Tag: 3BL

BATTLEBORO, N.C., and CHARLOTTE, N.C., April 24, 2024 /3BL/ – Forging a new path forward into 2024 and beyond, SEE (NYSE: SEE) and Ossid have launched a new global partnership to provide case-ready processors a total solution for their tray overwrapping machinery and material needs. The combination of equipment, materials and services from SEE and Ossid will allow customers to achieve operational efficiency and sustainability goals and objectives for fresh protein producers.

Under this new partnership, customers will be able to purchase from SEE a complete tray overwrap solution that includes machinery from Ossid and trays and film from SEE. This collaboration combines SEE’s expertise in sustainable food packaging material and Ossid’s deep portfolio of packaging machinery. Both brands are well-positioned to consult and advise on each other’s products and services to recommend the best packaging solution for customers’ specific applications.

“This innovative partnership between SEE and Ossid really builds upon the strengths of each brand to create an experience for customers that provides the best of both solutions in a coordinated way,” said Jason Angel, Global Vice President of Sales and Business Development, Flexibles and Trays, ProMach. “The advantages that this partnership brings to customers are clear: SEE and Ossid can specify all the equipment needed for specific tray overwrapping applications and do so in a streamlined process. When we can come together with a company that has the vision and creative ingenuity of SEE to jointly share knowledge to help customers package and deliver their products more efficiently, everyone wins.”

“SEE and Ossid are experts in food packaging and equipment and this partnership, creates a synergy between the two companies that will ultimately benefit our customers in a meaningful way,” said Tobias Grasso, President of the Americas Region at SEE. “We are excited to partner with Ossid and look forward to offering our customers a total solution for their tray overwrapping needs.”

The sustainable total solution combines Ossid’s tray overwrapping equipment, and SEE’s industry standard SES film. The Ossid NextGen 500E is compatible with the CRYOVAC® brand compostable overwrap tray, the first compostable tray in the market designed to run on existing industrial food processing equipment. All of this is provided to the customer via a streamlined, combined, expert-driven purchase and after-market service that creates meaningful benefits to processors and consumers.

The NextGen 500E and 500im are two of Ossid’s leak resistant end seal overwrap packaging solutions. Designed with a small footprint to maximize floor space, the 500E utilizes a gripper chain system that produces tightly wrapped packages, while the 500im reaches speeds up to 35 packages per minute.

For more information on the SEE / Ossid strategic partnership, visit https://www.sealedair.com/ or https://www.ossid.com/.

About Ossid

Ossid is the industry leader for leak-resistant tray sealing for case-ready products, flexible packaging for healthcare, horizontal thermoform, fill and seal equipment, weigh/price labeling equipment, flow wrappers, vacuum chamber, and case scales. Catering to customers of all sizes around the world, Ossid’s packaging solutions are ideal for fresh and processed meats, produce, convenience foods, consumer goods, and medical devices. Ossid is a master distributor for Reepack, both are product brands of ProMach, a global leader in packaging line solutions. As part of the ProMach Flexibles & Trays business line, Ossid helps our packaging customers protect their reputation and grow the trust of their consumers. ProMach is performance, and the proof is in every package. Learn more about Ossid at www.ossid.com and more about ProMach at www.ProMachBuilt.com.

About SEE

Sealed Air Corporation (NYSE: SEE), is a leading global provider of packaging solutions that integrate sustainable, high-performance materials, automation, equipment and services. SEE designs, manufactures and delivers packaging solutions that preserve food, protect goods and automate packaging processes. We deliver our packaging solutions to an array of end markets including fresh proteins, foods, fluids and liquids, medical and life science, e-commerce retail, logistics and omnichannel fulfillment operations, and industrials. Our globally recognized solution brands include CRYOVAC® food packaging, LIQUIBOX® liquids systems, SEALED AIR® protective packaging, AUTOBAG® brand automated packaging systems, and BUBBLE WRAP® brand packaging. In 2023, SEE generated $5.5 billion in sales and has approximately 17,000 employees who serve customers in 115 countries/territories.

www.sealedair.com

About ProMach

ProMach is a family of best-in-class packaging solution brands serving manufacturers of all sizes and geographies in the food, beverage, pharmaceutical, personal care, and household and industrial goods industries. ProMach brands operate across the entire packaging spectrum: filling and capping, flexibles, pharma, product handling, labeling and coding, and end of line. ProMach also provides Performance Services, including integrated solutions, design/build, engineering services, and productivity software to optimize packaging line design and deliver maximum uptime.

