Tag: 3BL

Nearly 36 years ago the AIDS Memorial Quilt was displayed for the first time to memorialize and physically represent lives lost to HIV. Gilead has always actively supported the Quilt, and creating a new panel made sense for a company dedicated to helping end the HIV epidemic for everyone, everywhere.

Gilead’s Tribute to Those Impacted by HIV
The panel ideas were part of an employee-wide collaboration across the United States, Europe, Asia and Australia, while the actual stitch work took place at Gilead’s headquarters in Foster City and at the Kite offices in Santa Monica. More than 100 volunteers, including some members of Gilead’s leadership team, dedicated much of their free time over the last 18 months stitching together a special section of the quilt to be dedicated to loved ones lost to the disease. Most of the fabric for the project was donated by an employee.

“It really has been an extraordinary project – It’s bigger than any of us,” says Gilead employee Teri Wielenga, the project’s “Chief Quilting Officer.” “Having a chance to bring this opportunity to our employees and let them honor their own loved ones by putting a panel together really called to me.”

Employees were encouraged to participate in any way they felt comfortable. Many chose to share names of their loved ones to be hand-stitched to the Quilt panel, while others honored them in a more discreet manner by placing names in a red pocket at the center to be privately remembered. The 12′ by 12′ panel was created to accommodate more than 200 names so that employees may continue to add to it ahead of World AIDS Day each year.

The Quilt Panel’s Public Tour
The Quilt panel was displayed for the first time at an internal unveiling this week before heading to the National AIDS Memorial in San Francisco for World AIDS Day events. Gilead headquarters will welcome the panel back as a permanent installation after it tours in Mexico City; it’s being brought there to raise awareness to Mexican communities that are disproportionately affected by HIV.

Originally published by Gilead Sciences

December 1, 2023 /3BL/ – WorkingNation featured International Paper in a film that examines the significance of community and employee support through the compelling story of International Paper employees Tuesday and Levell Hairston.

Tuesday, who was first made aware of International Paper at the age of 10 when the company visited her school, now serves as the global sourcing lead for energy commodities. Initiated into the company through a co-op program at age 16, her journey is a testament to the opportunities International Paper provides.

Levell, Tuesday’s husband, joined the company as well, aligning their family decisions with career choices. As their family grew, so did the opportunities offered to Levell by International Paper. Today, he holds the position of VP and GM of recycling and recovered fibers.

You can watch their story here: International Paper: A Heartwarming Tale of Career, Family, and Employee Success

‘Employee development is a distinct strategic advantage’

International Paper (IP) is an American pulp and paper company, the largest such company in the world and one of the largest producers of renewable fiber-based products. Headquartered in Memphis, Tennessee, IP has manufacturing facilities throughout the world and employs more than 39,000 people.

International Paper builds on 125 years of manufacturing expertise to transform renewable resources into products people depend on every day. This includes packaging solutions that protect and promote goods, enable worldwide commerce, and keep consumers safe. Recognizing that for its business to thrive, it must be on the cutting edge of new ideas, new technologies. To accomplish this, employees and employee development must be at the center of their business strategy.

IP strives to build a culture in which each employee feels a sense of belonging and experiences an environment in which to do their best work every day. Three principles embody International Paper’s emerging approach to investing in its employees to accelerate business outcomes, now, and in the future:

A strong belief set that employee development is a distinct strategic advantage: International Paper believes the continuity and consistency that comes from internal development and internal promotion enables it to reach its business goals.A focus on attracting, developing and retaining employees: International Paper recognizes that its ability to operate and grow its business depends on its ability to attract and retain employees early in their career – many with little or no work experience – and arm them with the skills necessary to maintain its facilities, produce its products and serve its customers. The team at International Paper has developed learning paths for specific positions that are designed to encourage an employee’s advancement and growth within its organization.Prioritizing a diverse and inclusive workforce: International Paper has added Include and Engage to its core values and is working towards its Vision 2030 target of increasing representation of women and minorities. This more closely aligns with the future workforce while fostering inclusion across the workforce. To achieve this, International Paper is investing in recruiting, hiring, retaining and developing talent reflecting the full range of diversity.

