Tag: 3BL

FARMINGTON, Conn., October 6, 2023 /3BL/ – Otis Worldwide Corporation (NYSE: OTIS) earned a gold rating this year from EcoVadis, a global sustainability rating platform. It’s the second straight year Otis obtained the gold rating – ranking among the top 5% across all assessed companies.

“This rating represents the global efforts of our colleagues to help people, societies and environments thrive today and into the future,” said Senior Director of Environmental, Social, and Governance (ESG) Susan Lester. “The universal scorecard used by EcoVadis acts as a barometer for us to benchmark against and it’s something we will continue to use as a guidepost to help our customers see our progress.”

The EcoVadis platform uses more than 20 criteria to measure a company’s commitment to sustainability based on continuous improvements across the four areas of corporate social responsibility (CSR) and sustainability: Environment, Labor Practices and Human Rights, Fair Business Practices, and Sustainable Procurement. With more than 100,000 companies around the world using the same platform, the EcoVadis rating provides a view into a company’s commitment to sustainable business practices.

In 2021, Otis established 13 ESG goals within the focus areas of Health & Safety, Environment & Impact, People & Communities, and Governance & Accountability. To learn more about the company’s commitment to sustainability, please read the latest ESG report.

About Otis

Otis is the world’s leading elevator and escalator manufacturing, installation and service company. We move 2 billion people a day and maintain approximately 2.2 million customer units worldwide, the industry’s largest Service portfolio. Headquartered in Connecticut, USA, Otis is 69,000 people strong, including 41,000 field professionals, all committed to meeting the diverse needs of our customers and passengers in more than 200 countries and territories worldwide. For more information, visit www.otis.com and follow us on LinkedIn, Instagram, Facebook and Twitter(X) @OtisElevatorCo.

Contact: 
Justin Herndon 
813-957-0255 
Justin.Herndon@otis.com

SOURCE Otis Worldwide Corporation

Read the full letter in Clorox’s 2023 integrated annual report. 

Fiscal 2023 was a milestone year as we returned to growth and expanded margins amid challenging operating conditions, all while living our purpose and values.

Though we faced significant inflationary pressures, demand normalization and pockets of supply chain disruptions, we went into the year committed to driving top-line growth and rebuilding margins while investing in the long-term health of our brands, categories and capabilities. And, our team delivered just that. Furthermore, by playing to win in an increasingly competitive marketplace, we continued to take the right steps to build a stronger, more resilient company and create long-term value for stakeholders.

IGNITE continues to be the right strategy for our company, balancing the delivery of short-term results with our long-term vision. The investments we’re making to develop consumer-inspired innovation, strengthen our advantaged portfolio of superior brands and transform our company are reinforcing our competitive advantage and positioning us to drive sustainable, profitable growth. At the same time, IGNITE fully integrates our environmental, social and governance considerations into our commercial plans and business units to mitigate risks, increase resilience and maximize opportunities and impact.

We expect the environment to remain volatile with macroeconomic uncertainty persisting. Nevertheless, I am confident we are taking appropriate actions to build on our momentum from the past year to maintain top-line growth, rebuild margin and drive our transformation forward.

Our company has navigated through many economic cycles over our 110-year history, and we’ll continue to make the changes and innovation needed to create an enduring and sustainable company for ourselves and our stakeholders.

I’d like to thank my Clorox teammates for their contributions throughout the year. They make it possible for us to meet the evolving needs of our consumers, customers and communities every single day.

Thank you for your continued support, confidence and trust in Clorox.

Authored by Mallory Thomas, Brianna Hardy

The evolution from voluntary to involuntary ESG disclosure in the United States is ramping up as a result of the SEC’s proposed climate-related disclosures and California’s proposed Climate Accountability Package which includes the Climate Corporate Data Accountability Act (SB253) and Climate-Related Financial Risk Act (SB261). Also, Europe is setting the example with the European Union’s adoption of the Corporate Sustainability Reporting Directive (CSRD) in 2021, and the United Kingdom’s Climate-related Financial Disclosure (CFD) regulation, which was introduced in 2022.

When evaluating the requirements of each of the above regulations, there are clear commonalities among them that can help organizations strategically prepare for future ESG reporting requirements. And even if organizations aren’t directly subject to the regulations, all have required action steps.

What are the commonalities across climate-related regulations?

The US, UK and EU regulations are rooted in two main reporting frameworks:

Task Force on Climate-Related Financial Disclosures (TCFD)Greenhouse gas (GHG) protocol

The reliance ESG regulations have on the TCFD and GHG protocol (and not other reporting frameworks) demonstrates clear acceptance of the two frameworks today and for the future. That said, organizations should prepare for GHG scope 1 and 2 reporting and climate-related risk disclosures through the implementation of the TCFD recommendations and the GHG protocol. Starting with these two reporting frameworks prepares organizations for current and future reporting requirements.

What is the TCFD?

The TCFD is a reporting framework that focuses on governance, strategy, risk management and metrics and targets of climate change disclosures. The framework requires organizations to quantify current baseline data, apply a scenario analysis to understand risks, identify improvement opportunities, set goals and report on the findings and conclusions.

What is the GHG protocol?

The GHG protocol provides global standards and guidance to measure, manage and address greenhouse gases from the organization’s value chain, supply chain and business operations. The protocol was designed to set the standard for organizations requiring accurate, complete, consistent, relevant and transparent accounting and reporting of GHG emissions. While the ESG framework landscape continues to evolve, the GHG protocol has been the fixed point for GHG emissions reporting.

Learn more about GHG reporting basics.

And what aspects of the regulations are different?

The key differences in the proposed ESG regulations lie in the considerations of materiality: financial materiality or double materiality. Financial materiality refers to organizational initiatives that are material enough to impact the organization financially. Double materiality considers the broader society impact, including the financial health and wellness of the organization.

How it all works together

When organizations report in alignment with the TCFD, they will inherently be subject to reporting their GHG emissions following the GHG protocol. Together, these frameworks provide organizations with complete disclosures, from a single materiality perspective, that are also in compliance with several ESG regulations. Most recently, the Financial Stability Board transferred monitoring responsibilities to ISSB and the recommendations of the TCFD have been incorporated within the recently published IFRS S1 and S2.