ProMach designs, manufactures, integrates, and supports the most sophisticated and advanced packaging solutions in the global marketplace. Its diverse customer base, from Fortune 500 companies to smaller, privately held businesses worldwide, depends on reliable, flexible, technologically advanced equipment and integrated solutions. ProMach is headquartered near Cincinnati, Ohio, with manufacturing facilities and offices throughout the United States, Canada, Mexico, Brazil, Europe, United Arab Emirates, and China. For more information about ProMach, visit www.ProMachBuilt.com.

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Inigo Fraser Jenkins| Co-Head—Institutional Solutions

Alla Harmsworth| Co-Head—Institutional Solutions; Head—Alphalytics

Three mega-forces seem set to dominate the investment landscape for the next decade or longer, with major implications for the macro regime and portfolio design.

Each of these far-reaching forces—climate change, demographics and deglobalization—is significant in its own right. Where they’re likely to interact in a directionally similar way, they have the power to reshape financial outcomes, creating a new world for investors to navigate.

Macro Mega-Forces and the Impact on Economic Growth

Generally speaking, we think that one key implication of these mega-forces is a lower baseline level of economic growth. Here’s a brief overview of each force and how it could play into growth prospects.

Demographics: The global population of working-age people has peaked and is set to decline in coming decades. Boosting labor participation could help counter the decline, but a relatively small share of workers are in scope for extended careers, and efforts to raise retirement ages have been controversial.

Also, a growing need for long-term care could impair productivity by crowding out research and development or infrastructure spending while requiring a growing share of people engaged in the care sector, which doesn’t contribute to measurable growth. Artificial intelligence (AI) has the potential to boost productivity, which could help offset demographics.

Climate Change: The growth effect of climate change may be the hardest force to assess, given the diverse variables from rising temperatures to migration pressure and resource conflict. Focusing here on rising temperatures alone, accumulated research implies that this would likely depress growth, though with a very uneven impact across regions and countries—and a materially worse outcome for poor countries.

Could the response to climate change help growth too? One possible avenue is investment in the energy transition, including a sizable amount of government spending that could offset some extent of negative growth forces. However, research suggests that this impact would likely be smaller than some of the downward forces—and subject to sustained capital expenditures globally.

Deglobalization: The retreat of the long era of globalization will likely continue. There’s general dissatisfaction with globalization in the internal politics of developed economies, and relations between the US and China—two major global players—are hardening. This will likely push down on growth rates and corporate margins.

Deglobalization can affect growth through declining trade, a fragmenting of the global labor force and reduced capital mobility, along with possible secondary forces such as political instability and geopolitical conflict. Deglobalization would likely be tempered by a partial partitioning of countries into trade blocs, but overall it dampens the growth outlook.

We’re often asked whether the onset of AI could improve productivity enough to offset these macro forces. It might, but the impact would have to be at the top of the range of historical improvements under economic regimes. So, building in such expectations would take a significant step.

Higher Inflation Is Likely over a Strategic Horizon 

In our view, all three mega-forces have direct implications for inflation, but both inflationary and deflationary forces are at work over strategic horizons (Display).

The impact of demographics is hotly debated, with Japan often cited as an example of the first country to see a rapid, sustained aging followed by deflation. But this example has been relatively isolated—in coming decades, nearly all regions should see such a demographic change.

Increased labor bargaining power from deglobalization and a greater focus on the social element of ESG imply a higher wage path. Deglobalization also increases inflation by reducing firms’ ability to engage in labor-cost arbitrage. And it unwinds aspects of the supply chain infrastructure that were developed in recent decades, a trend that increases input costs.

Climate change has a route to drive higher inflation through higher input costs to energy and the need to fund the global energy transition, though the impact may wane over time. Once the required infrastructure for renewable power generation has been installed, economies could become somewhat delinked from commodity prices.

AI introduces plausibly deflationary forces, but we maintain our view that equilibrium inflation will remain above the pre-pandemic level, given the influence of the other large macro forces at work that point to higher inflation.

The Link of the Government Debt Burden to Mega-Forces

In addition to the mega-forces we’ve described, there’s also the question of whether governments attempt to monetize their debt. Because this is a question of future policy decisions, we see it as somewhat apart from the other forces acting on inflation—but there is a link.

So far, the massive buildup of public-sector debt in developed economies hasn’t mattered, because the combination of favorable demographics and deglobalization has helped drive debt costs down. Now that the cost of debt has risen, sustainability could become a much bigger issue.

