Tag: 3BL

Lenovo’s International Services Supply Chain (ISSC) is the winner of the 2023 Award of Excellence for Making an Impact from the Association for Supply Chain Management (ASCM). The award recognizes that Lenovo ISSC is working to create a better world through social responsibility, proven business integrity, and a strong focus on sustainability.

“We firmly believe that authentic sustainability leadership extends far beyond symbolic actions like curbing travel or planting trees. It is an urgent imperative that holds the potential to become a decisive driver of success, and sustainability offers a unique opportunity to gain a competitive edge,” said Steven JX Chen, Executive Director of Lenovo International Services Supply Chain.

“The Services Supply Chain aspect of sustainability is sometimes overlooked, but embracing sustainability as a core mission means integrating seamlessly throughout the entire value chain, including critical areas like product design, sourcing, manufacturing, and service.”

ASCM awarded Lenovo’s International Services Supply Chain for its efforts to work toward zero waste, greenhouse gas reduction, and shipping optimization. A sharpened focus on forecasting, parts harvesting, and extending lifecycles have all contributed to improving PC parts recycling. In addition, logistics initiatives have had a significant positive impact on operations, including exceeding ocean shipment targets and reducing logistics carbon footprint.

The ISSC team’s commitment to sustainability mirrors Lenovo’s larger corporate vision to provide a smarter, more sustainable future for all. As a global technology leader with 77,000 employees around the world and serving millions of customers each day in 180 markets, Lenovo is transitioning to a circular economy through supply chain, product design, and services innovations such as those recognized through the ASCM Award of Excellence. To this end, Lenovo is making it easier for customers to participate in the circular economy and meet their own environmental goals through Lenovo initiatives like:

Deploying technology on a consumption basisOptimizing energy efficiency of customers’ data centersOffsetting CO2 emissions across the average lifecycle of the deviceInnovating for more sustainability in logistics

Read more about how Lenovo sustainability objectives benefit customers here.

As the largest association for supply chain, ASCM principles help guide global supply chains towards better supplier partnerships through innovation measured alongside typical supplier appraisals like cost, quality, and delivery. Lenovo ISSC was recognized during a live presentation at the ASCM CONNECT Annual Conference in September. To learn more about ASCM, visit ascm.org.

Progressive financial institutions are looking beyond the sector for talent.

The significant increase in reporting requirements driven by fund labelling has created substantial challenges for fund managers launching sustainable and impact investing-focused strategies. As such, financial services firms are rethinking the structure and process of their investment, sustainability, risk and compliance teams.

The regulatory burden was originally shouldered by the fund managers “intrapreneuring” these new strategies. We have subsequently seen that evolve to first the central sustainability teams and more recently integrated into the compliance and distribution functions.

This has resulted in some investors hiring individuals who originally had traditional risk and compliance backgrounds before developing specialist sustainability-related regulatory knowledge via external qualifications or stints within a regulator, NGO, think tank or specialist consultancy.

From a firmwide perspective, most traditional managers would rather not risk short-term losses by being overly burdened by the costs involved in fundamentally rethinking their team structure and operating model. Instead, they look only to move incrementally, just in front of the regulatory license to operate.

Regulators’ Role

Ultimately, these costs will need to be accounted for through the value created for clients and as such, an overhaul of the entire way that value is attributed in financial services products.

Regulators must lead by setting a progressive and robustly enforced agenda with realistic timescales that allows for implementation at scale. We do not have the time to wait for the market to evolve so that financial institutions develop these skills and capabilities themselves.

If they are to promote transition at scale, regulators need to be mindful of the small talent pool of specialist capability in the market, as well as the implementation gap this deficit creates. If, for example, the regulatory reporting burden becomes too great, too quickly, market participants may struggle to enact the outcomes for which the regulation was introduced. This is one of the reasons we have seen a retrenchment from some funds previously positioning themselves as Article 9 moving to an ‘8+’ narrative.

