In the pursuit of changing the narrative around substance use disorder to reduce the stigma, Craig Melvin, TODAY Show host and speaker at a recent Advertising Week New York (AWNY) panel, “Creating A New Narrative Around Substance Use Disorder to Reduce The Stigma,” shared a personal story highlighting the life-changing moment he experienced with his father, who successfully overcame his own struggles with alcohol in 2016. His story illustrates the potential for change and the importance of addressing stigmas and disparities in substance use disorders.

Melvin took part in the panel with Kirsten Suto Seckler, chief marketing and communications officer for Shatterproof, the national nonprofit leading the charge to end substance use disorder in the U.S., along with Cortney Lovell, director of practice improvement and consulting for the National Council for Mental Wellbeing and Manuela Abenante, account manager at Accenture Song. Michelle Hillman, chief campaign development officer for the Ad Council, served as the moderator.

The influence of a single story is so profound that it can transform an entire narrative. As Kirsten Suto Seckler said, “It is when we share our stories that we start to see change. I have family members who struggle with substance use disorders — from heroin to alcohol — and what we have learned at Shatterproof is that 75% of the country does not see substance use disorder as an illness.”

This is the narrative that has been told over the years, that substance use is simply an addiction, not a disease. Substance use disorders are consistently misrepresented. As Manuela Abenante said, “We need to take this issue out of the shadows and instead show how common substance use disorder is. We’ve made so many improvements on how we talk about substance use disorder, but we have a long way to go.”

It is time for marketers and advertisers to unite and drive a national conversation to destigmatize substance use disorder drawing on lessons learned over time on issues like HIV/AIDS, breast cancer and marriage equality. History proves that when we talk openly about a topic, the power of our collective voices can drive a topic into the public consciousness where solutions are created. Authentic change starts with open conversations.

Since 2021, Shatterproof has worked with the Ad Council as an issue advisor to ignite the conversation about addiction, bringing it out of the shadows of stigma and into the minds of Americans. Its first collaborative campaign, The Real Deal on Fentanyl, launched in 2022. As part of those continued efforts, Shatterproof launched a new campaign called Start With Hope in partnership with the Ad Council, Centers for Disease Control and Prevention (CDC) and National Council for Mental Wellbeing to inspire individuals with the motivating power of hope and empower them to start their recovery journeys by connecting them with harm reduction strategies and treatment resources.  

The campaign aims to reach all adults at risk or living with substance use disorders but has a particular focus on supporting Black Hispanic/Latinx populations. 

Informed by foundational research from the Ad Council Research Institute, Start With Hope leans on the insight that people with substance use disorders found immense value in hearing from those who have been through similar experiences. The work also leverages recent studies showing that hope is more than just a human emotion but also a mindset that can be learned and strengthened with practice. Hope can also be a strong predictor of outcomes focused on well-being and quality of life.

Additionally, the campaign website offers culturally relevant tools and resources along with links to www.TreatmentAtlas.org, the first resource in the U.S. with unique features that connects people with information about appropriate, high-quality addiction treatment that meets their specific needs.

Start With Hope is developed pro bono by Accenture Song, the tech-powered creative group of Accenture, and highlights real stories of individuals who have gone through their own recovery journeys, including the personal experiences of Ale, Ariel and Joseph. 

To view their stores, visit the links below:

Start With Hope – Ariel – https://youtu.be/U9Z3vgffpvYStart With Hope – Joseph – https://youtu.be/d5BX1bbxcKoStart With Hope – Ale – https://youtu.be/6EUBISTMHUQ

Start With Hope is available in English and Spanish. To learn more, visit https://startwithhope.com/

What is ESG and why is it important?

Environmental, social and corporate governance (ESG) is an umbrella term for strategies, reporting and/or action plans on various topics and factors that impact an organization’s corporate sustainability. This includes considerations of environmental, social and corporate governance implications, alongside financial factors, to inform decision-making processes and investments.

ESG has quickly emerged as a global issue and focusing on ESG initiatives has become imperative in today’s marketplace. Not only because of new regulatory frameworks, but because an ESG strategy can be a key differentiator to help businesses build customer loyalty, attract investors, improve financial performance and make operations sustainable and environmentally friendly.

Some examples of these types of initiatives might include energy reduction, such as converting to LED lights or solar panels in your office building to reduce environmental impact and/or costs; ensuring compliance with the product liability or workplace health and safety regulatory requirements; or taking part in community initiatives, such as charitable donations or volunteering in the community.

As more companies and organizations look to implement various initiatives, it’s important to understand them from a holistic perspective, and how the organization plans to both execute and report on them.

Just a few benefits that organizations can realize through these types of efforts include:

Attracting and retaining talent: 90% of Gen Z believe companies must act to help social and environmental issues. This generation wants to see that the companies that they are looking to work for align with their beliefs.Market competitiveness: 89% of executives believe an organization with shared sustainability purpose will have greater employee satisfaction, while 85% say they’re more likely to recommend a company with strong purpose to others.Value creation: Harvard Business School research shows companies committed to sustainability outperform in stock market performance and have improved profitability.Stakeholder and regulatory demand: The SEC has proposed amendments to enhance and standardize registrants’ climate-related disclosures and companies with operations in the EU could also be subject to ESG-related disclosures now or in the future.

ESG reporting data challenges and best practices

ESG rating agencies, such as MSCI or ISS, examine an organization’s ESG practices and risk exposure to determine its long-term sustainability. Through proprietary scoring methodologies and algorithms, these rating agencies are able to produce a score or rating which may be used by investors and other interested stakeholders when making decisions about the organization. Often these scoring methodologies are roughly aligned with an ESG framework such as GRI, the Global Reporting Initiative, or SASB, the Sustainability Accounting Standards Board which provide organizations guidance and standards for how and what to report within ESG or sustainability reports.

Some of the common types of data that are important for ESG reporting include:

Environmental data: This type of data often includes greenhouse gas (GHG) emissions, energy consumption usage and waste generation, as many companies need to track these metrics to ensure that they’re environmentally compliant.Social data: This can include data on human rights records, labor practices, governance programs, policies and procedures as to how work is executed or how to report engagements with your local community.Board structure data: Executive compensation, risk management processes and how you’re integrating ESG related risk into the holistic risk management program, are all types of data that can fall into this category. With this type of data, it’s important to decide how you will record and communicate ESG related risks to your board and stakeholders and update them on the progress that you’re making against the goals you’ve set.Cybersecurity data: This type of data can include the number of reported breaches and malware attacks. In addition to reporting this data, it’s necessary to be able to articulate how you’re addressing any issues or problems that you’ve encountered as well.