The debt/GDP ratio for developed economies is the same today as it was at the end of WWII. However, there was a need to rebuild the capital stock in that earlier era, and the population in these economies was much younger, so there was a way to grow out of the burden. That would seem much harder to do now, given the likely growth constraints. As a result, inflating away the debt problem might be the more attractive path out of this impasse.

Macro Volatility Likely to Retrace Higher

The pre-pandemic period saw an unusually large decline in the volatility of macro variables, especially with respect to inflation. If some of this decline was a result of globalization helping to cushion against inflation shocks, we would expect a retracing to a somewhat higher level of inflation volatility. GDP volatility has been more episodic but was still below the pre-pandemic average.

The forces we discuss imply a generally higher level of macro volatility. One reason is that governments will likely play a larger role in economies in the post-pandemic era. Also, migration can magnify political uncertainty, and there’s more risk of extreme weather events occurring. In the background, the end of the post-WWII US-led order implies more economic risk.

Margins Likely to Fall…and the US Stands to Lose More

Corporate profitability has been very high, especially in the US. There is somewhat of a cyclical element to this trend, but a likely structural component exists too. In the long run, we see no good societal reason why the higher margins of recent years (Display) should be maintained, though AI could delay the mean reversion.

Key influences are likely to include greater labor-bargaining power, rising effective corporate tax rates, the loss of efficiency and knowledge transfer due to declining global trade, and a fading of the flattening effect of mega-cap efficiency on cap-weighted corporate margins.

As a result, we expect the US after-tax profit share to decline back to its long-run average. Other regions and countries haven’t seen the same sustained increase in profit share, so the case for downward mean reversion is weaker elsewhere. Profit share is one area where the US has more to lose.

Expect Real Interest Rates to Remain Very Low

If real interest rates reflect expectations of future economic growth, our lower-growth outlook implies that real rates are set to remain low.

Could the retirement and savings drawdown of retiring Baby Boomers imply an upward rate path instead? We think that upward pressure may be offset somewhat by the younger cohorts’ greater need to save, wealth creation in Asia over the past four decades and the opening up of China’s economy. These economies have shown a very high propensity to save, which has plausibly pushed yields down.

There can clearly be very large cyclical fluctuations in real rates, with 2022 a recent case in point. However, from a strategic viewpoint, the possible forces collectively at work imply that—at the very least—investors should not expect a secular rise in real yields. On balance, our view is that they stay very low (Display).

Implications for Strategic Asset Allocation

An environment of higher (but not unanchored) inflation, lower economic growth, and lower margins isn’t a bearish conclusion for investors, but it demands a response in strategic asset allocation. For investors with known nominal liabilities, the yield increase over the last two years is an opportunity to de-risk. But investors who need to protect the purchasing power of liabilities would need to take on more risk.

In a baseline outcome, equities would still deliver a positive real return, despite lower real growth and margins. Higher inflation implies a greater need for other real assets versus a traditional 60/40, including inflation-protected bonds and physical real assets such as commodities, infrastructure and real estate. So, for investors who need to protect the purchasing power of their portfolio, equities should be an anchor position. Diversifiers and other return sources, such as private assets, can be added around stocks.

The good outcome represents a dampened return experience from the pre-pandemic era, albeit with somewhat lower growth and constraints on how much further risk premia can compress.

The hardest outcome is the bad scenario where inflation rises, real growth falls and risk premia rise—essentially stagflation, with neither equities nor nominal bonds enhancing portfolio returns. This implies the need for a more extreme shift into physical real assets, gold and inflation-protected bonds. We also think that factor strategies, such as free-cash-flow yield, should be considered.

The views expressed herein do not constitute research, investment advice or trade recommendations and do not necessarily represent the views of all AB portfolio-management teams. Views are subject to revision over time.

Learn more about AB’s approach to responsibility here.

(Coastal Conservation Association Florida issued the following news release.)

The partners will release 50 slot-sized redfish in Bay County to support stock enhancement and kick off the 2024 Redfish Film Fest

PANAMA CITY, Fla., April 18, 2024 /3BL/ – Coastal Conservation Association Florida (CCA Florida), the state’s leading organization dedicated to marine fisheries conservation, education and advocacy, will join the Duke Energy Mariculture Center and the Florida Fish and Wildlife Conservation Commission (FWC) to kick off the 2024 Redfish Film Fest and release 50 hatchery-reared, adult redfish (averaging 18 to 27 inches in length) off the waters of Bay County on Thursday, in effort to combat the decreasing population along Florida’s West Coast.

In recent years, the redfish population has drastically declined as a result of water quality issues and loss of habitat. To counteract these effects, CCA Florida and its partners have taken a proactive approach to habitat restoration, water quality initiatives, fisheries management and restocking efforts for one of Florida’s most sought-after inshore fish, the redfish.