When we assess progress across different regions, we can see that historically APAC has lagged Europe and the US in how quickly employers have added sustainability roles to the workforce. That trend is starting to turn now, particularly due the regulators in the region acting to positively encourage sustainability focused hiring, exemplified by the Monetary Authority of Singapore. Whereas the integration journey of some European financial service firms has taken more than 10 years, we are now seeing firms in APAC can move faster.

Best-in-class approaches

Sustainability specialists who join more traditional financial institutions in leadership roles need to be supported by a different type of organisational narrative and structure in order to maximise their impact. We see this via executive sponsorship, which allows them to focus on the rapidly evolving challenges and opportunities of the sustainability transition and invests in both their own teams and in adjacent business units to be effective engines of integration to protect this forward-looking capacity and optimise its value.

They also need to have, or quickly develop, exceptional business and leadership capabilities to deliver value across the whole of their companies’ operating model. We are witnessing the more progressive companies rethinking the way in which employees are assessed and incentivised to drive for positive impact.1

Progressive financial institutions are no longer looking exclusively for talent coming from their competitors, but also for skills and experience developed outside the sector. Knowledge of biodiversity and the blue economy can contribute to truly differentiated investment strategies, for example, and is more likely to have been gained through work at an NGO, philanthropic group, think tank, specialist consultancy or SME corporate.

To be best in class, financial institutions have hired in expertise to support the integration of ESG risk factors, sustainability themes and impact principals at both a functional and strategic level. Such hires are certainly a step in the right direction.

However, there are simply not enough experienced practitioners across the global economy to create change at the pace required. To drive transition at scale, financial institutions need a blend of both traditional and sustainability expertise who can work together to deliver financial products and services that produce the required outcomes. This means integrating a much wider pool of individuals, including those from outside financial services, while at the same time upskilling existing headcount and rethinking organisational design.

Original Source: ESGClarity | Written by: Ian Povey-Hall | Published on: 16/08/23

About Acre

At Acre, we work with the most aspirational businesses with potential to make real change; from those who are just starting out to those who are well on the journey to crafting a legacy.

Our 18 years’ experience in sustainability recruitment, combined with our extensive global network, enables us to provide talent solutions that are designed to deliver this change.

Through our unique behavioural assessment technology, we understand the types of people, skills and behaviours required to create impact. We can develop these qualities within your existing teams too.

We find talented people and develop their skills to ensure they make a true impact in ambitious, progressive organisations.

Acre. Making companies ready for tomorrow.

Progressive financial institutions are looking beyond the sector for talent.

The significant increase in reporting requirements driven by fund labelling has created substantial challenges for fund managers launching sustainable and impact investing-focused strategies. As such, financial services firms are rethinking the structure and process of their investment, sustainability, risk and compliance teams.

The regulatory burden was originally shouldered by the fund managers “intrapreneuring” these new strategies. We have subsequently seen that evolve to first the central sustainability teams and more recently integrated into the compliance and distribution functions.

This has resulted in some investors hiring individuals who originally had traditional risk and compliance backgrounds before developing specialist sustainability-related regulatory knowledge via external qualifications or stints within a regulator, NGO, think tank or specialist consultancy.

From a firmwide perspective, most traditional managers would rather not risk short-term losses by being overly burdened by the costs involved in fundamentally rethinking their team structure and operating model. Instead, they look only to move incrementally, just in front of the regulatory license to operate.

Regulators’ Role

Ultimately, these costs will need to be accounted for through the value created for clients and as such, an overhaul of the entire way that value is attributed in financial services products.

Regulators must lead by setting a progressive and robustly enforced agenda with realistic timescales that allows for implementation at scale. We do not have the time to wait for the market to evolve so that financial institutions develop these skills and capabilities themselves.

If they are to promote transition at scale, regulators need to be mindful of the small talent pool of specialist capability in the market, as well as the implementation gap this deficit creates. If, for example, the regulatory reporting burden becomes too great, too quickly, market participants may struggle to enact the outcomes for which the regulation was introduced. This is one of the reasons we have seen a retrenchment from some funds previously positioning themselves as Article 9 moving to an ‘8+’ narrative.

