Tag: 3BL

Funding will support organizations in Bartholomew, Carroll, Clark, Huntington and Wayne counties working to improve quality and accessibility of child care services

PLAINFIELD, Ind., July 21, 2023 /3BL/ – The Duke Energy Foundation and the Indiana Economic Development Association (IEDA) Foundation today announced $115,000 in grants will be awarded to five organizations working to assess and address child care gaps in Indiana communities.

In recent years, the cost of child care has skyrocketed, and the number of licensed child care providers has shrunk. These challenges have put a strain on working parents and their employers. In response, Duke Energy and IEDA launched a first-of-its-kind child care innovation grants program to provide financial support to communities willing to approach this issue in new and innovative ways.

“A lack of affordable, high-quality child care can prevent parents from advancing in the workforce, hinder children’s access to structured learning at an early age, and burden employers with absenteeism and employee turnover,” said Erin Schneider, managing director of Midwest economic development for Duke Energy. “These grants will help local communities begin to confront this challenge head-on and support working parents.”

More than 40 state and local government entities, local and regional economic development agencies, and public and private nonprofit organizations responded to Duke Energy and IEDA’s request for proposals, collectively requesting more than $1.1 million in funding.

“High-quality child care is an investment we can’t afford to ignore,” said Lee Lewellen, IEDA’s chief executive officer. “Through this infusion of grant funds, we hope to make measurable progress toward closing the child care gap in Indiana communities – supporting children, families, child care workers, employers and the economy.”

IEDA has convened a diverse task force of community leaders and organizations from across the state to develop policy recommendations and educate others on the impact of child care gaps in Indiana. Organizations that applied for grant funding have been invited to join this coalition to share their learnings and to guide future policies and recommendations.

Grants were awarded to the following organizations. Quotes from each on the impact of the grants can be found here.

Carroll County Economic Development Corporation and the Early Learning Alliance for Carroll County – $6,000

The Carroll County Economic Development Corporation (CCEDC) and the Early Learning Alliance for Carroll County (ELACC) will develop a network of child care providers through a series of trainings and educational opportunities for new and existing providers. These trainings will focus on babysitting basics; CPR and first aid; and professional development and licensure. In addition, CCEDC and ELACC intend to organize an Early Learning Expo to provide resources, networking and educational training, accreditation and certification opportunities for local child care providers. These efforts aim to increase child care capacity within the county, bridge the gap for parents and child care providers, and heighten the quality of local child care options.

Community Education Coalition – $39,500

The Community Education Coalition, in partnership with Su Casa, Learn by Heart and the Indiana University ServeDesign Center, will pilot a six-month coaching and business accelerator program to support the growth and development of high-quality child care programs in the Columbus area, with an emphasis on recruiting within the Latino community. The organizations will provide approximately 250 hours of direct on-site coaching, tailored to each prospective child care provider’s unique skills, education and experiences, to guide them through the licensure process.

In addition to coaching support, the Indiana University ServeDesign Center will connect the faculty and students of the Eskenazi School of Art, Architecture + Design with current and prospective child care providers seeking to design or redesign their spaces for optimal learning and to meet licensing standards.

Community Foundation of Huntington County – $30,000

The Community Foundation of Huntington County intends to stand up a Child Care Business Lab, which will serve as a platform for developing and connecting aspiring entrepreneurs with turnkey models, training support, and access to capital investment and start-up opportunities. The goal is to attract and support sustainable, high-quality child care businesses that, over time, will bridge the child care gap for working families in Huntington County.

Economic Development Corporation of Wayne County – $21,500

The Economic Development Corporation (EDC) of Wayne County intends to partner with local employers to create and support a child care subsidy program to help offset the high cost of child care for the local workforce. In addition, the EDC of Wayne County intends to leverage a new digital platform to manage child care subsidies and tax credits, and connect the local workforce to child care options. Providers in the community will have the ability to register available seats in their facilities, and working parents will have the ability to search for available child care options that accommodate their schedules.

One Southern Indiana and Ivy Tech Sellersburg – $18,000

One Southern Indiana and Ivy Tech Sellersburg will conduct various community meetings, surveys and focus groups with stakeholders, parents, employers and local child care providers to better understand the child care gaps in the community. The organizations will analyze the data collected and develop a comprehensive plan to improve the quality and accessibility of child care options in Southern Indiana.

For more information about the grant program, visit ieda.org/Foundation.

