Tag: 3BL

A construction industry association recognized Marathon Petroleum’s Anacortes, Washington, refinery with an award for the best private-sector project of 2023 under $10 million.The Northwest Construction Consumer Council honored a refinery initiative to reduce emissions of nitrogen oxides (NOx), noting its innovation, safety and efficient completion.The refinery applied for a U.S. utility patent in relation to the project, which has the equivalent impact on NOx emissions of removing 180,000 light-duty vehicles from the road a year.

Removing 180,000 light-duty vehicles from the road every year. This is the equivalent impact on emissions of nitrogen oxides (NOx) from an effort in Washington state that the Northwest Construction Consumer Council (NWCCC) recently honored as the best private-sector project of 2023 under $10 million. The initiative at Marathon Petroleum Corporation’s (MPC) Anacortes refinery incorporated selective non-catalytic reduction (SNCR) technology at the site to decrease NOx emissions.

“This project exceeded our expectations by achieving a 31% reduction in NOx emissions, which amounts to 321 tons per year,” said MPC Process Engineer David Rudd. “We used computational fluid dynamics modeling to arrange chemical reactions that accomplish NOx destruction.”

Using ammonia from a specific refinery waste stream for this purpose represents what is believed to be a refining industry first.

The project focused on one of the two carbon monoxide (CO) boilers in the Anacortes refinery’s fluid catalytic cracking unit. Infrastructure was added to reroute ammonia that comes from another refining process for injection into the CO boiler’s firebox. This allows the ammonia to react with oxygen and NOx to produce nitrogen and water vapor, resulting in lower emissions.

Using ammonia from a specific refinery waste stream for this purpose represents what is believed to be a refining industry first. This approach also served as the basis of the refinery’s application for a U.S. utility patent, which is pending.

“In addition to innovation, the NWCCC recognized this effort for being safe, on time and under budget,” said MPC Engineering Supervisor Zac Nightingale. “It was a highly efficient use of resources, especially in light of comparable emissions-reduction methods that could cost 10 to 20 times as much to implement.”

Completing the project required collaboration inside and outside the refinery. The site’s technical services and environmental departments worked together along with contractors who provided engineering support and instrumentation and electrical services as well as carried out construction. The Anacortes refinery is exploring plans to install a similar SNCR injection system on the second CO boiler in the future.

February 7, 2024 /3BL/ – Ceres applauds the U.S. Environmental Protection Agency’s newly released standards for pollution from fine particulate matter, otherwise known as PM2.5 or soot, a harmful and deadly pollutant produced by fossil fuel power plants, vehicle emissions, and other industrial sources that harm public health in exposed communities. 

“The EPA’s new particulate matter standard is a lifesaver and will help build a cleaner, healthier, and more just economy for all,” said Anne Kelly, vice president of government relations, Ceres. “Ceres commends the Biden administration for tackling this important public health challenge with rules that are ambitious yet entirely feasible — especially given the groundswell of recent federal, state, and private investments in clean electricity, transportation, industry, and agriculture. As the new soot regulation takes hold, we encourage businesses from all sectors to take full advantage of the Inflation Reduction Act and other clean energy investments to ensure the benefits of reduced pollution are realized in all communities and across the economy.” 

Soot’s well-documented health effects impact about 63 million Americans, and the new fine particulate matter standard has significant public health and economic benefits. It projects to save 4,200 lives, prevent 5,400 cases of asthma, and avoid 270,000 lost workdays, producing public health net benefits worth $43 billion. 

Ceres actively engaged with the EPA throughout the regulatory process to support a strong fine particulate standard, including through written feedback and live testimony, and worked closely with companies like Avocado Green, Solectrac, and Eileen Fisher as they called for stronger standards. Following public feedback, the EPA adopted the stronger of its proposed standards of 9 µg/ m3 released today. 

About Ceres

Ceres is a nonprofit organization working with the most influential capital market leaders to solve the world’s greatest sustainability challenges. Through our powerful networks and global collaborations of investors, companies and nonprofits, we drive action and inspire equitable market-based and policy solutions throughout the economy to build a just and sustainable future. For more information, visit ceres.org and follow @CeresNews. 