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About International Paper 
International Paper (NYSE: IP) is a global producer of planet-friendly packaging, pulp, and other fiber-based products, and one of North America’s largest recyclers. Headquartered in Memphis, Tenn., we employ approximately 39,000 colleagues globally who are committed to creating what’s next. We serve customers worldwide, with manufacturing operations in North America, Latin America, North Africa, and Europe. Net sales for 2022 were $21.2 billion. Additional information can be found by visiting internationalpaper.com.

WALTHAM, Mass. and BROOKLYN, N.Y., December 1, 2023 /3BL/ – National Grid has received a perfect score of 100 on the Human Rights Campaign Foundation’s 2023-2024 Corporate Equality Index (CEI), achieving the designation of being an “Equality 100 Award: Leader in LGBTQ+ Workplace Inclusion” recipient. The CEI is the nation’s foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ equality. National Grid has earned a top CEI score every year since 2020.

“We’re proud to celebrate this recognition from the Human Rights Campaign Foundation,” said Will Serle, Chief People Officer, National Grid. “Maintaining a fully inclusive workplace for our people is embedded in National Grid’s commitment to deliver a smarter, stronger, cleaner energy future that benefits everyone. This achievement reflects our dedication to empowering LGBTQ+ employees and allies to thrive and make a positive impact at every stage of their careers — and reminds us of the work that we must continue to do to foster a culture in which all employees are supported and positioned for success.”

“For well over two decades, businesses have played an important role in furthering LGBTQ+ equality by centering employee needs and voices when it comes to workplace inclusion. While there is much more work to be done, year-over-year growth in CEI participation is evidence of a business community that recognizes the responsibility and value in upholding equity and inclusion,” said RaShawn “Shawnie” Hawkins, Human Rights Campaign Sr Director of Workplace Equality. “Our goal at the Human Rights Campaign Foundation is to work in a spirit of partnership with companies, providing educational resources and leading benchmarking, and collaborating on ways for businesses to support the LGBTQ+ community at a time when we face unprecedented legislative attacks, heightened anti-LGBTQ+ rhetoric and physical violence. The CEI is an ever-evolving tool — a blueprint that companies can use to show up more effectively in supporting their LGBTQ+ employees and their families.”

The CEI rates companies on criteria under four key categories — workforce protections; inclusive benefits; supporting an inclusive culture; and corporate social responsibility. 2023-2024 ratings also specifically measured transgender inclusive benefits. Perfect scores are awarded to employers that took concrete steps to establish and implement comprehensive policies, benefits, and practices that ensure greater equity for LGBTQ+ workers.

National Grid aspires to be among the most diverse, equitable, and inclusive companies of the 21st century. This commitment includes:

Supporting LGBTQ+ employees and their families by providing equitable and inclusive benefits, including transgender inclusive benefits.Prioritizing the safety and well-being of all employees by holding supportive forums that promote open discussion.Ensuring visibility for LGBTQ+ employees and allies by rolling out a pronouns initiative, enabling colleagues to add their pronouns to employee badges and within the company’s internal systems.Partnering with the company’s employee-led PRIDE Employee Resource Group (ERG) — one of 16 active ERGs promoting Diversity, Equity, and Inclusion and aimed at eliminating workplace barriers — to build strong support networks and provide resources for LGBTQ+ employees and allies through year-round events and community partnerships. The Pride ERG has established a Transgender Support Network offering initiatives specifically created to support and empower transgender employees.

View the complete 2023-2024 CEI Report.

About National Grid

National Grid (NYSE: NGG) is an electricity, natural gas, and clean energy delivery company serving more than 20 million people through our networks in New York and Massachusetts. National Grid is focused on building a smarter, stronger, cleaner energy future — transforming our networks with more reliable and resilient energy solutions to meet state climate goals and reduce greenhouse gas emissions.

For more information, please visit our website, follow us on X (formerly Twitter), watch us on YouTube, like us on Facebook and find us on Instagram.

Media Contacts

Emily Demarest

Massachusetts

(781) 907-3980

Email

Albertsons Companies’ Seattle Division has partnered with Seattle Children’s Hospital since 2015, raising funds annually in support of the hospital’s pediatric cancer immunotherapy research and mission to provide hope, care and cures to help every child live the healthiest and most fulfilling life possible. In total, more than $11 million has been raised for research thanks to the generous donations of our customers and community members, helping Seattle Children’s provide groundbreaking treatments to kids otherwise out of options. 