Often, one of the biggest challenges with ESG reporting is the lack of standardized reporting across the organization. The lack of standardization can lead to inconsistencies in the data collection, reporting and analysis. Understanding what reporting processes you may already have in place is key to ensure that you can leverage any existing frameworks, areas of communication, meetings and alignment across your organization.

As you begin to think about your own ESG initiatives and reporting processes, it’s important to think through the initial goals of your ESG journey, recognizing that it will be a continuous evolution, if there are any tasks that need to be completed within a certain time frame such as any regulatory reporting, and how you’ll record your progress. Some questions to ask include:

Do you have to report ESG data from a compliance perspective?What are the different goals and targets that you’re looking to track against? Are you committing to goals externally?How are you going to identify different metrics or KPIs that can help identify and evaluate the progress that you’re making?When and how are you going to report this data?

Overall, it’s important to not only be able to report on these types of metrics but also be able to articulate what you are doing to address any issues that are significant to your organization. Here is a recommended process for ESG reporting best practices:

Define what ESG metrics support: What is material to the organization and aligns with a reporting frameworkEstablish ESG data reporting procedures: Document processes for collecting and validating ESG data, including system, report utilized, data owner and completeness and accuracy proceduresUtilize technology to manage ESG data: Assist with streamline data collection, analysis and reporting processes, consider ESG software platformsPrioritize your data and reporting: Execute a risk-based approach to ESG reporting, prioritizing the ESG issues that are most material to stakeholders. This will focus reporting efforts and ensure that the most important ESG issues are being addressedShare ESG data with stakeholders: Make it transparent and accessible, providing data sources, methodologies and assumptions, estimates or judgments and explain any changes in ESG metrics over timeInvolve internal audit: Request the assistance of internal audit to perform a review of ESG reporting processes, reviewing data collection and reporting procedures, as well as reviewing data sources to ensure that they are complete and accurateVerify with third party assurance: Independent verification and assurance processes to validate their ESG data and reporting to increase the credibility and reliability of ESG information

Building your ESG data strategy and governance

Once you’ve identified your ESG goals and reporting strategy, there are five steps you can take to build your data strategy:

Data discovery and mapping: Determine the KPIs from your reporting strategy that will support your ESG goals. Where is that information stored and how will you map it?Analytical/report modeling: Can you easily read and aggregate that data back together or does a new process need to be implemented?Solution design: What kind of solution do you need to put in place to make your data readily available to end users? Where is the data going to be stored? How is it going to be moved through the system? Make sure you have an audit trail to map it back to.Identify roles and responsibilities: Who builds and maintains these things in the program? Have dedicated resources in place in case something needs to be repaired.Implementation road map: Once the above steps are completed, have a detailed plan as to how they will be implemented.

Once you have the data strategy to help identify, prioritize and move forward with the reporting elements, you should also establish a data governance program to ensure that you have high data quality and accountability across the organization.

One key aspect of creating an ESG data strategy and governance program is determining who your data stewards are. They will be responsible for ensuring the quality of your information and that it continues to flow in from the source. For example, let’s say an organization is very invested in giving back to the community and they made a commitment to contribute 10,000 hours of community service over the next year. A system needs to be in place to capture that data and a data steward must be identified to be responsible for it to ensure its accuracy.

Another foundational element to creating a strong data strategy and governance program, is the development of a data dictionary. It’s really important to map the information that you have via a data dictionary, which can be as simple as an Excel spreadsheet or can be as complicated as an actual data catalog application. This will ensure that you’re defining what your data elements are and where are they sourced from.

It’s also important to establish an audit trail that can come from different vendor and data catalog tools. There are various tools in the marketplace that can help you do that or you can develop it in the solutions that you build to move this data. Note what process was used to extract all of that information so you can track it back to the source.

Generally, if you want to easily report on it, you’re going to need to put the data into some kind of analytical model. Analytical models can be published in various forms. They can range from raw data sets to well-formed dashboards that you can publish on your website or in investor books, or you an create ad hoc analytics through tools like Excel.

In the end, you want to make sure that you’re not just grabbing all your raw data and pulling it together, but that there is an established process to integrate the data together, in order to give you the insights you need.

Moving to a green cloud

Data center energy usage is expected to quadruple by 2030 as a combination of market growth and diminishing returns from existing approaches to efficiency improvements.

Major vendors like Microsoft Azure, AWS and Google Cloud support sustainable solutions within their environment. Each company offers solutions within their data centers that can track and minimize the environmental footprint of your operational systems and processes.

If you want to move your organization to a green cloud, you first need to assess your current state. Look at the infrastructure that you have in place and see where your data centers are located. How many machines are you supporting? What can you do to potentially move some of that infrastructure from on-premises to the cloud?

Maybe you don’t have the most efficient data centers or aren’t using your hardware very effectively. Moving to the cloud won’t always automatically reduce your energy usage, but it does provide a great opportunity to figure out how you could combine workloads and optimize your resource utilization. The major cloud providers mentioned above have dedicated environments that are built to be more efficient. These companies are committing to becoming carbon neutral, investing in cooling technology and renewable energy sources to power their data centers and recycling their hardware. They’re doing these things at scale, so they can create greater energy efficiencies and help consolidate existing infrastructure into a more efficient infrastructure in the cloud.

Lastly, you want to make sure that your team is trained in your ESG strategy, so they understand what is important to the organization and can prioritize your ESG goals. Incorporating your ESG goals and strategy into the job roles and responsibilities of both existing and new employees can be a great way to ensure alignment and create an ESG mindset from the start. Creating alignment across the management team and the board is a necessary step to ensure that the entire organization can work together to achieve success and improve sustainability.

How to get started

Building a strong ESG strategy and reporting structure can feel overwhelming. It’s often best to start by identifying a few material issues that are most important to your organization rather than trying to report on everything. No matter where you are in your ESG journey, we can meet you where you are to align sustainability reporting with what is most relevant to your organization. Now is the time to build intentional reporting processes, collect and centralize data, and improve efficiencies with data and cloud technologies to record, report and reduce your environmental impact.

Go there. Start here with ESG and digital solutions leaders.

This article was derived from the How to execute your ESG strategy with data and cloud technologies webinar, watch the full recording here.

“The Single-Use Plastic Directive is unprecedented,” explains Riccardo Vellani, Product Director for Additional Materials at Tetra Pak.

In June 2019, the European Union (EU) passed the Single-Use Plastic Directive, banning several single-use items, such as cotton bud sticks, cutlery, plates and straws.