Media Contact: Helen Booth-Tobin, booth-tobin@ceres.org, 617-247-0700 ext. 214

WASHINGTON, February 7, 2024 /3BL/ – The U.S. Conference of Mayors (USCM) and Comcast Corporation announced a new $1.5 million grant awards program – Talent for Tomorrow: Digital Equity Challenge (The Challenge).

This joint initiative will support the launch and expansion of local workforce programs designed to grow college and career readiness, close the digital skills gap, advance economic mobility, and lay the foundation for generational wealth in under-resourced communities.

Internet connectivity and digital skills are central to every part of life and key to advancing economic mobility. The Challenge will award grants to 10 cities to help provide more people, especially those most often left out of the digital economy, with the resources and skills needed to participate in the workforce and access opportunity.

“Now, more than ever, mayors are focused on improving digital access and training in cities to build a stronger, more diverse, more equitable and inclusive workforce in America,” said U.S. Conference of Mayors CEO and Executive Director Tom Cochran. “The Talent for Tomorrow Challenge we are launching in partnership with Comcast reaffirms our joint commitment to economic opportunity and mobility. We must ensure that no one is left behind due to a lack of opportunity or access to the vital technology that drives the economy.”

Collaboration across the public, philanthropic, corporate, and nonprofit sectors is essential to meet the challenges of achieving digital equity.

DALILA WILSON-SCOTT

Executive Vice President and Chief Diversity Officer of Comcast Corporation and President of the Comcast NBCUniversal Foundation

“In our ever-increasing digital economy, targeted development programs are key to closing the skills gap, spurring quality job placement and achieving the large-scale economic growth that builds generational wealth. Through this Challenge, we are proud to deepen our partnership with Mayors to help cities compete and thrive in today’s economy,” said Dalila Wilson-Scott, Executive Vice President and Chief Diversity Officer of Comcast Corporation and President of the Comcast NBCUniversal Foundation.

Talent for Tomorrow: Digital Equity Challenge

This joint initiative of the USCM and Comcast’s Project UP will support and expand digital training programs across the country. The Challenge will award a total of $1.5 million in digital equity grants to 10 cities through a competitive process. An independent panel of judges selected by USCM will review applications and select winners. Winning cities will be announced at USCM’s Annual Meeting in June 2024.

Three (3) large cities will each receive $250,000 grantsThree (3) medium-sized cities will each receive $150,000 grantsFour (4) small cities will each receive $75,000 grants

More information about The Challenge grant program can be found here. This partnership is a part of Project UP, Comcast’s $1 billion commitment to reach tens of millions of people through programs and community partnerships that connect people to the Internet, advance economic mobility, and open doors for the next generation of innovators, entrepreneurs, storytellers, and creators.

TORONTO, February 7, 2024 /3BL/ – Social Value Canada (SVC) and Social Value US (SV US) announce the launch of The SDG Impact Standards, a new training series for enterprises, private equity funds, and bond issuers, seeking to embed consideration of impact on the SDGs into business management and planning processes, and into investment decision making.  

The 12 SDG Impact Enterprise Actions 

The SDG Impact Standards are voluntary internal management standards designed to help businesses and investors embed sustainability and the SDGs into their management systems and decision-making practices. They are management practice standards – similar to ISO standards – focused on strategy development, management, transparency, and governance.  

The SDG Impact Standards are the missing piece of the sustainable business and investing puzzle. Building on and complementing existing leading initiatives such as the Impact Management Project Standards & Norms, the Social Value International Social Value Principles, the Task Force on Climate Related Financial Disclosures, among many others.  

The SDG Impact Standards aim at transforming mindsets in the way business and investments are done so that both financial and non-financial value creation for the organization, people and planet are considered equally important in the business and investment decision-making process.  

“Investors and enterprises are increasingly looking to the The SDG Impact Standards for guidance”, said Stephanie Robertson, CEO, SiMPACT Strategy Group, Board Member, SVC, and Co-chair, Social Value International (SVI). “The Standards offer a set of actions to support organizations in making informed decisions to place sustainability and the SDGs at the heart of their strategies for value creation.” 