This past summer, members of the Seattle Division team were delighted to join the unveiling of Seattle Children’s immunotherapy treatment center, named “Safeway Albertsons Cancer and Blood Disorders Center” in honor of our strong partnership and commitment to healthy futures for all. The event included a check presentation of $1.4 million.

See original post on LinkedIn and read more about Albertsons Companies and our Recipe for Change on our website.

December 1, 2023 /3BL/ – AEG, the world’s leading sports and live entertainment company proudly announced that for the fifth consecutive 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. AEG joins the ranks of 545 major U.S. businesses that also earned top marks this year.

“We are proud to receive the top score on the Human Rights Campaign Corporate Equality Index and be designated as A Best Place to Work for LGBTQ+ Equality,” said Jae Requiro, Vice President of Diversity, Equity & Inclusion for AEG. “AEG’s commitment to building an inclusive culture is paramount in the places where we do business and within our own company culture as it is critical to our continued success.”

“For well over two decades, businesses have played an important role in furthering LGBTQ+ equality by centering employee needs and voices when it comes to workplace inclusion. While there is much more work to be done, year-over-year growth in CEI participation is evidence of a business community that recognizes the responsibility and value in upholding equity and inclusion,” said RaShawn “Shawnie” Hawkins, Human Rights Campaign Sr Director of Workplace Equality. “Our goal at the Human Rights Campaign Foundation is to work in a spirit of partnership with companies, providing educational resources and leading benchmarking, and collaborating on ways for businesses to support the LGBTQ+ community at a time when we face unprecedented legislative attacks, heightened anti-LGBTQ+ rhetoric and physical violence. The CEI is an ever-evolving tool – a blueprint that companies can use to show up more effectively in supporting their LGBTQ+ employees and their families.”

The results of the 2023-2024 CEI showcase how 1,384 U.S.-based companies are promoting LGBTQ+ friendly workplace policies and non-discrimination protections to 21 million employees in the U.S. and abroad.

The CEI evaluates companies on detailed criteria including non-discrimination policies across business entities, equitable employee benefits for LGBTQ+ workers and their families, supporting an inclusive culture, and corporate social responsibility.

AEG’s efforts in satisfying all the CEI’s criteria earned a score of 100 and the designation as a recipient of the Equality 100 Award: Leader in LGBTQ+ Workplace Inclusion.

More information about the HRC Corporate Equality Index Report is available online at www.hrc.org/cei.

Recognizing the company’s ongoing commitment to inclusion, diversity, and equity (ID&E) and the LGBTQ+ community, Medtronic earned a top score of 100 again this year on the Human Rights Campaign Foundation’s 2023-2024 Corporate Equality Index.

To earn top ratings, employers must demonstrate taking concrete steps to establish and implement comprehensive policies, benefits and practices that ensure greater equity for LGBTQ+ workers and their families.

As a top-scoring company, Medtronic also earned the designation of being an “Equality 100 Award: Leader in LGBTQ+ Workplace Inclusion” recipient.

Anchored in its Mission, the company continues to drive ID&E forward both to enhance the well-being of Medtronic employees and to accelerate innovation that brings lifesaving technologies to more people in more places around the world.

Learn more about the company’s year-round efforts in the Medtronic Sustainability Report and Medtronic Global Inclusion, Diversity & Equity Report.

As the national benchmarking tool measuring policies, practices, and benefits pertinent to LGBTQ+ employees, the Human Rights Campaign Foundation’s Corporate Equality Index is a primary driving force for LGBTQ+ workplace inclusion. Data from the CEI tells the story of over two decades of year-over-year growth in the adoption of these critical policies and practices indicative of employers’ commitment to equality.

Since 2017, Whole Planet Foundation has honored annually a trailblazer advocate who has gone above and beyond to support our mission as they foster their own. This year, we are delighted to award this honor to the Kasperick Foundation.

In 2020, the Kasperick Foundation donated $100,000 to Whole Planet Foundation, launching a special partnership to alleviate poverty around the world. The Kaspericks renewed that support in 2021, along with $890,590 for microfinance projects in Haiti, Kenya and Mozambique.

