Tag: 3BL

International Olympic Committee news

Ahead of International Women’s Day on 8 March, the International Olympic Committee (IOC) is celebrating a monumental achievement set to be reached at the upcoming Olympic Games Paris 2024: The IOC has distributed quota places equally to female and male athletes – 50:50. For the first time in Olympic history, there will be full gender parity on the field of play.

“We are about to celebrate one of the most important moments in the history of women at the Olympic Games, and in sport overall,” said IOC President Thomas Bach.

Over the years, the IOC’s commitment to gender equality has led the Olympic Movement to steadily increase the number of female athletes at the Olympic Games. Totalling just 2.2 per cent of the participants at the Olympic Games Paris 1900 when women competed for the first time, the number gradually rose, picking up the pace as of Los Angeles 1984, at 23 per cent; 44 per cent at London 2012; and 48 per cent at Tokyo 2020.

Creating equal opportunities for female and male athletes

Achieving gender equality took strength, perseverance, leadership and courage. “We are looking forward to Paris 2024, where we will see the results of the enormous efforts made by the Olympic Movement and female trailblazers come to life. This is our contribution to a more gender-equal world,” President Bach added.

Other key initiatives delivered in coordination with International Sports Federations (IFs) and National Olympic Committees (NOCs) have led to equal opportunities for female and male athletes to take part in the Olympic Games, including:

a more gender-balanced sports programme, with 28 out of 32 sports fully gender equal in Paris.a more gender-balanced number of medal events, with the Paris 2024 schedule comprising 152 women’s events, 157 men’s events and 20 mixed-gender events.

This means that more than half of all the medal events at Paris 2024 will be open to female athletes.

In addition, the IOC has taken a number of important actions to increase the visibility of women at the Olympic Games. Since Tokyo 2020, each team has been encouraged to have one female and one male athlete jointly carry their flag at the Opening Ceremony.

At the same time, the IOC is encouraging all NOCs to include a minimum of one female and one male athlete in their delegation.

Significant efforts have also been made to ensure that women’s and men’s sports events are scheduled fairly over the 16 days of the Olympic Games. A gender- balanced schedule provides journalists with the opportunity to better balance their coverage, thus also making it easier for the next generation of female athletes to follow their role models in the media.

In Paris, for example, for the first time since its inclusion in the Olympic programme in 1984, the women’s marathon will take place a day after the men’s, and will conclude the athletics programme on 11 August during the Closing Ceremony. For many years, the men’s marathon has held this spot, as a culminating event to bring the Olympic fortnight to a close. Paris 2024 will see the order reversed, showcasing the performances of female athletes.

Keeping the momentum going to open more pathways for women

Paris will be a proud moment for the Olympic Movement – the culmination of hard work by the athletes, the IOC, IFs, NOCs and Games organisers. But this is not the finish line.

A number of IOC-led programmes are already in full force, and will continue to address the remaining gender gap in sport for all women – be it for girls looking for access to sport at grassroots level, female coaches aiming to reach elite level or women striving to reach leadership positions. The IOC and the Olympic Movement will continue their commitment to help create a more gender-equal world through sport.

“Our commitment to advancing gender equality does not end in Paris,” said the IOC President. “We will continue to open pathways for women and to work with our stakeholders, encouraging them to take the necessary steps to advance gender equality in their area of responsibility. The IOC will keep leading the way and using the power of sport to contribute to a more equal and inclusive society.”

Learn more about the IOC’s ongoing action to advance gender equality both on and off the field of play.

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The International Olympic Committee is a not-for-profit, civil, non-governmental, international organisation made up of volunteers which is committed to building a better world through sport. It redistributes more than 90 per cent of its income to the wider sporting movement, which means that every day the equivalent of USD 4.2 million goes to help athletes and sports organisations at all levels around the world.

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Here’s an (un)fun fact: Almost 90 percent of companies had sponsorship programs in 2021, yet only 33 percent of Black employees actually had sponsors, and even fewer Black employees (23 percent) felt support to advance in their careers¹. More shocking? The number of Black employees with sponsors dropped as low as five percent² a year later.

We need to improve these numbers and Cisco believes The Multiplier Effect (TME) is part of the solution. Through sponsorship, TME helps advance the careers of underrepresented groups in the tech industry including women, the Latine community, and Black talent.

At its core, sponsorship is a mutually beneficial relationship where leaders use their influence, position, and social capital to advocate for the career advancement of their sponsees. Unlike mentorship, which involves giving advice and feedback, sponsorship requires a commitment to directly advocate for a sponsee by offering support and introducing them to new opportunities. This is where leaders come in. And at Cisco, they’ve come in droves with 100 percent of Cisco leaders at or above the vice president level taking the TME pledge to sponsor across difference in FY23.

Getting sponsored as a Black employee has clear upsides. Black managers are 65 percent more likely to advance in their career if they’re sponsored while Black employees are 60 percent less likely to quit within a year than peers who aren’t sponsored². And, for companies, many reports have highlighted the benefits of diverse teams, from better decision-making, to higher performance, improved bottom lines, and more³.