When we assess progress across different regions, we can see that historically APAC has lagged Europe and the US in how quickly employers have added sustainability roles to the workforce. That trend is starting to turn now, particularly due the regulators in the region acting to positively encourage sustainability focused hiring, exemplified by the Monetary Authority of Singapore. Whereas the integration journey of some European financial service firms has taken more than 10 years, we are now seeing firms in APAC can move faster.

Best-in-class approaches

Sustainability specialists who join more traditional financial institutions in leadership roles need to be supported by a different type of organisational narrative and structure in order to maximise their impact. We see this via executive sponsorship, which allows them to focus on the rapidly evolving challenges and opportunities of the sustainability transition and invests in both their own teams and in adjacent business units to be effective engines of integration to protect this forward-looking capacity and optimise its value.

They also need to have, or quickly develop, exceptional business and leadership capabilities to deliver value across the whole of their companies’ operating model. We are witnessing the more progressive companies rethinking the way in which employees are assessed and incentivised to drive for positive impact.1

Progressive financial institutions are no longer looking exclusively for talent coming from their competitors, but also for skills and experience developed outside the sector. Knowledge of biodiversity and the blue economy can contribute to truly differentiated investment strategies, for example, and is more likely to have been gained through work at an NGO, philanthropic group, think tank, specialist consultancy or SME corporate.

To be best in class, financial institutions have hired in expertise to support the integration of ESG risk factors, sustainability themes and impact principals at both a functional and strategic level. Such hires are certainly a step in the right direction.

However, there are simply not enough experienced practitioners across the global economy to create change at the pace required. To drive transition at scale, financial institutions need a blend of both traditional and sustainability expertise who can work together to deliver financial products and services that produce the required outcomes. This means integrating a much wider pool of individuals, including those from outside financial services, while at the same time upskilling existing headcount and rethinking organisational design.

Original Source: ESGClarity | Written by: Ian Povey-Hall | Published on: 16/08/23

About Acre

At Acre, we work with the most aspirational businesses with potential to make real change; from those who are just starting out to those who are well on the journey to crafting a legacy.

Our 18 years’ experience in sustainability recruitment, combined with our extensive global network, enables us to provide talent solutions that are designed to deliver this change.

Through our unique behavioural assessment technology, we understand the types of people, skills and behaviours required to create impact. We can develop these qualities within your existing teams too.

We find talented people and develop their skills to ensure they make a true impact in ambitious, progressive organisations.

Acre. Making companies ready for tomorrow.

SECAUCUS, N.J., December 18, 2023 /3BL/ – Quest Diagnostics (NYSE: DGX), the world’s leading provider of diagnostic information services, today announced that for the seventh straight year it has received a score of 100% on the Human Rights Campaign Foundation’s 2023-2024 Corporate Equality Index (CEI), the nation’s foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality.

“We are honored to earn a 100% score on the Corporate Equality Index for the seventh consecutive year,” said Cecilia McKenney, Quest’s Chief Human Resources Officer and Pride Employee Business Network (EBN) co-sponsor. “As we live our Purpose of working together to create a healthier world, one life at a time, Quest is committed to providing our employees with a diverse, equitable and inclusive workplace where employees feel safe to bring their authentic selves to work. Our diverse workforce empowers the valuable insights we are able to deliver to our patients, providers and communities.”

Quest has 10 EBNs, including the Pride EBN, an all-inclusive resource group for LGBTQ+ employees, straight/cis allies, parents and family members of LGBTQ+ individuals. For over 20 years, the Pride EBN has engaged colleagues and senior leaders to promote awareness, education, and advocacy of social justice for the LGBTQ+ community.

Inclusion and Diversity is an integral part of Quest.

“By consistently inviting new perspectives and exploring new experiences, the company strives to create an inclusive, respectful and empathetic workplace where everyone feels they belong,” said Desyra Highsmith Holcomb, Quest’s Director of Inclusion & Diversity.