Since then, the list has grown, and from July 2024, all beverage packages, excluding glass and metal, must be sold with tethered caps, opening devices designed to stay attached to the packaging to help prevent plastic litter.

When the directive was announced, little was known about tethered caps. How compatible would they be with existing packaging, and what would it cost to retrofit – or even upgrade – equipment?

“Consumers in the EU are completely unaware of the coming legislation, so companies need to explain the importance – and the benefits – of tethered caps to consumers”

“Many of our customers have several production lines, so it was crucial to minimise the impact of a new solution on their operations to ensure a smooth transition. At the same time, we also saw an opportunity to rethink our solutions. If we’re going to change things, we have to look at what we can improve,” says Riccardo.

How do you make a solution for half a billion people?

8 different tethered cap concepts went into development simultaneously to deliver a solution that could fit more than half a billion consumers in more than 25 countries.

“We’ve managed to reduce the plastic content in most of the solutions released so far* and focus on consumer convenience, making packages easy to open and close. We want to make the caps available with as many of our solutions as possible – most recently, we added the TwistCapTM OSO 34 Pro for Tetra Rex® carton packages – and the caps are also available in a plant-based version. We’ve also made sure that any changes haven’t impacted shelf life or product safety,” says Riccardo.

The close collaboration with customers paid off: In early 2021, the first tethered caps were ready to be introduced to the world. Since then, things have moved quickly, and just recently, Tetra Pak reached a milestone with over 3 billion tethered caps delivered to customers.

The industry is leading the way when it comes to explaining why to consumers

“Consumers in the EU are completely unaware of the coming legislation. Just like with the introduction of paper straws, companies need to explain the importance – and the benefits – of tethered caps to consumers,” says Riccardo. And usually, that involves a certain amount of convincing as consumers often start out with a big ‘Why?’.

“It’s difficult to connect a seemingly small change like caps to the bigger and more complex journey towards sustainable packaging and reduced littering.”

To support our customers, we’ve developed communication materials that can help them successfully communicate about the transition to tethered caps.

“The new caps offer many benefits that consumers respond positively to once they understand the reasons behind their development. They don’t realise that, in many cases, they’re going from using a two-step opening, where you either unscrew the lid and lift the pull-ring or twist the lid and pull a tab, to a new one-step opening solution. Consumers have different habits and it takes time to get used to new solutions. Especially if we’re talking about daily routines, such as opening a carton of milk or putting your favourite juice in the backpack,” says Riccardo.

Tethered caps have potential beyond EU directives – and borders

With over 3 billion tethered caps now delivered to customers, what’s next?

“We’ll continue to work closely with our customers, so we’re prepared for new regulations or initiatives. Because if it impacts our customers, it impacts us. We want to help them stay ahead of the game.”

Beyond the EU, there’s also potential for tethered caps in other geographies.

“Tethered caps are not yet required by legislation in other markets, but I think people are seeing how they can play a role when it comes to litter reduction. So, we’re looking into expanding the offering, delivering them as new, improved one-step openings with environmental benefits,” concludes Riccardo.

* The reduction of plastic content by weight is as follows:

HeliCap™ 26 Pro: 13% compared to HeliCap™ 27DreamCap™ 26 Pro: 7% compared to the existing DreamCap™ 26LightWing™ 30: 12%* compared to the existing WingCap™ 30 closure (liner excluded from the calculation)

“The new caps offer many benefits that consumers respond positively to once they understand the reasons behind their development. But it takes time to get used to new solutions and change daily routines, such as opening a carton of milk or putting your favourite juice in the backpack”

Learn more about tethered caps⁠⁠

The conversation recently made its way to Washington, DC — where the Environment Subcommittee of the House Committee of Oversight and Reform discussed calls to reform federal policies that unjustly favor corporate agribusiness, often at the expense of family farmers.

Can regenerative ag regenerate the US food system? Kara Brewer Boyd thinks so. The farmer and rancher of about 1,500 acres in Southside, Virginia is also a member of the Lumbee Tribe and founder and president of the Association of American Indian Farmers.

“Being an Indigenous person here in North America, I highly value food security and resilience — as we’ve always grown and produced food to feed our families, tribal communities and others,” she says.

Indigenous people were utilizing regenerative farming practices — from no-till and companion planting to crop rotations and pollinating buffer strips — well before many other segments of agriculture. And they have done so by making decisions with forethought of the next seven generations: “Take some, leave some; and there will always be some for future generations.”

As we reported a year ago, the agricultural community is taking a new look at these old practices in hopes that we can use nature’s proven, time-tested principles to help mitigate climate change and feed a growing population more sustainably.

The conversation recently made its way to Washington, DC — where the Environment Subcommittee of the House Committee of Oversight and Reform held a hearing about calls to reform federal policies that unjustly favor corporate agribusiness, often at the expense of family farmers.

Boyd was one of several farmers who testified. The benefits of regenerative ag are manifold, she said. It can take large amounts of carbon out of the atmosphere as well as build back soils, which can be depleted at a rate of 5.6 tons of topsoil per acre each year. It can restore water cycles and replenish underground clean water sources, lessening the impact of droughts and alleviating flooding. It can help hold nutrients in the landscape, thus preventing nitrates and phosphates from entering watersheds.

The gains are not just environmental, she added. Regenerative ag can make farming and ranching profitable by reducing reliance on inputs, making farmers less susceptible to shifting fertilizer markets. It can also help revitalize rural communities by diversifying farm production.

Building back soil health is the most cost-effective federal investment we can make at this time. From risk mitigation to farmer prosperity, to human health, to carbon sequestration — it is a win-win for all. To ensure local and national security in the face of domestic and global disruptions, we must make the effort to rebuild our soils.

Kara Brewer Boyd, Founder and President, Association of American Indian Farmers

Investing in soil

So, what level and type of investment is needed?

Boyd testified that farmers wishing to transition to more regenerative practices may struggle to do so. Small-scale farmers often face limited options for diversifying their operations and participating in local markets; and it may not be economically feasible to incorporate managed livestock grazing if there is no local processing or infrastructure.

“Without access to local processing, regenerative farmers and rural America don’t stand a fighting chance,” she said.

Rachel E. Schattman, Assistant Professor of Sustainable Agriculture at the University of Maine, agreed that a holistic approach is needed — supported and sustained by federal policy and investment and complimentary community and state resources.

“This means heavily investing in agricultural research, especially at land grant universities — including historically black colleges and universities and tribal colleges; and expanding education programs, technical assistance and financial assistance for farmers,” Schattman asserted.

She also emphasized the need for equity in the system.

