Tag: 3BL

Originally published in Quest Diagnostics Corporate Responsibility Report 2022

2022 highlights 

Quest employees completed over 1 million hours of training, an average of over 24 hours per full-time employeeNearly 1,000 employees received tuition reimbursement totaling $3.3 millionOver 1,100 leaders have participated in a formal leadership development program, either offered through Quest or an external partnerOur employee engagement survey score of 75 surpasses the healthcare industry average

Quest strives to create an engaging place to work, one that enables employees to build their careers through impactful learning and growth opportunities while promoting our core cultural values. Equipping employees with an understanding of the standards, practices, and policies that are critical to us is fundamental to employee development. In 2022, we invested in learning and leadership development opportunities intended to foster career growth at all levels of the enterprise. We also implemented new channels throughout an employee’s tenure to gather feedback and enhance the employee experience.

Creating leaders at all levels of our organization 

We approach learning and leadership development with our “Engage. Learn. Apply.” strategy, which aims to provide employees with impactful learning experiences tailored to their specific needs.

Enterprise-wide opportunities 

We ensure that employees have learning opportunities at their fingertips through our learning management system, EMPower Learn. It offers a robust menu of training videos and learning playlists that allow employees to choose the content that serves them best.

Our Education Assistance Program continues to provide our employees with unique opportunities to advance their knowledge. Employees may be reimbursed 100% for eligible tuition expenses, up to $5,250 annually for undergraduate and relevant graduate programs.

Frontline leadership 

We prepare new supervisors and managers through Manager Essentials, our 6-month curated curriculum. After completing this curriculum, employees are eligible to participate in LQSMCore, LeadingQuest Supervisor & Manager Core, our 12-month program for supervisors and managers. It’s comprised of 3 units focused on leading self, leading others, and organizational leadership. By the end of 2022, nearly 50% of our eligible frontline leaders graduated from or were participating in our frontline leader development programs.

Mid-level leadership 

Our Leadership Coaching Program is a 1:1 experience that engages high-potential managers and directors. Participants indicate that this program has helped them to communicate with and support their direct reports more effectively.

Executive leadership 

In 2022, we designed fit-for-purpose offerings to develop senior leaders and the executive pipeline in a customized way.

An assessment program allowed us to create a success profile for senior leadership roles on our Executive Leadership Team. Together with a “360” interview process, Hogan assessment, and a day-long strategic executive simulation, we now have consistent and rigorous methods to measure the strengths, capabilities, and personality traits required for success at this level of leadership. Participants in the program are provided with feedback reports, as well as coaching debriefs, that result in robust development plans tailored to individual needs regarding the skills necessary for success. We are in the process of tailoring this offering to current and future VPs/GMs.

To empower and support leadership team members in their new or expanded roles, we have invested in executive coaching. This involves tailored onboarding, personalized assessments, 360 feedback, a full-day alignment- and synergy-building session, individual development plans, and a designated leadership sponsor who provides ongoing advice and guidance. Early assessment indicates increased team cohesion, enhanced strategic focus, strengthened interdepartmental relationships, and more impactful communication.

We also launched Financial Acumen for Business Leaders for current and future general managers. The program helps expand knowledge of finance concepts as well as their application to Quest-specific reporting and practices.

“We meet our colleagues where they are, offering fit-for-purpose learning opportunities to accelerate individual growth and impact.” 

TOVAH STROUD, Exec Dir, Operational Excellence and HR Strategy

Stronger employee experiences through listening 

Understanding the sentiments of our employees is important at both the local and enterprise-wide level. Throughout 2022, we continued to leverage insights from our employees through new and established pulse surveys. These insights drive actions that improve overall employee experience, engagement, and retention. Life-cycle surveys are offered to new hires as well as to employees joining Quest through acquisitions and voluntarily exiting employees. Managers hold team-level discussions to explore survey results and collaboratively agree on actions to take. At the enterprise level, results inform decisions around culture priorities and learning and development opportunities.