What to do today

Get started. Organizations just beginning their journey should prioritize reporting in line with TCFD and GHG protocol. How do you begin?

Define reporting goals and objectives, including the information needs of your key stakeholders and evaluate forthcoming regulations and applicability to your organization.Engage management and communicate the reporting plan and objectives by establishing a cross-functional team to support this effort across the organization.Understand your organization’s current risk management processes, governance infrastructure and integration across those inclusive of climate-related risks.Begin the collection of data and prep for disclosure, establishing organizational and operational reporting boundaries for emissions reporting.

It’s imperative to start developing a climate-related disclosure approach. Though it may seem overwhelming, it doesn’t have to be. Our specialists understand your industry and the impacts ESG regulations will have on it. We’ll help you navigate reporting requirements one step at a time.

The 988 Mental Health Lifeline has provided T-Mobile customers free access to vital health resources by simply making a phone call or text. Mental health advocates say the most recent Spanish language texting option is a necessary step in combatting the stigma around seeking help in Hispanic communities.

“In the Hispanic community, there’s a phrase and a word that comes to mind,” says Jorge Gama, LPC-S, a licensed professional counselor supervisor in Texas. “First is una familia or one family. We take pride in the approach as a family to deal with the problems and the issues within the family and not outside of it. The other one is El loquero, which means the crazy doctor. And so when clients come see me, they’ll tell me ‘I’m not crazy.’ And I said, ‘no, no, I know that you’re not crazy. We’re here because we’re going to work towards mental health. We’re going to work as a team to get to better outcomes.’”

Born in Tijuana, Mexico, Jorge came to the United States with his family and studied to become a mental health expert focusing on helping clients struggling with suicidal thoughts, depression, anxiety and trauma. With more than 15 years of experience in his field and currently the clinical director at the Mending Clinic, he says he is personally aware of the stigma surrounding mental health resources that can pervade Hispanic communities.

“I think that this belief system has just penetrated the Hispanic community or the Latino community, and there’s a sense of fear around mental health,” says Jorge. “But I have luckily, over the past years, seen more clients that are willing and open to be engaged in counseling and to get the services that they need, and not just the younger crowds, but also clients that are in their forties, fifties and sixties.”

It’s why he says he is so excited to hear about more inclusive resources being offered, including the 988 mental health lifeline’s most recent expansion to include Spanish language texting options. Since November 2020, T-Mobile customers have been able dial 988 to call for free access to mental health services from professionally trained counselors at the National Suicide Prevention Hotline, now the 988 Suicide & Crisis Lifeline. Then in 2022 the option to text for that critical support was added. According to the Lifeline, those who connect with a counselor in a time of need were significantly more likely to feel less depressed, less suicidal, less overwhelmed and more hopeful.

“I think the 988 hotline is an amazing service to provide,” says Jorge. “I worked for the county before I started working in private practice and they had a hotline that people in crisis could call. It was amazing how in need that hotline was and how many lives I believe that hotline saved. I believe that the 988 hotline does the same and being able to reach out via text is important.”

Those close to people who have experienced mental health emergencies say it’s a service that needs to become part of the zeitgeist in order to save lives.

“I’m a survivor of suicide loss and there are more of us out there than people realize, as suicide is the eleventh leading cause of death in the U.S. currently, with an average 132 suicides per day,” says April Ryan, a T-Mobile Communication Manager and Latina. “When you dial 988 you’re connected directly to 988 Suicide & Crisis Lifeline, a network of approximately 180 local- and state-funded crisis centers staffed 24/7 by professionally trained counselors to help if you’re in crisis. I want 988 to be as familiar as 911.”

And removing any potential barriers to accessing help is the goal given the statistics being reported. Overall, the suicide rate for Hispanics increased by 6.8% from 2018 to 2021, according to the latest data from the Centers for Disease Control and Prevention, and only 36.1% of Latinos ages 18 or older with a mental illness received services in 2021, compared to the U.S. average of 47.2%. It’s the kind of news that has caused legislators and other government advocates to push for more resources geared towards Spanish speaking communities.

“The mental health crisis has hit the Latino community with tremendous force because of unique factors that we uniquely face,” said Antonio Tijerino, President and CEO of the Hispanic Heritage Foundation. “Language barrier, lack of insurance, shortage of culturally competent mental health providers, immigration status, stigmas and the additional anxiety of facing discrimination while navigating between different cultures to feel like we belong. Let’s be clear, there is strength in seeking help and the 988 mental health lifeline answers that call thanks to T-Mobile’s support. I especially encourage our Latinx youth to call 988 — or text which makes this critical service even more available — when in crisis because more than half of 18-to-25-year-olds with serious mental illness might not get treatment and might not know where to look for help and with one in three Latinos being under 18 years of age, there is a lot more to do. Let’s continue to celebrate Hispanic Heritage Month by ensuring our community gets the support we need to be healthier, happier and productive through mental wellness year-round.”

About 13% of the U.S. population speaks Spanish as their primary tongue, according to the U.S. Census Bureau.

“I hope that 988 is able to break down those barriers and that concern that they’re going to be looked at as weak or feel judged for getting help,” says Jorge. “When we are feeling depressed, anxious or we’re struggling in life, one of the best medicines that we can have is connection with people. There’s a need for this and bridging that gap and starting the process earlier is key to try to prevent a crisis. The 988 hotline will be able to do that in real time as opposed to having to wait to see a therapist in person.”

Click here to read more about April Ryan and her personal story of spreading awareness about 988.

We’re passionate about creating a dynamic and inclusive workplace that celebrates the unique backgrounds, perspectives and experiences of employees. 

Inclusive job postings welcome all, and efforts to promote opportunities to diverse groups means we’re casting a wide net. We have also updated traditional job requirements by moving educational requirements for many jobs from “required” to “preferred” — to make sure we’re not overlooking talented individuals who may bring a fresh perspective. When doing enterprise-wide talent and succession planning, the company uses diversity data to identify gaps in the talent pipeline.