“In addition to climate change being a matter of science, it’s also invariably a racial, gender and economic justice issue — as the negative effects of climate change will fall disproportionately on those who can least afford it,” Schattman asserted. “We must ensure that federal agriculture programs are available to all who steward the land.”

Boyd suggested that the USDA’s Environmental Quality Incentives Program (EQIP), which provides $1.2 billion annually to help farmers deliver environmental benefits, dedicate 80 percent of its funds to practices that rebuild soil health and ecological function, reduce emissions or sequester carbon — rather than the current ~20 percent; and that the Conservation Stewardship Program (CSP) be converted into a “Climate” Stewardship Program that primarily rewards good climate stewards and prioritizes support for small-scale farmers.

Rep. Ro Khanna (D-CA), Chair of the Subcommittee on Environment, said he was committed to supporting regenerative agriculture by listening to farmers and paying them for the practices that they think are best for their soil: “We must fully fund the USDA’s conservation programs and reform them to provide farmers more flexibility to do what they think is best, as opposed to being dictated by corporate executives who may have no actual experience in farming.”

Sustainable solutions

Rep. Ralph Norman (R-SC) expressed his concern that farmers be burdened with additional regulations and bureaucratic red tape.

“We need to let farmers farm, not shoulder them with burdensome regulations and huge tax bills. As most farmers tell me, get the bureaucracy, get big government out of the way and just let them do what they were born to do,” Norman said.

Brian Lacefield — Executive Director of the Kentucky Office of Agricultural Policy and a former university extension worker, banker and crop input retailer — noted that there will be no one-size-fits-all solution; and that practices must be sustainable, both economically and agronomically.

Kentucky farmers have been pioneers and early adopters of conservation and regenerative practices, he said, with terrace and no-till farming practiced commercially for decades. A further shift took place in 1998, when the Tobacco Master Settlement Agreement prompted the diversification of Kentucky agriculture — with tobacco producers declining from 50 percent to 1 percent.

Part of this was achieved through elective incentives — such as a menu-based cost-share program covering investment areas such as beef improvement, forage quality, technology and markets. Each producer can find items suited to their operations that are based on research and best management practices; and there is a producer education component, as well as a requirement to have a water quality plan.

Many of the items available for cost-share participation are consistent with several of the principles of regenerative agriculture — including enhancing and improving soil health, improvement of water quality, and optimization of resource management. It is a purely optional plan and great distinction has been built in to be the ‘economic carrot’ as an incentive to a best management practice and not a subsidy.

Brian Lacefield, Executive Director of the Kentucky Office of Agricultural Policy

Another novel solution is OpenTEAM — a collaborative effort to create an interoperable, open-source agricultural technology ecosystem that supports farmers in their transition to regenerative ag systems. Started in 2019, the farmer-driven community of farmers, ranchers, scientists, researchers, engineers, farm service providers, programmers and food companies is creating a suite of tools to help land stewards manage soil health, optimize data collection, and share knowledge across an ever-expanding network.

At several research & development sites, ranchers and farmers are informing the development of these tools. Stonyfield Organic, for example, is working with organic dairy farms in its direct supply chain to test the use of tools such as PastureMap to track rotational grazing and pasture forage, and SoilStack to measure carbon levels in the soil with a handheld spectrometer.

Monthly grazing discussion group meetings with both technical experts and fellow Stonyfield farmers enable OpenTEAM participants to learn how to utilize the data and observations they are collecting to create positive changes on their own farms and the climate at large. Projects such as the Digital Coffeeshop — which is being developed by another OpenTEAM participant, Our Sci — and an embedded social coordination platform will allow participants to benchmark and compare their data to better understand what might be considered a ‘good’ result.

Bourne is also excited about development of the OpenTEAM Ag Data Wallet — a central data-storage platform that aims to streamline data collection. The goal is for farmers to enter data once and be able to leverage that data for multiple uses — including GHG accounting, organic certification, and eventually for ecosystem service markets.

The hope is that OpenTEAM’s open-source technology ecosystem will also help increase equity in access to knowledge and markets. Currently, tools to measure and monitor soil carbon and other ecosystem services are expensive; and in many cases, are not developed with a diversity of farmers and farm systems in mind, she added.

These farmers have always managed their land to support animal and soil health outcomes; but changing pasture management to increase soil carbon sequestration, specifically, is less familiar. The Digital Coffeeshop will allow the producers to search the system — filtering to determine ‘where are farms like mine?’ according to things like herd size, region or soil type; then reach out to learn what those farms have been doing differently to improve soil health. It’s a new way to build peer learning.

Dana Bourne, Sustainable Agriculture Manager at Stonyfield

This story was submitted through the Maximus Foundation’s Share Your Story campaign and represents Maximus employees’ commitment to creating positive change. Read this story of impact told by Troy Bauer, Vice President – IT Support Services, Information Technology.

Maximus works with many community charities throughout the country. In continuing Maximus’ charitable work and giving back to the local community, the Corporate IT office in Eagan, Minnesota, selected the Open Door Pantry for this year’s charitable event! The Open Door Pantry is a Minnesota-based hunger relief organization dedicated to ending local hunger through access to healthy food. Our Eagan location chose to participate in their Mobile Lunch Box program, a new approach to addressing children’s hunger − providing meals when parents are at work and children are not in school with access to free and reduced meal programs.

The Mobile Lunch Box brings free healthy lunches to low-income neighborhoods across Dakota County. The suburbs lead the state of Minnesota in the number of missed meals during the summer, making it the most opportune time to deliver meals to students. This year, their staff and volunteers delivered nearly 25,000 meals and 11,000 snack packs across 5 Dakota County School Districts, to 27 neighborhoods, 5 days a week!

The idea of the Mobile Lunch Box program is straightforward − volunteers fill each bag with five to seven healthy, quick, non-perishable items. The snacks in each bag include juice, oatmeal, granola bars, mac and cheese, a beef stick, and assorted crackers. These bags are essential when kids are at home and looking for food options.

During the first week of August, Maximus team members had the opportunity to pack snack bags in our Eagan office. The packing station was set up in our conference room for the entire week. More than 50 employees helped pack snack packs, and we are so happy to share that during our five days of efforts, we packed more than 400 snack packs, totaling nearly 500 pounds of food for The Open Door Pantry. We are excited to have contributed our time and efforts to their snack pack program!

Giving back to the communities we serve

The Maximus Foundation is one of the ways Maximus employees are doing something greater together. Established by the Maximus Board of Directors in 2000, the Maximus Foundation is an independent, employee-led, 501(c)(3) nonprofit organization. Employee donors pool their charitable contributions together through the Foundation, double their impact on the grantmaking program through Maximus’ dollar-for-dollar matching pledge, and make their voices heard by nominating and voting for future grantee partners. Though the Foundation focuses its giving strategy on grantmaking, it also helps coordinate corporate-wide humanitarian efforts and empowers employees to donate their time and skills to nonprofits. Their inspired giving and volunteerism help accelerate the missions of nonprofits on the front lines of the communities we serve. Learn more at maximus.com/foundation.