An example of the company’s commitment to equity is the Quest Inclusion and Diversity (I&D) Council, which advises senior leaders as I&D goals and priorities are established, acts as a visible I&D leader and represents the needs and perspectives of diverse demographics across the company and communities.

The CEI rates companies on detailed criteria under four central pillars: non-discrimination policies across business entities; equitable benefits for LGBTQ+ workers and their families; supporting an inclusive culture; and corporate social responsibility. Established in 2002, the 2023-2024 Corporate Equality Index is the 21st iteration of the nation’s leading benchmarking tool for evaluating a company’s LGBTQ+ workplace inclusion policies, serving employees, consumers, and investors. This year’s survey engaged over 1,300 businesses.

Read more about Quest’s award-winning culture on the company’s ESG Resources page.

About Quest Diagnostics 
Quest Diagnostics empowers people to take action to improve health outcomes. Derived from the world’s largest database of clinical lab results, our diagnostic insights reveal new avenues to identify and treat disease, inspire healthy behaviors, and improve healthcare management. Quest annually serves one in three adult Americans and half the physicians and hospitals in the United States, and our 50,000 employees understand that, in the right hands and with the right context, our diagnostic insights can inspire actions that transform lives. www.QuestDiagnostics.com.

SOURCE Quest Diagnostics

For further information: Shawn Bevec (Investors), 973-520-2900; Denny Moynihan (Media), 973-520-2800

SECAUCUS, N.J., December 18, 2023 /3BL/ – Quest Diagnostics (NYSE: DGX), the world’s leading provider of diagnostic information services, today announced that for the seventh straight year it has received a score of 100% on the Human Rights Campaign Foundation’s 2023-2024 Corporate Equality Index (CEI), the nation’s foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality.

“We are honored to earn a 100% score on the Corporate Equality Index for the seventh consecutive year,” said Cecilia McKenney, Quest’s Chief Human Resources Officer and Pride Employee Business Network (EBN) co-sponsor. “As we live our Purpose of working together to create a healthier world, one life at a time, Quest is committed to providing our employees with a diverse, equitable and inclusive workplace where employees feel safe to bring their authentic selves to work. Our diverse workforce empowers the valuable insights we are able to deliver to our patients, providers and communities.”

Quest has 10 EBNs, including the Pride EBN, an all-inclusive resource group for LGBTQ+ employees, straight/cis allies, parents and family members of LGBTQ+ individuals. For over 20 years, the Pride EBN has engaged colleagues and senior leaders to promote awareness, education, and advocacy of social justice for the LGBTQ+ community.

Inclusion and Diversity is an integral part of Quest.

“By consistently inviting new perspectives and exploring new experiences, the company strives to create an inclusive, respectful and empathetic workplace where everyone feels they belong,” said Desyra Highsmith Holcomb, Quest’s Director of Inclusion & Diversity.

An example of the company’s commitment to equity is the Quest Inclusion and Diversity (I&D) Council, which advises senior leaders as I&D goals and priorities are established, acts as a visible I&D leader and represents the needs and perspectives of diverse demographics across the company and communities.

The CEI rates companies on detailed criteria under four central pillars: non-discrimination policies across business entities; equitable benefits for LGBTQ+ workers and their families; supporting an inclusive culture; and corporate social responsibility. Established in 2002, the 2023-2024 Corporate Equality Index is the 21st iteration of the nation’s leading benchmarking tool for evaluating a company’s LGBTQ+ workplace inclusion policies, serving employees, consumers, and investors. This year’s survey engaged over 1,300 businesses.

Read more about Quest’s award-winning culture on the company’s ESG Resources page.

About Quest Diagnostics 
Quest Diagnostics empowers people to take action to improve health outcomes. Derived from the world’s largest database of clinical lab results, our diagnostic insights reveal new avenues to identify and treat disease, inspire healthy behaviors, and improve healthcare management. Quest annually serves one in three adult Americans and half the physicians and hospitals in the United States, and our 50,000 employees understand that, in the right hands and with the right context, our diagnostic insights can inspire actions that transform lives. www.QuestDiagnostics.com.