Employees have the opportunity to connect with a variety of professional and community organizations that help them build their networks and connect with diverse talent. We’re proud to partner with organizations such as:

100 Black Men of Inland Empire, Inc. (100 BMIE)American Association of Blacks in EnergyAsian American Professional Association • Association of Women in Water, Energy & EnvironmentBridge BuildersBrotherhood InternationalDirect EmployersDisability:INHomes4FamiliesMor Girls with GoalsNational Society of Black Engineers (NSBE)Native American Tribes within our service areaNew HorizonsOut LeadershipSociety of Hispanic Professional EngineersSociety of Women EngineersVeterans in Business Network

We have joined the Diversity Network job board to post job vacancies. This network shares our postings on sites targeting diverse applicants, including Black Job Center, Veteran Connect, LGBT Connect, Hispanic Diversity Connect, Out and Equal, All Diversity, Disability Connect, Womens Job Connect and LatinX Jobs.

A Coalition to Champion Disability Inclusion 

In 2022, Edison International President and CEO Pedro Pizarro signed Disability:IN’s CEO-to-CEO Letter. He joined 150 other CEOs to advance disability inclusion and equality by committing to participate in the Disability Equality Index and share its impact on business performance.

Building a Diverse Talent Pipeline 

In 2022, we continued our focus on growing the diversity of talent across the organizations as well as other underrepresented groups. Our initiatives aim to build a strong pipeline of diverse, talented professionals, provide ample opportunities for growth and development within the company and foster diversity in the larger labor market through collaborations with dedicated organizations and scholarships.

In addition to our Line-worker Scholarship program, other programs to increase our pipeline of diverse talent include:

SCE Summer Internship Program that gives students enrolled at an accredited four-year university the chance to make real contributions to real projects, work directly with mentors and senior leaders, network with peers, and have access to valuable resources and event opportunities throughout the company, thereby developing qualified candidates for Engineering, Cybersecurity and Operations, to name a fewWorkplacediversity.com partnership, which is focused on increasing outreach to women, veterans and LBGTQ+ communitiesMembership in the American Association of Blacks in Energy Equity Campaign, which seeks to increase Black representation in the energy sectorRelationship at Howard University, working closely with the student chapter of NSBE • Relationships with Society of Hispanic Engineers, Society of Women Engineers and NSBE at all our target schoolsCenter for Energy Workforce Development membership, a nonprofit consortium to ensure a skilled diverse workforce for the industry, including access to Troops to Energy — which connects veterans to careers in the energy sector

Hiring in a Challenging Climate 

The labor market in 2022 was challenging — with a high number of vacancies and a candidate shortage coupled with increased turnover. To manage the issue, we added contingent workers, search firms and enhanced recruiting technology to help increase our qualified applicant pool, added staff to our Talent Acquisition team and advertised work modes (remote, hybrid, in person) per position. Despite all the challenges, we hired 3,503 individuals in 2022 — which is a record number.6 

Harnessing the Power of Our BRGs 

We leverage our BRGs to connect with diverse groups across SCE’s service area.

BRGs host discussions on various topics of interest that bring employees together, such as those that have social and economic importance. For example, our LEAD BRG held a virtual panel focused on Latina Equal Pay Day. According to the National Partnership for Women and Families and Unidos US, a “persistent gender-based wage gap continues to harm women, their families and the economy — it is particularly damaging for Latinas.” Over a 40-year career, a woman starting her career today stands to lose a staggering $406,2807 to the wage gap. This panel was hosted in partnership with the podcast, Level Up Latina, which offers women guidance on achieving fulfilling career and life goals through financial empowerment, professional or leadership guidance and personal wellness.

Reaching Veterans and Helping Them Succeed 

Military members possess an incredible set of job skills. But for some veterans, transferring these skills to the private sector can be a challenge. We’re committed to recruiting veterans and have teamed up with Jobs Vision Success (JVS SoCal), a nonprofit organization that helps connect veteran candidates with opportunities — including jobs at SCE. Our VALOR BRG fosters connectivity and collaboration within Edison International by serving as a resource to active and non-active military employees and their families and assisting with liaison efforts between SCE and military communities. Self-identified veterans make up 4.1% of Edison International’s workforce.

View the full Edison International 2022 Diversity, Equity & Inclusion Report.

Originally published on NRG Energy Insights

By NRG Editorial Voices

Is there a hybrid or electric contender on your family’s list of vehicles to consider next? In an era where environmental consciousness and technological advances are continuously converging, electric cars are becoming a desirable option for families across the world striving to make eco-friendly choices without compromising their daily convenience. And yet, the paradigm shift can seem overwhelming.

We connected with Danita Park, Director of EV and Commercial Development at NRG, to learn more about this transition. What did we learn? Myths and misconceptions about electric vehicles (EVs) abound, and deciphering the truth about them isn’t always easy.

The reality is, EVs offer both substantial environmental benefits and unexpected advantages for families.

1. Cost savings that matter

Financial planning plays a pivotal role in decision-making for families, and electric cars, trucks, and SUVs offer a compelling advantage. While the purchase cost of electric vehicles might be slightly higher than their gasoline counterparts, new incentives to make the switch, coupled with the long-term savings, are remarkable. Individuals with a qualifying adjusted gross income may be eligible for a tax credit of up to $7,500 for new EVs and hybrids, and up to $4,000 for used ones. You can learn more about the eligibility requirements at fueleconomy.gov.

What about electricity costs? A 2020 Consumer Reports study showed that EV drivers spend an average of 60% less each year on fuel costs than gas-powered cars drivers.1 In terms of energy consumption, “Electric vehicles are orders of magnitude more efficient,” noted Park. EVs convert over 77% of the electrical energy they tap from the grid to power at the wheels. Conventional gasoline vehicles only convert about 12%–30% of the energy stored in gasoline to power at the wheels.2 Both internal combustion engine (ICE) vehicles and EVs range in efficiency, and a family’s annual savings will depend on gasoline and electricity rates in their area.

Moreover, maintenance costs are substantially reduced as electric cars have fewer moving parts that can wear out over time. Families can bid farewell to oil changes, exhaust system repairs, and other costly maintenance procedures. This results in considerable savings over the lifespan of the vehicle, providing families with the ability to allocate money to other essential needs.

2. Cancel carbon pollution

For families concerned about their carbon footprint, EVs provide a solution they can take pride in. With zero tailpipe emissions, EVs contribute to cleaner air and a healthier environment. This is especially true, said Park, if the electricity you use to charge your vehicle is produced from renewable resources. By adopting electric cars, families play an active role in reducing greenhouse gas emissions.