Maximus Foundation

Originally published on U.S. Bank company blog

An Illinois high schooler, who we’ll call Michelle, struggles with anxiety and depression to such a degree she has trouble imagining a future for herself.

Michelle is one of a dozen or so participants in a program called Teens in Transition offered by the Regional Access Mobilization Project (RAMP), a nonprofit serving four counties in northwest Illinois, including DeKalb and Winnebago. The program aims to help teens and young adults with disabilities prepare for careers or post-secondary education, including mock job interviews with local employers. When the day came for Michelle’s interview, she initially said she couldn’t do it but eventually relented after talking through coping strategies.

“She came back from the interview visibly happier and proud of herself,” said Alice Nichols, curriculum and training manager at RAMP. “She said she could now picture herself working in a childcare facility in the future.”

People like Michelle who have a disability have a harder time finding work. The unemployment rate for people with a disability was 7.6% last year, according to the U.S. Department of Labor Bureau of Statistics, which is about twice as high as the rate for those without. RAMP is trying to change that. The organization is a non-residential center for independent living with a mission to build an inclusive community that encourages individuals with disabilities to reach their full potential. It offers a range of services for people of all ages, including its 14-week Teens in Transition program that includes financial education in addition to work readiness. 

“People with a disability are “the largest minority group in the U.S., and the only one you can join at any time. There’s no guarantee that you – or your spouse or your partner or your child – won’t join it tomorrow. The more inclusive we can make our employment environment, the better it will be for everyone.”

– Alice Nichols, curriculum and training manager at RAMP

“We often hear that all students need this kind of training, and they do. But students with disabilities have a much lower chance of being employed, and that’s one of the biggest barriers to independent living,” said Alice Nichols, curriculum and training manager at RAMP. “It’s crucial to their success to have these skills.”

U.S. Bank has helped support RAMP financially and through volunteerism for more than 30 years, and the U.S. Bank Foundation currently provides grants for several of its youth job training programs, including Teens in Transition. Nationwide, the bank last year provided about $238,000 in foundation grants and corporate contributions to nonprofits around the country like RAMP that provide support to people with disabilities – with a particular focus on workforce education and economic prosperity.

RAMP helps people with all kinds of disabilities, including physical, cognitive and mental health. Nearly one in four Americans live with a disability, according to the Centers for Disease Control.

People who have a disability are “the largest minority group in the U.S., and the only one you can join at any time. There’s no guarantee that you – or your spouse or your partner or your child – won’t join it tomorrow,” Nichols said. “The more inclusive we can make our employment environment, the better it will be for everyone.”

That’s why RAMP’s work includes both building skills for people with disabilities and providing training sessions for employers and the broader community about accessibility, inclusion and diversity. Employers sometimes can be a little apprehensive about offering an internship geared to someone with a disability, but at the end of the program they’re often raving about the performance of the student and sad to see them move on to other opportunities, said Amy Morris, chief operating officer and development director at RAMP.

“Everyone has different skills, and oftentimes people with a disability have skills that can fill an important gap for an employer,” Morris said. “We aren’t going to be able to take full advantage of that until we build a truly inclusive employment environment.”

CHARLOTTE, N.C., November 2, 2023 /3BL/ – Discovery Education presents a curated collection of engaging, high-quality digital learning resources to students and teachers for National STEM Day. Held annually on November 8th, National STEM Day unites communities in celebrating the importance of teaching science, technology, engineering, and math to students in grades K-12. Discovery Education is the worldwide edtech leader whose state-of-the-art digital platform supports learning wherever it takes place

Discovery Education offers hundreds of no-cost resources tailored to STEM teaching and learning that ignites student curiosity. Among the resources created in collaboration with leading social impact partners now available to support observances of National STEM Day are: 

Engaging Classroom Activities
Catalyze effective STEM instruction with resources from the STEM Careers Coalition™ – the first-of-its-kind national STEM initiative powered by corporate and non-profit leaders and anchored in schools by Discovery Education. These activities span a broad range of STEM topics, introduce students to STEM leaders, and feature important skills, as well as step-by-step guides for implementing activities in lesson plans.

The STEM Careers Coalition is celebrating its fourth-year anniversary with new resources from partners. To date, the STEM Careers Coalition has reached more than 7.2 million students in its mission to solve critical gaps in diverse representation in the STEM professional workforce. The Coalition is an alliance of industries and non-profit organizations, providing educators and students with equitable access to STEM resources and career connections since the launch in 2019. The Coalition will continue to ignite student curiosity and influence a diverse future STEM workforce and reach 10 million teachers and students by 2025. In 2023, the Coalition welcomed new members such as Charles River, LyondellBasell and Nucor. View the complete list of STEM Career Coalition partners here.

Professional Learning
Most U.S. high schools do not currently offer biotechnology classes, limiting students’ ability to gain the skills and experiences necessary for careers in science and medicine. To support educators looking to infuse biotechnology into their teaching practice, Genentech, a member of the Roche Group, partnered with Discovery Education to create Futurelab+, a comprehensive, two-year curriculum that includes hands-on labs, interactive resources, and career exploration tools. One of those tools, the Master Class series, shows how three educators have brought biotechnology into their classrooms. Through the series, other educators can discover how to introduce biotechnology principles in diverse learning environments by empowering students to solve real-world problems and creating inclusive instructional spaces.

Classroom Activities
See innovation in action with a series of Virtual Site Tours hosted by Boeing. Students will be transported around the U.S. to visit unique Boeing facilities, where they’ll learn more about the people and products leading the way to the future of air travel. Each video is paired with a companion activity that incorporates project-based learning, student collaboration, and hands-on STEM problem-solving. This new series is part of FUTURE U, an award-winning program with Boeing that provides standards-aligned, hands-on, experiential learning resources that ignite excitement and inspire students to become tomorrow’s innovators.

Explore curriculum connectors and student-facing presentations using real-world data from sources like Nielsen, the World Health Organization, and the U.S. Census Bureau to support ELA, Math, Science, and Social Studies instruction for grades 6-12. This series of teaching tools that leverage data as a problem-solving tool is from Discover Data—a data literacy initiative powered by the Nielsen Foundation in collaboration with Discovery Education and the National AfterSchool Association.