During 2022, the Kasperick Foundation contributed $2,069,908 to Whole Planet Foundation and microfinance partners in Burkina Faso, Egypt, El Salvador, Guatemala, Kenya, Mali, Mexico, Mozambique, Uganda, and Tanzania, for a current total of $3,160,498 for microlending programs.

Vince Kasperick shares: “The Kasperick Foundation is honored to be the recipient of this year’s Trailblazer Award. It is a privilege to be able to work with Whole Planet Foundation and contribute to the great work they are doing to alleviate global poverty through economic opportunity.“

On behalf of our Whole Planet Foundation team and microcredit clients, we thank the Kasperick Foundation for supporting our mission in numerous meaningful ways over the years. They are an inspiration!

Learn more at wholeplanetfoundation.org.

Since 2017, Whole Planet Foundation has honored annually a trailblazer advocate who has gone above and beyond to support our mission as they foster their own. This year, we are delighted to award this honor to the Kasperick Foundation.

In 2020, the Kasperick Foundation donated $100,000 to Whole Planet Foundation, launching a special partnership to alleviate poverty around the world. The Kaspericks renewed that support in 2021, along with $890,590 for microfinance projects in Haiti, Kenya and Mozambique.

During 2022, the Kasperick Foundation contributed $2,069,908 to Whole Planet Foundation and microfinance partners in Burkina Faso, Egypt, El Salvador, Guatemala, Kenya, Mali, Mexico, Mozambique, Uganda, and Tanzania, for a current total of $3,160,498 for microlending programs.

Vince Kasperick shares: “The Kasperick Foundation is honored to be the recipient of this year’s Trailblazer Award. It is a privilege to be able to work with Whole Planet Foundation and contribute to the great work they are doing to alleviate global poverty through economic opportunity.“

On behalf of our Whole Planet Foundation team and microcredit clients, we thank the Kasperick Foundation for supporting our mission in numerous meaningful ways over the years. They are an inspiration!

Learn more at wholeplanetfoundation.org.

Originally published on Forbes.

Earth Overshoot Day is the date when humanity’s demand for ecological resources in a given year exceeds what Earth can regenerate in that year. The first-ever overshoot took place on December 29, 1970. Since then, every year the date occurs earlier. This year, it was on August 1st.

“Taking planetary boundaries into account means that meeting the four key human demands —energy, food, manufacturing, and mobility—will require fundamental system changes,” said Jörg Eigendorf, Chief Sustainability Officer, Deutsche Bank, in an interview with SAPVoice on Forbes.com.

Mankind’s desire to fulfill the four basic needs has created our current economic system. In the past, corporations responded to demands by increasing supply – with little consideration for the impact on natural capital. As a result, the complex corporate and economic structures now in place are increasingly inappropriate.

“These supply structures cannot be dismantled immediately, because governments are not willing to risk meeting the demands of the population,” said Eigendorf. “Hence, the emphasis must be on changing the way we meet the demands. We need to decouple economic activity as much as possible from emissions and environmental destruction. The external cost of doing business needs to be internalized to set the right price signals and encourage innovation.”

Continue reading here.

Originally published on Forbes.

Earth Overshoot Day is the date when humanity’s demand for ecological resources in a given year exceeds what Earth can regenerate in that year. The first-ever overshoot took place on December 29, 1970. Since then, every year the date occurs earlier. This year, it was on August 1st.

“Taking planetary boundaries into account means that meeting the four key human demands —energy, food, manufacturing, and mobility—will require fundamental system changes,” said Jörg Eigendorf, Chief Sustainability Officer, Deutsche Bank, in an interview with SAPVoice on Forbes.com.

Mankind’s desire to fulfill the four basic needs has created our current economic system. In the past, corporations responded to demands by increasing supply – with little consideration for the impact on natural capital. As a result, the complex corporate and economic structures now in place are increasingly inappropriate.

“These supply structures cannot be dismantled immediately, because governments are not willing to risk meeting the demands of the population,” said Eigendorf. “Hence, the emphasis must be on changing the way we meet the demands. We need to decouple economic activity as much as possible from emissions and environmental destruction. The external cost of doing business needs to be internalized to set the right price signals and encourage innovation.”

Continue reading here.