SOURCE Quest Diagnostics

For further information: Shawn Bevec (Investors), 973-520-2900; Denny Moynihan (Media), 973-520-2800

Energized by Edison

By Taylor Hillo ENERGIZED by Edison Writer

They’ve got a list, and they’re checking it twice. Naughty or nice, the Orange County Fire Authority Foundation is on a mission to bring toys to children all over Southern California.

Joining in the holiday cheer, Edison International is partnering with the fire agency on its annual Spark of Love Toy Drive, hoping to help reach their goal of collecting 40,000 toys.

“It is wonderful to witness our team members rise to the occasion and help bring smiles to the children in Santa Ana this holiday season,” said Alex Esparza, Southern California Edison principal manager of Corporate Philanthropy and Community Engagement. “Edison International has been a proud partner of the Orange County Fire Authority Foundation and their programs for over a decade. This year, we are grateful for another opportunity to support their annual toy drive.”

SCE’s bucket truck was almost overflowing with toys of all kinds, including dolls and race cars, at one of the latest collection events. Bags of goodies lined the sidewalk as more residents showed up to the Buena Park donation location. The pop-up collection point was one of four special opportunities for the community to drop off new and unwrapped toys for children.

More than 150 businesses have signed on to help beat last year’s record of 39,312 toys and $50,000 in monetary donations, which will benefit a growing list of 120 nonprofits and thousands of children.

“We are growing closer to reaching our goals and collecting as many toys as possible for kids in need this holiday season,” said Sophia Champieux, Orange County Fire Authority public relations manager. “We started collecting donations around Thanksgiving and the outpouring of support has been amazing.”

Once donated, the toys will be stored and sorted at sponsor KWAVE 107.9FM’s warehouse where they will then be distributed to the participating nonprofits who then decide how to disperse the gifts to the community. SCE’s toys will be delivered to the Santa Ana Public Schools Foundation.

“Through this act of giving, we hope to instill the powerful notion that the community cares, helping foster a brighter, more hopeful future,” said Esparza.

The Orange County Fire Authority is also accepting monetary donations to buy even more gifts. At the end of November, the fire agency had already sent out about 18,000 toys.

The toy drive runs through Dec. 12 and donations are being accepted at any of the 78 OCFA fire stations including headquarters. Any donations brought in after that date will still be accepted and allocated for children in next year’s toy drive.

“We have been doing this toy drive for more than 30 years and it’s amazing to see the impact it has on our local communities and the smiles it brings to the kids that live here. We are so grateful for Edison International’s continued support,” Champieux said.

For organizations interested in becoming a recipient of the Spark of Love Toy Drive, visit ocfa.org/toydrive.

For more information on Edison International’s giving efforts, visit edison.com/community.

Energized by Edison

By Taylor Hillo ENERGIZED by Edison Writer

They’ve got a list, and they’re checking it twice. Naughty or nice, the Orange County Fire Authority Foundation is on a mission to bring toys to children all over Southern California.

Joining in the holiday cheer, Edison International is partnering with the fire agency on its annual Spark of Love Toy Drive, hoping to help reach their goal of collecting 40,000 toys.

“It is wonderful to witness our team members rise to the occasion and help bring smiles to the children in Santa Ana this holiday season,” said Alex Esparza, Southern California Edison principal manager of Corporate Philanthropy and Community Engagement. “Edison International has been a proud partner of the Orange County Fire Authority Foundation and their programs for over a decade. This year, we are grateful for another opportunity to support their annual toy drive.”

SCE’s bucket truck was almost overflowing with toys of all kinds, including dolls and race cars, at one of the latest collection events. Bags of goodies lined the sidewalk as more residents showed up to the Buena Park donation location. The pop-up collection point was one of four special opportunities for the community to drop off new and unwrapped toys for children.

More than 150 businesses have signed on to help beat last year’s record of 39,312 toys and $50,000 in monetary donations, which will benefit a growing list of 120 nonprofits and thousands of children.