SVI collaborates with UNDP to deliver a Train-the-Trainer course for individuals aspiring to become Accredited Trainers for the SDG Impact Standards. Upon completion of the training and a successful assessment, trainers receive a license to provide guidance to organizations on implementing these standards. Currently, there are 3 Accredited SDG Impact Standards Trainers in North America. 

If you would like to register for this event please click here.

About Social Value Canada and Social Value US: 

Social Value Canada (SVC) and Social Value US are North America’s practitioner networka for social value, SROI, and impact management. They are affiliates of Social Value International – an international network with members in 43 countries, and national affiliate networks in 24 countries, and growing. 

About Social Value International: 

Social Value International (SVI) is the leading global network for social impact and social value. SVI strives to work collaboratively with their members to achieve their collective mission of changing the way the world accounts for value. SVI has played a pivotal role in the development of the SDG Impact Standards, collaborating closely with UNDP.  

About the SDG Impact  

SDG Impact is a global UNDP flagship initiative working to accelerate private sector activity and investment towards sustainability and achievement of the Sustainable Development Goals.  

The Standards are fully aligned with SVI’s Principles of Social Value, aiming to optimize the wellbeing of people and the planet. In addition to contributing to their development, SVI is actively promoting the roll-out and adoption of the Standards globally. The organization is committed to building capacity to support entities aligning with these standards, emphasizing the importance of creating a positive impact on both social and environmental fronts. As part of this commitment, SVI collaborates with UNDP to deliver a Train-the-Trainer course for individuals aspiring to become Accredited Trainers for the SDG Impact Standards. Upon completion of the training and a successful assessment, trainers receive a license to provide guidance to organizations on implementing these standards. Currently, there are 3 Accredited SDG Impact Standards Trainers in North America. 

For more information about SDG Impact Standards, please visit: https://sdgimpact.undp.org/practice-standards.html  

For media inquiries, please contact: 
Stephanie Robertson 
Board Member, Social Value Canada 
svc@socialvalue-canada.org 

#Sustainability #SustainableDevelopment #SDGs #SDGImpact #ImpactManagement #socialvaluemetters  

Dr. Sally Saba, Medtronic Chief Inclusion and Diversity Officer and Medtronic Foundation President

Healing means different things to different people.

For me, healing means going from a place of judgment, questioning our self-worth, body-mind dis-ease, and lack of inner vitality, to a place of acceptance, self-worth, mind-body wellbeing, and the reignition of that internal life spark — the vital energy that drives our passion, purpose, and sense of fulfillment.

And in a corporate context, the principle of healing can apply if you translate it into intentional initiatives that address and repair the psychological, emotional, and cultural trauma that relate to workplace exclusion, intolerance, toxicity, and discrimination. Employees contribute more of our effort and best thinking when we are in an environment that fosters what healing and true belonging brings to our lives.

As a physician, and avid learner on human healing, this is how I approach my role as Chief Inclusion and Diversity Officer.

Inclusion, Diversity, and Equity (ID&E) practitioners know the value of fostering a more inclusive and equitable workplace, addressing systemic inequities, and promoting a sense of belonging among employees. At the same time, it’s no secret that companies are facing increasing challenges — including DEI backlash, the rollback of civil rights legislation, and extreme polarization.

I believe that during challenging times, it is more important than ever to see each other as humans.

To understand each other as equally worthy.

To recognize that what ails one group in our society ails us all.

To lean into the power of collective healing. 

At Medtronic, we’ve seen how ID&E not only inspires our employees but supports our work in service of our Mission (you can read highlights of our work here). Our pledge to contribute to a more equitable, healthier world is stronger than ever.

Why are we staying committed and how do we evolve?

Our Why: ID&E is about people – and innovation is a people-powered business 
Every person has a unique background, perspective, and lived experience. And everyone needs — and deserves — to be respected, feel valued, and feel they truly belong. Different perspectives make teams smarter, and smarter teams are more creative and better problem-solvers.