“Every redfish released brings us another step closer to repopulating one of Florida’s most iconic fisheries,” CCA Florida Executive Director Brian Gorski said. “Together with our dedicated partners, we are proud to continue conserving and protecting Florida’s marine resources along the West Coast and help launch this year’s Redfish Film Fest.”

The latest restocking efforts for the nonprofit-corporate partnership are part of a multifunctional and multiyear strategy to rebuild and maintain game fish stocks, and releasing adult, slot-sized redfish makes a quicker impact to the fishery as it significantly increases the chances for spawning.

“Duke Energy Florida has a long-standing relationship with Florida Fish and Wildlife Conservation Commission and CCA Florida. Together we’re making a powerful impact protecting the state’s natural resources,” said Melissa Seixas, Duke Energy Florida state president. “We understand that environmental stewardship is vital to the success of local economies and critical to the communities we serve.”

In the past five years with support from FWC, CCA Florida and Duke Energy have released nearly 450,000 redfish and spotted seatrout (4 to 30 inches) along Florida’s East and West Coasts to help provide abundant recreational fishing opportunities.

“We are proud to support the collaborative restocking efforts of our valued partners, CCA Florida and Duke Energy,” said FWC Executive Director Roger Young. “Ensuring the sustainability of our redfish population is crucial for conserving this important species and allowing us to continue to enjoy Florida’s resources.”

The release is scheduled for Thursday, April 11 at 12 p.m. at Destination Panama City, 101 West Beach Drive, Panama City, FL 32401. Together, the partners will release about 50 slot-sized redfish from the Duke Energy Mariculture Center. FWC Executive Director Roger Young, FWC Chief Conservation Officer George Warthen along with state and local government officials are scheduled to attend.

About CCA Florida

The Coastal Conservation Association (CCA) was founded in 1977 after drastic commercial overfishing along the Texas coast decimated redfish and speckled trout populations. One of 19 state chapters, CCA Florida became the fifth state chapter in 1985. A 501(c)3 non-profit, the purpose of CCA is to advise and educate the public on conservation of marine resources. Through habitat restoration projects, water quality initiatives and fisheries advocacy, CCA Florida works with its over 18,000 members including recreational anglers and outdoor enthusiasts to conserve and enhance marine resources and coastal environments. Join the conversation on Facebook or learn more at ccaflorida.org.

About Duke Energy

Duke Energy (NYSE: DUK), a Fortune 150 company headquartered in Charlotte, N.C., is one of America’s largest energy holding companies. The company’s electric utilities serve 8.4 million customers in North Carolina, South Carolina, Florida, Indiana, Ohio and Kentucky, and collectively own 54,800 megawatts of energy capacity. Its natural gas unit serves 1.7 million customers in North Carolina, South Carolina, Tennessee, Ohio and Kentucky.

About FWC

Florida Fish and Wildlife Conservation Commission’s mission is to conserve fish and wildlife resources for their long-term well-being and the benefit of people. Florida’s fish and wildlife belong to the people of Florida, and the FWC is entrusted to take care of these precious resources. The FWC protects and manages more than 575 species of wildlife, over 200 native species of freshwater fish and more than 500 native species of saltwater fish while balancing these species’ needs with the needs of approximately 19 million residents and the millions of visitors who share the land and water with Florida’s wildlife. Learn more at myfwc.com.

Media contact: Audrey Stasko 
Media line: 800.559.3853 
Twitter: @DE_AudreyS

CCA Florida Contact: Mary Hillyer Peelen Walther 
Phone: 407.617.0604 
Email: mhpwalther@ccaflorida.org

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Cummins

The journey of energy transition which we are all in is not an easy one. There is not one answer that suits all. As the energy transition becomes a higher priority, we can explore key ways in which we can prepare ourselves to navigate the energy future. 

Explore more videos from our series ‘The Future of Energy [simplified]’ – a video series that provides answers to your most frequently asked questions about the energy transition.

About Cummins Inc.