Duke Energy Foundation

The Duke Energy Foundation provides philanthropic support to meet the needs of communities where Duke Energy customers live and work. The Foundation contributes more than $2 million annually in charitable gifts to Indiana and is funded by Duke Energy shareholder dollars. More information about the Foundation can be found at duke-energy.com/Foundation.

Indiana Economic Development Association (IEDA)

IEDA is the voice of economic development for Indiana. Made up of economic developers, utilities, attorneys, consultants, financial institutions, higher education professionals, engineers, architects and construction professionals, our members are passionately dedicated to attracting and retaining jobs for the great people of Indiana.

Duke Energy: McKenzie Barbknecht 
Phone: 800.559.3853 
Email: mckenzie.barbknecht@duke-energy.com

IEDA: Lee Lewellen 
Phone: 317.313.8365 
Email: llewellen@ieda.org

View original content here.

CNH Industrial brand New Holland, a world leader in clean energy, announced its partnership on July 11th with leading companies in the biomethane sector in Brazil. This partnership will aid in creating an innovative ecosystem for gas production, generated from the decomposition of organic waste. The new ecosystem is the first of its kind in the country and promises to revolutionize its biogas market.

The launch of this ground-breaking initiative is owing to the successful collaboration between New Holland, Iveco Group, Sebigás Cótica – a company specializing in the development of biodigestion solutions, from project design, construction, maintenance, and operation of biogas facilities – and Air Liquide – a world leader in industrial gases, technology and services for industry and healthcare.

Like New Holland’s work with the British company Bennamann, the initiative aims to explore the possibilities of biomethane production from livestock waste and to simultaneously promote the use of renewable energies for Brazilian agriculture.

The arrival of this technology follows the sale of the first tractor unit powered by biomethane gas in Brazil: a T6.180 Methane Power. The tractor can use the gas generated from the decomposition of organic waste as fuel, and was sold to SF Agropecuária, a company based in Brasilândia, Mato Grosso do Sul.

Carlo Lambro, Brand President of New Holland Agriculture, elaborated on this: “We continue to reinforce our sustainability strategy on the global level, confirming with concrete actions our brand’s leadership position in alternative propulsions but also in researching and developing new winning practices to apply a circular economy model in Agriculture.”

CNH Industrial demonstrates its commitment to innovation in sustainability through this new Energy Independent farm concept in Brazil, reimagining the biomethane industry with a more environmentally conscious approach.

WILMINGTON, Del., July 20, 2023 /3BL/ – The Chemours Company (“Chemours”) (NYSE: CC), a global chemistry company with leading market positions in Titanium Technologies, Thermal & Specialized Solutions, and Advanced Performance Materials, is pleased to announce that its President and CEO, Mark Newman, has been recognized by the Delaware Business Times as its CEO of the Year award winner in the Large For-Profit category. Now in its third year, the awards program honors the efforts of Delaware’s top-ranking business leaders in both for-profit and nonprofit sectors.

“I am truly honored to receive the CEO of the Year award from Delaware Business Times. We are grateful to be headquartered in Delaware and for our partnerships across the state. I am proud of our team’s efforts to make a meaningful difference in the Greater Wilmington community,” said Mark Newman. “This recognition is a testament to the hard work and dedication of the entire Chemours team. With their innovative thinking and unrelenting pursuit of excellence, Chemours is helping create a better world through the power of our chemistry. I am privileged to lead such an exceptional team, and I share this recognition with each and every one of them.”

Mr. Newman has been part of Chemours leadership since the company’s creation in 2015 and became President and CEO of the company in 2021 after previously serving as Chief Financial Officer and Chief Operating Officer. Since becoming chief executive, Mr. Newman has ushered in a new chapter for Chemours, focusing on the responsible manufacturing of more innovative and sustainable solutions, environmental leadership, societal and community impact and efforts to make Chemours the greatest place to work. Mark has also been a visible and vocal champion of inclusion, diversity, and equity (ID&E), embedding it as a part of the company’s culture and ethos.

Mr. Newman accepted the honor at an awards ceremony at Deerfield Golf Club in Newark, DE on July 19.