Stay Interview Program 

We recognize the need to interact with employees as individuals to understand their unique needs. The Stay Interview program was introduced to establish a new way for managers to engage proactively with employees to build trust and more meaningful connections. The program creates a foundation for more individualized conversations. These discussions help leaders learn specific actions they can take to improve the employee’s experience and build intent to stay with Quest. Managers who conduct more Stay Interviews have higher team member retention than those who conduct few or none.

Quest certified 20+ Stay Interview program coaches~1,500 people leaders were trained, with a focus on patient-facing team leaders~14,000 Stay Interviews were completed and documented

Prioritizing employee well-being 

Benefits that support the whole person 

Quest is committed to providing strong benefits to our employees. Mental health is a core part of ensuring that employees can be at their best, both at work and at home. That’s why we are collaborating with Spring Health to provide all our employees and their dependents on the Quest medical plan with access to high-quality and affordable mental health support. More than 10,000 employees and their family members have already accessed this important resource.

“I’ve battled depression and anxiety for years and have been struggling with health and family issues. I was quickly connected to a Care Navigator who helped get me started, and even scheduled a doctor appointment for me to explore my options. I’m seeing a therapist who has given me strategies to feel better and am using the Moments exercises.”

– Technical Laboratory Senior Specialist 

Personal insights to improve health 

Quest’s Blueprint for Wellness is a comprehensive health assessment that is available to all employees, as well as their spouses/domestic partners. Blueprint for Wellness provides participants with a report they can review with their primary care doctor, or with another physician virtually, to receive guidance and discuss next steps to address potential health risks.

“Blueprint for Wellness indicated I was at risk for heart disease. Participating helped me create a plan for better health and I couldn’t be more grateful. I’ve made it a mission to take better care of myself which has also improved my energy and mental health. I can be a role model to my loved ones to do better, be better, and feel better.”

– Lab Support Technician

Read more

We broke new ground when we first began publicly reporting our sustainability performance in the mid-1990s. Twenty-eight years later, our Report on Sustainability and its companion publication, the Climate Report, continue the practice of disclosing our progress in more than a dozen areas of environmental, social and governance (ESG) performance. Read more on our ESG progress in our reports .

Suncor contributes to the communities where we operate by making direct investments to support social, economic and environmental solutions through Suncor, Petro-Canada™ and Syncrude.

This work is supported by the programs of the Suncor Energy Foundation and the Petro-Canada CareMakers Foundation™. Suncor independently contributed approximately $40 million in 2022 to community, charitable and non-profit groups.

The Suncor Energy Foundation

The Suncor Energy Foundation (SEF) embodies our purpose of caring for each other and the Earth by working directly with communities seeking solutions to challenges today and for generations ahead. SEF combines community and Suncor strengths to find social, economic and environmental solutions to complex challenges. To bring this work to life, we focus on three interconnected pillars: strategic funding priorities, social innovation capacity and community presence. SEF increased its donations in these areas to approximately $18 million in 2022.

Strategic funding priorities

Through SEF’s funding priorities, we are learning from and with Indigenous Peoples and others to strengthen community while the world is going through an energy transition. We are collectively experiencing many changes, but we believe Indigenous knowledge and community strengths will help us all adapt. 

Social Investment

Through SEF’s funding priorities, we are learning from and with Indigenous Peoples and others to strengthen community while the world is going through an energy transition. We are collectively experiencing many changes, but we believe Indigenous knowledge and community strengths will help us all adapt. 

Community presence

Suncor and SEF both invest in local communities where we have operations across Canada and internationally. We also offer employee engagement, volunteering and donation opportunities through the SunCares program. SunCares inspires employees to contribute to communities and support the causes that are important to them. Through SunCares, almost $6.2 million was contributed to communities in 2022.

Syncrude

Syncrude has played a key role for decades in supporting essential community services and initiatives in the Regional Municipality of Wood Buffalo and beyond. Through Syncrude, $4.2 million was donated to community organizations in 2022, totalling more than $44 million since 2015. Whether it is investing in local infrastructure, stocking the food bank or opening the doors to learning, these contributions made a difference in the communities where employees live and work. This also included donations through the Good Neighbours program (employee volunteering and educational matching grants) and support to the United Way.

