individual educators interested in claiming their free trial can visit the Mystery Writing website here.
Mystery Writing engages students in grades K-5 with “wow!” content that captivates young learners and builds their confidence in writing. Featuring no prep, open-and-go lessons, Mystery Writing helps multi-subject elementary educators quickly and easily provide students with differentiated lessons that explicitly teach the writing process. Mystery Writing’s innovative approach combines subjects of high interest to students with step-by-step written, visual, and auditory directions to ensure no young writer experiences the dreaded “fear of the blank page.”
Educators participating in the free trial will receive access to the current collection of genre units and essential skills lessons created for grade 3-5 classrooms. Following their use of Mystery Writing materials, educators will be asked to share qualitative and quantitative feedback on their experience using the lessons. This feedback will be used in real time to refine current and future lessons. This process replicates the iterative process used to create the CODiE Award-winning Mystery Science by Discovery Education, the most widely used K-5 science program in the United States, per Rand.
“Discovery Education has long prided itself on incorporating the educator voice into the design of our award-winning products,” said Discovery Education’s Chief Product Officer Pete Weir. “The innovative approach we are taking to building and refining Mystery Writing ensures that the final product will be effective, easy to use, and loved by teachers and students alike. We encourage any elementary school educator to claim their free trial and let their voice be heard.”
For more information about Discovery Education’s award-winning digital resources and professional learning solutions visit www.discoveryeducation.com and stay connected with Discovery Education on social media through X (formerly Twitter), LinkedIn, Instagram, TikTok, and Facebook.
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About Discovery Education
Discovery Education is the worldwide edtech leader whose state-of-the-art digital platform supports learning wherever it takes place. Through its award-winning multimedia content, instructional supports, innovative classroom tools, and corporate partnerships, Discovery Education helps educators deliver equitable learning experiences engaging all students and supporting higher academic achievement on a global scale. Discovery Education serves approximately 4.5 million educators and 45 million students worldwide, and its resources are accessed in over 100 countries and territories. Inspired by the global media company Warner Bros. Discovery, Inc. Discovery Education partners with districts, states, and trusted organizations to empower teachers with leading edtech solutions that support the success of all learners. Explore the future of education at www.discoveryeducation.com.
Contact
Stephen Wakefield
Discovery Education
Phone: 202-316-6615
Email: swakefield@discoveryed.com