3. Comfort meets technology

Parents everywhere know that peaceful car rides are a rare gem, especially during family road trips and commutes. Electric cars provide an unexpected serene driving experience. The absence of a noisy internal combustion engine results in remarkably quiet rides, allowing families to hear one another (or hear the music you’re jamming out to) more easily.

Additionally, electric vehicles often offer smooth acceleration and more space (goodbye engine under the hood — hello frunk!).

And as Park put it, “EVs are more similar to an iPhone than to a petrol car.” This allows drivers to customize things they wouldn’t ordinarily be able to, like their braking and driving experience. The payoff? A more comfortable and enjoyable ride for passengers, especially the littles who may be more prone to sensitivity when it comes to abrupt movements.

4. Safety prioritized

Safety is a top concern for families, and electric cars definitely deliver on this front. EVs are engineered with a lower center of gravity due to the location of their heavy batteries. This enhances stability and reduces the risk of rollovers.

What about fires? Studies in the U.S. and abroad have shown that EVs have a lower risk of fire compared to petrol cars.3 They undergo rigorous safety testing and have multiple layers of protection, such as thermal management systems and fire-resistant materials. While fires involving any vehicle can occur due to various reasons, it’s important to note that modern EVs are engineered to minimize fire risks and protect occupants.

Moreover, electric cars are designed with advanced safety features and cutting-edge technology, including collision avoidance systems, automatic emergency braking, and adaptive cruise control. These are just some of the tech enhancements that provide an added layer of protection, giving families more peace of mind when they hit the road.

5. Plug in to convenience

Contrary to common misconceptions, charging electric cars can be convenient for families. The ability to charge at home means no more trips to the gas station to fill up. With fast home charging stations, families can effortlessly charge their EVs overnight, ensuring a full battery each morning.

Park also pointed out that the average driver in the U.S. only drives about 37 miles per day. A full charge in most EVs on the market today can get you well over 300 miles of travel distance; so anyone who drives the average daily amount would only need to charge their vehicle once per week. This level of convenience is game-changing, especially for parents juggling busy schedules.

With the convenience of charging at home or work, many EV drivers find that they only occasionally charge on the go. The growing network of public charging outlets (currently over 138K in the U.S.4) offers families the flexibility to power up as needed during outings, turning recharging into an opportunity to explore and take a break.

So, what’s the truth about EVs? Electric cars aren’t just vehicles; they’re leading a true paradigm shift toward sustainable, family-friendly transportation. These benefits underscore the fact that EVs are not only relevant, but exceptionally advantageous for families. As we collectively navigate the road to a greener future, families have the opportunity to embrace electric cars as a practical, eco-conscious choice that seamlessly aligns with their values and needs.

Unlock the Power

4 Fascinating Facts About Electric Cars for Kids!

Electric vehicles aren’t new. 
In fact, in 1897 (that’s 126 years ago), an electric vehicle named the Columbia Motor Carriage became the best-selling car in the U.S. This OG EV could travel 15 miles per hour, which is about the same speed as a bull.
 Electric vehicles are heavy. 
EV cars are heavy, partly due to their large batteries. The average weight of an EV battery is 1,000 lbs. That’s about as heavy as a polar bear, a Grand Piano, or 1,600 cans of soup!
 How far an EV can travel? 
The first electric vehicles could only travel about 30 miles before needing to recharge. Modern EVs can travel as much as 500 miles! That means you could drive from Houston all the way to Disney World and only have to charge once. (Ummm… I’ll be in the car.)
 Blast off! 
Did you know that electric vehicles are on the moon? That’s right – astronauts started using electricity-powered vehicles to explore the surface of the moon 50 years ago. Far out, right? As far as cars on the moon go, it’s EVs: 1; petrol vehicles: 0.

1 https://www.nrdc.org/stories/electric-vs-gas-cars-it-cheaper-drive-ev

2https://www.fueleconomy.gov/feg/evtech.shtml#:~:text=Energy%20efficient.,to%20power%20at%20the%20wheels

3 https://www.kbb.com/car-news/study-electric-vehicles-involved-in-fewest-car-fires/

4 https://www.statista.com/statistics/416750/number-of-electric-vehicle-charging-stations-outlets-united-states/

Originally published on NRG Energy Insights

By NRG Editorial Voices

Is there a hybrid or electric contender on your family’s list of vehicles to consider next? In an era where environmental consciousness and technological advances are continuously converging, electric cars are becoming a desirable option for families across the world striving to make eco-friendly choices without compromising their daily convenience. And yet, the paradigm shift can seem overwhelming.

We connected with Danita Park, Director of EV and Commercial Development at NRG, to learn more about this transition. What did we learn? Myths and misconceptions about electric vehicles (EVs) abound, and deciphering the truth about them isn’t always easy.

The reality is, EVs offer both substantial environmental benefits and unexpected advantages for families.

1. Cost savings that matter

Financial planning plays a pivotal role in decision-making for families, and electric cars, trucks, and SUVs offer a compelling advantage. While the purchase cost of electric vehicles might be slightly higher than their gasoline counterparts, new incentives to make the switch, coupled with the long-term savings, are remarkable. Individuals with a qualifying adjusted gross income may be eligible for a tax credit of up to $7,500 for new EVs and hybrids, and up to $4,000 for used ones. You can learn more about the eligibility requirements at fueleconomy.gov.

What about electricity costs? A 2020 Consumer Reports study showed that EV drivers spend an average of 60% less each year on fuel costs than gas-powered cars drivers.1 In terms of energy consumption, “Electric vehicles are orders of magnitude more efficient,” noted Park. EVs convert over 77% of the electrical energy they tap from the grid to power at the wheels. Conventional gasoline vehicles only convert about 12%–30% of the energy stored in gasoline to power at the wheels.2 Both internal combustion engine (ICE) vehicles and EVs range in efficiency, and a family’s annual savings will depend on gasoline and electricity rates in their area.

Moreover, maintenance costs are substantially reduced as electric cars have fewer moving parts that can wear out over time. Families can bid farewell to oil changes, exhaust system repairs, and other costly maintenance procedures. This results in considerable savings over the lifespan of the vehicle, providing families with the ability to allocate money to other essential needs.