How we treat each other matters. 

How we are treated is reflected in our performance.

There is real and tangible business value (e.g., lower attrition, higher engagement, greater collaboration, improved productivity, increased innovation, and better performance) in bringing our authentic selves to work – especially when you consider that’s where the average person will spend one-third of their lives.

And for an individual, the value is more wellbeing. If you don’t believe me, just think about the last time you felt excluded and be honest about how well you functioned in that moment.

Our commitment to ID&E at Medtronic is anchored in this simple but profound principle that inclusion directly supports our business strategy by driving new ideas and innovations, and ultimately helps us serve more patients.

People expect companies to care about the things they care about 
Societal challenges are not going away, and neither is bias (as long as we are humans, we will have bias). People want companies to play an increasingly active role in addressing equity issues.

In fact, business remains the only trusted institution globally (yes, that’s above government, media, and NGOs) and 62% expect CEOs to manage changes occurring in society, according to the recently released 2024 Edelman Trust Barometer. More and more customers, as well as current and prospective employees, are looking for their companies to be good corporate citizens.

Also, those prospective employees want to know they will have equal access to opportunity. When considering a job, 69% say societal impact is a strong expectation and 80% say inclusion is important.

That said, opinions about the value of ID&E vary widely along demographic and political lines. As ID&E practitioners, how can we help bridge this gap?

Cultivating an inclusive culture for ALL

Let’s be clear. Diversity for diversity’s sake should not be the objective. While tracking representation can help an organization measure progress in advancing equity for underrepresented populations, how you foster an inclusive culture is not just as important but even more critical.

Help employees see how equity is for everyone — truly. 
And most importantly, engage with curiosity in a meaningful dialogue along the way.

We all benefit when we work in places where different perspectives are heard. It’s not just what you do, but how you approach ID&E that matters.

Everyday behaviors that contribute to inclusive culture are 
key to making meaningful, sustainable impact the right way — 
and not merely check a performative, short-term box.

At Medtronic, we’re focusing our ID&E efforts on effective, research-backed practices to build diverse global teams and inclusive environments. This includes governance, leadership accountability, inclusive hiring practices that reduce bias at each stage of the decision-making process, and equitable access to career development and sponsorship opportunities. 

The call to action for all of us: Don’t shy away from ID&E concepts because of current pressures. Let’s stay deeply curious and keep this challenging conversation alive, on all sides. Through dialogue, understanding, and listening we can indeed create workplaces that truly benefit both humans and drive economic vitality. And along the way, my hope is that we can all find some healing for ourselves and each other.

Follow Dr. Sally Saba on LinkedIn for additional insights and commentary: https://www.linkedin.com/in/sally-saba 

Decade-long, evolving partnership has impacted 11,000 high school students across the U.S. with hands-on learning, scholarships, in-kind donations, and more

Committed to its vision of providing smarter technology for all, Lenovo joined forces with NAF— a national education non-profit that brings schools and businesses together to support high school students’ efforts to be future ready and prepare them for college, a career, and future success—to engage students from under-invested communities in science, technology, engineering, and mathematics (STEM) careers. This year, Lenovo and NAF are celebrating the 10-year anniversary of their partnership. What began in 2013 as a local educator searching for more work-based learning opportunities for their students in North Carolina, has blossomed into a national, multi-faceted partnership dedicated to shaping the next generation of innovators.

In 2015, the organizations, in partnership with MIT App Inventor, launched the Lenovo Scholar Network, a mobile app competition, equipping high school students from NAF academies across the U.S with Lenovo devices and challenging them to develop mobile apps that are of service in their classrooms and communities. The program was successful in piquing students’ interests in coding and STEM careers, as well as helping them gain the high-tech skills critical for today’s job market.

An important component of the partnership is the work-based learning opportunities provided to students and increasing access to opportunity. Throughout the last decade, Lenovo has hired 180 interns from NAF academies to fill a variety of crucial roles. NAF academy students work at Lenovo for six weeks, enabling them to gain communication, project management, and teamwork skills. In return, NAF students have offered a fresh, diverse perspective to Lenovo’s employees and business.