Cisco Taps into Sponsorship

In 2020, Cisco launched its Social Justice Beliefs and 12 Actions backed by a five-year, $300 million commitment to explore new ways to address inequities, break down barriers, and create more inclusive opportunities for people to thrive. These 12 Social Justice Actions form a wide-ranging plan with one of the goals being to connect leaders to employees.

Cisco’s most recent Purpose Report highlights promising progress since 2020. By expanding its diverse talent pipeline through enhanced hiring practices, interview training, sponsorship and more, the company’s seen a 73 percent increase in representation of all employees who identify as African American/Black from entry level through manager. That percentage jumps to a 103 percent increase at the director level and a 240 percent increase for vice presidents and above.

Sponsorship starts with leaders but benefits everyone and Michelle Lee, Senior Manager, ONEx Employee Engagement, is proof. She’s excelled as a sponsee and sponsor (five times each!) throughout her 28-year Cisco career, and shares some of her sponsorship journey.

Why did you get involved with sponsorship? 

I have a strong passion for people, culture, career development and talent growth. I learned early in my career that having an “advocate” is critical to your career journey. Sponsors have your back and are willing to speak on your behalf about your work, accomplishments, value, and strengths, so that you can reach your full potential. I’ve lived the company motto: “One Company, Many Careers” by working in sales, communications, program management, and more. Many leaders have advocated for me, and I want to showcase that same positive energy for others through sharing my personal experiences. I feel great gratitude and joy seeing others succeed and grow.

What inspires you about sponsorship? 

Sponsorship is foundational to our business and how we grow as a company. It’s imperative in driving employees to transform their skills, learning and growth. Cisco needs employees who are continuously learning and growing with the support of sponsors to help drive that action.

What advice would you give to employees who are on the fence about becoming sponsees? And what advice do you have for leaders who are considering sponsorship but haven’t done so yet? 

To sponsees: You OWN your career. Take ownership by getting a sponsor who can help your career advancement. You can’t do it alone so don’t miss out on this opportunity! Let someone help you. The opportunities are endless. I am a testimony of this!To sponsors: It’s the right thing to do. You get a sense of gratitude in connecting with different perspectives and backgrounds while helping them to advance in their career.

Make Your Mark: Get Involved with Sponsorship!

Diversity, equity, and inclusion initiatives aren’t just priorities on World Day of Social Justice (February 20) or during Black History Month. Social justice is something Cisco strives for everyday.

You’re invited to take the TME pledge and join Cisco on its journey towards equity. Whether it’s through supporting Cisco’s 12 Social Justice Actions or getting involved in The Multiplier Effect, everyone has a role to play in powering an inclusive future for all.

Ready to start your sponsorship journey? Take the TME pledge today!Need help getting sponsor-ready? Check out these tips or contact the TME team.

References:

[1] McKinsey & Company (2021) 
[2] Harvard Business Review (2022) 
[3] McKinsey & Company (2020)

View original content here.

Here’s an (un)fun fact: Almost 90 percent of companies had sponsorship programs in 2021, yet only 33 percent of Black employees actually had sponsors, and even fewer Black employees (23 percent) felt support to advance in their careers¹. More shocking? The number of Black employees with sponsors dropped as low as five percent² a year later.

We need to improve these numbers and Cisco believes The Multiplier Effect (TME) is part of the solution. Through sponsorship, TME helps advance the careers of underrepresented groups in the tech industry including women, the Latine community, and Black talent.

At its core, sponsorship is a mutually beneficial relationship where leaders use their influence, position, and social capital to advocate for the career advancement of their sponsees. Unlike mentorship, which involves giving advice and feedback, sponsorship requires a commitment to directly advocate for a sponsee by offering support and introducing them to new opportunities. This is where leaders come in. And at Cisco, they’ve come in droves with 100 percent of Cisco leaders at or above the vice president level taking the TME pledge to sponsor across difference in FY23.

Getting sponsored as a Black employee has clear upsides. Black managers are 65 percent more likely to advance in their career if they’re sponsored while Black employees are 60 percent less likely to quit within a year than peers who aren’t sponsored². And, for companies, many reports have highlighted the benefits of diverse teams, from better decision-making, to higher performance, improved bottom lines, and more³.

Cisco Taps into Sponsorship

In 2020, Cisco launched its Social Justice Beliefs and 12 Actions backed by a five-year, $300 million commitment to explore new ways to address inequities, break down barriers, and create more inclusive opportunities for people to thrive. These 12 Social Justice Actions form a wide-ranging plan with one of the goals being to connect leaders to employees.

Cisco’s most recent Purpose Report highlights promising progress since 2020. By expanding its diverse talent pipeline through enhanced hiring practices, interview training, sponsorship and more, the company’s seen a 73 percent increase in representation of all employees who identify as African American/Black from entry level through manager. That percentage jumps to a 103 percent increase at the director level and a 240 percent increase for vice presidents and above.

Sponsorship starts with leaders but benefits everyone and Michelle Lee, Senior Manager, ONEx Employee Engagement, is proof. She’s excelled as a sponsee and sponsor (five times each!) throughout her 28-year Cisco career, and shares some of her sponsorship journey.