About The Chemours Company

The Chemours Company (NYSE: CC) is a global leader in Titanium Technologies, Thermal & Specialized Solutions, and Advanced Performance Materials providing its customers with solutions in a wide range of industries with market-defining products, application expertise and chemistry-based innovations. We deliver customized solutions with a wide range of industrial and specialty chemicals products for markets, including coatings, plastics, refrigeration and air conditioning, transportation, semiconductor and consumer electronics, general industrial, and oil and gas. Our flagship products are sold under prominent brands such as Ti-Pure™, Opteon™, Freon™, Teflon™, Viton™, Nafion™, and Krytox™. The company has approximately 6,600 employees and 29 manufacturing sites serving approximately 2,900 customers in approximately 120 countries. Chemours is headquartered in Wilmington, Delaware and is listed on the NYSE under the symbol CC.

For more information, we invite you to visit chemours.com or follow us on Twitter @Chemours or LinkedIn.

CONTACTS:

INVESTORS 
Brandon Ontjes 
VP, Financial Planning & Analysis, and Investor Relations 
+1.302.773.3300 
investor@chemours.com

Kurt Bonner
Manager, Investor Relations 
+1.302.773.0026 
investor@chemours.com

NEWS MEDIA 
Thom Sueta 
Director, Corporate Communications 
+1.302.773.3903 
media@chemours.com 

International Olympic Committee news

The Olympic Games may be a year away, but the commitment to “get France moving more”, that Paris 2024 made before it was awarded the Games, is already bringing benefits for people in the country.

World Health Organization (WHO) figures show that globally, one in four adults do not meet recommended levels of physical activity. Meanwhile in France, according to the National Observatory of Physical Activity (ONAPS), 37 per cent of children between 6 and 10 years old and 73 per cent of 11-to-17 year-olds do not reach the recommended 60 minutes of physical activity per day. Forty-seven per cent of women and 29 per cent of men are also physically inactive.

In April 2023, Paris 2024 President Tony Estanguet drew attention to this “real health hazard” for French society. “A sedentary lifestyle kills – and the solution is simple: It is to move for at least one hour per day if you are a child or teenager, and 30 minutes for adults. Paris 2024 represents a unique opportunity to get everyone in France moving.”

The programme to get everyone in France moving more is reaching, as a priority, schoolchildren, women, people with disabilities, senior citizens, and other groups who tend to be less active or socially excluded. Various initiatives have been implemented, some piloted in the Paris region, others already national.

Moving more at school

Paris 2024 has successfully advocated for a daily 30-minute exercise period in French primary schools. The pilot was launched in September 2020 in Seine-Saint-Denis – the Games’ priority zone for regeneration, situated northeast of Paris, where the Olympic Village and new-build Aquatic Centre are located – as well as two other districts.

At the start of the 2022-23 academic year, the French education ministry began rolling out the initiative nationally for 4.2 million pupils. By summer 2023, nearly half of schools had received a sports kit, offered by Paris 2024 and the National Agency for Sports, to implement the 30-minute daily physical activity, with all 35,500 primary schools due to take part by 2024.

Children and young people from nursery school to university level have also been involved in the Olympic and Paralympic Week. This is an annual event that, since 2017, promotes the Olympic and Paralympic values as well as physical activity. More than one million pupils and students were involved in the 2023 edition, and there have been more than three million participations since 2017.

1, 2, 3 Swim!

Seine-Saint-Denis was also chosen for a programme to teach children – and adults – to swim. Before Paris 2024 was elected as an Olympic host, half of the 11-year-olds in this district did not know how to swim. Since 2020, the programme has allowed 6,200 children to successfully acquire the essential swimming and water safety skills.

The programme involves the installation of temporary pools in the targeted areas, recruitment of qualified trainers, and free swimming and water safety lessons offered to children and adults alike. In 2023, 1,2,3 Swim! is spreading across the whole country, with 38 projects in place that will allow more than 20,000 children to learn how to swim.

Moving more in cities

Town planning influences how people go about their lives in urban areas. Paris 2024 is promoting “active design”, which encourages spontaneous and free movement, in public spaces and buildings.

Six pioneer municipalities have been chosen as demonstrators to showcase how active design promotes mobility, sport and play. For example, Saint-Dizier in north-east France has transformed streets and public areas. It has created a pump track and redesigned a schoolyard, with three more to follow in summer 2023.

In many French schools, break time areas are designed in a way that makes them more suited to be used by boys to play football, which limits girls to peripheral areas. Thanks to the National Sport Agency (ANS), one million euros has been invested to transform 200 school grounds. The aim is to create more inclusive, shared spaces, and promote gender equality and games for all.