Cummins Inc., a global power solutions leader, is comprised of five business segments – Components, Engine, Distribution, Power Systems and Accelera by Cummins – supported by our global manufacturing and extensive service and support network, skilled workforce and vast technological expertise. Cummins is committed to its Destination Zero strategy, which is grounded in the company’s commitment to sustainability and helping its customers successfully navigate the energy transition with its broad portfolio of products. The products range from advanced diesel, natural gas, electric and hybrid powertrains and powertrain-related components including filtration, aftertreatment, turbochargers, fuel systems, valvetrain technologies, controls systems, air handling systems, automated transmissions, axles, drivelines, brakes, suspension systems, electric power generation systems, batteries, electrified power systems, hydrogen production technologies and fuel cell products. Headquartered in Columbus, Indiana (U.S.), since its founding in 1919, Cummins employs approximately 75,500 people committed to powering a more prosperous world through three global corporate responsibility priorities critical to healthy communities: education, environment and equality of opportunity. Cummins serves its customers online, through a network of company-owned and independent distributor locations, and through thousands of dealer locations worldwide and earned about $735 million on sales of $34.1 billion in 2023. See how Cummins is powering a world that’s always on by accessing news releases and more information at https://www.cummins.com/.

© 2024 Cummins Inc. All rights reserved.

Las Vegas Sands

As part of Women’s History Month 2024, Sands recently welcomed Cynt Marshall, CEO of the Dallas Mavericks, as a guest speaker for the In Focus DEI Conversation Series, which provides corporate Team Members with perspectives from diverse leaders in the corporate, nonprofit and public sectors.

With the same majority shareholder ownership, the Dallas Mavericks and Sands enjoy a “first cousin” relationship, as Marshall and series leader and moderator Ron Reese, chair of the company’s diversity, equity and inclusion (DEI) council, discussed during the session.

Sands invited Marshall to share her journey to assuming one of the top leadership positions in professional basketball and her work to build inclusiveness in a top sports organization and corporate America

Marshall drew on stories from her 2022 book, “You’ve Been Chosen: Thriving Through the Unexpected,” which chronicles her journey in overcoming a turbulent childhood, overt and subtle racism in her career, and a life-threatening battle with cancer. Like the book, the In Focus session exuded the effervescent positive outlook and deep wisdom Marshall cultivated through these experiences and her enduring faith.

Marshall joined the Dallas Mavericks as CEO in 2018. Though she was the first Black woman to become a CEO in the National Basketball Association – a milestone that should have been widely celebrated – her appointment on the heels of diversity issues in the Mavericks’ organization brought more skepticism around her ability to succeed than accolades.

Yet, under Marshall’s leadership, the Dallas Mavericks organization has become an award-winning, best-in-class operation – marking another challenge she overcame.

Marshall brought extensive leadership experience to the Mavericks, particularly in the area of DEI. Before joining the team, she served in a variety of positions, including as chief diversity officer, with AT&T during her 36-year tenure. After leaving AT&T, she founded her own consulting company to guide corporate clients on DEI issues and organizational change.

Marshall had been working with a leading global corporate client to develop and implement a strategy for institutionalizing an inclusive culture when Mavericks owner Mark Cuban called about an “opportunity.” Originally intending to turn it down, the chance to make an impact in changing organizational culture was too enticing to pass up.

“He (Cuban) told me, ‘I need a leader. I need someone who could transform cultures.’ I went home, prayed about it, talked to a lot of different people and just said, yes. I just felt called to do it … even though I didn’t know the business of basketball. He told me don’t worry about that. He told me his request was to create a great place to work. Together, we laid out a vision and a set of values.”

With this roadmap, the Dallas Mavericks organization continues to set the standard for workplace culture, innovation and corporate social responsibility, and is a two-time recipient of the NBA’s Inclusion Leadership award.

Marshall and Reese kicked off the In Focus session by discussing the value of observances such as Women’s History Month and Black History Month.

“Women and Black people have contributed a lot to this country and to this world,” Marshall said. “We don’t always recognize the amazing contributions of these groups of people … These months are an opportunity to appreciate just the richness and diversity of the people who make this country great.”

Marshall talked about facing career challenges as she was often the first woman, the first Black person or the first Black woman in a role. From pressure to change her appearance to the way she spoke, Marshall complied in the early years of her career. At one pivotal point, however, she took a stand.

On the cusp of becoming an officer at AT&T, she was told she had to change her hair and name (because what is the name Cynt, she was told) and lower her speaking voice when she assumed the position.

“So when it got to that point, I just told (the hiring leader) … I feel like you’re fundamentally trying to change who I am,” Marshall said. “And I actually knew that wasn’t the company that I worked for – but that’s where she was going with it, so I turned it down.”

Marshall’s commitment to authenticity paid off. After a call from the chairman of AT&T, she officially accepted.

“He said, ‘Let’s start all over again. I know exactly who you are.’ And he described me to a tee. He said, ‘That’s the person who we want to walk into our doors as an officer tomorrow.’ And he gave me this great pep talk. And then he offered me the job again. And I said yes. And I love to tell that story.”