Why did you get involved with sponsorship? 

I have a strong passion for people, culture, career development and talent growth. I learned early in my career that having an “advocate” is critical to your career journey. Sponsors have your back and are willing to speak on your behalf about your work, accomplishments, value, and strengths, so that you can reach your full potential. I’ve lived the company motto: “One Company, Many Careers” by working in sales, communications, program management, and more. Many leaders have advocated for me, and I want to showcase that same positive energy for others through sharing my personal experiences. I feel great gratitude and joy seeing others succeed and grow.

What inspires you about sponsorship? 

Sponsorship is foundational to our business and how we grow as a company. It’s imperative in driving employees to transform their skills, learning and growth. Cisco needs employees who are continuously learning and growing with the support of sponsors to help drive that action.

What advice would you give to employees who are on the fence about becoming sponsees? And what advice do you have for leaders who are considering sponsorship but haven’t done so yet? 

To sponsees: You OWN your career. Take ownership by getting a sponsor who can help your career advancement. You can’t do it alone so don’t miss out on this opportunity! Let someone help you. The opportunities are endless. I am a testimony of this!To sponsors: It’s the right thing to do. You get a sense of gratitude in connecting with different perspectives and backgrounds while helping them to advance in their career.

Make Your Mark: Get Involved with Sponsorship!

Diversity, equity, and inclusion initiatives aren’t just priorities on World Day of Social Justice (February 20) or during Black History Month. Social justice is something Cisco strives for everyday.

You’re invited to take the TME pledge and join Cisco on its journey towards equity. Whether it’s through supporting Cisco’s 12 Social Justice Actions or getting involved in The Multiplier Effect, everyone has a role to play in powering an inclusive future for all.

Ready to start your sponsorship journey? Take the TME pledge today!Need help getting sponsor-ready? Check out these tips or contact the TME team.

References:

[1] McKinsey & Company (2021) 
[2] Harvard Business Review (2022) 
[3] McKinsey & Company (2020)

View original content here.

In support of the franchise’s on-going partnership with Children’s Hospital Los Angeles (CHLA), all active roster players from the LA Kings, including Quinton Byfield, Drew Doughty, Pierre-Luc Dubois, Kevin Fiala, Anze Kopitar and Trevor Moore, volunteered their time to bring joy and inspiration to young patients and their families at CHLA in support of the hospital’s annual fundraising initiative, Make March Matter.

From playing card games to air hockey, and coloring to video games, team members spent the day visiting with kids and passing out bobbleheads and signed player cards to leave as mementos for the youth. The players also interacted with hospital staff to show their appreciation for these critical workers who are playing such an important role in the lives of the children.

“Visiting CHLA with my teammates was a chance to bring smiles to the faces of these young patients,” said Anze Kopitar, Captain of the LA Kings. “It is a small way that we can help make a difference and support important initiatives like Make March Matter.”

The partnership between the LA Kings and CHLA has proven to be a powerful force in raising awareness and support for the hospital’s young patients. To date, the LA Kings, through its Kings Care Foundation, have donated more than $3 million to support research at CHLA. Additionally, in October 2023, the sports franchise expanded is partnership with the hospital and committed an additional $1 million to support CHLA’s Blood Donor Center, Division of Pediatric Neurosurgery and Sickle Cell Disease Program, among other initiatives.

“The LA Kings are proud to partner with CHLA on these important lifesaving initiatives and to grow awareness for children’s health in Los Angeles” said Jen Pope, SVP of Community & Business Development, LA Kings. “Through our long-standing partnership, we aim to not only raise vital funds but also to spotlight the incredible work being done at CHLA and the importance of collective action in ensuring that every child receives the care they need. We are proud of our partnership to date and believe that together we can continue to make a meaningful difference in the lives of children and their families.”

CHLA, a nonprofit pediatric academic medical center, offers a wide range of specialty programs and services aimed at improving the health and well-being of children. Make March Matter is an annual fundraising initiative dedicated to raising awareness and support for children’s health in Los Angeles. The funds raised during the campaign are directed towards CHLA’s pediatric academic medical center, which offers more than 350 specialty programs and services designed to address the diverse needs of young patients. To donate or to learn more about Make March Matter, please click here.

In support of the franchise’s on-going partnership with Children’s Hospital Los Angeles (CHLA), all active roster players from the LA Kings, including Quinton Byfield, Drew Doughty, Pierre-Luc Dubois, Kevin Fiala, Anze Kopitar and Trevor Moore, volunteered their time to bring joy and inspiration to young patients and their families at CHLA in support of the hospital’s annual fundraising initiative, Make March Matter.

From playing card games to air hockey, and coloring to video games, team members spent the day visiting with kids and passing out bobbleheads and signed player cards to leave as mementos for the youth. The players also interacted with hospital staff to show their appreciation for these critical workers who are playing such an important role in the lives of the children.

“Visiting CHLA with my teammates was a chance to bring smiles to the faces of these young patients,” said Anze Kopitar, Captain of the LA Kings. “It is a small way that we can help make a difference and support important initiatives like Make March Matter.”