“We are growing closer to reaching our goals and collecting as many toys as possible for kids in need this holiday season,” said Sophia Champieux, Orange County Fire Authority public relations manager. “We started collecting donations around Thanksgiving and the outpouring of support has been amazing.”

Once donated, the toys will be stored and sorted at sponsor KWAVE 107.9FM’s warehouse where they will then be distributed to the participating nonprofits who then decide how to disperse the gifts to the community. SCE’s toys will be delivered to the Santa Ana Public Schools Foundation.

“Through this act of giving, we hope to instill the powerful notion that the community cares, helping foster a brighter, more hopeful future,” said Esparza.

The Orange County Fire Authority is also accepting monetary donations to buy even more gifts. At the end of November, the fire agency had already sent out about 18,000 toys.

The toy drive runs through Dec. 12 and donations are being accepted at any of the 78 OCFA fire stations including headquarters. Any donations brought in after that date will still be accepted and allocated for children in next year’s toy drive.

“We have been doing this toy drive for more than 30 years and it’s amazing to see the impact it has on our local communities and the smiles it brings to the kids that live here. We are so grateful for Edison International’s continued support,” Champieux said.

For organizations interested in becoming a recipient of the Spark of Love Toy Drive, visit ocfa.org/toydrive.

For more information on Edison International’s giving efforts, visit edison.com/community.

Technology cuts costs and maintains wellbore integrity with in-situ acid generationNew approach enhances operational safety and lessens environmental burden

HOUSTON, December 18, 2023 /3BL/ – With the unveiling of ThermaStim, Baker Hughes is pioneering a first-of-its-kind approach in the geothermal energy sector. This low corrosive, in-situ acidizing system represents a novel method of harnessing geothermal energy with improved safety and enhanced production.

A standout feature of ThermaStim is its zero reactivity and corrosivity at surface. Where traditional acids in geothermal wells often react immediately near wellbore, ThermaStim activates deeper in the formation under the high temperature conditions found in geothermal formations. This unique quality ensures deeper penetration into the reservoir with low fluid volumes, allowing for improved stimulation.

Moreover, while many conventional solutions demand 40 percent or greater of the total fluid cost due to inhibition, ThermaStim saves cost on corrosion inhibitors. The in-situ acid generation triggered by temperature allows for protection of wellbore tubulars and downhole equipment without the need for an expensive corrosion package. It is safer on metallurgy and better for wellbore integrity, allowing operators to focus on production goals.

Safety and operational efficiency are paramount in ThermaStim’s design. The technology eliminates the need for acid tanks, making it safe to handle on location and reducing the carbon emissions and environmental and logistical challenges associated with transporting large acid volumes. The in-situ design reduces HSE concerns as there is no handling or pumping live acids.

“ThermaStim represents Baker Hughes’ unwavering commitment to pioneering in the energy sector, particularly reflecting our strength over the past 40 years in geothermal energy. By introducing this unique approach to geothermal extraction, we’re enabling our clients to position for new frontiers, meeting the evolving demands of the energy transition,” said Rodrigo Farias, vice president of Pressure Pumping at Baker Hughes. “Our aim is to tap into the Earth’s power in a safer and more efficient manner.”

Baker Hughes’ innovation promises to be a cornerstone for energy producers and stakeholders dedicated to advancing geothermal production practices. ThermaStim will empower operators to unlock the full potential of geothermal energy while reducing environmental risk and carbon footprint.

For more information or inquiries about this innovative technology, visit bakerhughes.com.

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

Media Relations 
Adrienne Lynch
+1 713-906-8407
adrienne.lynch@bakerhughes.com

Technology cuts costs and maintains wellbore integrity with in-situ acid generationNew approach enhances operational safety and lessens environmental burden

HOUSTON, December 18, 2023 /3BL/ – With the unveiling of ThermaStim, Baker Hughes is pioneering a first-of-its-kind approach in the geothermal energy sector. This low corrosive, in-situ acidizing system represents a novel method of harnessing geothermal energy with improved safety and enhanced production.