Petro-Canada CareMakers Foundation™

Since introducing the Petro-Canada CareMakers Foundation™ in 2020, we’ve made a difference in the lives of caregivers who devote their lives to helping loved ones. The CareMakers Foundation™ creates awareness about family caregiving in Canada. We inspire Canadians to help by raising funds for Canadian charitable organizations to provide critical programs and resources for family caregivers. CareMakers receives contributions from Suncor, the proud owner of Petro-Canada™, as well as other corporate and individual donors. The foundation has awarded more than $4 million in grants to date, including $1.7 million in national grants in 2022. It also approved approximately $0.5 million through local grants across nine provinces last year. The foundation launched an innovative campaign and website in 2022 called 24 Hours of Care. Visit 24HoursofCare to see the experience of real-life caregivers. As its profile grows among Canadians, CareMakers continues to demonstrate our purpose and complements our social investment activities. 

We believe we have the opportunity – and responsibility – to help build a better future. Read more on our community investments .

Originally published by Thomson Reuters 
By Natalie Runyon Director / ESG content & Advisory Services / Thomson Reuters Institute

In June 2023, the U.S. Supreme Court ruled on the use of race in college admissions, significantly limiting how colleges consider race as a factor in the admissions process, (often referred to as affirmative action.) The ruling was considered a win in the movement against diversity, equity and inclusion (DEI); and now, the same claimant who spurred the litigation against affirmative action in higher education is moving on to private businesses by suing two major U.S. law firms over fellowships they offered to promote diversity.

Stalwart DEI advocates and practitioners are disappointed but not deterred, according to Shane Lloyd, chief diversity officer at tax & accounting firm Baker Tilly. “DEI has always been scrutinized since the early days, with certain individuals feeling like they are being forced to operate their businesses in certain ways because of having to comply with affirmative action rules,” Lloyd states.

Continue reading here.

 

ESG has rapidly emerged as a critical framework for evaluating the sustainable practices and ethical responsibilities of businesses. This approach considers a company’s impact on the environment, its relationships within society, and the effectiveness of its corporate governance.

Driven by a heightened interest in responsible investing, ESG has become a significant factor in evaluating the long-term prospects of organizations around the world.

Amid this shift, the convergence of ESG with AI technology presents an exciting opportunity. The growing interest in AI’s capabilities to enhance business processes is mirrored in its potential to reshape ESG practices. AI’s data-driven capabilities have the potential to revolutionize how companies approach sustainability and responsible investing.

ESG Practices Powered by AI 

As the business world continues to recognize the potential of ESG (Environmental, Social, and Governance) to drive positive change, the integration of AI technology stands poised to amplify these efforts.

Data collection 

One of AI’s greatest strengths lies in its capacity to automate and streamline ESG data collection. Traditional methods of gathering this data have been labor-intensive and time-consuming. 

However, with AI, companies can swiftly collect and process vast amounts of information from a host of sources. This accelerated data aggregation not only saves time but also ensures more accurate and complete insights.

Regulatory compliance 

Through real-time monitoring, AI can keep businesses up-to-date with regulatory changes, minimizing non-compliance risks. AI’s predictive capabilities help companies proactively adapt to known future regulatory changes. 

AI can also help ensure the accuracy and validity of ESG data – a critical aspect of compliance reporting. By identifying inconsistencies or anomalies, AI minimizes the risk of submitting inaccurate information to regulators.

Reputation monitoring 

The benefits of AI extend beyond its speed and precision. AI’s ability to analyze text enables it to gain insight into public perception of a company’s reputation. This insight offers a nuanced view that can influence strategic decisions.

For instance, AI can track real-time news and social media mentions related to an organization’s environmental impact, labor practices, and governance issues. It can process this information to identify emerging trends or concerns, enabling proactive action on ESG matters.

Trend identification 

Through advanced machine learning techniques, AI algorithms can detect intricate patterns and correlations across diverse ESG-related variables that might not be immediately evident to human observers. These patterns provide insights into how various ESG factors interact and influence each other, allowing businesses to better understand the complex web of sustainability issues.

