Discover strategies for elevating in-house food safety training in SCS Global Services’ “Train the Trainer” webinar, where you’ll explore engaging instructional approaches and expert tips for effectively conveying essential protocols to your team, fostering compliance and proficiency. Join Denise Webster, SCS’ VP of Food Safety, Training & Consulting to learn how to enhance your training sessions, cultivate a culture of food safety, and empower your staff to maintain top-notch standards in food handling and hygiene.

REGISTER HERE FOR THE WEBINAR

By registering, you will get access to the webinar recording.

For inquiries, contact:

Shyama Devarajan 
Senior Marketing Manager, SCS Global Services 
sdevarajan@scsglobalservices.com

Company’s 2023 corporate sustainability report announces development of Scope 3 emissions reduction roadmap, operationalized through its employee-driven emissions reduction Carbon Out programIncreased diversity and inclusion efforts saw $410 million spent to support diverse and small businesses, and an increase of 43.7% in total employee volunteer hours compared to 2022

Baker Hughes (NASDAQ: BKR), an energy technology company, released its 2023 corporate sustainability report Wednesday, outlining progress in advancing sustainability through improved performance in its environmental, social and governance (ESG) metrics. Specifically, the Company reported a reduction of Scope 1 and 2 emissions by 28.3% from its baseline in absolute emissions.

“We are driving transformative and meaningful change to address the urgency and scale required for a sustainable energy development that balances the needs of today, with the needs of the future,” Baker Hughes Chairman and CEO Lorenzo Simonelli said. “That change starts with us, and I am proud of our progress in 2023. By leveraging sustainable practices, we have reduced carbon intensity of our operations, while enabling our customers and partners to meet their sustainability goals using our low-carbon and new energy solutions. Sustainability is a key differentiating capability for Baker Hughes and remains critical to our purpose of taking energy forward.”

“At Baker Hughes, sustainability is directly tied to our corporate strategy and creates long-term value through improved ESG performance and better resilience against climate risks. Through our sustainability strategy – executed across our corporate framework of people, planet, and principles – we have continued to operationalize sustainability, turning our net-zero ambitions into actions,” said Baker Hughes Chief Sustainability Officer Allyson Anderson Book. “Our people remain central contributors to taking energy forward, and I am particularly excited about our employee-driven initiatives like Carbon Out through which we are empowering our 58,000 employees to advance sustainability.”

Key highlights of Baker Hughes’ sustainability performance in 2023 include:

Absolute emissions reduction of 28.3% in Scope 1 and Scope 2 greenhouse gas emissions compared to 2019 baseline year: In 2023, Baker Hughes achieved Scope 1 and 2 emissions reductions through operational efficiency, energy efficiency initiatives, fleet electrification, and increased electricity from renewable and zero-carbon sources. Additionally, 29.8% of its electricity came from zero-carbon sources.Quantified emissions footprint of its products: The Company advanced its emissions reductions journey by quantifying emissions throughout lifecycle stages of its products and incorporating the data into product development process. It reported completing over 300 life cycle assessments – over a 600% increase from last year – which allows for a transparent and granular view on carbon emissions of its products.Scope 3 emissions roadmap: In 2023, Baker Hughes committed to an internal Scope 3 goal and created an emissions reductions roadmap to identify strategic levers to accelerate Scope 3 emissions reductions across all categories. Through its Carbon Out program – a unique, internal company-wide initiative to take carbon out of its operations – the Company has focused on categories with highest emissions footprints and is providing tools, training, and resources for employees to drive down Scope 3 emissions.Improvement in Diversity, Equity, and Inclusion (DEI) performance: The Company has released its annual DEI report concurrently, which highlights progress in each of its five DEI strategic goals of diverse workforce, inclusive culture, supplier diversity, customer relationships, and community partnerships. In 2023, women employees increased by 0.4% (year on year) to 19.5%, women in STEM background increased by 2.1% to 14.2% and people of color in representation increased by 2.2% to 38.3%.Increased community volunteerism: In 2023, our global employees volunteered in their communities across multiple geographies, resulting in a 43.7% increase in total volunteer service hours to 39,064. Our total community in-kind and cash contributions totaled $64 million.Employees’ health and safety are a top priority: Baker Hughes is committed to upholding the highest standards of health, safety, and environment (HSE). In 2023, the company reported a 34.5% increase in HSE observations compared to last year, with average hours of HSE training for employees increased by 16.2%

As one of the first companies in its industry to make a public commitment to reduce our operational emissions by 50% by 2030 and achieve net-zero by 2050, Baker Hughes is on track to achieve its goals and remains transparent in its reporting with two separate reviews of its annual sustainability report – internal audit as well as an independent accounting firm.