Today, Lenovo has diversified its partnership with NAF, by shifting investments into KnoPro, NAF’s new, FREE, web-based platform available to any high school student in the U.S. (i.e. students learning at 9th to 12th grade level), even those outside of NAF academies, to gain professional experience in a way like never before!. We believe that every student deserves access to rewarding work-based learning opportunities, and by participating in KnoPro, students tackle real-world problems faced by business leaders, receive expert feedback from industry mentors, and compete for cash prizes and scholarships. During its pilot phase, Lenovo co-developed and sponsored KnoPro’s ‘Technology Inclusion Challenge’, tasking students with pitching an innovative product idea aimed at those who may experience underrepresentation in traditional education. Building on the success of the first challenge, NAF and Lenovo recently launched the ‘Future Ready Tech Challenge’, prompting students to explore how cutting-edge technology can improve career readiness.

Throughout the last decade, the collaboration between Lenovo and NAF has been unwavering in its commitment to ensuring that all students—regardless of their background or capabilities—have equitable access to the opportunities and resources that are vital for success in a world increasingly driven by technology. The impact of the partnership has been significant:

More than 6,000 students actively participated in the Lenovo Scholar Network from 2015 to 2022.180 NAF students have completed an internship at Lenovo, whether in-person or virtually.644 Lenovo devices were donated to students, fostering digital empowerment, and equal opportunities.More than 11,000 students across 21 states have felt the positive impact of the partnership, whether through donations, mentoring, hands-on learning, or internships.1,417 Lenovo volunteers have participated in Work-Based Learning (WBL) events, including worksite tours, mock interviews, and guest speaker sessions that aim to enhance students’ career preparedness.

It has been an honor to reflect on our decade-long partnership and celebrate the milestones and impact that we have been able to make together! We look forward to the contributions to come and continuing to support today’s high school students, who will be the changemakers of tomorrow.

To learn more about NAF, visit www.naf.org

Seafood is one of the most traded commodities in the world and also one of the largest industries, with the sector employing at least 260 million workers worldwide. However, it is one of the most at-risk industries from a social sustainability perspective.

Facing heightened concerns about ethical and labor conditions within the seafood sector, Thai Union, one of the world’s leading seafood producers with a 46-year history, recognised the need to address shortcomings in monitoring, regulations and conventions across all fishing vessels in their global supply chain. With limited established external standards in place, Thai Union, like many in the industry, had to establish and rely on internal codes of conduct.

To meet the evolving landscape of sustainability and ethical practices, Thai Union proactively aligned its Fishing Vessel Improvement Program and Vessel Code of Conduct (VCoC) with industry benchmarks – specifically the Consumer Goods Forum’s (CGF) Sustainable Supply Chain Initiative (SSCI) At-Sea Operations criteria.

While Thai Union does not own fishing vessels and is not eligible to apply for SSCI “recognition” as they are not a certification scheme, they still went above and beyond to collaborate with the SSCI to and assess their VCoC program to a stringent degree.

Key updates to Thai Union’s VCoC resulting in alignment with SSCI at-sea operations criteriaProgram enhancements, including internal processes for social auditor selection and improved audit managementDevelopment of formal processes for tracking improvements, reporting feedback, and handling complaintsHandbook guidance for auditors to align methodologies and interpretation of the VCoC

“Following this exercise, we’re pleased to say that our VCoC program aligns with the SSCI’s at-sea operations criteria. The process has not only improved our program but also set an example for continuous improvement and due diligence in the entire seafood industry.”

Tracy Murai, Assistant Director of Global Fisheries and Marine at Thai Union

This case study underscores the value of collaboration between private companies and industry initiatives like the CGF’s SSCI. While not applicable nor seeking SSCI recognition, Thai Union has proven how the SSCI Benchmarking tool can be used by companies taking due diligence seriously to align with industry standards, fostering a commitment to continuous improvement.