A place where AI-driven trend identification is making a significant impact is in supply chain monitoring. AI can sift through a multitude of sources, such as supplier performance reports, regulatory compliance data, and news articles, to identify potential risks and violations within supply chains.

Empowering sustainable investing 

The timeliness of data is crucial for investors. They rely on up-to-date information to make informed decisions, enabling them to capitalize on emerging opportunities and navigate market shifts with confidence. 

The speed at which AI processes and analyzes data is a significant advantage in the world of investing. By utilizing AI-powered analytics, investors can receive real-time information on a company’s ESG performance, risks, and opportunities.

Challenges of Using AI for ESG 

While AI technology offers substantial benefits in reshaping ESG practices, there are a few significant challenges that must be considered.

Data privacy 

Data privacy concerns arise due to the vast amounts of sensitive information AI algorithms can access. ESG data often includes personal and confidential information about employees, stakeholders, and communities. Ensuring that data collection and utilization adhere to strict privacy regulations is necessary to prevent breaches that could compromise individuals’ rights and erode trust.

Environmental challenges 

While AI holds promise for optimizing countless processes, its rapid growth has raised concerns about its negative environmental impact. One major concern is the substantial energy consumption associated with training and running complex AI models. The computations required for deep learning algorithms can demand significant amounts of power, contributing to increased carbon emissions and exacerbating the environmental challenges posed by energy consumption. 

Excess water usage is another significant environmental concern associated with the growth of AI technologies. The massive computational requirements of AI systems, particularly deep learning models, necessitate extensive cooling mechanisms to prevent overheating of hardware. Cooling data centers and high-performance computing facilities requires substantial amounts of water, often leading to heightened water consumption in regions where these facilities are concentrated.

Balancing Risk and Reward with AI and ESG 

Transparency and ethical AI practices are integral to mitigating any risks AI presents. Transparent AI algorithms allow stakeholders to understand how decisions are made and ensure accountability. Implementing ethical AI practices involves not only data privacy and bias prevention but also clear communication of the purpose and impact of AI-driven ESG insights.

When integrating AI into ESG practices, striking a balance between harnessing AI’s potential to enhance sustainability and addressing concerns related to the very environmental, social, and governance issues ESG tracks is essential for maximizing its benefits. 

Looking to unlock the power of AI in your organization? Reach out to Antea Group’s EHS Data and Knowledge Management experts today.

About Antea Group

Antea®Group is an environment, health, safety, and sustainability consulting firm. By combining strategic thinking with technical expertise, we do more than effectively solve client challenges; we deliver sustainable results for a better future. We work in partnership with and advise many of the world’s most sustainable companies to address ESG-business challenges in a way that fits their pace and unique objectives. Our consultants equip organizations to better understand threats, capture opportunities and find their position of strength. Lastly, we maintain a global perspective on ESG issues through not only our work with multinational clients, but also through our sister organizations in Europe, Asia, and Latin America and as a founding member of the Inogen Alliance. Learn more at us.anteagroup.com. 

As an organization that has committed to continually evolve its tools to meet the needs of members and users, the Sustainable Apparel Coalition (SAC) is eagerly awaiting the Higg FEM 4.0 launch on November 2. For the past two years, the SAC has collaborated with its members, partner organizations, and stakeholders to build a tool that reflects the collective spirit of making meaningful, measurable impact on the industry’s most urgent issues.

In his blog post, Jeremy Lardeau, Vice President, Higg Index at the SAC shares his reflections on the journey to the evolution of the HIgg Facility Environmental Module (FEM) tool and the impactful and necessary changes it will bring to ultimately reshape how sustainable decisions are made along the supply chain.

Read his blog post titled, From Concept to Collaboration: Navigating the Road to Higg FEM 4.0 on the SAC website.

Download

STAMFORD, Conn., November 1, 2023 /3BL/ – United Rentals, Inc. (NYSE: URI), the world’s largest equipment rental company, outlined ways companies can create more efficient and sustainable worksites using hybrid power solutions. Battery energy storage systems (BESS) are leading the transformation in portable power by storing energy from an energy source such as a power grid or generator.