2. Cancel carbon pollution

For families concerned about their carbon footprint, EVs provide a solution they can take pride in. With zero tailpipe emissions, EVs contribute to cleaner air and a healthier environment. This is especially true, said Park, if the electricity you use to charge your vehicle is produced from renewable resources. By adopting electric cars, families play an active role in reducing greenhouse gas emissions.

3. Comfort meets technology

Parents everywhere know that peaceful car rides are a rare gem, especially during family road trips and commutes. Electric cars provide an unexpected serene driving experience. The absence of a noisy internal combustion engine results in remarkably quiet rides, allowing families to hear one another (or hear the music you’re jamming out to) more easily.

Additionally, electric vehicles often offer smooth acceleration and more space (goodbye engine under the hood — hello frunk!).

And as Park put it, “EVs are more similar to an iPhone than to a petrol car.” This allows drivers to customize things they wouldn’t ordinarily be able to, like their braking and driving experience. The payoff? A more comfortable and enjoyable ride for passengers, especially the littles who may be more prone to sensitivity when it comes to abrupt movements.

4. Safety prioritized

Safety is a top concern for families, and electric cars definitely deliver on this front. EVs are engineered with a lower center of gravity due to the location of their heavy batteries. This enhances stability and reduces the risk of rollovers.

What about fires? Studies in the U.S. and abroad have shown that EVs have a lower risk of fire compared to petrol cars.3 They undergo rigorous safety testing and have multiple layers of protection, such as thermal management systems and fire-resistant materials. While fires involving any vehicle can occur due to various reasons, it’s important to note that modern EVs are engineered to minimize fire risks and protect occupants.

Moreover, electric cars are designed with advanced safety features and cutting-edge technology, including collision avoidance systems, automatic emergency braking, and adaptive cruise control. These are just some of the tech enhancements that provide an added layer of protection, giving families more peace of mind when they hit the road.

5. Plug in to convenience

Contrary to common misconceptions, charging electric cars can be convenient for families. The ability to charge at home means no more trips to the gas station to fill up. With fast home charging stations, families can effortlessly charge their EVs overnight, ensuring a full battery each morning.

Park also pointed out that the average driver in the U.S. only drives about 37 miles per day. A full charge in most EVs on the market today can get you well over 300 miles of travel distance; so anyone who drives the average daily amount would only need to charge their vehicle once per week. This level of convenience is game-changing, especially for parents juggling busy schedules.

With the convenience of charging at home or work, many EV drivers find that they only occasionally charge on the go. The growing network of public charging outlets (currently over 138K in the U.S.4) offers families the flexibility to power up as needed during outings, turning recharging into an opportunity to explore and take a break.

So, what’s the truth about EVs? Electric cars aren’t just vehicles; they’re leading a true paradigm shift toward sustainable, family-friendly transportation. These benefits underscore the fact that EVs are not only relevant, but exceptionally advantageous for families. As we collectively navigate the road to a greener future, families have the opportunity to embrace electric cars as a practical, eco-conscious choice that seamlessly aligns with their values and needs.

Unlock the Power

4 Fascinating Facts About Electric Cars for Kids!

Electric vehicles aren’t new. 
In fact, in 1897 (that’s 126 years ago), an electric vehicle named the Columbia Motor Carriage became the best-selling car in the U.S. This OG EV could travel 15 miles per hour, which is about the same speed as a bull.
 Electric vehicles are heavy. 
EV cars are heavy, partly due to their large batteries. The average weight of an EV battery is 1,000 lbs. That’s about as heavy as a polar bear, a Grand Piano, or 1,600 cans of soup!
 How far an EV can travel? 
The first electric vehicles could only travel about 30 miles before needing to recharge. Modern EVs can travel as much as 500 miles! That means you could drive from Houston all the way to Disney World and only have to charge once. (Ummm… I’ll be in the car.)
 Blast off! 
Did you know that electric vehicles are on the moon? That’s right – astronauts started using electricity-powered vehicles to explore the surface of the moon 50 years ago. Far out, right? As far as cars on the moon go, it’s EVs: 1; petrol vehicles: 0.

1 https://www.nrdc.org/stories/electric-vs-gas-cars-it-cheaper-drive-ev

2https://www.fueleconomy.gov/feg/evtech.shtml#:~:text=Energy%20efficient.,to%20power%20at%20the%20wheels

3 https://www.kbb.com/car-news/study-electric-vehicles-involved-in-fewest-car-fires/

4 https://www.statista.com/statistics/416750/number-of-electric-vehicle-charging-stations-outlets-united-states/

Originally published in Jazz Pharmaceuticals’ 2022 Corporate Sustainability and Social Impact Report

A Letter From Our Chairman of the Board and Chief Executive Officer Bruce C. Cozadd

I am pleased to share Jazz’s 2022 Corporate Sustainability and Social Impact Report.

Jazz’s core mission centers on developing life-changing medicines for people with serious diseases – often with limited or no options – so they can live their lives more fully. Over our 20-year history, we have expanded our capabilities, significantly diversified our neuroscience and oncology product portfolios and increased our impact across the globe. We put patients at the center of everything we do and strive to better understand where we can make the greatest difference for our patients and their families. Our patient-first approach is reflected in our Corporate Sustainability and Social Impact (CSSI) strategy. Underpinned by our CSSI pillars: Patients, People, Community and Planet, we are committed to maximizing our positive impact on our people and society while ensuring we minimize Jazz’s impact on the environment.

Last year, we provided Vision 2025 as a clear path of how we plan to build a sustainable business that delivers important new therapies for patients and enhanced value for shareholders. In addition, we took a key step forward in conducting a materiality assessment to identify and prioritize Jazz’s material topics so that our CSSI strategy aligned with and reflected our corporate strategy, business operations and the priorities of our stakeholders. We engaged with employees across our geographies and business units, members of the leadership team, investors, suppliers, advocacy groups and nongovernmental organizations (NGOs) to ensure we captured their views. The outcomes of this assessment will serve as the basis of our multi-year CSSI priorities and strategy.

We are proud of the progress made in 2022 toward initiatives within each of our CSSI pillars.