Baker Hughes’ corporate sustainability report is prepared using the Global Reporting Initiative (GRI) standards and the Greenhouse Gas Protocol (GHG) as the foundation of our report. The Company also provides reporting indices for the Task Force on Climate-related Financial Disclosures (TCFD) and Sustainable Accounting Standards Board (SASB). Baker Hughes is also a participant of the UN Global Compact Initiative – a voluntary leadership platform for the development, implementation, and disclosure of responsible business practices.

Learn more about its sustainability commitments and performance by accessing the full 2023 Corporate Sustainability Report here.

About Baker Hughes:
Baker Hughes (NASDAQ: BKR) is an energy technology company that provides solutions to energy and industrial customers worldwide. Built on a century of experience and conducting business in over 120 countries, our innovative technologies and services are taking energy forward – making it safer, cleaner, and more efficient for people and the planet. Visit us at bakerhughes.com.

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For more information, please contact:

Media Relations
Adrienne M. Lynch
+1-713-906-8407

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Motorola Solutions is proud to be named to the Women Tech Council’s 2024 Shatter List, joining a leading group of companies dedicated to fostering a culture that promotes equality within the tech industry.

The Shatter List recognizes technology companies that are committed to breaking the glass ceiling in their workplace by removing barriers that prevent women from advancing in their careers. The list is compiled by scoring companies on four factors critical to building inclusive cultures, including:

Executive engagement (active involvement from the CEO, executive team and all leadership)Company leadership initiatives (women in technical leadership positions, women in all levels of the company and more than one woman on the executive team)Community investment (active participation with the broader community to expand understanding and share best practices regarding culture and inclusion)Formal internal programs (defined programs to support women internally)

Our inclusion in the Shatter List underscores the impact of our initiatives and our long-standing belief that inclusion fuels our innovation and drives our success. And we know the work does not stop, as we continuously evaluate and enhance our programs to ensure they are meaningful, impactful and create lasting change.

We celebrate the thousands of women who are solving for safer at Motorola Solutions and building a more equitable tech industry each and every day.

At CNH increasing productivity for its customers in a sustainable way is a key priority. They are investing in alternative propulsion, fuel use/input cost reductions, and other innovative technologies, and this is just the tip of the iceberg.

To this end, CASE Construction Equipment, a brand of CNH, has broken new ground to deliver the first certified sustainable roadshow in the UK. They created a video and photo gallery to document how this milestone was reached during a two-day event in Derbyshire, in central England.

The event featured a line-up of electric construction machinery as well as a variety of other carbon reducing initiatives, including sustainable waste management.

A roadshow featuring heavy construction machinery inevitably has an impact on the land, so after the show the site was restored to its original condition. CASE’s achievements were independently recognized with the ISO 20121 certification – a methodology first applied at the 2012 London Olympics – which rewards sustainable event organization.

To find out more and view the video and photo gallery, visit: bit.ly/BreakingNewGround_en

Originally published by Baker Tilly

Authored by Robert Moczulewski, Jeronimo Aldrete

On April 30, 2024, the Treasury Department and the IRS released the final regulations for section 6418, detailed in the Federal Register. These regulations are designed to clarify how the elective transfer of tax credits under section 6418 should be implemented.

General rules and definitions

The general rules and definitions for the proposed section 1.6418-1 outlined the guidelines for transferring eligible tax credits. Any definitions that did not receive specific feedback from commenters during the consultation process were adopted as initially proposed in this Treasury decision.

Eligible taxpayer

Section 6418(f)(2) of the Internal Revenue Code defines an “eligible taxpayer” as any taxpayer not specifically excluded under section 6417(d)(1)(A), encompassing individuals and entities subject to any U.S. internal revenue tax, whether they have an income tax obligation or not. The regulations solidify this definition, rejecting proposals to include taxpayers solely under U.S. territory taxation, thereby aligning closely with the traditional definition provided in section 7701(a)(14). Moreover, clarifications about partnerships partly owned by “applicable entities” confirm that such partnerships qualify as eligible taxpayers if they haven’t elected to be treated as applicable under certain credits like sections 45Q, 45V or 45X. These partnerships are thus entitled to transfer the full number of eligible credits linked to their owned properties, though limitations may apply if partners are tax-exempt or government entities.