United Rentals released a white paper, “Hybrid Power Solutions: The Future of Portable Power,” that explores strategies for pairing a BESS with a power generator. When a BESS is paired with a power generator, the generator recharges the BESS batteries as the system runs. In low-load situations, the BESS shuts off the generator and carries the load on its own until the demand for energy increases again and the BESS instructs the generator to turn on.

“Hybrid power solutions can help companies by supplying the power they need for productivity and safety in a way that lowers operations costs and emissions,” said Dan Gribbell, PHVAC Region Sales and Marketing Director, United Rentals. “United Rentals can help companies leverage a hybrid power solution that addresses their specific power requirements, including hydrogen or propane generators used with a BESS or on their own, so their businesses stay agile and responsive.”

In a recent project, a large construction customer reduced cost by 34 percent and reduced generator runtime by two-thirds.

Benefits of Hybrid Power

A BESS provides quality power and energy reliability for worksites. The high-density lithium battery system is charged by electricity from a power source. It can provide remote site power, charge electric vehicles, tools and other equipment, deliver emergency backup and more.

When a BESS is integrated with a generator, the generator runs only when the load is high or the stored energy is nearly depleted, which can reduce fuel consumption by as much as 80 percent. When the generator is off, BESS batteries supply emissions-free power. Using batteries to power equipment can decrease worksite noise levels by up to 90 percent compared to traditional generator-only approaches.

Hybrid power solutions can also reduce ongoing maintenance costs. Battery systems require less maintenance than generators, and generators need less maintenance when runtime is reduced. Minimizing generator wear and tear leads to longer service intervals, lower consumption of oil and filters by fossil fuel-powered generators and lengthier equipment lifespans.

United Rentals Hybrid Power Solutions

United Rentals delivers a range of hybrid power solutions to address the specific needs of customer applications and worksites. The United Rentals Power and HVAC team provides support for project planning, equipment decisions, delivery, installation, on-site monitoring, removal and more. Equipment solutions include POWRBANK battery systems, ANA Energy Boss hybrid energy systems, JuiceBox mobile power generators powered by propane or natural gas, EODev GEH2 fuel cell electro-hydrogen generators, diesel generators and more.

About United Rentals

United Rentals, Inc. is the largest equipment rental company in the world. The company has an integrated network of 1,465 rental locations in North America, 14 in Europe, 27 in Australia and 19 in New Zealand. In North America, the company operates in 49 states and every Canadian province. The company’s approximately 25,000 employees serve construction and industrial customers, utilities, municipalities, homeowners and others. The company offers approximately 4,700 classes of equipment for rent with a total original cost of $19.99 billion. United Rentals is a member of the Standard & Poor’s 500 Index, the Barron’s 400 Index and the Russell 3000 Index® and is headquartered in Stamford, Conn. Additional information about United Rentals is available at unitedrentals.com.

Elizabeth Grenfell 
Vice President 
Investor Relations 
O: (203) 618-7125 
C: (917) 545-8950 
egrenfell@ur.com

Source: United Rentals, Inc.

Looking for sustainable packaging when shopping is an important step for reducing your environmental footprint. For many people, this means seeking packaging that is recyclable. While that’s an important element of sustainable packaging, it’s only one part.

You can make a bigger impact and support the well-being of the earth, as well as the people and communities involved in producing products, by understanding a product’s full lifecycle. So, what else should you consider when comparing packaging?

1. Material sourcing

Beyond what materials are used, it’s important to ask where the materials come from and how they are sourced. How can you know material sourcing is done responsibly? Some brands go through extensive evaluations to be certified by reputable third-party organizations. Here are a couple of labels you can look for and feel confident the packaging you are purchasing is responsibly sourced:

Forest Stewardship Council® (FSC®) label: FSC® is an independent, non-governmental forest certification standard. When you purchase FSC®-labeled products, you’re helping forests and the people that rely on them thrive by supporting zero deforestation, fair wage and work environment, community rights and protection of plant and animal species.