Alignment is possible: Private programs can align with industry benchmarks, fostering ethical practicesContinuous improvement: Applying the benchmarking tool drives ongoing enhancements, setting a standard for the entire sectorIndustry collaboration: Partnerships between companies and industry initiatives promote shared values and drive positive change

LEARN MORE ABOUT SSCI

By The Black & Veatch Insights Group

In the highly competitive construction industry, the strength of our labor force is critical. If a company can’t get the skilled construction tradespeople they need to complete a project, their position in the market may become obsolete. With workforce development issues affecting almost every industry, companies need to play an active part in the solution. This is where apprenticeship programs come in.

Apprenticeships create and maintain a viable labor source to sustain current and future business demands. Previously very union-focused, apprenticeship programs are now growing into open markets as well and usually span between two and four years to complete. These programs aim to teach workers additional skills to move into positions they weren’t previously qualified for, a concept referred to as “upskilling.” Apprenticeship programs usually are designed to teach specific knowledge and skills required to fill open positions in a local market.

Employers are struggling to fill open positions with qualified candidates while employment demand is projected to grow by 8.3 million jobs by 2031. Passed by the U.S. federal government in 2022, the Inflation Reduction Act (IRA) amended the Internal Revenue Code to include registered apprenticeship and prevailing wage requirements for the construction of energy projects to qualify for tax credits. Due to these market factors, apprenticeship programs are more important than ever – is your business ready? Here are three critical steps construction companies must address to establish and operate a successful apprenticeship program:

Step 1. Ensure Compliance with Requirements

To benefit from increased tax benefits, the IRA requires that a designated number of construction labor hours must be performed by qualified apprentices on federally funded projects. A qualified apprentice refers to any individual participating in a program registered under the National Apprenticeship Act. Companies may hire from an existing registered apprenticeship program or register their own program, but all registered programs are intended to be industry-driven, high-quality career pathways to develop and prepare the workforce.Be sure to consider the different regional requirements for all areas your company is currently or plans to perform work in. It’s beneficial to design your apprenticeship program standards to be easily scalable so they are quicker to deploy in multiple states. Planning and preparation are key to establishing a successful program; account for a lengthy review process to officially register your program.

Step 2. Determine an Appropriate Pay Scale

Employees can’t afford or are unwilling to take unpaid time off work to attend training sessions; they should be compensated appropriately for participating in workforce development initiatives. The Davis-Bacon Act authorizes the U.S. Department of Labor to determine local prevailing wage rates for federally funded projects. Under the IRA, companies must adjust the rate listed for each stage of an apprenticeship outlined in the agreement. For example, in order to receive the full 30% investment tax credit for renewable energy projects equal to or greater than 1 MW in size, the IRA’s prevailing wage and registered apprenticeship program requirements must be met.

Most apprenticeship agreements provide a specific percentage of the journeyworker rate due for each level of apprenticeship, which should then be applied to the prevailing wage rate.There are special case-by-case decisions to be made; for example, if an experienced employee is coming from a state without apprenticeship requirements, they will still need to register as a licensed apprentice, but they could be paid licensed journeyworker wages if they have the qualifications to back it up. These pay scales for registered apprenticeship programs must be submitted to the Labor Department for approval, which protects workers from being taken advantage of.

Step 3. Focus on Recruitment and Retention

Recruitment and retention are essential to the future of the construction industry. There are various strategies that companies can implement to address workforce development challenges:

Align training with industry needs through apprenticeship programs that mix pre-employment instruction with on-the-job training
 Educate students on the career path and earning potential of skilled trades professions
 Partner with local high schools and community colleges through career placement and advancement programs
 Make benefits and training program information publicly available in a variety of formats and languages
 Offer training for industry-recognized certifications (such as OSHA 30)
 Provide additional employment benefits including per diem for transportation to the job site and Flexible Spending Accounts (FSA) for childcare

Leverage marketing and outreach opportunities in your community. Successful outreach and recruitment efforts will attract individuals who maybe wouldn’t have considered careers in the construction industry if they hadn’t been informed of the benefits. Don’t be wary of hiring workers who came from other company apprenticeships; the workforce is fluid, and while you may relinquish trainees to other companies, you’ll also gain apprentices from other credible programs. Owners may be interested in investing in programs and even the recruitment process since the success of their projects depends on the quality of labor. These programs are truly life-changing for individuals and holistically benefit our workforce.