“At more than a year before the Opening Ceremony, Paris 2024 is already changing lives through sport,” said Marie Sallois, IOC Director for Sustainability. “The Games’ ambition to get the whole of France move more reflects the goal of Olympic Agenda 2020+5, which is to ensure the Olympic Games bring lasting benefits to the host communities. It also reflects the recent Let’s Move campaign, in which we joined forces with the World Health Organization to help address the global issue of physical inactivity.”

Moving more at work

Working adults are being targeted by the #GoFor30! Campaign. It encourages employees to do a 30-minute workout in their workplace. By June 2023, 7,600 employees of the Games’ commercial partners had taken part in the challenge.

Staff at the Paris 2024 headquarters have also got the message. Previously, 31 per cent of employees said they used the stairs rather than escalators. With the use of active design in the Organising Committee headquarters, that rose to 58 per cent, and an independent evaluation showed that stair use increased by 43 per cent.

The wider impact of sport

Participation in sport has many positive impacts – from mental health and children’s concentration in class, to engaging socially isolated and the most inactive groups, which include girls and people with disabilities. Other projects, some supported by the Impact 2024 fund for social innovation through sport, are reaching those groups.

By 2024, a network of 3,000 “para-hosting” sports clubs will receive training and support to help them engage more people with disabilities in their activities.

Meanwhile, sports clubs hosting more than 600 pre-Games training camps are sharing in a 20-million euro state fund for development and renovation.

Cummins

Cummins Inc. has released its new 2023 Human Capital Management Report detailing the company’s approach to talent management and the critical role employees play in the global power technology leader’s overall success and sustainability.

President and CEO Jennifer Rumsey says in the report that Cummins is an exciting place to work as the company strives to be a leader on climate action.

“As an industry leader, Cummins has an incredible responsibility and opportunity to be part of the solution to addressing climate change,” Rumsey said in a letter introducing the report. “Our business and environmental strategies are aligned to capture the growth opportunity decarbonization presents for both our company and Cummins’ stakeholders.”

The 2023 report includes the latest data on the company’s efforts on diversity, equity and inclusion, one of five corporate values and a key pillar in Cummins’ human capital management strategy. Highlights include:

40.7% of the company’s Vice Presidents and officers were women in the year ending Dec. 31, 2022.46.7% of the Cummins Leadership Team, the CEO’s top committee, are currently women.Three of the company’s five business segments are led by women.Cummins in 2022 named its first female Chief Executive Officer.25% of the company’s U.S.-based Vice Presidents and officers were Black or Latino in 2022.

Cummins strongly believes that diversity, equity and inclusion creates a more dynamic workplace. Teams of employees with different backgrounds, approaches and skillsets are more likely to arrive at creative solutions to customers’ most difficult challenges. It also creates a more interesting place to work, aiding recruitment and retention.

Other key pillars to Cummins’ human capital management strategy detailed in the company’s second Human Capital Management Report include:

Developing self-aware and effective leaders who inspire employees to reach their full potential.Extending talent processes to every level and job type, so every employee has access to the training and development afforded by a global company like Cummins.Engaging employees in all aspects of wellness – financial, physical and mental – through competitive compensation and benefits.

“The best companies have strong values, an outstanding leadership culture and a rich history of acting with integrity,” said Marvin Boakye, Vice President – Chief Human Resources Officer, in a separate essay in the report. “All three exist at Cummins and make this company an outstanding place to work and pursue a career.”

The report is available in the company’s Sustainability Document Archive. Earlier this year, Cummins also posted its report to the framework established by the Taskforce for Climate-related Financial Disclosures and is currently putting the final touches on its 2022-2023 Sustainability Progress Report.

END

In Fifth Third Bancorp’s recently published 2022 Sustainability Report, the Company reported an update on its 10-year, $100 billion environmental and social finance target through 2030. The new target, announced after Fifth Third achieved its $8 billion renewable energy goal, continues the Company’s commitment to accelerating the transition to and support for more sustainable and inclusive growth.

The Fifth Third Environmental & Social Finance Framework is intended to provide stakeholders clarity regarding criteria for determining what services are eligible and the value of transactions toward the 2030 target. The framework establishes a consistent and comprehensive methodology for the classification and reporting of financial products and services as sustainable.

In 2022, Fifth Third provided over $14 billion in sustainable financing under both environmental and social eligibility criteria, 27.3% of the target.