The partnership between the LA Kings and CHLA has proven to be a powerful force in raising awareness and support for the hospital’s young patients. To date, the LA Kings, through its Kings Care Foundation, have donated more than $3 million to support research at CHLA. Additionally, in October 2023, the sports franchise expanded is partnership with the hospital and committed an additional $1 million to support CHLA’s Blood Donor Center, Division of Pediatric Neurosurgery and Sickle Cell Disease Program, among other initiatives.

“The LA Kings are proud to partner with CHLA on these important lifesaving initiatives and to grow awareness for children’s health in Los Angeles” said Jen Pope, SVP of Community & Business Development, LA Kings. “Through our long-standing partnership, we aim to not only raise vital funds but also to spotlight the incredible work being done at CHLA and the importance of collective action in ensuring that every child receives the care they need. We are proud of our partnership to date and believe that together we can continue to make a meaningful difference in the lives of children and their families.”

CHLA, a nonprofit pediatric academic medical center, offers a wide range of specialty programs and services aimed at improving the health and well-being of children. Make March Matter is an annual fundraising initiative dedicated to raising awareness and support for children’s health in Los Angeles. The funds raised during the campaign are directed towards CHLA’s pediatric academic medical center, which offers more than 350 specialty programs and services designed to address the diverse needs of young patients. To donate or to learn more about Make March Matter, please click here.

Whether she’s delivering a speech to community leaders or brainstorming over a cup of coffee, Rhonda Whitaker Hurtt can capture the essence of her job in a few passionate words.

“A strong, vibrant community and economy is the backbone of success for all the businesses and families in our region,” she said. “I appreciate that our company embraces that.”

Her mission is as much a calling as it is a job. Having devoted 32 years to Duke Energy, Whitaker Hurtt has dedicated the past six to her role as vice president of community relations in Ohio and Kentucky.

In March, when we mark the contributions of women as part of Women’s History Month, her story inspires. It is built on positive energy and optimism, family tradition and a belief in the power of collaboration.

“Whether working with urban redevelopment experts, the dozens of workforce partners with whom we’ve partnered to grow our talent pipeline or the economic development teams we’ve collaborated with to expand jobs locally,” she said, “there is a treasure trove of philanthropic companies and nonprofits in our region that inspire us every day at Duke Energy to join – or lead – where we can.”

In her current Cincinnati-based position, Whitaker Hurtt is laser-focused on community outreach in northern Kentucky and southwestern Ohio. Working with local leaders in the region, she’s become the civic face of Duke Energy. There is no one better to fill that role, colleagues agree.

Brent Cooper, president & CEO of the Northern Kentucky Chamber of Commerce, has worked with Whitaker Hurtt (who chaired the chamber board in 2017-18) for 20 years.

“Best boss I ever had,” he said, citing her gift for treating everyone the same – with kindness – whether it’s a CEO or the folks in maintenance. “That always stuck with me.”

Duke Energy’s Marvin Blade, vice president of community relations in Indiana, marvels at how she gets things done by forging relationships and building trust.

Whitaker Hurtt is also quick to celebrate the successes of others, said Amy Spiller, state president of Duke Energy in Ohio and Kentucky.

“She embodies what it means to create an inclusive and welcoming environment,” Spiller said. “We’re proud and privileged to be Rhonda’s teammate.”

Much of Whitaker Hurtt’s career – 17 years – has been focused on government and community relations, but has also encompassed everything from economic development, investor relations and large account management to strategic planning and more.

It’s a perfect match, she said of working for an organization that’s long been an economic development partner in the communities it serves.

“Economic development is a team sport,” Whitaker Hurtt said, “and we are the voice of energy on these projects that require substantial investment and bring jobs and tax benefits to the community.”

She helped establish the Duke Energy Urban Revitalization Initiative, which has invested more than $3.2 million in grants to more than 100 projects in Ohio and Kentucky, funding things like architectural planning, environmental assessment, engineering services and consulting.

“These communities tell us how critical these dollars have been,” Whitaker Hurtt said. “We have seen how these cities and neighborhoods have been transformed – that’s what is exciting to us.”

This work is a natural complement to Duke Energy’s other economic development initiatives, including the Site Readiness program, which helps identify and evaluate sites in Duke Energy-served communities for potential future industrial development. To date, the program has generated more than 5,000 jobs and $2.6 billion in capital investment in Ohio and Kentucky.

Other notable achievements under Whitaker Hurtt’s watch:

When she chaired the Northern Kentucky Chamber of Commerce, Whitaker Hurtt led a regional team that is helping expand the talent pool in high-demand job sectors with the 2018 launch of GROW NKY, which aims to grow, attract and retain a globally competitive workforce.

Over a 50-year stretch, Whitaker Hurtt was the first woman to chair the Northern Kentucky United Way Campaign, a dedicated group of community leaders who want to make life and opportunities better for the region’s less fortunate citizens. The campaign raised over $4 million in 2011, a 5% increase over 2010’s results.

She has also devoted herself to the region’s most vital organizations and causes – from ArtsWave, the engine for Greater Cincinnati’s arts, to the YWCA of Greater Cincinnati, a nonprofit organization dedicated to empowering women and eliminating racism.