Case Study: Power Sector Apprenticeship Programs in Texas

Black & Veatch, in partnership with newly acquired subsidiary Bird Electric, works with the Labor Department and various state agencies to operate successful registered apprenticeship programs across the country. The IRA is expected to bring an estimated $66.5 billion in funding for large-scale clean power generation and storage in Texas between now and 2030. Texas also has been identified as the leading state or renewable energy development. Thanks to the IRA clean energy tax credits, it’s anticipated that more than 100,000 jobs will be added to the Texas power sector by 2030. As a result, Black & Veatch recently opened a recruitment, onboarding and workforce development office in Deer Park, Texas. Nicknamed “Contractor Row,” the location is known for its convenient access to employment opportunities and intends to support the ongoing infrastructure boom by upskilling craft professionals for the rapid growth of renewable energy projects. Black & Veatch’s recent acquisition of Bird Electric brings the company’s construction capabilities to a wider client base; therefore, additional field professionals are needed to support expanded efforts. Black & Veatch aims to hire close to 800 professionals within the next nine months to staff more than 500,000 manhours-worth of upcoming Texas projects.

With Apprenticeship Programs, Everyone Wins

To comply with the IRA and be successful in today’s business climate, it’s critical to access a trained workforce (and therefore a safer workforce) through apprenticeships. Employers with apprenticeship programs benefit from improved company culture, employee loyalty and productivity, reduced turnover, innovative ideas, on-time delivery and reduced downtime. Apprenticeships and other workforce development initiatives cultivate a rare “everyone wins” situation:

Give community members fulfilling long-term careers, not just jobs
 Offer lucrative alternatives to traditional higher education
 Identify the best fit for individual skills and interests with opportunities to get licensed in multiple trades
 Provide potential paths to company senior leadership, as many leaders historically worked their way up through the trades
 Attract big companies to put down roots in locations where skilled labor is available, generating higher tax revenue

The registered apprenticeship system is the nation’s most successful federal workforce development program; 93% of registered apprentices are employed upon completion, earning an average starting annual wage of $77,000. Businesses also are estimated to earn $1.44 for every dollar invested in apprenticeships. Apprenticeship investments benefit workers, employers and even taxpayers due to increased tax revenues and reduced spending on unemployment insurance and other public assistance programs.

A recently published World Economic Forum (WEF) white paper – “The ‘No-Excuse’ Opportunities to Tackle Scope 3 Emissions in Manufacturing and Value Chains” – serves as a practical roadmap for businesses navigating the intricate terrain of Scope 3 decarbonization and accelerating their contributions to global climate efforts.

The paper was produced by the WEF Industry Net Zero Accelerator, an initiative aimed at raising awareness of the necessity for companies to seek systemic collaboration across and between value chains on their path towards achieving net-zero emissions. Rockwell Automation (NYSE: ROK) is collaborating with Cambridge Industrial Innovation Policy (Institute for Manufacturing, University of Cambridge), Capgemini, Siemens, and other advanced manufacturing companies on the initiative.

According to the white paper, Scope 3 emissions account for more than 70% of industries’ greenhouse gas emissions. The paper highlights 12 emerging opportunities illustrated with real-world case studies using emerging technologies and embracing new partnerships across value chains.

Download the white paper

Originally published on bloomberg.com

In partnership with the National Gallery Singapore, Bloomberg presents a new installation by local artist Kelly Limerick. Bloomberg employees contributed personal items and participated in the creative process of the artwork that now graces Bloomberg’s Singapore office.

“Bloomberg’s culture of collaboration and innovation brought together 13 crocheters and their distinctive styles to weave in memories of things we take pride in and hold dear. The work is a great conversation starter for colleagues, clients and partners and a beautiful addition to our space,” said Kaumudi Damle, Head of Supply Chain, APAC.

Above, learn more about how supporting the arts is central to our company culture.