Eligible credit property

Section 6418(a) allows eligible taxpayers to elect to transfer all or specified portions of an eligible credit associated with any of their eligible credit properties for any taxable year. The term “eligible credit property” is defined as the unit of property owned by an eligible taxpayer from which the amount of an eligible credit is derived, according to proposed section 1.6418-1(d). This definition is crucial as it identifies the specific properties that can generate transferable tax credits. Proposed sections 1.6418-1(d)(1) through (11) specify what constitutes an eligible credit property for each of the 11 eligible credits, aligning each property type with the corresponding tax credit provision, such as energy properties under section 48 or qualified facilities under section 45. These details ensure that the rules for registration and election for credit transfer are tightly coupled with the inherent requirements of each eligible credit type.

Paid in cash

Section 6418(b)(1) mandates that any consideration paid by a transferee taxpayer to an eligible taxpayer for the transfer of tax credits must be made in cash. This requirement is detailed in proposed section 1.6418-1(f), where “paid in cash” is specifically defined to include payments made in United States dollars through various methods such as cash, check, cashier’s check, money order, wire transfer, Automated Clearing House (ACH) transfer, or other bank transfers that make funds immediately available. Furthermore, these payments must occur within the timeframe starting from the first day of the eligible taxpayer’s taxable year when the specified credit portion is determined and ending on the due date for completing a transfer election statement.

Specified credit portion

Section 6418(a) allows eligible taxpayers to elect to transfer any portion of an eligible credit related to their eligible credit property. The term “specified credit portion” is defined in proposed section 1.6418-1(h) as any proportionate share, including the entirety, of an eligible credit linked to a single eligible credit property, as specified in the transfer election. This definition includes both the base eligible credit and any bonus credit amounts that contribute to the total eligible credit calculated for a property. Consequently, the regulations stipulate that an eligible taxpayer cannot separate bonus credit amounts from the base credit for individual transfer (horizontal credit transfer). Instead, taxpayers are permitted only to transfer entire eligible credits or portions thereof, which encompass proportionate shares of any bonus amounts (vertical credit transfer).

Rules for making transfer elections

General rules for making a transfer election

Under section 1.6418-2, the regulations outline an approach for eligible taxpayers who want to transfer their tax credits. Key aspects include:

Specificity of elections: Each transfer election must be specific to a single eligible credit property. This requirement ensures precise accounting and tracking of transferred credits. For instance, if a taxpayer has eligible credits from two different properties, they need to file separate elections for each property, ensuring clarity and compliance with the tax laws.Multiple transfers: Taxpayers are allowed to make multiple transfer elections within a single tax year, provided the sum of these transfers doesn’t exceed the total credit amount determined for any given property. This flexibility allows taxpayers to strategically manage their tax liabilities by distributing credit portions to different transferees as needed.

The upcoming section “Manner and due date of making transfer election” provides more details.

Special rules for different ownership scenarios

Ownership of the credit can vary, and the regulations adapt to these variations by offering specific guidelines:

Diverse ownership structures: The rules accommodate credits owned through various structures such as disregarded entities, undivided interests, members of consolidated groups, and entities like partnerships and S corporations. This ensures that all types of business structures can effectively manage their tax credits according to their specific ownership conditions.Trust ownership: In situations where a trust holds the eligible credit property, the regulations specify that the grantor or the person treated as the owner according to section 671 of the Code is responsible for making the transfer election. This clarification helps in situations where the ownership might be split or indirect, as is often the case with trusts.

Restrictions on making transfer elections

Certain restrictions apply to ensure the integrity of the transfer process:

Prohibition on progress expenditures: Credits associated with progress expenditures are ineligible for transfer. This rule prevents the premature transfer of credits for projects that are not yet completed, ensuring that the credits claimed and transferred are firmly grounded in completed and operational projects.Requirement for cash considerations: The transfer of credits must involve cash considerations. This requirement is in place to avoid complications that might arise from non-cash considerations such as property exchanges or services, which could complicate the valuation and transfer process.Eligibility based on credit determination: A transfer election can only be made for credits that are directly determined in relation to the taxpayer making the election. This prevents the transfer of credits that the taxpayer does not have a direct claim to, such as those that might be attributed to another party due to specific contractual arrangements or legislative provisions.

Manner and due date of making a transfer election

The final regulations define the manner and due dates for making transfer elections of tax credits by eligible taxpayers, ensuring compliance and streamlining the process. Here’s a detailed explanation of these provisions:

General requirements for transfer elections

According to the final regulations, each eligible taxpayer must make a transfer election for specified credit portions based on each single eligible credit property. This means that if a taxpayer has eligible credits associated with multiple properties, a separate transfer election is required for each property. This stipulation ensures that each property’s credits are handled distinctly, allowing for clearer accountability and administration of the credits.