We executed on our mission of bringing treatments and hope to people living with difficult-to-treat conditions. We enhanced the breadth and depth of our pipeline, added three promising candidates while expanding into disease areas with significant unmet patient need and progressed multiple preclinical and clinal-stage programs. As we continue to uncover and rectify treatment disparities across patient populations, our team conducted ethnographic research furthering our commitment toward equitable access to our therapies.

We exemplified our commitment to being a great place to work by living our core values of Integrity, Collaboration, Passion, Innovation and Pursuit of Excellence. Our people are critical to ensuring we can best serve our patients. I am proud of the engagement of our employees, who continuously exceed a 75% response rate on our engagement surveys, providing us the necessary insights to make Jazz the best experience of their career. Our employees also lead on issues that matter to them through our affinity forums and employee resource teams.

As engaged corporate citizens working through direct philanthropy and employee volunteerism, we expanded our understanding of the needs of our global, local and patient communities. In 2022, we launched a company-wide Global Volunteer Day, provided mentorship to students interested in pursuing healthcare careers and we offered pro bono legal and other services to promote healthy and well-functioning societies.

We are proud of the improvements made to reduce our environmental footprint. Our Athlone manufacturing site purchases 100% renewable electricity and over 50% of the electricity purchased at our Villa Guardia manufacturing site is from renewable sources. We are continuing to explore pathways to reduce our emissions, the use of natural resources and ways to minimize our overall environmental impact.

Throughout 2023, we continue to make progress toward Vision 2025, while building upon our previous environmental, social and governance materiality assessments and further embedding our CSSI strategy into the work we do. We recognize that the success of any strategy, sustainability or otherwise, will be inextricably linked to targets and objectives, which are a core component of driving accountability throughout the business. As we advance our CSSI strategy this year, we will continue to integrate our ambitions, goals and initiatives into our strategic vision.

We believe that positively impacting patients’ lives, investing in our people and our commitment to long-term sustainability are important components of delivering on Vision 2025. We look forward to continuing to innovate for our patients while implementing our CSSI strategy to generate long-term sustainable value.

Read more of Jazz’s 2022 Corporate Sustainability and Social Impact Report here.

Originally published in Jazz Pharmaceuticals’ 2022 Corporate Sustainability and Social Impact Report

A Letter From Our Chairman of the Board and Chief Executive Officer Bruce C. Cozadd

I am pleased to share Jazz’s 2022 Corporate Sustainability and Social Impact Report.

Jazz’s core mission centers on developing life-changing medicines for people with serious diseases – often with limited or no options – so they can live their lives more fully. Over our 20-year history, we have expanded our capabilities, significantly diversified our neuroscience and oncology product portfolios and increased our impact across the globe. We put patients at the center of everything we do and strive to better understand where we can make the greatest difference for our patients and their families. Our patient-first approach is reflected in our Corporate Sustainability and Social Impact (CSSI) strategy. Underpinned by our CSSI pillars: Patients, People, Community and Planet, we are committed to maximizing our positive impact on our people and society while ensuring we minimize Jazz’s impact on the environment.

Last year, we provided Vision 2025 as a clear path of how we plan to build a sustainable business that delivers important new therapies for patients and enhanced value for shareholders. In addition, we took a key step forward in conducting a materiality assessment to identify and prioritize Jazz’s material topics so that our CSSI strategy aligned with and reflected our corporate strategy, business operations and the priorities of our stakeholders. We engaged with employees across our geographies and business units, members of the leadership team, investors, suppliers, advocacy groups and nongovernmental organizations (NGOs) to ensure we captured their views. The outcomes of this assessment will serve as the basis of our multi-year CSSI priorities and strategy.

We are proud of the progress made in 2022 toward initiatives within each of our CSSI pillars.

We executed on our mission of bringing treatments and hope to people living with difficult-to-treat conditions. We enhanced the breadth and depth of our pipeline, added three promising candidates while expanding into disease areas with significant unmet patient need and progressed multiple preclinical and clinal-stage programs. As we continue to uncover and rectify treatment disparities across patient populations, our team conducted ethnographic research furthering our commitment toward equitable access to our therapies.

We exemplified our commitment to being a great place to work by living our core values of Integrity, Collaboration, Passion, Innovation and Pursuit of Excellence. Our people are critical to ensuring we can best serve our patients. I am proud of the engagement of our employees, who continuously exceed a 75% response rate on our engagement surveys, providing us the necessary insights to make Jazz the best experience of their career. Our employees also lead on issues that matter to them through our affinity forums and employee resource teams.

As engaged corporate citizens working through direct philanthropy and employee volunteerism, we expanded our understanding of the needs of our global, local and patient communities. In 2022, we launched a company-wide Global Volunteer Day, provided mentorship to students interested in pursuing healthcare careers and we offered pro bono legal and other services to promote healthy and well-functioning societies.

We are proud of the improvements made to reduce our environmental footprint. Our Athlone manufacturing site purchases 100% renewable electricity and over 50% of the electricity purchased at our Villa Guardia manufacturing site is from renewable sources. We are continuing to explore pathways to reduce our emissions, the use of natural resources and ways to minimize our overall environmental impact.

Throughout 2023, we continue to make progress toward Vision 2025, while building upon our previous environmental, social and governance materiality assessments and further embedding our CSSI strategy into the work we do. We recognize that the success of any strategy, sustainability or otherwise, will be inextricably linked to targets and objectives, which are a core component of driving accountability throughout the business. As we advance our CSSI strategy this year, we will continue to integrate our ambitions, goals and initiatives into our strategic vision.

We believe that positively impacting patients’ lives, investing in our people and our commitment to long-term sustainability are important components of delivering on Vision 2025. We look forward to continuing to innovate for our patients while implementing our CSSI strategy to generate long-term sustainable value.

Read more of Jazz’s 2022 Corporate Sustainability and Social Impact Report here.

Originally published on GoDaddy Life

Listen to the Podcast, here! Transcription provided, below.