Bonsucro Chain of Custody label: The Bonsucro Chain of Custody Standard relates to the supply of sugarcane, including all stages from feedstock production up to consumption. This certification provides assurance that sustainability claims can be tracked along the supply chain, including responsible sourcing and ethical trading of sugarcane, which can be used to produce a plant-based plastic material in place of traditional fossil-fuel based plastics.

2. Renewable, plant-based materials

Renewable plant-based materials are better for the environment because they can be replenished over time and enable a move away from fossil fuel-based materials. Plus, you can feel good that renewable resources are natural resources, which will replenish the portion depleted through consumption. Examples of renewable materials you are likely to see on a store shelf include:

Paper from responsibly managed forests: All Tetra Pak® cartons use paperboard from trees sourced from FSC®-certified forests and other controlled sources. On average, a Tetra Pak carton consists of 70% paperboard, a renewable plant-based material.

Plastics made from plant-based materials: Plant-based plastics look and perform the exact same as their fossil fuel-based alternative. Look for the Bonsucro logo, which demonstrates responsible sugarcane management.

3. Protection of the product

Good packaging helps protect the product, which is particularly important for foods and beverages. This helps ensure you don’t get sick and helps reduce food waste. Globally, food waste is responsible for 8% of greenhouse gas emissions, according to the Food and Agriculture Organization of the United Nations.

When shopping, look for packaging that helps to extend shelf life without a negative impact on nutrition. For example, foods and drinks in shelf-stable cartons from Tetra Pak are treated using UHT (ultra heat treatment). When combined with the company’s shelf-stable packaging, products ranging from dairy milk to chicken broth are safe and delicious for long periods of time without the need for additives, preservatives or refrigeration before opening.

Bonus: In addition to minimizing food waste, shelf-stable packaging does not require refrigeration. This minimizes energy consumption that would otherwise be used to support a refrigerated distribution chain.

4. Recyclability

Once a package has fulfilled its purpose, what happens at the end of life? Ideally, it can be recycled. When shopping, look for a recycling logo on the package.

Many packages are considered widely recyclable and can be placed in your curbside bin. Keep in mind, though, some packages are not yet recyclable everywhere, so you may see a recycling logo with additional qualifications such as: Recyclable where facilities exist, or, with specific instructions on where to return the item to be recycled.

To prevent litter, reattach caps or push straws into a package before you place them in the recycling bin.

5. Carbon impact

In addition to understanding a product’s lifecycle, some package changes can reduce the overall carbon footprint. For example, the carbon emissions of a package with renewable, plant-based plastics are less than the same package with plastic made from traditional fossil fuel-based materials.

Check the packaging or a brand’s website for information about the carbon footprint of the package. For example, Carbon Trust™ offers a “Reducing CO2 Packaging” certification for brands to include on-pack that demonstrates a move toward a package with a lower carbon impact.

Understanding a product’s lifecycle can help you make more informed shopping decisions. Learn more at Tetrapak.com/en-us/Sustainability.

Originally published by Walgreens Boots Alliance

By Sarah Cason

Saludos! My name is Amanda Miranda, and I’m the employee relations senior director in human resources at Walgreens, based in Deerfield, Illinois. I was born and raised in Puerto Rico and came to the U.S. when I was 19 years old to attend University of Nevada, Las Vegas. Go, Rebels!

When I got the call to interview with the Walgreens team nine years ago, I was so excited for this opportunity. I started as an employee relations specialist and have worked in several roles over the years. Prior to working here, I always wanted a career where I could feel like I was making a difference. Walgreens has provided me with that, and I’m grateful to continuously grow here every day.

As a people person, I absolutely love my job. My role includes helping our employees understand and live out the Walgreens culture. The best part is when I see our people vision and HR policies come to life—when the culture mirrors the environment we set out to create.

Walgreens provides so many opportunities for career growth and promotion, but the first challenge is not being afraid to put yourself out there and apply for a role. Change can be scary, especially when moving into a big organization, but growth is in the discomfort of trying something new. So go ahead and apply, it may just be your greatest career move—it was for me.