Special rules for certain eligible credits

For specific types of credits, particularly those under sections 45, 45Q, 45V, and 45Y, the election must be made separately for each facility and for each taxable year during the credit’s effective period. For example:

Section 45 and 45Y credits: Elections must be made annually for each of the 10 years beginning on the date the facility was originally placed in service.Section 45Q credits: Elections are required for each of the twelve years starting from when the carbon capture equipment was placed in service.

These rules ensure that credits are meticulously tracked and managed throughout the operational life of each facility, reflecting the ongoing eligibility for these credits based on continued compliance and performance.

Manner of making a valid transfer election

Making a valid transfer election involves several documentation and procedural requirements:

Tax return filing: The election must be made as part of the annual tax return process, which includes filing a properly completed relevant source credit form for the taxable year in which the credit was determined.Form 3800, General Business Credit: This form, or its successor, along with a schedule showing the amount of eligible credit transferred for each property, must be attached.Transfer election statement: Detailed in proposed section 1.6418-2(b)(5), this statement is essential for the election process.Registration number: The registration number obtained during the pre-filing registration must be included on the relevant credit source form. This number ties the election to a specific credit property and helps track the transfer accurately.

These regulations aim to facilitate an organized and transparent approach to transferring tax credits, ensuring that all procedural and documentation requirements are met to maintain the integrity and intended benefit of the tax incentives. This approach helps manage and monitor the flow of credits, ensuring they are correctly attributed and utilized in accordance with the law.

Due date and original return requirement of a transfer election

The final regulations specify the due date and requirements for making a transfer election of tax credits under section 6418, ensuring clarity and compliance:

Timing of election: The election to transfer any portion of an eligible credit must be made no later than the due date (including any extensions) of the tax return for the year in which the credit is determined. The earliest a transfer can be initiated is 180 days after the enactment of section 6418.Original return requirement: The transfer election must be filed on an original return, not an amended return or through an administrative adjustment request (AAR). This includes a superseding return, which is a return filed after the originally filed return but before the due date (including extensions). This ensures the election is part of the formal tax reporting for that fiscal year without any retrospective changes except for correcting factual errors.

Restrictions on amended returns and adjustments

No new elections on amended returns: Transfer elections cannot be initiated or withdrawn through an amended return or AAR. However, if there is a numerical error in a properly claimed transfer election, such as a miscalculation of the credit amount or a typographical mistake in the registration number, it can be corrected on an amended return or by filing an AAR.Correcting errors: An amended return or AAR can be used to correct errors on the original return where a transfer election was made if those errors could potentially deny the transfer election. This allowance helps to rectify mistakes that could affect the validity of the election without impacting the integrity of the original transaction.

Implications of corrections on transfers

Adjustments affecting credit amounts: If adjustments made on an amended return or AAR result in changes to the amount of the eligible credit: 
Increase in credit amount: If there’s an increase in the eligible credit amount upon correction, it must be reported on the amended return but cannot be applied retroactively to increase the transferred credit amounts previously elected. 
Decrease in credit amount: Reductions in credit amounts first apply to any retained credits by the eligible taxpayer and then proportionally reduce the amounts transferred to transferees. If multiple transferees are involved, the reduction is distributed on a pro rata basis.

Transfer election statement

Definition and documentation: A transfer election statement is a document that outlines the transfer of a specified credit portion between an eligible taxpayer and a transferee. This document must be labeled as a “transfer election statement” and attached to the tax returns of both the transferring and receiving parties.Content requirements: The statement must include the following.Identification information for both the transferee and eligible taxpayer.Detailed calculations and information necessary for the transferee to account for the transferred credit portion related to the eligible credit property.An attestation confirming that the parties are not related as defined by sections 267(b) or 707(b)(1) of the Tax Code.Confirmations from both parties regarding compliance with all relevant requirements to make a valid transfer election.Notifications of any recapture requirements applicable under section 6418(g)(3) and associated regulations.A statement from the eligible taxpayer affirming that all required documentation has been provided to the transferee.Authority and consent: The statement must be signed under penalties of perjury by someone authorized to legally bind the eligible taxpayer and must include written consent from a similarly authorized individual on the transferee’s side.

Timing and validity of the transfer election statement

Timeliness: The transfer election statement must be completed and submitted no later than the due date (including extensions) of the eligible taxpayer’s tax return for the year in which the credit is determined.Documentation standards to transferee: The statement must meet minimum documentation standards, which include validation of the eligible credit property’s existence, proof of compliance with bonus credit requirements, and evidence of qualifying costs or production activities related to the credit.