Janelle (Host): Welcome to the Own Your Career Podcast. My name is Janelle Jordan, and I’m a Program Manager on our Talent, Performance, and Engagement team. I’m so excited to be here with you. Throughout this series, you’ll hear inspiring interviews with employees who have achieved career growth at GoDaddy through internal promotions and movement. In addition, you’ll hear tips, best practices, and advice to support your career journey. Career management is necessary for a successful journey, and we hope you’ll walk away ready to own your career. Thanks for spending time with us today. Now let’s jump into the spotlight with our guests. I am here today with Jacob Rodriguez, who is a Training Facilitator on our Learning and Talent team, here at GoDaddy. Hi, Jacob. Welcome to the podcast.

Jacob (Guest): Hey, Janelle, happy to be here.

Janelle: Let’s get to know you quickly. Can you share with us a little bit about who you are and what brings you joy outside the office?

Jacob: Yeah, I’ve narrowed it down to a couple things. It took me a while to think of this one. Who I am — I’d have to say I’m a nerdy husband. Like, I do finger guns at my wife. And so maybe dorky is probably the more accurate way to describe me. And a cat dad. We have two little fur babies, little stinkers. And so my wife full on says I’ve converted to a cat dad. Outside of work, honestly, just anything like Marvel and Star Wars related — action and Sci-Fi movies, watching martial arts movies even. I don’t know if you’ve ever gotten into like, The Game of Thrones or House of Dragon, that new series, just things like that. That’s kind of what I enjoy mostly.

Janelle: Okay, so as a playful cat dad and a Marvel fanatic, how deep do we go with the Marvel? Are we going to Comic Con? What are we doing? Are we just watching all the things?

Jacob: I watch all the things. I once almost got to go to Comic Con a couple years ago. I wasn’t able to, but I had a full on costume. It was actually a geeky character, though. One of my cat’s name is Natasha Rogue.

Janelle: Love! A favorite character of mine.

Jacob: Yeah, two names. Two characters. But I had to give her both. So she’s got a first and middle name.

Janelle: That’s so great. Well, welcome. Thanks for sharing with us a little bit about who you are. Let’s go into our first question. So, can you give our listeners an overview of your career journey? And that can be before GoDaddy and definitely while you’ve been here at GoDaddy!

Jacob: In terms of overall how I got into this industry, I can kind of start there. I got into this industry, actually, with a competitor. I don’t know if you’ve heard of Endurance or Bluehost, but I actually started with them back in 2017. I did about eight months of phone support (inbound phone support) for just the regular inbound queue, but then also their Advanced Technical team. Spent about a year after that on their Design team, building out websites for customers. And then I did a year in kind of like a corporate escalation level setting, similar to OCEO here, that Escalation team. While I did get to advance into different roles there, ultimately the growth I was looking for, I wasn’t able to accomplish. In 2020, I left and I got a role at a place called Mass Mutual, which part of what they did was like life insurance, but they also had a retirement plan division. I was there for about a year and I said, you know what? I miss the industry that I was in. I miss this web hosting world. So I decided to apply at GoDaddy, and that was in 2021. April, to be exact.

Janelle: I’m going to stop you right there. Was there something about GoDaddy that sparked your interest, or was it simply that they had openings in the field that you wanted?

Jacob: It kind of had to do with the fact that there was open roles. I’d never considered GoDaddy before, just because when you work for somewhere else, you’re all “team them” you know, you’re all proud to work there. And I never thought of GoDaddy until after I started missing the industry. And I was like, you know what? I’m going to give them a try.

Janelle: All right, so you applied for a role at GoDaddy and you got it the first time?

Jacob: I did. So I applied directly for Website Specialist II, and that’s what I got in as.

Janelle: Awesome. Okay. Where did you go from there?

Jacob: So I was only in that role for a few months, and that’s actually when I got this role as a Training Facilitator in Learning and Talent.

Janelle: So where I guess during your journey on the Website Design Services team, did the curiosity for Training or Learning and Development come into play? Or how was that introduced to you or how did that become part of your career journey?

Jacob: Yeah, honestly, we’d have to go even further back. One of the first jobs I had was at Olive Garden.

Janelle: Nice.

Jacob: I was a trainer, actually, at Olive Garden for a little bit. And I don’t know, I just think ever since I started work, I knew that I wanted to get into some sort of leadership or training of other people. And so in every role I’ve had, I kind of gravitated towards that. And so I did simultaneously apply for Websites Team Lead. At the same time I applied for Training Facilitator, they felt like very up my alley. So to say I was offered first Training Facilitator, and I was like, you know what? Even if I got offered the other one, I’m going to go with Training Facilitator. I just felt like there was more impact I could make there, and it felt more like I wanted to do

Janelle: So, It’s like you’ve always kind of known throughout your career that you love achieving expertise in your role and then sharing that knowledge with others and coaching and training them to be better in their roles. And that’s something that’s kind of exactly what you do as a Training Facilitator, but also would have been a primary job as a Lead, honestly. And so I think a lot of folks might make that decision. Do I go on to become a supervisor and a manager and a people leader or can I double down and continue to be an expert in my own field? It’s interesting. Or to leave completely because you are not designing websites anymore. So do you miss it?

Jacob: A little bit! I mean, some days there are times when I do miss the aspect of getting to know a customer and see them through this journey, start to finish, of building a new website or redesigning their existing. Because really when you’re on the phones, you meet a lot of cool and interesting people. And so sometimes there are days I miss it. But yeah, I don’t think I’d trade it though. I think helping get others to that point where they can go on that journey themselves. Very rewarding.

Janelle: Very rewarding. Very fulfilling. And that leads us to question number two. Can you tell us, Jacob, what do you love about your job here?

Jacob: Honestly, it’s just that like, seeing others go through their own journey that I did and really helping set them up for success, I think that is so rewarding in itself. To see someone go from “I don’t know what I’m doing, I don’t know what DNS is.” In just a few short weeks, “I got this, let me talk to customers now. Get me on the phone!” To see that confidence grow in them. And it’s funny because I was just telling someone that in this class I finished up two weeks ago that I saw in them fear that they had at first, how that turned to this confidence, I don’t know. Just something satisfying about that little growth.

Janelle: Super rewarding. Absolutely. And then you know that you’re part of their team. You’re part of Team GoDaddy. You’re really impacting the success of the organization and nothing feels better than that when you feel super connected to our mission here at the company.

Jacob: Absolutely.

Janelle: Thank you so much for sharing that. Question number three. Can you share with us what is the most important lesson that you’ve learned so far over the course of your career?