Learn more in the Fifth Third Bancorp 2022 Sustainability Report at www.53.com/sustainabilityreport.

O-I Glass is committed to reducing the natural resources used and the waste generated in producing sustainable glass packaging. Glass is made from four basic ingredients: sand, limestone, soda ash, and recycled glass or “cullet.” In 2021, O-I formalized its Waste Sustainability Roadmap to help prevent avoidable waste, increase recycling, and enhance systems to accurately report and identify waste streams. 

The foundation of the roadmap is rooted in the Company’s aspiration to increase cullet (recycled glass) in its glass packaging, which decreases the use of virgin raw materials.  By increasing recycled content, O-I continues to design out waste to make glass production a circular process. Every ton of glass recycled saves 1.16 tons of raw materials for future generations. 

The production process at O-I does not produce “glass waste” as any glass that does not make it into the final product is recycled and returned to the melter, thereby reducing pollution, raw materials use, and the strain on the earth’s finite natural resources.

To improve O-I’s use of raw materials and reduce waste from other sources O-I is focused on four initiatives: managing glass consumption, reducing raw materials inventory, reducing raw materials and logistics costs, and reducing raw materials waste. In 2022, these improvements concentrated on reducing color change transition time, reducing soda ash consumption, and increasing cullet use in production. 

Other production initiatives include the reclamation of sodium sulfate through exhaust abatement so it might be reused in the batch and kept out of the environment. In select locations, the company is safely and successfully reusing byproducts or waste from other industries that can be substituted for raw materials in the production process. Through these practices, the Company lessens the draw on virgin raw materials and diverts potential wastes from landfills. 

As part of its vision to be the most innovative, sustainable, and chosen supplier of brand-building packaging solutions, the company has identified key opportunities to meaningfully reduce the environmental impact of packaging, including the materials used to ship glass to customers.

Learn more about the implementation of O-I’s Waste Sustainability Roadmap and its drive toward a Zero Waste organization, by downloading the O-I Sustainability Report Update at: http://o-i.com/sustainability.

INTERVIEW WITH OUR EXECUTIVE VICE PRESIDENT, PEOPLE AND CULTURE TRISHA CONLEY

Q: What’s your vision of ‘thriving societies’? How will the People and Culture organization help to achieve it? 

A: As employees, we spend a lot of our time at work, so it is important to have a place that is safe, free from discrimination and where people feel like they can bring their whole selves to work. People want to work for purpose-driven companies they can be proud of and that offer an enticing employee value proposition. Finally, how the company gives back to communities is critical. I love the fact that our Advancing Good corporate citizenship program is committed to using our global reach to positively impact the world and that our actions help fulfill community needs. Millions of people around the world use our products every day, so we have the potential and responsibility to use this scale and reach for positive change. 

Q: How do you believe DEI can help organizations thrive? 

A: DEI is absolutely vital to business. After all, the most successful companies mirror the communities in which they operate. Few companies publicly commit to achieve parity goals. Our company’s pledge to achieve parity within ten years is impressive and signals our commitment and leadership in DEI. Our DEI goals and programs are about opening doors for everyone and reducing bias. We believe DEI is a strength, helping us achieve our business goals and ensuring our future success. While we have made progress, we still have work to do. As we go forward, we are mindful that we have to continually evaluate our processes and procedures to ensure we do not become complacent. People want to work in a place where they feel welcome, wanted and valued for their input. Organizations that focus on DEI create an environment where people want to stay and thrive. Inevitably, these companies are among the most successful. 

Q: What are some key areas of focus for your team in the near and long term? 

A: Our People and Culture team plays a critical role as a strategic partner to all parts of the business. At the end of the day, people are the heart of our company. Our focus, both now and in the future, is on transforming our culture, enhancing our DEI programs, growing our leaders and improving our HR operations and service delivery. To get there, we need to listen to and learn from employees across our organization about how we can attract, retain, develop and motivate our most important assets. We have the opportunity every day to positively impact people’s lives. In turn, this improves our culture and our business success. It’s all linked, and I look forward to leading the team that can help make this all happen.