Additional considerations

Flexibility in documentation: Any document, including a partnership agreement, can serve as a transfer election statement if it meets the outlined requirements. This provides flexibility in how agreements are documented and formalized.Ongoing responsibilities: Even after transferring credits, the original eligible taxpayer retains responsibility for any increased credit amounts applicable due to prevailing wage and apprenticeship requirements. This ensures that compliance and accountability remain with the party initially claiming the credit.

Transferee treatment of eligible credit

Taxable year: The regulations reemphasize specific transfer timing of eligible tax credit depends on the tax years of both the eligible taxpayer and transferee taxpayer and not on the placed in service date of an eligible credit. The transferee taxpayer cannot take into account the eligible credit until its first taxable year ending after the date of the eligible taxpayer’s taxable year in which the eligible tax credit is placed in service.No gross income: There will be no recognition of gross income for the difference between the tax credit claimed and the cash paid for the eligible credits.Transferee taxpayer treated as eligible taxpayer: Rules applicable to sections 38 and 469 passive activity rules will apply to the transferee taxpayer regarding passive credit rules. Limited application of material participation and grouping rules could apply in specific circumstances where the transferee taxpayer owns an interest at the time the eligible tax credit work is completed. This assumes that the transferee taxpayer is not related to the eligible taxpayer within the meaning of sections 267(b) and 707(b)(1).

These regulations aim to ensure that all transfer elections are conducted with due diligence and proper documentation, safeguarding the integrity of the tax credit transfer process and ensuring that both parties adhere to statutory and regulatory requirements.

Interested in learning more? Connect with a Baker Tilly IRA specialist.

May 14, 2024 /3BL/ – Points of Light, a nonpartisan, global nonprofit organization that inspires, equips and mobilizes millions of people to take action that changes the world, today announced The Civic 50 honorees of 2024. Since 2012, The Civic 50 program has recognized the 50 most community-minded companies in the nation and has become the preeminent corporate social impact recognition program.

For the twelfth year, the top 50 companies recognized are leading the way in employee volunteering and community investment. Combined, the companies have engaged more than 450,000 employees to volunteer more than 6.5 million hours in their communities. In external volunteering, that’s twice the average for U.S. companies not in The Civic 50 (40% compared to 20%) [1].

In a time when the formal volunteering rate in the U.S. dropped 7 percentage points and the U.S. surgeon general has declared a loneliness epidemic, increasing the rate of individuals volunteering is critical not only to the health of communities but also individuals’ social connectedness and mental well-being. Ninety percent of this year’s honoree companies have a formal strategy to leverage community engagement to promote health and wellbeing among employees in coordination with their HR department.

Additionally, companies recognized through The Civic 50 contribute over five times the cash and in-kind donations to charitable causes compared to the average U.S. company, as a percentage of revenue (.69% versus .12%) [2]. Together, these leading organizations have donated more than $1.5 billion in financial resources and over $2.6 billion in in-kind goods and services to support charitable causes.

“Companies play a vital role in communities by creating opportunities to strengthen and connect their community members,” said Jennifer Sirangelo, president and CEO, Points of Light. “The Civic 50 honorees demonstrate the many ways business can integrate social impact work throughout their business practices and employee engagement. They show us how to create vibrant, thriving communities. Congratulations to all the 2024 honorees.”

The Civic 50 Honorees of 2024 are: Adobe Inc., Aflac, Aramark, Ares Management, Blue Cross and Blue Shield of Louisiana, Blue Cross Blue Shield of Massachusetts, Blue Shield of California, Caesars Entertainment, Capital One, Charles Schwab & Co., Inc., Citi, Comcast NBCUniversal, Comerica Bank, CSAA Insurance Group, a AAA Insurer, Delta Air Lines, Dow, Inc., DTE Energy, Elevance Health, Entergy Corporation, Freeport-McMoRan, General Mills, Inc., Hasbro, Inc., Health Care Service Corporation, Hewlett Packard Enterprise, John Deere, Kellanova, KeyBank, KPMG LLP, Liberty Mutual Insurance, Old National Bank, PDS Health, Pacific Life, PIMCO, Point32Health, Prudential Financial, Inc., Regeneron Pharmaceuticals, Inc., RTX, Standard Chartered Bank, Steelcase, Subaru of America, Inc., Tapestry, Inc., Tata Consultancy Services, TEGNA, The Hershey Company, Toyota North America, UnitedHealth Group, Unum Group, UPS, Vertex Pharmaceuticals, Wynn Resorts, Limited.