Jacob: Yeah, honestly, I would say there are two things if I can. First, don’t be afraid to ask for feedback. I think that is probably the most invaluable lesson that you can ever learn for yourself. The other thing I would say is don’t be afraid to express yourself or voice your opinions to your leaders. I think those are going to be the two most important things I’ve learned.

Janelle: I’m going to pick on you, Jacob. Can you share maybe just an example of both. How about maybe the last time that you asked for feedback? Or can you share your preferred way of asking for feedback? Or if there’s a certain partner that you think is really critical? I think people always think that they need feedback from leaders. But who do you like to ask for feedback from?

Jacob: That’s kind of funny. Like, the entire learning team. We are very big on giving feedback. Peer to peer. We will get into each other’s classrooms and just observe. Observe not just how material is being facilitated, but the interactions. Maybe even like, “hey, here’s something you did good, but here’s how you could improve on that.” Just different things like that. So we’re constantly in this feedback loop, right? So we’re always, like, self improving. Outside of that, in terms of direct feedback that I had once, one of the more impactful things that I learned when I was in Website Design Services, I actually set up a meeting over Zoom with one of the main directors, and I had actually let him know, like, “hey, I want to get into leadership. I want to get into development. What are some things can do to help prep for that?” A couple of things he told me that were very simple but very effective. One was, even if you know the answer to something, maybe ask the question as if you didn’t, so that you can encourage your team to participate. You can show your team that it’s okay to ask for help. And so it was one of those, like, just lead by examples. And it was just one of those things. It was a way, I should say, I hadn’t thought of before, something simple as that.

Janelle: Not only is it leading by example, but it’s also showing vulnerability, which is a part of Servant Leadership, which is allowing people to know, like, “hey, I’m on your team. I’m not just leading the team. And I don’t know everything. And collectively we are going to do better when we’re all working together and we’re brainstorming together and we’re ideating together and we’re solutioning together.” When you are vulnerable and you ask for feedback, I can imagine the courage that it took. Set up a Zoom invite with someone several levels above you in the organization that you may or may not talk to on a daily basis. That’s a brave thing to do. But also, folks at GoDaddy are so receptive to that, right? And they’re like, yeah. And they show up and they’re thoughtful about it. And then you get these little nuggets that just stay with you forever. And then of course, now that you’re essentially coaching every single participant in your classroom, essentially you can pass that on. These little nuggets of wisdom.

Jacob: Exactly. That ability to give back I think is very meaningful. Very satisfying.

Janelle: It’s very satisfying. Yeah. And then the do not be afraid to voice your opinions to your leaders. I think that’s a big one here that folks at all different levels of the organization can worry about too much around like what is the right thing to say, what is the right timing, who do I share this with? And you start to overthink versus just being vulnerable and honest.

Jacob: Yeah. I do think we get in our own way sometime of that. I feel it comes down to like a comfort level where we don’t want to go out of our comfort zone. But I don’t know, maybe I’ve outgrown my comfort zone since I started working because I’d never been afraid to speak up and say, “hey, respectfully, why are we doing things this way? Why don’t we look at it a different way?” There’s no progress without that. There’s no growth without that.

Janelle: Yeah. Why is such a powerful question. And I’m so glad that you asked that. Even if that’s the one question that you can find yourself to be brave enough and courageous enough to ask your leaders, ask it. Ask it. And you’re deserving of that. That’s your job. Don’t be afraid to just ask the simple question. Why? Because you know what? That’s you showing interest and curiosity and getting involved and better understanding the direction and the decisions. And I think leaders want more folks to ask why.

Jacob: The fact that we all see things through different lenses. Maybe the way you see one solution or rather the answer to a problem, maybe there’s a better way, maybe the suggested way isn’t the right one. And so I don’t know, I just feel like if we’re not afraid, we can really make change.

Janelle: 1000% agree. Okay, last question. What is a common myth about your job, department or field of expertise?

Jacob: Not so much a myth, more so something that I think is overlooked. I feel like it’s easy to overlook the foundations and the goal, I should say, of the foundations that we’re trying to set with these onboarding classes. The real foundation is behavior. I feel the real foundation is attitude and good practice and how to really put our customers first and see them through this lens of this is a person trying to provide for their family. So I’m going to invest the time in getting to know them and getting to know their business. The reason I say that is because ultimately when we focus on that, rather than seeing them as numbers, it makes our conversations more organic, it builds better trust and then in turn, they’re more likely to trust our recommendations. And I think that foundation is easy to be overlooked. It’s easy to say product knowledge is going to be what gets these guys to be successful, but really it’s the behaviors.

Janelle: No, I think that’s so correct and so impactful and so valuable in what you’re teaching them, I guess, on the long term, over the whole course of their career. Maybe not just in this role, but in the next role and the role after that, and also just getting down to the bottom of what is going to make us most successful in serving our customers, period. Are these behaviors, whether it’s on the phone, via email, training customers, building website on our engineering team, making our tools better, all of that, right? They’re going to be better and more successful when we’re focused on the right behaviors and not just kind of tasks or even just information.

Jacob: Yeah, human first approach. These are people and I think when we view them as people, it makes it easier for us to care and feel more connection to them.

Janelle: And that’s got to be one of the things that really sets GoDaddy apart in this industry, is the way that we have the human first approach to everything we do, especially in care and services and hopefully our customers around the world really feel that. And so thank you for your impact in training and coaching and developing the folks who support our customers on the ground.

Jacob: Happy to do so.

Janelle: And thank you Jacob, for being on the podcast with me today and talking with me about your career journey and it’s been super fun. Can you share with our listeners the best way to reach out to you if they’d like to connect and learn more about what you do or for networking?

Jacob: Yeah, absolutely. Feel free to message me on Slack anytime. You can look me up. Or email me. Happy to talk anytime.

Janelle: Excellent. Thank you for listening to the own Your Career Podcast. We aim to inspire, motivate and empower our employees to meet and achieve their professional goals. If you are interested in being a guest on a future podcast or know someone who might, please visit the My Career Portal Career Spotlight page and complete the interest form. While you’re there, please check out the many resources and articles available. And as always, reach out to us with feedback, questions and ideas. We would love to hear from you. Thank you, Jacob, for spending time with us today.

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