“Rhonda has elevated Duke Energy’s stature in our region to new heights during her tenure with the company,” said Jeanne Schroer, president & CEO of The Catalytic Fund. “She has brought millions of dollars in economic development to our region, supported dozens of community initiatives … and has made Northern Kentucky an incredible place to live and work in her service as a Catalytic Fund board member. Our region is a measurably better place thanks to Rhonda’s tireless work.”

Whitaker Hurtt understands the value of hard work. But in finding her place and moving up in a Fortune 150 company, she developed other qualities it takes to succeed.

“I learned to lean in and not hesitate to take a seat at the table, which wasn’t always easy in my early years,” she said. “But Duke Energy’s unwavering support of a diverse work culture has energized me to lift others and be the most collaborative, optimistic and impactful leader I can be.”

Those other qualities?

Care about your community.Find a mentor to help guide your professional journey. Be a mentor to someone whose journey is beginning.Know that how you treat others – colleagues, customers, the folks sitting beside you at a meeting – means everything.Don’t burn bridges. Make friends for life.Take on a challenge even when you doubt your abilities.Be bold.

Whitaker Hurtt’s Duke Energy connection was forged early. The Franklin, Ohio, home she grew up in got its gas and electricity from a forerunner to Duke Energy. And her grandfather, “Pop” Hamilton, was a lineworker back in the day for Cincinnati Gas & Electric Co., now a part of Duke Energy. She proudly saved his retirement plaque.

She graduated high school as Valedictorian, then attended Miami University in Oxford, Ohio, where she earned degrees in Political Science and Public Administration – in just 3 1/2 years.

Also inspiring is how she earned those degrees. At one point, she worked two jobs to get through college. From 6 p.m. to 6 a.m. Friday and Saturday, she waited tables at a Bob Evans restaurant. Six hours after finishing her weekend shift, she’d report for work (at noon Sunday) at the Sycamore dress shop.

Five years after graduating, she began her career at Duke Energy. It is still going strong.

“My mother, my father and my grandfather,” Whitaker Hurtt said, “they would have been proud of that, right?”

Whitaker Hurtt and her husband, Dave, live in Crescent Springs, Ky. Each weekday morning, she makes the 15-minute drive to her office in downtown Cincinnati. No matter what’s on her agenda that day, the top of her to-do list never changes.

“It’s about how I can serve.”

Bringing in businesses. Boosting our communities.

Duke Energy’s Site Readiness program sparks economic growth by helping communities understand what steps to take to make their sites more competitive.

By identifying, assessing, and improving industrial sites in Duke Energy service areas, the program helps increase awareness (and the competitiveness) of potential industrial land, resulting in new jobs and tax base in Duke Energy-served communities.

The Site Readiness program is an instrumental tool for the regions we serve,” Spiller said. “It helps not only identify new sites, but helps the communities understand next steps to bring major economic development wins which result in prosperity for their residents.”

Of the 370+ sites that have been evaluated since the program began, over 144 companies have landed on those properties, generating $48 billion in capital investment and 48,600 jobs in North Carolina, South Carolina, Florida, Indiana, Ohio, and Kentucky.

View original content here.

AUSTIN, Texas, March 14, 2024 /3BL/ – Wells Fargo is joining forces with construction technology pioneer, ICON, to support its global architecture competition for affordable housing. The Wells Fargo Foundation is committing $500,000 in grant funding to Austin-based nonprofit Mobile Loaves & Fishes to help bring to life Initiative 99-designed homes and see multiple homes built at Community First! Village to serve the underhoused community. Announced during ICON’s showcase event at SXSW 2024, DOMUS EX MACHINA, ICON and Wells Fargo revealed the Initiative 99™winning designs from phase I of the competition to reimagine affordable housing solutions for $99,000 or less. Upon completion of Phase II of the competition, ICON and Mobile Loaves & Fishes will select one winning design for ICON to deliver multiple units within Community First! Village’s expansion of their growing development.

“The demand for more affordable, accessible and well-designed homes has never been greater, and Wells Fargo is committed to unlocking new ways of accelerating housing production while also reducing barriers to housing equity,” said Darlene Goins, president of the Wells Fargo Foundation. “ICON’s innovative 3D-printed technology paired with these beautiful, imaginative Initiative 99 designs represent a potential model for the future of affordable housing. Wells Fargo is proud to help make these homes a reality.”

“With Initiative 99, we are changing the way that we talk about affordable housing,” said Jason Ballard, co-founder and CEO, ICON. “When we talk about affordable housing, the conversation is often depressing and so are the results. Our goal is that Initiative 99 will create the conditions for affordable housing to be something hopeful, optimistic, and exciting, and furthermore be a catalyst for the building of some really incredible affordable homes that just years ago would not have even been possible. The future could be a wonder, but we have to all work together to make it so.”

According to ICON, the vision of a home with construction costs for $99,000 or less has inspired and motivated city planners, developers, government officials, and nonprofit organizations for decades. And yet clear barriers subsist for realizing a truly affordable housing prototype at scale within communities that need them most. The current approach to homebuilding and addressing the global housing crisis is not working as more than 1.2 billion globally lack adequate shelter.