“Delta Air Lines is honored to be recognized by Points of Light as one of the top community-minded companies in America as a 2024 Sector Leader and honoree of The Civic 50. Giving back has been core to the Delta culture for nearly 100 years, and our Delta employees and volunteers are a driving force for positive change in communities where we live, work and serve. At Delta, we are committed to connecting communities and caring for the planet and the people within it.” Tad Hutcheson, Managing Director of Community Engagement, Delta Air Lines.

“The Civic 50 inspires organizations to use their financial and social capital to mobilize efforts that help drive positive societal impact,” said Brandee McHale, Head of Community Investing & Development, Citi and President, Citi Foundation. “At Citi, we see our 12 years of inclusion on this list as a reflection not just of the positive impact that we’ve had on the communities we serve, but of the importance of leveraging the breadth of the firm’s capabilities and people to help put lasting solutions on the map.”

The Civic 50 Sector Leaders & Volunteer Award  

Financial Sector Leader: KeyBankInformation Technology Sector Leader: Tata Consultancy ServicesHealthcare Sector Leader: Blue Cross Blue Shield of MassachusettsIndustrials Sector Leader: Delta Air LinesUtilities Sector Leader: Entergy CorporationConsumer Staples Sector Leader: The Hershey CompanyMaterials Sector Leader: Dow, Inc.Consumer Discretionary Sector Leader: Tapestry, Inc.Telecommunications Sector Leader: TEGNAVolunteer Leader Award: The Hershey Company – This award recognizes the company for having the leading volunteering culture and embracing volunteerism as a priority for supporting and collaborating with their community.Strategic Volunteering Award: PDS Health – This award recognizes the company for their strategic efforts to drive impact by engaging employees through pro bono and skills-based and volunteer initiatives. 

“Hershey is committed to business excellence, long-term resilience and making a positive impact for the planet and people,” said Leigh Horner, chief sustainability officer for The Hershey Company. “Our philanthropic giving programs and employee volunteerism are key pillars of the strong culture that enables us to delight consumers with our beloved snacking brands.”

On July 16 at 1 pm ET, Points of Light will host a special webinar and release a report with additional key insights, trends and benchmarking data collected from this year’s honorees.

The Civic 50 program creates a roadmap for companies committed to using their time, talent and resources to drive social impact in their business and communities. Honorees are companies with annual U.S. revenues of at least $1 billion and are selected based on four dimensions of their corporate citizenship and social impact programs: investment of resources and volunteerism, integration across business functions, institutionalization through policies and systems, and impact measurement.

The Civic 50 survey is administered by True Impact, and the results are analyzed by VeraWorks. The survey instrument consists of quantitative and multiple-choice questions that inform the scoring process. The Civic 50 is the only survey and ranking system that exclusively measures corporate community engagement. To learn more about The Civic 50, visit pointsoflight.org/civic50survey or email civic50@pointsoflight.org.

[1], [2] US data from Giving in Numbers, 2023 by CECP. 

About Points of Light  

Points of Light is a nonpartisan, global nonprofit organization that inspires, equips and mobilizes millions of people to take action that changes the world. We envision a world in which every individual discovers the power to make a difference, creating healthy communities in vibrant, participatory societies. Through 145 affiliates across 39 countries, and in partnership with thousands of nonprofits and corporations, Points of Light engages 3.7 million people in 16.7 million hours of service each year. We bring the power of people to bear where it’s needed most. For more information, visit pointsoflight.org.

Originally published on HR Dive

By Kristy Lilas

Kristy Lilas is vice president of diversity, inclusion and belonging at GoDaddy.

In an era that champions self-advocacy as a pathway to professional success, it is important to recognize that it can only go so far, especially for people from marginalized communities. For individuals facing biases — both unconscious and systemic — the expectation of self-advocacy can pose unique challenges and create complex team dynamics.

Personal biases and institutional barriers hinder the ability of these employees to navigate the often-suggested pathways of self-promotion. In fact, some studies have shown that Black employees are penalized for self-promotion versus people with other identities. Recognizing these disparities is the first step in creating a more inclusive and equitable work environment for all.

Advocacy means championing oneself and others
At work, this often involves finding opportunities to educate others and develop one’s capabilities. But it can also vary from person to person: For some, meaningful advocacy is volunteering for or being recommended for stretch projects. For others, it might mean speaking up or creating space for their voice.