A standout feature of ThermaStim is its zero reactivity and corrosivity at surface. Where traditional acids in geothermal wells often react immediately near wellbore, ThermaStim activates deeper in the formation under the high temperature conditions found in geothermal formations. This unique quality ensures deeper penetration into the reservoir with low fluid volumes, allowing for improved stimulation.

Moreover, while many conventional solutions demand 40 percent or greater of the total fluid cost due to inhibition, ThermaStim saves cost on corrosion inhibitors. The in-situ acid generation triggered by temperature allows for protection of wellbore tubulars and downhole equipment without the need for an expensive corrosion package. It is safer on metallurgy and better for wellbore integrity, allowing operators to focus on production goals.

Safety and operational efficiency are paramount in ThermaStim’s design. The technology eliminates the need for acid tanks, making it safe to handle on location and reducing the carbon emissions and environmental and logistical challenges associated with transporting large acid volumes. The in-situ design reduces HSE concerns as there is no handling or pumping live acids.

“ThermaStim represents Baker Hughes’ unwavering commitment to pioneering in the energy sector, particularly reflecting our strength over the past 40 years in geothermal energy. By introducing this unique approach to geothermal extraction, we’re enabling our clients to position for new frontiers, meeting the evolving demands of the energy transition,” said Rodrigo Farias, vice president of Pressure Pumping at Baker Hughes. “Our aim is to tap into the Earth’s power in a safer and more efficient manner.”

Baker Hughes’ innovation promises to be a cornerstone for energy producers and stakeholders dedicated to advancing geothermal production practices. ThermaStim will empower operators to unlock the full potential of geothermal energy while reducing environmental risk and carbon footprint.

For more information or inquiries about this innovative technology, visit bakerhughes.com.

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

Media Relations 
Adrienne Lynch
+1 713-906-8407
adrienne.lynch@bakerhughes.com

Business success is more dependent on e-commerce and online presence than ever before. To help small businesses maximize their online growth, FedEx teamed up with nonprofit partner Accion Opportunity Fund to create the FedEx E-Commerce Learning Lab. Now in its third year, the FedEx E-Commerce Learning Lab gives entrepreneurs access to opportunities to learn about, build, and grow online businesses.

The Master E-Commerce webinar series, a core part of the Learning Lab, dives deep into topics that are most relevant for small business owners looking to grow online. The first Master E-Commerce session of 2023 was All About SEO, a rich and detailed discussion of search engine optimization techniques and tools.

More than 400 entrepreneurs joined live to learn how to make their businesses easier to discover for customers shopping online. The conversation featured the expertise of Duncan Castellino, Digital Demand Generation Marketing Manager, who leads Search and Paid Performance for FedEx. Joining Duncan as the entrepreneur expert for the discussion was Eric Adams, founder and owner of Dog & Whistle, an innovative pet food company that reduces food waste. Eric is a past graduate of the FedEx E-Commerce Learning Lab, and his business has grown significantly as a result of rich online customer engagement.

Duncan and Eric generously shared their insights on SEO best practices, including:

How to use keyword searches, image optimization, mobile responsiveness tools, and page hierarchy to set up SEO.How to measure whether SEO is working for a website.How to find, evaluate, and implement SEO keywords on a website.How to evaluate and maximize the value of both paid and free SEO tools.

To learn even more from these experts, watch a full recording of the All About SEO webinar here.

The second Master E-Commerce webinar this fall will focus on sustainability for e-commerce businesses.

Customers are increasingly focused on the sustainable practices of brands they love, and entrepreneurs can feel strong benefits both environmentally and financially from implementing sustainable practices in their businesses.

This session will feature the expertise of Perrin Crews, Corporate Social Responsibility Manager at FedEx, alongside Brenda Rios, founder and owner of Studio Tails, a quickly growing sustainable pet product brand. Perrin and Brenda will discuss how to set sustainability goals, considerations for putting those goals into action, and ideas for effectively communicating sustainability commitments to customers.

Sustainability for E-Commerce Businesses will take place virtually on Wednesday, November 15th at 1pm Eastern Time. Register here to save a seat.

***Photo courtesy of Accion Opportunity Fund