A typical day on the job

My role at Walgreens is hybrid, so I’m able to work both from the office and from home.

My morning begins between 6 and 6:30 a.m., depending on if I’m heading to the office or working from home that day. I’m a “Swiftie,” so I love to play Taylor Swift music while I put on all my morning lotions and potions. I love me some No.7 Beauty Company products!

I usually start my workday between 7:30 a.m. and 8:30 a.m., where I send about four to five hours a day connecting in meetings with my fellow team members. The rest of the day is completing whatever tasks are assigned to me in those meetings.

My workday can include partnering with other departments to offer employee relations guidance on complex matters and conducting workplace investigations. You can also find me providing an employee relations perspective on company initiatives and reviewing policies for updates.

My team ensures HR policies give team members a voice in the organization and support positive relations between team members and supervisors. These rules and laws protect employees’ rights and hold parties accountable to create a positive work environment.

Collaboration is so important, and I have the most amazing team. We allow each other to be ourselves while still supporting one another in the emotionally taxing work we do. They keep me grounded and humble, and I would have never applied for a promotion if it wasn’t for their constant support and encouragement. The employee relations team has seen my personal and professional growth throughout the years, and my goal is to make them proud. Being part of the employee relations team is the biggest honor of my career.

In the evening I do all the parental duties for my two kids, ages 15 and 17, and my Pitbull named Blue, ensuring they are all fed and my kids’ schoolwork is done. Blue was in the shelter for almost a year and has signs of abuse. Taking a chance on him was the best decision my family has made. He is the baby of the house.

Then I unwind by watching TV or spending time on TikTok. I don’t create TikTok content, but I like to know what’s trending. Since I’m a fan of movies with a strong female lead, I loved seeing the “Barbie” movie this summer!

Before bed, I do my nightly beauty self-care routine. It feels so good to end the day listening to some good music while exfoliating and putting on my facial retinol, serums and moisturizer.

My passion for furthering Latino representation

As a queer Latina, I became involved with the Walgreens Latino Professionals and Pride Alliance business resource groups (BRGs). I’m currently serving as the vice chair of Walgreens Latino professionals.

I joined the board of Latino Professionals because I feel that the Latino community is an underrepresented workforce in corporate America. Latinos have a reputation for being hard workers and make up about 18% of the U.S. workforce, yet only about 4% reach senior executive roles. Latinos are more than just entry-level workers and can provide more than just translation services. We are excellent leaders and deserve a seat at the table. This BRG gives the perfect platform to support these efforts.

It also ha been life-changing to have a support group within Walgreens that understands my challenges as a Latina in the workplace, including imposter syndrome, communication barriers when English is not your first language and cultural challenges at work. Yet it’s easy to feel like I’m not good enough when I don’t have any predecessors who look or act like me. I don’t fit the traditional corporate mold and that is OK. This BRG, along with my team and leadership, empowers me to be myself and thrive because I am Latina, not in spite of it.

I’m also an active member of the partnership between Walgreens and Association for Latino Professionals for America (ALPFA), a nationwide professional organization focused on empowering and developing Latinos across all sectors of the U.S. economy. This relationship allows Walgreens to further strengthen our inclusion model by providing equitable career opportunities and fostering a sense of community for an underrepresented population. I really want to encourage the next group of Latino leaders in the organization. ALPFA helps me advance my career and allows me to be there for a new generation of leaders.

There is nothing more inspiring than to have fellow Latinas reach out because they are excited to see someone like them in leadership. If one person can see this and say, “Amanda reminds me of my cousin and if she can do it, I can absolutely do it as well,” then I have been successful.

¡Felicidades en el nacional de la herencia Hispana! (Happy National Hispanic Heritage Month!)

ROCKY HILL, Conn., November 1, 2023 /3BL/ – Henkel, a leading manufacturer of well-known consumer and industrial brands, such as Dial® soap, Schwarzkopf® hair care, all® laundry detergent, and Loctite®, Technomelt® and Bonderite® adhesives, sealants, and functional coatings announced it was named as one of the World’s Best Employers by Forbes.