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Read the full article on HR Dive here

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Empowering through Equity & Inclusion: A GoDaddy Series – At GoDaddy, we make apps and services that our worldwide community of entrepreneurs can relate to and that serve our mission of empowering entrepreneurs everywhere, making opportunity more inclusive for all. Our people and culture reflect and celebrate that sense of diversity and inclusion in ideas, experiences and perspectives. But we know that’s not enough to build true equity and belonging in our communities. That’s why we prioritize integrating diversity, equity, inclusion and belonging principles into the core of how we work every day. This article is part of the Empowering through Equity & Inclusion thought leadership series that reflects on how organizations can strive for more equitable and inclusive workplaces – as well as communities.

Originally published on HR Dive

By Kristy Lilas

Kristy Lilas is vice president of diversity, inclusion and belonging at GoDaddy.

In an era that champions self-advocacy as a pathway to professional success, it is important to recognize that it can only go so far, especially for people from marginalized communities. For individuals facing biases — both unconscious and systemic — the expectation of self-advocacy can pose unique challenges and create complex team dynamics.

Personal biases and institutional barriers hinder the ability of these employees to navigate the often-suggested pathways of self-promotion. In fact, some studies have shown that Black employees are penalized for self-promotion versus people with other identities. Recognizing these disparities is the first step in creating a more inclusive and equitable work environment for all.

Advocacy means championing oneself and others
At work, this often involves finding opportunities to educate others and develop one’s capabilities. But it can also vary from person to person: For some, meaningful advocacy is volunteering for or being recommended for stretch projects. For others, it might mean speaking up or creating space for their voice.

.

.

.

Read the full article on HR Dive here

###

Empowering through Equity & Inclusion: A GoDaddy Series – At GoDaddy, we make apps and services that our worldwide community of entrepreneurs can relate to and that serve our mission of empowering entrepreneurs everywhere, making opportunity more inclusive for all. Our people and culture reflect and celebrate that sense of diversity and inclusion in ideas, experiences and perspectives. But we know that’s not enough to build true equity and belonging in our communities. That’s why we prioritize integrating diversity, equity, inclusion and belonging principles into the core of how we work every day. This article is part of the Empowering through Equity & Inclusion thought leadership series that reflects on how organizations can strive for more equitable and inclusive workplaces – as well as communities.

Dow ranked #79 on the list, moving up 10 places from last year, and is the highest-ranking manufacturing company to make the list.

MIDLAND, Mich., May 14, 2024 /3BL/ – Great Place To Work® and Fortune have recognized Dow (NYSE: DOW) as one of the Fortune 100 Best Companies to Work For® for the fourth consecutive year, moving up 10 places from #89 last year to #79.

Dow is also the only materials science company to be recognized and the highest-ranking of the four manufacturing and production companies to make the list.

The 100 Best Companies to Work For list is the only recognition that focuses on how employees feel about their workplace. Great Place To Work evaluates confidential feedback from employees, matching against HR Data, practices, policies and cultural attributes from participating companies. Only companies with consistently high survey responses across the 60 statements that comprise the Trust Index™ Survey are honored with placement on the list.

“We’re honored by this continued recognition that reflects the feedback from our dedicated team,” said Jim Fitterling, Dow chair and CEO. “Earning a place on this list for the fourth year reaffirms the impact of a strong commitment to our ambitious goals and enduring values. It inspires us to keep enhancing the employee experience at Dow as we continue to drive value creation and shared success for all our stakeholders. A sincere thank you to our leaders for continuing to foster an environment where all people feel valued, proud and inspired to work at Dow.”

The Fortune 100 Best Companies to Work For List is highly competitive. Great Place To Work, the global authority on workplace culture, selected the list using rigorous analytics and confidential employee feedback from more than 1.3 million U.S. employees. Companies are only considered for the list if they are Great Place To Work Certified™ organizations with 1,000 or more employees in the U.S.

“This recognition exemplifies our dedication to a more inclusive, diverse and equitable Dow,” said Alveda J. Williams, Ph.D. “Our unrelenting commitment to create a better workplace for all set us apart in 2023. It will continue to differentiate us and serve our stakeholders in the years to come.”

Great Place To Work is the only company culture award in the world that selects winners based on how fairly employees are treated. Companies are assessed on their ability to create a great employee experience that cuts across race, gender, age, disability status, or any aspect of employee identity or job role.

Through the 2023 cycle, Dow was certified as a Great Place To Work in 13 countries and ranked on 10 national Best Workplaces™ lists. Additionally, for the first time in 2023, Dow was named a Great Place To Work® and Fortune World’s Best Workplace.

“When people ask about what sets the Best Companies apart from their competitors, it’s one key ingredient: trust,” says Michael C. Bush, CEO of Great Place To Work. “When employees trust their leaders, their colleagues, and the organization, they become empowered to reach their full potential.”