“We are grateful for this extraordinary gift from Wells Fargo which will enable us to continue building some of the most innovative homes for the population we serve—men and women who are transitioning out of chronic homelessness,” said Alan Graham, founder and CEO of Mobile Loaves & Fishes, the developer of Community First! Village. “Vulnerable individuals typically aren’t at the top of the list to access leading-edge anything in our country. But now, because of the innovation and generosity from groups like ICON and Wells Fargo, you have individuals once pushed to the fringe of society who have an opportunity to live in some of the most unique homes ever built. Put simply, this is what ‘being the goodness in our community’ is all about.”

Initiative 99 Phase I competition winners 

More than 60 countries from all over the world were represented in the Initiative 99 submissions with six winners and 10 honorable mentions being awarded prize money from the $1 million prize purse during the event and presented by Wells Fargo, lead supporter of the competition. The wide range of winning designs feature resilient, beautiful and dignified 3D-printed homes from student and professional architects from all over the world. The first, second, and third place designs in each category will each have their home designs featured in a collection in ICON’s CODEX, a new digital catalog of ready-to-print home architecture that allows builders, developers, and home buyers to build with ICON quickly and affordably using world-class architecture. To learn more about the winning designs, visit www.Initiative99.com.

Student category

1st prize: Casa Fami (Spain)2nd prize: Juan Felipe Molano (Columbia)3rd prize: Victoria Roznowski (Germany)

Open category

1st prize: MTspace Studio (New Zealand)2nd prize: For Everyday Life (United Kingdom)3rd prize: Beta Realities (Germany)

About ICON
ICON is a construction technology company developing robotic and AI systems to lower the cost and increase the speed and quality of construction. For more information visit www.iconbuild.com or follow on X™, Instagram®, Facebook®, YouTube®, or Threads® (@ICON3DTech).

About Wells Fargo
Wells Fargo & Company (NYSE: WFC) is a leading financial services company that has approximately $1.9 trillion in assets. We provide a diversified set of banking, investment and mortgage products and services, as well as consumer and commercial finance, through our four reportable operating segments: Consumer Banking and Lending, Commercial Banking, Corporate and Investment Banking, and Wealth & Investment Management. Wells Fargo ranked No. 47 on Fortune’s 2023 rankings of America’s largest corporations. In the communities we serve, the company focuses its social impact on building a sustainable, inclusive future for all by supporting housing affordability, small business growth, financial health, and a low-carbon economy. News, insights, and perspectives from Wells Fargo are also available at Wells Fargo Stories.

Additional information may be found at www.wellsfargo.com

LinkedIn: https://www.linkedin.com/company/wellsfargo

Contact Information

Media 
ICON 
press@iconbuild.com

Wells Fargo 
melissa.k.murray@wellsfargo.com

By Anne Kelly, Vice President of Government Relations at Ceres

Last week, while dozens of business leaders gathered in Washington, D.C. to push for ambitious federal climate policy at LEAD on a Clean Economy 2024, we at Ceres also took time to reflect on the last year by honoring the business leaders, policymakers, and organizations that took extraordinary action in 2023 to build an advanced, abundant, and just clean energy economy.

We presented the 2024 BICEP Awards during an amazing week of advocacy focused on maximizing the nationwide surge in clean energy investment. The investment boom — as well as major 2023 policy victories to clean up individual sectors and enact climate disclosure policy long sought by investors — represents massive progress in the effort to build a cleaner economy. And it would not be possible without the tireless advocacy and crucial support of so many members and partners of the Ceres BICEP Network.

We were thrilled to celebrate their efforts with the 2024 BICEP Awards. Our winners are listed in full below, and we look forward to working with them and the entire Ceres BICEP Network in the year ahead to maintain the momentum we’ve all worked so hard to achieve. Congratulations to our 2024 winners!

BICEP Crown: Brianne Miller, senior director of government affairs at Microsoft. Brianne takes home our top award this year for her unparalleled leadership representing Microsoft to advance solutions for a cleaner economy — including by supporting important federal policies, and as an early and highly influential supporter of California’s landmark climate disclosure laws. We can’t thank Brianne enough for her leadership.

State Climate Policy Champions: Mike Mattera, director of corporate sustainability at Akamai Technologies, and Tom Bugert, state and local government relations manager at REI. Mike and Tom each represented the key attributes of this award as highly active and impactful leaders across the state policy landscape. Mike tirelessly led Akamai’s advocacy in Massachusetts and Virginia, two of the company’s major states, while also standing up for responsible business and investment practices as they come under attack in statehouses across the country. Tom led REI’s thoughtful and effective advocacy in states across the country as the co-op emerged as a stalwart supporter for California’s historic climate disclosure legislation and clean vehicle policies across the U.S. Congratulations, Mike and Tom, and thank you.