The World’s Best Employers were selected based on a survey of more than 170,000 employees in over 50 countries who work for multinational companies. Employers were rated on their offerings for employees such as talent development, parental leave benefits and work-life balance. Henkel also ranked in the top five for Packaged Goods industry.

“It’s an honor to be chosen as one of the World’s Best Employers, and it is a reflection of the incredible pioneering spirit of our employees across the globe, including the more than 8,000 in North America,” said Pernille Lind Olsen, President, Henkel North America; Corporate Senior Vice President, Adhesive Technologies Packaging & Consumer Goods; Regional Head, Adhesive Technologies North America. “Every day we strive to create a dynamic workplace where our employees can thrive and deliver strong value to our customers and consumers. This award recognizes the ongoing commitment, collaboration and innovative approach of our Henkel team.”

In North America, Henkel has employees across the United States, Canada and Puerto Rico. Henkel focuses on building a culture of trust and belonging, so all employees feel empowered to bring their whole selves to work. Through Employee Resource Groups (ERGs) representing more 2,000 North American employee voices, to ongoing career development and a variety of programs designed to connect with local communities, Henkel works to create an environment where employees are encouraged to make an impact.

For more information about Henkel and its employees visit the company’s career page.

About Henkel in North America 

Henkel’s portfolio of well-known brands in North America includes Schwarzkopf® hair care, Dial® soaps, Persil®, Purex®, and all® laundry detergents, Snuggle® fabric softeners as well as Loctite®, Technomelt® and Bonderite® adhesives. With sales close to 6.5 billion US dollars (6 billion euros) in 2022, North America accounts for 27 percent of the company’s global sales. Henkel employs over 8,000 people across the U.S., Canada and Puerto Rico. For more information, please visit www.henkel-northamerica.com and on Twitter @Henkel_NA.

About Henkel

With its brands, innovations and technologies, Henkel holds leading market positions worldwide in the industrial and consumer businesses. The Adhesive Technologies business unit is the global leader in the market of adhesives, sealants and functional coatings. With Consumer Brands, the company holds leading positions especially in hair care and laundry & home care in many markets and categories around the world. The company’s three strongest brands are Loctite, Persil and Schwarzkopf. In fiscal 2022, Henkel reported sales of more than 22 billion euros and adjusted operating profit of around 2.3 billion euros. Henkel’s preferred shares are listed in the German stock index DAX. Sustainability has a long tradition at Henkel, and the company has a clear sustainability strategy with concrete targets. Henkel was founded in 1876 and today employs a diverse team of more than 50,000 people worldwide – united by a strong corporate culture, shared values and a common purpose: “Pioneers at heart for the good of generations.” More information at www.henkel.com

Photo material is available at www.henkel-northamerica.com/press

Henkel Contact: Erica Cooper

Phone: 475-232-4973

Email: erica.cooper@henkel.com

Originally published on Built From Scratch

Giving back to veterans is personal to The Home Depot, as more than 35,000 of the company’s associates are veterans or military spouses. The Home Depot Foundation’s annual Operation Surprise initiative aims to provide life-changing moments of surprise through service to our nation’s veterans. 

From Nov. 1 through Nov. 20, Team Depot will complete hundreds of service projects in honor of Veterans Day. This includes repairing and improving veteran homes across the nation to make them more accessible, more affordable and more livable for the long run. 

“Supporting our veterans is deeply personal to The Home Depot Foundation. Operation Surprise is not just an initiative; it’s a heartfelt mission. We’re working to ensure our nation’s heroes have homes that truly meet their individual needs.”

– Shannon Gerber, executive director of The Home Depot Foundation

Since 2011, The Home Depot Foundation has invested $475 million in veteran causes and helped renovate and enhance more than 55,000 veteran homes and facilities. The goal is to ensure more of our nation’s heroes have a safe, comfortable place to call home that fits their individual needs. Follow #OperationSurprise on social to see how we’re bringing it home for veterans and learn more at HomeDepotFoundation.org.

Keep up with all the latest Home Depot news! Subscribe to our bi-weekly news update and get the top Built from Scratch stories delivered straight to your inbox.