OUR GOAL: BY 2032, ACHIEVE GENDER PARITY IN SENIOR LEADERSHIP GLOBALLY AND ENSURE OUR U.S. SENIOR LEADERSHIP REFLECTS THE RATIO OF UNDERREPRESENTED GROUPS IN THE GENERAL POPULATION

In 2022, women represented 22% of global senior leadership roles, which is a 1% increase compared with 2021. In the U.S., 18% of senior leaders were from underrepresented groups in 2022, which is a 1% decrease from the prior year. We are continuing to develop and improve our internal talent programs and, through these efforts, we promoted 16% more women in 2022 than in 2021. Increased promotions of women were the main reason the number of women in senior leadership globally increased in 2022. Additionally, the percentage of diverse employees on our Executive Committee, which reports directly to the CEO, increased from 18% in 2021 to 33% in 2022, and as of February 2023, increased to 40%. Of the 10 members on our Executive Committee, four are women, and together, our CEO and Executive Committee represent six different nationalities. 

While we are making significant efforts, our progress in 2022 was negatively impacted by increased attrition of women leaders and leaders from underrepresented groups, primarily due to the competitive talent market. We regularly analyze retention to understand attrition drivers and to enhance our employee engagement efforts. 

We will continue to focus on enhancing our hiring, promotion and retention practices. With respect to hiring, we expanded our existing senior-level hiring practices to a larger group of positions. These practices include broader recruiting efforts, diverse interview panels and candidate slates, standardized interview questions and hiring-manager training. 

We recognize that building talent pipelines and transforming culture takes time. We believe with the programs we have implemented, we are on track to achieve our interim goals of increasing the number of female senior leaders globally and the number of underrepresented senior leaders in the U.S. by 50% by 2027, relative to a 2022 baseline.

GLOBAL EMPLOYEE GENDER REPRESENTATION
IN SENIOR LEADER AND PROFESSIONAL POSITIONS

2022MenWomenTotal global employees81%19%Senior leaders78%22% Professionals67%33%

 

U.S. EMPLOYEE ETHNICITY REPRESENTATION 
IN SENIOR LEADER AND PROFESSIONAL POSITIONS

2022Non-UnderrepresentedUnderrepresentedTotal U.S employees67%33%Senior leaders82%18%Professionals65%35%

Data is as of December 31, 2022 and excludes temporary workers. Senior leaders, for the purposes of our diversity goals, refers to the approximately 400 employees that represent the top six job bands/categories of our employees and executives, excluding our CEO. Professionals refers to the employees in the next eight bands/categories, excluding technical and hourly employees. 

ADVANCING LEADERS FROM DIVERSE BACKGROUNDS 

To help future leaders from underrepresented groups advance their professional development, we engaged a third-party with expertise in helping leaders develop the skills, peer networks and sponsorship they need to achieve their aspirations for career growth. The program offers virtual, interactive learning experiences specifically designed for Black, Hispanic and Latino and Asian leaders. In 2022, 65 LyondellBasell employees completed the training, which is now a standard offering within our company.

View the full LyondellBasell 2022 Sustainability Report.

For information about the factors that could impact our forward-looking statements, please see page two of the LyondellBasell Sustainability Report.

Quest Diagnostics, through the Quest for Health Equity (Q4HE) initiative, has teamed up with Western University of Health Sciences (WesternU) to offer no-cost diagnostic testing services to support Biopsies Save Lives. This multidisciplinary program will offer no-cost testing to patients in Southern California who are low-income, uninsured, and underinsured and who have rare erosive and blistering diseases, to enable more timely diagnosis of these conditions. 

Pemphigus and pemphigoid are rare autoimmune diseases that are potentially fatal if undiagnosed or untreated. People with these diseases must often see multiple healthcare providers before seeing a specialist and receiving a diagnosis. People of color are more likely to be misdiagnosed or experience delays in diagnosis because differences in pigmentation can affect the appearance of dermatologic diseases. 

“The time it takes to get a correct diagnosis can be critical for people who are working-class or living in poverty. Compounding this, people of color are more likely to have delays in diagnosis because pathologic conditions can manifest differently on dark skin and mucosa, and healthcare professionals are trained mostly to diagnose them on white patients,” said WesternU Health Oral Pathology Laboratory Director Mark Mintline, DDS. “We are grateful for the support from Quest and its Quest for Health Equity initiative, as it will help eliminate a barrier to diagnosis and enable us to expedite the treatment of patients suffering from these diseases.”