Federal Climate Policy Champion: Gil Jenkins, vice president of corporate affairs at HASI. Gil has been an outspoken advocate to ensure the private and public sectors maximize the historic investments of the Inflation Reduction Act and the Infrastructure Investment and Jobs Act. His voice has been essential to unlocking the clean energy investment in the U.S., and we are forever grateful for his efforts.

Most Valuable Partner: National Ski Area Association. With a deep, first-hand understanding of the business risks of climate change, the National Ski Area Association has brought unwavering leadership by mobilizing its members to speak out for federal and state policies that will help maintain the treasured natural resources that our outdoor industries depend upon.

Climate-Smart Agriculture Groundbreaker: Meg Villareal, manager of policy and public affairs at Nestlé. Meg and Nestlé further cemented their industry leadership in 2023 as critical advocates for a Farm Bill reauthorization that empowers our nation’s farmers to be climate leaders. We can’t wait to work with Meg again in 2024 to finish this important work to achieve a Farm Bill that delivers a more sustainable, equitable, and resilient food system.

Transportation Policy Advocate: Siemens. As a leader in the charging solutions business, Siemens has brought technical expertise, keen policy insights, and a highly influential and credible voice in pushing for federal and state policies to build a cleaner and more efficient transportation system — including clean vehicle standards and EPA rules.

Building Decarbonization Policy Advocate: Trane Technologies. Seizing its role as an advocate and a leader in its industry, Trane has fought in states across the country for policies to clean up homes, businesses, and other buildings with efficient solutions and technologies, including by supporting multistate collaborations to decarbonize this crucial sector. This inspiring work has already benefited countless businesses, residents, and other ratepayers, as well as local communities and their economies.

Industrial Decarbonization Award: Holcim. An industrial powerhouse that is guided by the idea that “pollution should never be a competitive advantage,” Holcim has emerged as a lodestar for the sector. We are hugely grateful for Holcim’s advocacy throughout 2023 to maximize the generational federal investments of the Inflation Reduction Act and deliver solutions that clean some of the most challenging parts of the economy.

Environmental and Climate Justice Champion: GreenLatinos. The Ceres BICEP Network has been thrilled to work closely with GreenLatinos this past year to ensure our businesses’ advocacy is aligned with the urgent need for environmental justice. We are so pleased to present this award to an organization that is demonstrating groundbreaking leadership by building a national environmental movement centered around the diversity, knowledge, and voices of Latino/a/x communities.

Ryan Martel Capitol Hill Climb Award: Aaron Groce from the office of U.S. Representative Sean Casten and Kyle Bligen from the office of U.S. Representative Juan Vargas. This award, named for our late federal policy director, is among the most cherished at Ceres, and is presented to deserving Capitol Hill staff members who are putting in the grueling and often unheralded work to move policy at the federal level. In 2023, Aaron and Kyle were essential to launching Congress’s new Sustainable Investment Caucus, providing a key platform for policy that will benefit responsible financial and business practices at a time when special interests are seeking to undermine them. Aaron and Kyle’s strategic and bold maneuver matches the spirit of this award named in Ryan’s honor, and we are proud to present it to them this year.

Senate Climate Champion: Sen. Bill Cassidy of Louisiana. We have been excited to work with Sen. Cassidy and his office as he has staked out a leadership position by proposing federal legislation that would drive down global emissions through innovative trade policy — showing that smart climate policy can serve many goals and appeal across the political spectrum. We look forward to working to advance this ambitious idea in the coming months and years.

CBRE

/3BL/ – The role of Chief Sustainability Officer (CSO*) is rapidly gaining prominence among the Asia Pacific region as investors display increased appetite for sustainable portfolios, according to CBRE’s Asia Pacific Real Estate Chief Sustainability Officer Survey.

In collaboration with the U.S. Green Building Council (USGBC), CBRE conducted a survey among real estate companies and investment funds in Asia Pacific to understand how they perceive the role of CSO, their Environmental, Social & Governance (ESG) strategies and challenges, and prospect for achieving net zero.

About half of surveyed asset owners named 2050 as their target to achieve net zero, largely aligning with the targets set by their government. However, many multinational occupiers are aiming to reach net zero by 2030. The discrepancy is primarily because building materials and construction activity are carbon-intensive for asset owners, particularly developers, while service sector tenants are asset-light and mainly focusing on operational emissions.

“Asset owners have to be aware of the much more aggressive net zero target among occupiers. Both parties must collaborate and drive a common sustainability agenda,” said Ada Choi, Head of Occupier Research, Asia Pacific, for CBRE. “We expect projects that could result in cost and energy savings will be prioritised, while investors are advised to increase the use of green finance.”

The survey reveals that about half of the CSO roles in Asia Pacific were created within the past three years, with 60% of them as full-time positions. With new regulations requiring sustainability disclosures, the key responsibility of CSOs is to conduct ESG monitoring and reporting, and to implement related projects. CSOs are also responsible for fostering cultural change within the company to achieve sustainability goals.

“The path to decarbonization involves significant regulatory change and policy support,” said David Fogarty, Head of ESG Consulting Services, Singapore & Southeast Asia, for CBRE. “In view of a complex sustainability landscape, it is crucial for occupiers and investors to develop a strategic blueprint to navigate evolving regulations and achieve progress on decarbonization and net zero goals.”