Marshall relayed the experience as an example of strong leadership and recognizing the value of authenticity and diversity.

“I like that story because it shows the powerful words of a leader, and how a leader can actually free somebody into being themselves, which is what we all want,” she said. “We want people to walk in the door as their authentic self every day and give us the best of what they have to offer.

“That’s one of our values at the Mavericks, along with character, respect, authenticity, fairness, teamwork and safety, both physical and emotional safety. That’s why the authenticity piece is so important to me, because somebody gave me the okay to be me and to bring my full self to work.”

When Marshall began the challenging work of turning around the Mavericks organization, she relied on the vision of leadership she formed in witnessing and practicing great leadership.

“It’s simple for me; it’s three Ls,” Marshall said. “If I want to be an effective leader, I need to do these three things: listen to the people, learn from the people and love the people. And that’s what I did, I listened to these people. I met with every single employee in the first 90 days. I just wanted to know who they were. I wanted to learn from them. I wanted to get to know them and love them as people.”

Beyond the three Ls, the turnaround required deep organizational changes, including upheaval in the leadership team.

“We had no women in permanent leadership positions, or people of color. We very quickly formed a diverse group of people.”

She shared the success of these changes as a call to action for all companies. “We need women at the table we’re on. If you want to get it right, you need to have everybody at the table, including women. My team is 50% women now. I’m very, very proud of that.”

Through all of the challenging experiences Marshall has faced in her life and career, three things have been her sustaining strengths: her faith, her family and having purpose.

“I am a woman who is driven by purpose,” she said. “And I believe that I am here for a purpose. And there are some things that I need to get done to fulfill my mission on this Earth. I believe that for all of us. I’m very optimistic because the way I describe it – I have receipts.

“My husband is battling cancer right now. And he just had a stem cell transplant a couple of weeks ago. And I remain optimistic because I have receipts. I got through domestic violence as a child. I got through my dad breaking my nose. I got through four second-trimester miscarriages, and a daughter who died at six months, and the Lord blessed us to adopt four amazing kids, three of them totally abandoned, abused and neglected.

“And I look at their stories and what they’ve gone through – those are my receipts. I’ve gone through cancer myself. My husband had brain damage. And they said he would never walk or talk again. He’s 95% back to normal. I just know it’s going to work out, somehow that God and great people always, always show up. I don’t hide what’s important to me. I know it’s all going to work out. So that’s what I do.”

The In Focus DEI Conversation Series for Sands corporate Team Members is one of the company’s core DEI programs, which aim to build a collaborative and integrated environment in the workplace and at the company’s resorts by removing systemic barriers and creating opportunities for underrepresented groups.

For more information on the company’s DEI initiatives, read the latest ESG report: https://www.sands.com/resources/reports/.

Organizing large-scale music festivals is often associated with significant environmental challenges. Festivals can generate massive amounts of waste, from attendees discarding single use-items like plastic cups and food containers, to emitting high levels of Co2 emissions from the generators powering each stage.

AEG’s Goldenvoice is challenging convention by pioneering sustainable practices in festival organizing and utilizing its three-day music festival in Long Beach, CA, Cali Vibes, as a blueprint for greening their own festival operations.

Now for the second consecutive year, Goldenvoice’s Cali Vibes, has partnered with Three Squares Inc., a Los Angeles-based environmental consulting firm, to develop a comprehensive sustainability program aimed at reducing emissions, minimizing waste, educating attendees and staff, and fostering eco-friendly practices throughout its operations.

Welcoming 25,000 fans per day, Cali Vibes allowed sustainability to take the main stage by adopting the following green initiatives:

Food Waste Reduction – All extra food at the festival was donated to local community shelters. Additionally, roughly 20% to 30% of the food vendors at Cali Vibes provided vegan menu options, with all vendors required to offer at least one vegetarian option.Reusable Cup Program: Through its partnership with r.World, the festival utilized r.Cup reusable cups and eliminated approximately 300,000 single-use plastic cups. Water was served in aluminum cans, and refill stations were located throughout the festival.Reducing Energy: To reduce on site energy consumption, Cali Vibes sourced Overdrive Energy Solutions’ battery power stations to capture solar energy to power light towers in parking lots, merch stations and bathroom zones. Energy efficient lighting systems relied on battery-powered LED lights. By sourcing locally-produced renewable diesel to power generators and heavy equipment, Cali Vibes eliminated 43 tons of carbon emissions at this year’s festival.Reducing Emissions: The festival promoted public transit use by offering attendees free or discounted public transit rides through a partnership with L.A. Metro. Festival organizers also implemented a “no idling” rule to reduce emissions by requiring cars and gas-powered golf carts to be turned off when not in motion.