The collaboration between Q4HE and WesternU, with additional support from the International Pemphigus and Pemphigoid Foundation (IPPF) and the University of California Irvine (UCI) Health Dermatology Immunobullous Clinic, aims to accelerate diagnosis times and help reduce the number of doctors needed to get a diagnosis. Local healthcare providers will be able to refer patients for intraoral biopsies and serum testing without worrying about the cost of laboratory tests thanks to no-cost diagnostic testing provided through the Q4HE initiative. 

“We believe good healthcare should be in reach for everyone, and we are proud to support this important program to give access to lab testing that will help provide care to underserved patients in Southern California suffering from these rare autoimmune diseases,” said Michael Floyd, Senior Director and Leader, Q4HE. “We are hopeful that we can help break down some of the barriers to healthcare access that these patients are experiencing by making diagnostic testing more accessible.” 

Biopsies Save Lives also connects patients to the IPPF, which offers peer coaching, patient education webinars, support groups, publications, and a network of doctors who are experienced in treating pemphigus and pemphigoid patients. This includes expert dermatologists from UCI Health Dermatology, which specializes in the diagnosis, treatment, and management of acquired autoimmune blistering diseases. WesternU also provides medical interpreters to facilitate communication between patients, doctors, and staff to ensure high-quality care.

To learn more about the Biopsies Save Lives program, visit www.pemphigus.org/biopsies-save-lives/.

July 20, 2023 /3BL/ – SkysTheLimit.org, the leading community-driven platform for entrepreneurs and mentors, is proud to celebratex Andrea Primas, Founder of ConqHer, Inc. Andrea’s dedication to empowering girls and women and helping them become the best versions of themselves has made a significant impact on countless lives.

As the visionary behind ConqHer, Inc., a 501c(3) nonprofit organization, Andrea has established a community that provides education and experiences to girls and women aged 10-44, focusing on personal development, professional growth, mental health, and financial literacy. ConqHer embraces each individual, empowering them to enter the world with confidence and equipping them with the necessary tools for success in every aspect of their lives.

Andrea Primas, known for her role as a visionary, action taker, confidence builder, and purpose pusher, has firsthand experience of the challenges faced growing up in a small town in South Louisiana. Determined to ensure others receive the guidance and support she once longed for, Andrea founded ConqHer, Inc. to connect girls and women to invaluable resources that would help them realize their full potential.

Bo Ghirardelli, Co-Founder and CEO of Sky’s the Limit, expressed his admiration for Andrea’s work, stating, “Andrea Primas embodies the true spirit of our Sky’s the Limit community. Through ConqHer, she is making a profound difference in the lives of girls and women, providing them with the confidence and tools they need to thrive. We are honored to have Andrea as a member of our community, and we applaud her dedication and vision.”

As a member of Sky’s the Limit, Andrea Primas has achieved numerous business milestones, collaborating with mentors from a diverse range of backgrounds, including professionals from corporate partners and fellow entrepreneurs. One such mentor, Dr. Vanessa G. Hall, VP Portfolio Management Director at PNC Bank, has played a pivotal role in Andrea’s journey. Dr. Hall, a technology leader with over 30 years of corporate experience and an entrepreneur herself, exemplifies the indelible spirit of a Sky’s the Limit mentor: she’s often recognized by her mentees for her commitment to maximizing potential in others by living an authentic life and the way in which she seeks to bring value to everything set to her hands.

Reflecting on her experience, Andrea Primas shared, “Dr. Vanessa Hall has been such a great support and cheerleader in the aspect of helping with setting up strategy and goals to achieve within my nonprofit. She helped me increase my ability to write out tangible goals and strategies to accomplish for the year.” This guidance and support from mentors like Dr. Hall have propelled Andrea toward her mission of empowering girls and women to conquer their potential.

Read more about Andrea Primas and her inspiring story here.

Sky’s the Limit offers opportunities for traditionally marginalized entrepreneurs – typically those who identify as LGBTQIA+, BIPOC, women, veterans, disabled people, and people from low-income backgrounds – to connect with mentors to come together to foster, grow, and shape modern and future enterprise. The organization has also provided over $450,000 in startup grants and educated tens of thousands of diverse entrepreneurs.

For more information about how to get your company involved in mentoring, please visit skysthelimit.org/partnerships.

 

# # #

About SkysTheLimit.org: SkysTheLimit.org is a digital platform that connects young, historically excluded entrepreneurs with one-on-one support from experienced business advisors and mentors, entrepreneurship training, and community-voted startup grants. SkysTheLimit.org is a 501(c)3 nonprofit.