Virtual Field Trips
Each immersive virtual experience features accompanying educator resources and student activities that make it easy for educators to grab, and sustain, student attention in STEM.

Take students inside the labs at Illumina to explore cutting-edge sequencing technology that is being used to decode living things and revolutionize everything from medicine to agriculture to sustainability in the Genomics: Decoding the Language of Life Virtual Field Trip. Introduce students in grades 6-12 to an exciting and diverse group of individuals who are working on technology to improve lives and build a healthier future for our planet.          STEAM Careers Take the Spotlight Virtual Field Trip: Country Music’s Biggest Night™ with CMA shows students in grades 6-12 how STEAM drives innovation in Country Music. This first-of-its-kind experience takes students behind the scenes of a major music event to discover the processes and people that make the televised production seem effortless. Students will meet the various STEAM professionals with diverse skills and backgrounds that help make Country Music’s Biggest Night™ a reality.Bridge to the Future: A Virtual Field Trip into Extended Reality with Verizon shows students the cutting-edge world of Extended Reality (XR) to discover how this innovative technology is redefining the world from entertainment to medicine to education and beyond. Students go to the Verizon Innovation Lab in Boston, Massachusetts to discover how new technologies are connecting people and redefining the possibilities of how we interact. Students will explore the differences between Virtual Reality (VR), Augmented Reality (AR), and Mixed Reality (MR), and learn how XR is helping to revolutionize on-the-job training, gaming, entertainment, manufacturing, and more. This virtual field trip premieres November 9, 2023, at 1 PM ET. Register here.Take students in grades 4-12 on a virtual adventure into New York City’s newest and most forward-thinking neighborhood to explore new horizons in community building and a behind-the-scenes look at the amazing architecture and engineering innovations at Edge, the highest outdoor skydeck in the Western Hemisphere. The Future is Now Virtual Field Trip with Edge at Hudson Yards is part of an initiative from Edge at Hudson Yards and Discovery Education that catalyzes hands-on, experiential teaching and learning by giving classrooms nationwide a virtual pass to the neighborhood of the future.

Discover more National STEM Day resources from Discovery Education and partners here. These curated resources and more are available within Discovery Education Experience, the award-winning K-12 learning platform. Connecting educators to a vast collection of high-quality, standard-aligned content, ready-to-use digital lessons, intuitive quiz and activity creation tools, and professional learning resources, Discovery Education provides educators an enhanced learning platform that facilitates engaging, daily instruction.

“STEM is the force that powers our world. National STEM Day is the perfect time to integrate new STEM resources into lessons,” said Jackie Smalls, Vice President of Social Impact Coalitions at Discovery Education. “At Discovery Education, we remain committed to providing educators the highest-quality resources aligned to STEM standards that take learning to the next level.” 

For more information about Discovery Education’s award-winning digital resources and professional learning solutions visit www.discoveryeducation.com, and stay connected with Discovery Education on social media through X (formerly Twitter)LinkedIn, Instagram, TikTok, and Facebook.   

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About Discovery Education
Discovery Education is the worldwide edtech leader whose state-of-the-art digital platform supports learning wherever it takes place. Through its award-winning multimedia content, instructional supports, innovative classroom tools, and social impact programs, Discovery Education helps educators deliver equitable learning experiences engaging all students and supporting higher academic achievement on a global scale. Discovery Education serves approximately 4.5 million educators and 45 million students worldwide, and its resources are accessed in over 100 countries and territories. Inspired by the global media company Warner Bros. Discovery, Inc. Discovery Education partners with districts, states, and trusted organizations to empower teachers with leading edtech solutions that support the success of all learners. Explore the future of education at www.discoveryeducation.com.

Contacts
Grace Maliska
Discovery Education
Email: gmaliska@dicoveryed.com

Expedia Group’s mission is to power global travel for everyone, everywhere. Part of this includes reviewing our systems and processes to ensure fairness and equity — including employee compensation.

Pay parity is a key part of driving a fair and inclusive culture. Yet, historic, and systemic factors such as educational backgrounds, unconscious bias, and employment processes all play a role in the lack of pay equity in the workplace and need to be addressed. Not only does pay parity increase workplace productivity, research shows that closing the pay gap could generate a 10% GDP boost for developed economies and a 13% lift for emerging markets. However, according to the World Economic Forum’s 2023 Global Gender Gap Index, no country has yet achieved full gender pay parity.

Expedia Group is committed to paying employees in similar job functions comparably, regardless of their identity. Our first step toward closing the pay gap was to conduct our first all-company pay assessment across roles, demographics, and locations to determine what disparities existed and why. Aligned with our inclusion and diversity hiring and representation goals, we developed action plans focused on correcting these disparities by making salary adjustments for all genders globally and all races and ethnicities in the U.S.

Our analysis found 1.9% of our global employees required adjustments. Of those, 0.90% were based on gender globally and 1.0% were based on race or ethnicity in the U.S. After making the adjustments in salary, we are proud to share that women at Expedia Group earn $1 for every $1 earned by men on a global basis for comparable jobs. Similarly in the U.S., employees from underrepresented identities (URI*) now earn $1 for every $1 earned by non-URI employees in comparable jobs, as of April 2023.

Per Payscale’s Gender Pay Gap Report for 2023, women in the U.S. earn only $0.83 per dollar men make, and the gap is even wider for those from underrepresented identities and for people with disabilities. As Latina Equal Pay Day took place this week, I am reminded of the deep gap that still exists for women of color. Pay parity should be front and center for all companies and at Expedia Group, it is. As we know, market conditions and competition for top talent are key factors impacting compensation, and as a result, Expedia Group will audit compensation annually. We will hold ourselves accountable for making appropriate adjustments as needed. Pay parity is one of the many ways Expedia Group is working to ensure equity throughout the entire employee experience so that all employees feel valued and empowered to thrive and grow.

Check out our Inclusion & Diversity report to learn how we are making Expedia Group a workplace where everyone feels seen, heard, and valued.

Read our Global Impact report to learn how we are making travel more open, accessible, and sustainable for everyone.

*URI refers to Black, Latinx, Indigenous and Multiracial identities

Originally published on Illumina News Center

Before SARS-CoV-2, Aegis Sciences Corporation was a small, well-established lab with a specific niche. Founded in 1990, the Nashville-based company focused on anti-doping testing and medication compliance. Later, they started working with small and midsize pharmaceutical companies, conducting genetic testing for cancer clinical trials. Until 2020, Aegis had no infectious disease business at all.