To read the full report, click here.

* Chief Sustainability Officer, or Head of ESG, is an executive tasked with overseeing ESG / sustainability initiatives. These positions are playing a crucial part in guiding companies towards achieving carbon neutrality and implementing sustainable practices.

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Follow us on Twitter: @cbreasia  
LinkedIn: company/cbre-asia-pacific

About the U.S. Green Building Council

USGBC is committed to a prosperous and sustainable future through cost-efficient and energy-saving green buildings. USGBC’s mission is “to transform the way buildings and communities are designed, built and operated, enabling an environmentally and socially responsible, healthy, and prosperous environment that improves the quality of life.”

USGBC builds on this vision through the development and improvement of the LEED rating system, the LEED professional credentials, robust educational offerings, an international network of local community leaders and USGBC member organizations, the annual Greenbuild International Conference & Expo, the Center for Green Schools and other USGBC initiatives, as well as through advocacy and outreach that encourages and enables green buildings and communities. For more information: USGBC.org.

About CBRE Group, Inc.  
CBRE Group, Inc. (NYSE:CBRE), a Fortune 500 and S&P 500 company headquartered in Dallas, is the world’s largest commercial real estate services and investment firm (based on 2023 revenue). The company has more than 130,000 employees (including Turner & Townsend employees) serving clients in more than 100 countries. CBRE serves a diverse range of clients with an integrated suite of services, including facilities, transaction and project management; property management; investment management; appraisal and valuation; property leasing; strategic consulting; property sales; mortgage services and development services. Please visit our website at cbre.com

International WELL Building Institute  
The International WELL Building Institute (IWBI) is a public benefit corporation and the world’s leading organization focused on deploying people-first places to advance a global culture of health. IWBI mobilizes its community through the administration of the WELL Building Standard (WELL) and WELL ratings and certifications, management of the WELL AP credential, the pursuit of applicable research, the development of educational resources and advocacy for policies that promote health and well-being everywhere. More information on WELL can be found here.

How she got started in engineering

Jeannette earned a bachelor’s degree in chemical and petroleum refining with a minor in environmental science from the Colorado School of Mines. She has nearly 30 years of engineering experience. “I was the first in my family to attend college,” she shared. “My dad had an eighth-grade education, and my mom had a high school education, but they both knew the value of a college degree and strongly encouraged me to go to school and pursue a great career,” she continued. “My cousin also attended Colorado School of Mines, which influenced my decision to become an engineer, too.”

What excites her about her role and the energy industry

In her role at MPC, she is responsible for identifying and driving the strategic vision of the technical services team to help execute the business plans of MPLX Gathering & Processing (G&P). “What excites me the most about my role is getting to work with a group of engineers with diverse technical backgrounds, all coming together to support the technical operations of G&P,” she shared. “It’s a lot of fun working with such a great team of people.”

Jeannette also shared what excites her about the energy industry. “Energy is a vital resource that makes people’s lives better. The industry is always evolving through technological advancements, and we’re continuing to find efficient ways to produce energy while protecting the environment. I’m excited to be part of the energy industry and enjoy attending conferences and networking with other experts in the sector and bringing those learnings back to my team.”

Her perspective on why more women should consider a career in engineering

“I’d encourage women to consider a career in engineering because there are many different types of engineering roles to explore. Engineers are often well compensated, and it’s a lot of fun,” she shared. “Women also bring unique perspectives and experiences to the role to help strengthen companies and teams.”

In 2020, women made up only 14 percent of the U.S. engineering workforce according to the Society of Women Engineers. “I think engineering can oftentimes be portrayed as getting dirty and wearing steel-toed boots and hard hats, but if we’re going to draw more middle school and high school girls into engineering and other STEM fields, we have to show them why it’s fun,” she shared.

From an early age, Jeannette’s parents gave her hands-on learning toys and encouraged STEM activities to show her that STEM learning can be fun. “I recall playing with Lincoln Logs and engaging in activities where science meets nature, such as collecting rocks and growing crystals,” she shared. “My husband and I did the same for our children when they were younger by giving them old toolboxes and encouraging them to fix things or build things for their toys, whether it was a ramp for their Hot Wheels or a ramp for their Barbie doll to walk across the red carpet,” she continued. “We wanted them to know that problems can be fixed and problem-solving can be fun.”

Her advice to women engineers who are early in their career

“I’d encourage women engineers who are early in their career to believe in themselves and don’t be afraid to fail. I’d also encourage them to find mentors that they can learn from and know that they don’t have to have all the answers. It’s okay to ask questions, learn and ask for help when needed.”

Her involvement in MPC’s Women’s employee network

Jeannette is a leader of our Women’s employee network chapter in Denver, Colorado. “Our Women’s employee network chapter helps support the company’s goals and provides women an opportunity to network with other MPC employees,” she shared. “Our network also supports leadership development opportunities and is a place for women and allies to share their personal and professional experiences. I’m excited about our network’s momentum and would encourage employees to get involved in their local chapter.”

Explore career opportunities at MPC.