In addition to greening its festival operations, the team at Goldenvoice partnered with AEG’s Social Impact department to nurture the next generation of environmental stewards by hosting an AEG Futures event at the festival. The career program brought together [50] underrepresented high school and college students to learn about sustainability-focused career opportunities available in live entertainment. The program offered students a chance to learn from industry experts about career opportunities, meet sustainability vendors who spoke to them about the specific Cali Vibes initiatives, participate in mentoring sessions, and explore the festival grounds, fostering a deeper understanding of sustainable practices in the live music space.

CNH recently welcomed the UK’s Italian Ambassador, Inigo Lambertini, along with the Director of the London Office ITA – Italian Trade Agency, Mr. Giovanni Sacchi and the Italian diplomatic delegation at the company’s plant in Basildon, Essex, a center of excellence for alternative fuel technology. Institutional stakeholders were welcomed by Andrea Paulis, CNH Group Treasurer & Head of EMEA Institutional Relations, Sean Lennon, Vice President New Holland Agriculture Europe and Mike Simpson, Chief Executive – Bennamann and CNH Ag. Renewable Energy Leader. 

The institutional visit was an opportunity to discuss the company’s net zero farming vision, where biomethane plays a key role, and to deep dive into their range of sustainable technologies and advanced agricultural machinery, such as the New Holland Agriculture T6 Methane Power.

This year the Basildon plant celebrates 60 years of manufacturing, an ideal time for the Ambassador and his delegation to get to grips with CNH’s latest innovations.

With the Ambassador’s visit, CNH upholds its firm commitment to sustainable innovation for farming, whether in Essex, or around the globe.

CNH recently welcomed the UK’s Italian Ambassador, Inigo Lambertini, along with the Director of the London Office ITA – Italian Trade Agency, Mr. Giovanni Sacchi and the Italian diplomatic delegation at the company’s plant in Basildon, Essex, a center of excellence for alternative fuel technology. Institutional stakeholders were welcomed by Andrea Paulis, CNH Group Treasurer & Head of EMEA Institutional Relations, Sean Lennon, Vice President New Holland Agriculture Europe and Mike Simpson, Chief Executive – Bennamann and CNH Ag. Renewable Energy Leader. 

The institutional visit was an opportunity to discuss the company’s net zero farming vision, where biomethane plays a key role, and to deep dive into their range of sustainable technologies and advanced agricultural machinery, such as the New Holland Agriculture T6 Methane Power.

This year the Basildon plant celebrates 60 years of manufacturing, an ideal time for the Ambassador and his delegation to get to grips with CNH’s latest innovations.

With the Ambassador’s visit, CNH upholds its firm commitment to sustainable innovation for farming, whether in Essex, or around the globe.

NEW YORK, April 23, 2024 /3BL/ – The National Diversity Council (NDC) and Tri-State Diversity Council (TSDC) will host its annual National Asian American Native Hawaiian & Pacific Islander (AANHPI) Leadership Summit on Tuesday, March 28, 2024 from 10:30 a.m.-2:30 p.m. ET at New York Life Insurance, 51 Madison Avenue, New York, NY 10010. The 2024 Women in Leadership Symposium theme, “Advancing AANHPI Leadership: Value, Virtue & Visibility,” will bring together AANHPI leaders who will help educate, inspire and empower attendees to reflect on their own personal and professional goals.

“We must continue to highlight the values and virtues of AANHPI leaders, while emphasizing the intersections of identity, resilience and strength in redefining power within the AANHPI community,” said Emily Pfister, Event Programmer of the Tri-State Diversity Council. “We invite you to join us for the National Asian American Native Hawaiian & Pacific Islander Leadership Summit as we discuss best-practices for inclusion and belonging.”

The conference will feature emcee, Lucy Yang, Television Reporter, American Broadcasting Company (ABC) and panelists, Gurwin Ahuja, Vice President, BlackRock; Melissa Chiu, Director, Hirshhorn Museum and Sculpture Garden; Thomas J. Lee CFA, Co-founder/Managing Partner and Head of Research, Fundstrat Global Advisors; and Ripa Rashid, Chief Diversity & Inclusion Officer, Consumer Reports. The featured keynote speaker is BD Wong, Actor/Public Figure of Viking Entertainment. The conference will also recognize the following Top AANHPI Leader awardees: Gurwin Ahuja, Vice President, BlackRock; Melissa Chiu, Director, Hirshhorn Museum and Sculpture Garden, Priya Udeshi Crick, Associate General Counsel, Office of the General Council, New York Life Insurance; and BD Wong, Actor/Public Figure, Viking Entertainment.