COVID-19 changed that. When the pandemic hit, Aegis scaled up fast. The company went from six full-time lab staff to 550 in 18 months. Its COVID diagnostic testing capacity expanded from 3000 PCR tests a day at the beginning of the pandemic to 130,000 a day during the Delta wave. With this capability, Aegis was perfectly situated to help the Centers for Disease Control and Prevention (CDC) monitor changes in SARS-CoV-2. Using the Illumina COVIDSeq Test, Aegis sequenced 2000 to 18,000 samples per week. At one point, the company was responsible for about 15% of all North American sequences deposited in the Global Initiative to Share All Influenza Data (GISAID).

“We were hiring and onboarding 50 people a week for eight weeks,” says Matthew Hardison, PhD, senior vice president for Lab Operations at Aegis. “We completed four construction projects to expand capacity without shutting down for one minute.”

Prior to the pandemic, Aegis had one Illumina MiSeq. Once their surveillance efforts ramped up, they quickly bought two NovaSeq 6000 Systems, and Illumina lent them a third to help them keep up. It was the beginning of a beautiful friendship.

“We’ve had a great, collaborative relationship with Illumina,” says Senior Scientist Cyndi Clark, PhD. “They helped us scale quickly, and the support has been incredible. If we needed an engineer or a field application scientist, they were there that day or the next day.”

Beyond SARS-CoV-2 pathogen surveillance
As the COVID crisis abated, Aegis had to repurpose its hard-won infectious disease capabilities. The company saw great value in continued surveillance and launched a more comprehensive testing menu.

They quickly transitioned from COVIDSeq to the Illumina Respiratory Pathogen Infectious Disease/Antimicrobial Resistance Panel (RPIP), which covers more than 280 microbes. The panel can identify and characterize bacteria, viruses, fungi, antibiotic resistance genes, and even novel pathogens. The Aegis team was particularly impressed by Illumina’s Explify RPIP data analysis software on BaseSpace Sequence Hub (BSSH). A recent addition to the Illumina Connected Software portfolio, the RPIP application transforms raw FASTQ files into scalable, actionable insights. It simultaneously detects, profiles, and quantifies DNA and RNA respiratory pathogens on the Amazon Web Services (AWS) cloud.

“We don’t have a bioinformatics specialist on the team, but Illumina has built this end-to-end process where we don’t need one,” says Clark. “We can focus on being experts in infectious diseases for things like distinguishing normal flora, but in terms of making pathogen calls from huge sequencing data files, the software does everything and does it quick.”

“The infectious disease space is moving from culture-based identification to molecular—it’s faster, more sensitive, and provides more information,” says Hardison. “On a public health level, broad pathogen surveillance is incredibly important to respond to COVID or any emerging pathogens.”

Funding from the Bill & Melinda Gates Foundation
Aegis’s capacity and quality put it on the CDC’s radar to provide SARS-CoV-2 variant tracking. Later, the National Institutes of Health contracted with the lab to conduct SARS-CoV-2 genotyping. These collaborations, and the lab’s overall capabilities, led to funding from the Bill & Melinda Gates Foundation.

During the pandemic, clinicians, labs, and public health officials were narrowly focused on SARS-CoV-2—but were other pathogens in the mix? Aegis was uniquely positioned to answer that question. The lab selected 4400 biobank nasal swab samples—previously tested for SARS-CoV-2 only—from all 50 states plus the District of Columbia, Puerto Rico, and the US Virgin Islands. The lab also possessed deidentified symptom, risk factor, and demographic data they could link to the sequencing output.

Aegis received a $2.8 million grant from the Bill & Melinda Gates Foundation to reexamine those samples and identify possible co-infections. RPIP gave the lab the necessary power to perform this retrospective study.

“The underlying goal was to create an approach we could take to a developing country as a guidebook on doing multi-pathogen surveillance at scale and not just looking at one pathogen at a time,” says Hardison. “We created capacity models and cost models to show how to run this workflow to boost turnaround times, increase cost efficiencies, and get it up and running in the lab.”

Aegis continues to collaborate with Illumina on the RPIP data and is pursuing possible publications. The lab also conducted a study with Pfizer to examine vaccine effectiveness, and is working with the University of Wisconsin to compare environmental (air and wastewater) samples with traditionally collected clinical specimens as a proof of concept for early outbreak detection.

These are only a few of the potential studies Aegis and its collaborators can conduct. The ability to rapidly respond, collaborate, and scale the broad assessment of pathogens and host genomes opens a wide world of possible interrogations.

“We are heavily focused on how we can align the newest, best molecular approaches in conjunction with more old school (but still effective) methodologies to determine antibiotic resistance,” says Hardison. “Certainly, antibiotic stewardship is going to become more important in coming years.”

Originally published on Aflac Newsroom

COLUMBUS, Ga., November 2, 2023 /3BL/ — Employers across various U.S. industries and regions are struggling to meet their employees’ health care benefits needs — and employee satisfaction, wellbeing and retention are at stake, according to the 13th annual Aflac WorkForces Report released by Aflac Incorporated, a leading provider of supplemental health insurance and products in the U.S. The Aflac WorkForces Report tracks the state of the American workplace among employees and employers, year over year, capturing trends, attitudes, needs and experiences in health care and benefits administration.

The slow burn of burnout

The nationally representative survey underscores employees’ concerns about mental health — especially burnout. Employees want their employers to care about their overall wellbeing and provide resources to stay ahead of burnout, but the study shows their confidence is waning — causing some to consider other job opportunities.

Consistent with 2022 survey findings, more than half (57%) of all American workers say they are currently experiencing at least moderate levels of burnout. The most significant culprit is workplace stress — with heavy workloads as the biggest stressor — and it’s disproportionately affecting both women and younger workers. Other survey findings include:

Employees’ confidence in how much their employers care about them has declined significantly: 48% in 2023; 56% in 2022; 59% in 2021. 
 The overwhelming majority (89%) of employees who report high levels of burnout also have experienced other mental health challenges over the past year, including anxiety, depression and trouble sleeping, among others. 
 67% of Gen Z and 64% of millennials say they are facing moderate to high levels of burnout. 
 Women are vulnerable, too, with 75% reporting burnout at work as opposed to 58% of men.

“Survey results on mental health and wellbeing in the workplace are alarming and continue to be challenging, but employers can face these challenges head-on and turn them into opportunities,” said Jeri Hawthorne, senior vice president, chief human resources officer, Aflac Incorporated. “Offering benefits that include mental health tools and resources, in addition to work-life balance perks, such as flexible work schedules, can help with employee satisfaction, retention and recruitment.”

A balancing act for employers

The steady rise in benefits costs and looming concerns of increasing prices of everyday goods and services are causing employers to cautiously navigate balancing their benefits budgets, satisfying employees — and, more importantly than ever, retaining them. The study uncovered that 53% are at least somewhat likely to accept a position with lower pay but better benefits.