About Dow 
Dow (NYSE: DOW) is one of the world’s leading materials science companies, serving customers in high-growth markets such as packaging, infrastructure, mobility and consumer applications. Our global breadth, asset integration and scale, focused innovation, leading business positions and commitment to sustainability enable us to achieve profitable growth and help deliver a sustainable future. We operate manufacturing sites in 31 countries and employ approximately 35,900 people. Dow delivered sales of approximately $45 billion in 2023. References to Dow or the Company mean Dow Inc. and its subsidiaries. Learn more about us and our ambition to be the most innovative, customer-centric, inclusive and sustainable materials science company in the world by visiting www.dow.com.

For further information, please contact:

Sarah Young 
989-638-6871 
syoung3@dow.com

X: https://twitter.com/DowNewsroom 
Facebook: https://www.facebook.com/dow/ 
LinkedIn: http://www.linkedin.com/company/dow-chemical 
Instagram: http://instagram.com/dow_official

SOURCE The Dow Chemical Company

Dow ranked #79 on the list, moving up 10 places from last year, and is the highest-ranking manufacturing company to make the list.

MIDLAND, Mich., May 14, 2024 /3BL/ – Great Place To Work® and Fortune have recognized Dow (NYSE: DOW) as one of the Fortune 100 Best Companies to Work For® for the fourth consecutive year, moving up 10 places from #89 last year to #79.

Dow is also the only materials science company to be recognized and the highest-ranking of the four manufacturing and production companies to make the list.

The 100 Best Companies to Work For list is the only recognition that focuses on how employees feel about their workplace. Great Place To Work evaluates confidential feedback from employees, matching against HR Data, practices, policies and cultural attributes from participating companies. Only companies with consistently high survey responses across the 60 statements that comprise the Trust Index™ Survey are honored with placement on the list.

“We’re honored by this continued recognition that reflects the feedback from our dedicated team,” said Jim Fitterling, Dow chair and CEO. “Earning a place on this list for the fourth year reaffirms the impact of a strong commitment to our ambitious goals and enduring values. It inspires us to keep enhancing the employee experience at Dow as we continue to drive value creation and shared success for all our stakeholders. A sincere thank you to our leaders for continuing to foster an environment where all people feel valued, proud and inspired to work at Dow.”

The Fortune 100 Best Companies to Work For List is highly competitive. Great Place To Work, the global authority on workplace culture, selected the list using rigorous analytics and confidential employee feedback from more than 1.3 million U.S. employees. Companies are only considered for the list if they are Great Place To Work Certified™ organizations with 1,000 or more employees in the U.S.

“This recognition exemplifies our dedication to a more inclusive, diverse and equitable Dow,” said Alveda J. Williams, Ph.D. “Our unrelenting commitment to create a better workplace for all set us apart in 2023. It will continue to differentiate us and serve our stakeholders in the years to come.”

Great Place To Work is the only company culture award in the world that selects winners based on how fairly employees are treated. Companies are assessed on their ability to create a great employee experience that cuts across race, gender, age, disability status, or any aspect of employee identity or job role.

Through the 2023 cycle, Dow was certified as a Great Place To Work in 13 countries and ranked on 10 national Best Workplaces™ lists. Additionally, for the first time in 2023, Dow was named a Great Place To Work® and Fortune World’s Best Workplace.

“When people ask about what sets the Best Companies apart from their competitors, it’s one key ingredient: trust,” says Michael C. Bush, CEO of Great Place To Work. “When employees trust their leaders, their colleagues, and the organization, they become empowered to reach their full potential.”

About Dow 
Dow (NYSE: DOW) is one of the world’s leading materials science companies, serving customers in high-growth markets such as packaging, infrastructure, mobility and consumer applications. Our global breadth, asset integration and scale, focused innovation, leading business positions and commitment to sustainability enable us to achieve profitable growth and help deliver a sustainable future. We operate manufacturing sites in 31 countries and employ approximately 35,900 people. Dow delivered sales of approximately $45 billion in 2023. References to Dow or the Company mean Dow Inc. and its subsidiaries. Learn more about us and our ambition to be the most innovative, customer-centric, inclusive and sustainable materials science company in the world by visiting www.dow.com.

For further information, please contact:

Sarah Young 
989-638-6871 
syoung3@dow.com

X: https://twitter.com/DowNewsroom 
Facebook: https://www.facebook.com/dow/ 
LinkedIn: http://www.linkedin.com/company/dow-chemical 
Instagram: http://instagram.com/dow_official

SOURCE The Dow Chemical Company

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