The event sponsor includes PSCU. To learn more information about the event visit

https://tristatediversitycouncil.org/events/2024-asian-american-pacific-islander-leadership-summit/ or for sponsorship opportunities, please contact Emily Pfister at emily.pfister@nationaldiversitycouncil.org.

About the National Diversity Council

The National Diversity Council (NDC) is a 501 (c) (3) organization dedicated to being both a resource and an advocate for the value of diversity, equity, inclusion and belonging (DEIB). Through our nationwide affiliates, events and learning and consulting, the NDC helps organizations create pathways that develop a more inclusive workplace, community and environment. For more information about the National Diversity Council, please visit www.nationaldiversitycouncil.org.

About the Tri-State Diversity Council 

The Tri-State Diversity Council (TSDC), a state affiliate of the National Diversity Council, is committed to fostering diversity, equity, inclusion and belonging. Through various events and programs, the TSDC serves as a resource for DEIB best practices and leadership development in the Tri-State region. For more information about the Tri-State Diversity Council, please visit https://tristatediversitycouncil.org/.

Media Contact: Kamaria Monmouth

Sr. Communications Specialist
National Diversity Council
kamaria.monmouth@nationaldiversitycouncil.org

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NEW YORK, April 23, 2024 /3BL/ – The National Diversity Council (NDC) and Tri-State Diversity Council (TSDC) will host its annual National Asian American Native Hawaiian & Pacific Islander (AANHPI) Leadership Summit on Tuesday, March 28, 2024 from 10:30 a.m.-2:30 p.m. ET at New York Life Insurance, 51 Madison Avenue, New York, NY 10010. The 2024 Women in Leadership Symposium theme, “Advancing AANHPI Leadership: Value, Virtue & Visibility,” will bring together AANHPI leaders who will help educate, inspire and empower attendees to reflect on their own personal and professional goals.

“We must continue to highlight the values and virtues of AANHPI leaders, while emphasizing the intersections of identity, resilience and strength in redefining power within the AANHPI community,” said Emily Pfister, Event Programmer of the Tri-State Diversity Council. “We invite you to join us for the National Asian American Native Hawaiian & Pacific Islander Leadership Summit as we discuss best-practices for inclusion and belonging.”

The conference will feature emcee, Lucy Yang, Television Reporter, American Broadcasting Company (ABC) and panelists, Gurwin Ahuja, Vice President, BlackRock; Melissa Chiu, Director, Hirshhorn Museum and Sculpture Garden; Thomas J. Lee CFA, Co-founder/Managing Partner and Head of Research, Fundstrat Global Advisors; and Ripa Rashid, Chief Diversity & Inclusion Officer, Consumer Reports. The featured keynote speaker is BD Wong, Actor/Public Figure of Viking Entertainment. The conference will also recognize the following Top AANHPI Leader awardees: Gurwin Ahuja, Vice President, BlackRock; Melissa Chiu, Director, Hirshhorn Museum and Sculpture Garden, Priya Udeshi Crick, Associate General Counsel, Office of the General Council, New York Life Insurance; and BD Wong, Actor/Public Figure, Viking Entertainment.

The event sponsor includes PSCU. To learn more information about the event visit

https://tristatediversitycouncil.org/events/2024-asian-american-pacific-islander-leadership-summit/ or for sponsorship opportunities, please contact Emily Pfister at emily.pfister@nationaldiversitycouncil.org.

About the National Diversity Council

The National Diversity Council (NDC) is a 501 (c) (3) organization dedicated to being both a resource and an advocate for the value of diversity, equity, inclusion and belonging (DEIB). Through our nationwide affiliates, events and learning and consulting, the NDC helps organizations create pathways that develop a more inclusive workplace, community and environment. For more information about the National Diversity Council, please visit www.nationaldiversitycouncil.org.

About the Tri-State Diversity Council 

The Tri-State Diversity Council (TSDC), a state affiliate of the National Diversity Council, is committed to fostering diversity, equity, inclusion and belonging. Through various events and programs, the TSDC serves as a resource for DEIB best practices and leadership development in the Tri-State region. For more information about the Tri-State Diversity Council, please visit https://tristatediversitycouncil.org/.

Media Contact: Kamaria Monmouth

Sr. Communications Specialist
National Diversity Council
kamaria.monmouth@nationaldiversitycouncil.org

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