“The cost of benefits is creating a ripple effect for employers,” said Hawthorne. “They want to remain competitive by offering benefits their employees are looking for while staying budget conscious. They’re also faced with retention pressure and tough decisions to push expenses to employees, such as increasing employee deductibles or employees’ share of health insurance premiums.”

The great divide in benefits satisfaction and understanding

The gaps are widening between employers’ perceptions and employees’ lived experiences with benefits satisfaction and understanding, according to the study. Key survey findings:

78% of employers believe their employees are highly satisfied with their benefits, compared to only 59% of employees who express high satisfaction. 
 79% of employers think employees understand benefits costs well, while fewer than half (48%) of employees say they do.

“When employees do not fully understand the inner workings of their policies and health care costs, it’s difficult for them to prepare for an unexpected medical event,” said Hawthorne. “It’s important for employers to actively communicate about benefits year-round — not just during open enrollment periods.”

Financial fragility, smarter choices

Employees’ stress and anxiety about their financial health are caused not only by rising costs, but also by the potential of unexpected medical expenses. This has led employees to spend less and save more over the last year, according to the survey. More employees have financial resources on hand to cover a medical emergency, compared to last year; however, the state of financial wellness among American workers — and their outlook on the economy — remain fragile. Key survey findings:

51% of employees have savings on hand for a medical bill — up from 45% in 2022 — but 50% can’t afford more than $1,000 in out-of-pocket (OOP) medical expenses. 
 54% of employees say they could survive a month without a paycheck, down from 62% in 2022. 
 50% of employees think the economy is worse than it was a year ago; 30% indicate that they are in a worse financial position than they were a year ago.

Financial instability disproportionately impacts Hispanic workers. Key survey findings:

66% of all Hispanic workers could not go more than a month without a paycheck — compared to 51% of non-Hispanic workers. 
 57% of Hispanic workers could not afford $1,000 in unexpected OOP health care-related costs, compared to 49% of non-Hispanic workers. 
 When faced with an unexpected medical expense, Hispanic workers also would be more likely to have to rely on family or friends (29% vs. 24% of non-Hispanic workers) or seek a second job for supplemental income (26% vs. 18% of non-Hispanic workers). 
 Hispanic workers are less likely than their non-Hispanic counterparts to be able to pull from a checking or savings account to cover unexpected medical expenses (43% vs. 53%).

Meeting employees where they are in the digital space

Survey responses show employees’ needs are not being met when it comes to enrolling in and managing their benefits online. Most employers recognize the importance of having a benefits provider that offers a user-friendly, digital interface. A similar proportion of employees value the convenience of managing their benefits online. Key survey findings:

82% of employees overall — and 87% of millennials — think it’s important to enroll in and manage their benefits online. 
 82% of employees stress the importance of being able to manage benefits online, yet 45% of employers do not offer the ability to enroll in benefits online. 
 64% of organizations offer online benefits management, down from 67% in 2022 and 79% in 2021. 
 8 in 10 employers indicate that it is very important for their benefits provider to be innovative and lead in digital technology. 
 Nearly one-third of employees say they aren’t comfortable working with AI to manage their benefits, whereas fewer employers (1 in 10) feel the same way.

“Employers have an opportunity to build benefits programs their employees need and make it easy to navigate and manage their options online. Leaning into benefits providers who excel in digital technology can make a big difference and increase employee satisfaction,” said Hawthorne.

Supplemental insurance helps provide financial security and boosts recruitment, retention

Supplemental benefits that directly address employees’ anxieties about the future can be a compelling solution. According to the survey, more than half of all employees express a high degree of interest in purchasing supplemental health insurance that helps cover serious illnesses or conditions — if they have family history. This interest is higher among younger generations than baby boomers and significantly higher among Hispanic workers (62%), compared to their non-Hispanic counterparts (50%).

According to the survey, the majority of employees (88%) with supplemental insurance say those benefits provide an added layer of financial security, yet only 39% of employers indicate that they offer supplemental insurance options to their employees. Of employers who offer supplemental insurance to their employees, 80% believe these benefits help with recruitment, and 82% say they help with retention.

The 2023-2024 Aflac WorkForces Report highlights the important role benefits programs play in employees’ wellbeing and satisfaction. Supplemental insurance remains a core component of a comprehensive benefits package to help attract and retain employees. Employers will foster a more resilient workplace by understanding their employees’ needs and offering resources for mental health and financial wellbeing while leveraging innovative technology.

Additional survey findings, demographic information, workplace trends and more can be found in the 2023-2024 Aflac WorkForces Report at Aflac.com/AWR.

ABOUT THE 2023-2024 AFLAC WORKFORCES REPORT 
The 2023-2024 Aflac WorkForces Report, conducted by Kantar on behalf of Aflac, is the 13th annual study examining benefits trends, attitudes and use of employee benefits in the U.S. workforce in various industries and business sizes. The employer survey took place online June 2-25, 2023, and the employee survey took place online June 2-27, 2023. Throughout this report, some percentages may not add up to 100% due to rounding of some responses. The surveys captured responses from 1,201 employers and 2,000 employees across the United States. For more information, visit Aflac.com/AWR.

ABOUT AFLAC INCORPORATED 
Aflac Incorporated (NYSE: AFL), a Fortune 500 company, has helped provide financial protection and peace of mind for more than 67 years to millions of policyholders and customers through its subsidiaries in the U.S. and Japan. In the U.S., Aflac is the No. 1 provider of supplemental health insurance products.1 In Japan, Aflac Life Insurance Japan is the leading provider of cancer and medical insurance policies in force. In 2021, the company became a signatory of the Principles for Responsible Investment (PRI). In 2022, the company was included in the Dow Jones Sustainability North America Index for the ninth year, the World’s Most Ethical Companies by Ethisphere for the 17th consecutive year, Fortune’s World’s Most Admired Companies for the 22nd time and Bloomberg’s Gender-Equality Index for the fourth consecutive year. To find out how to get help with expenses health insurance doesn’t cover, get to know us at aflac.com or aflac.com/espanol. Investors may learn more about Aflac Incorporated and its commitment to corporate social responsibility and sustainability at investors.aflac.com under “Sustainability.”

1 LIMRA 2021 US Supplemental Health Insurance Total Market Report.

Media contact: Jon Sullivan, 706.573.7610 or jsullivan@aflac.com 
Analyst and investor contact: David A. Young, 706.596.3264 or dyoung@aflac.com

SOURCE Aflac 
 

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