Tag: 3BL

Originally published in Paramount’s 2021-2022 Environmental, Social, and Governance Report

Our ability to offer our employees valuable experience within the company is essential to our overall business mission. We work to create a high-performance culture, including investing in building outstanding managers and teams, strengthening employee development, and helping every member of the Paramount team live up to their full potential.

Employee Engagement 

Keeping our talented workforce engaged and connected is a key imperative for our business. We also recognize the shifts in work and life that we have all experienced since the start of the pandemic. During this unique and challenging period, we have sought to continually improve engagement and respond to employee feedback.

In early 2021, as part of our commitment to continue building a high-performance culture, we introduced a new companywide performance development cycle – a continuous process of goal setting, ongoing one-on-one conversations between managers and their team members, and two required performance check-ins per year. The goalsetting process is designed to help managers and teams connect to our company mission and strategy, identify priorities, measure results, and create a culture of accountability, while the performance check-ins help guide performance, growth, and continuous feedback.

In order to measure our progress on key engagement, inclusion, and well-being metrics and identify areas for improvement, we typically distribute two employee surveys annually. In November of 2021, we conducted a company-wide employee “pulse” engagement survey, and 74% of all employees participated. This survey followed up on a more in-depth survey conducted in March of 2021 and that covered topics like engagement, inclusion, well-being, and return-to-office planning. The survey includes Paramount fulltime, part-time, and union staff employees.

Our November 2021 pulse survey showed improvements across all engagement and inclusion topics. It also revealed an opportunity to improve our focus on employee well-being, which we will continue to prioritize through expanded employee wellness offerings and benefits. Over 80% of respondents reported having a mid-year check-in conversation with their manager, while more than 60% said they participated in an action planning session, in which managers and their teams strategize on how to effectively respond to focus areas surfaced during the last survey.

The overall participation rate in our May 2022 employee engagement survey was 80%. Of note, 76% of employees agreed that Paramount is improving the way it supports diversity, equity, and inclusion within the company.

In 2021, we also expanded the important and ongoing work with the Gallup organization, which allowed us to measure inclusion and engagement overall and helped us to better understand our gender and ethnically diverse populations.

Employee Resource Groups 

Our Employee Resource Groups (ERGs) are an important outlet for our team members to engage on DE&I issues on both a personal and professional level. They are also a source of direct support for core business initiatives across our brands. We have eight ERGs that serve specific diverse communities; in total, we have 55 ERG chapters across 16 locations world-wide. More than half of our employees are engaged with ERGs. In addition, our Paramount Veterans Network helps connect employees who have served in the military.

In 2021, our ERGs demonstrated their creativity and commitment to advocacy through extensive celebrations of Heritage Months. Over the course of the year, Paramount’s ERGs held over 280 heritage month and cultural events to honor Black History Month, Women’s History Month, Native American Heritage Month, South Asian Heritage Month, and more.

Employee Training 

Regular, accessible opportunities for skill development and learning are a key part of our approach to building an engaged workforce. We seek to empower our employees to guide and grow their career over the long term, through training, executive coaching, and leadership development opportunities. We also provide tuition support for employees pursuing education and encourage employees to learn, develop, and collaborate through mentoring programs.

In July of 2021, we launched a new online learning hub called Propel. The hub offers a diverse and flexible range of programs that allow employees to control their development journey. Options include weekly lightning courses for people managers, multimonth leadership journey cohort experiences, expanded skill-building offerings for employees, and multimonth programs for leaders, as well as customized team trainings. The programs are designed and delivered by world-class experts and thought leaders and are open to all fulltime Paramount employees. As of the end of 2021, there were more than 1,500 employees learning through Propel, just one of our online e-learning resources.

In 2021, we launched a Learning Council, comprised of nearly 40 employees overseeing learning and training programs across the company. The group meets every other month to discuss opportunities for collaboration and to strategize on how to improve the learning experience across all disciplines.

Meanwhile, our mentoring programs allow our employees to share experiences, receive support, and sharpen leadership skills. We offer a six-month, one-on-one mentoring program called Mentoring+ to employees world-wide that provides mentees and mentors the opportunity to build a lasting connection through focused one-on-one support and development. Over 700 employees utilized the Mentoring+ program in 2021. In addition, our Pop-Up Mentoring program allows employees to connect with a mentor for on-demand support in a one-time meeting.

As Paramount prepared to return to the office in 2022, we rolled out specialized learning resources to support managers in leading their teams through the transition to in-office, hybrid, and fully remote work models. We also provided learning to our employees to help them prepare for the transition to new work models.

Employee Benefits 

Offering a comprehensive suite of benefits is one way we attract the best and brightest in the industry and make them feel supported throughout their employee experience.

Paramount continues to provide core benefits like health, life, and disability insurance; matching retirement contributions; tuition reimbursement; and bicycle commuter reimbursement.

We offer 12 weeks of paid parental leave, as well as six weeks of paid caregiving leave. Full-time and part-time eligible staff can access these benefits. In addition, we help support their family with a range of resources, including enhanced fertility, adoption, and surrogacy benefits, along with childcare and eldercare resources, and flexible work hours for full- and part-time employees.

Throughout the ongoing pandemic, we have sought to offer new, relevant resources to all our team members. In 2021, we expanded our offerings around mental health and well-being, including online resources and access to healthcare professionals. We also extended many of these resources to part-time employees and contractors.

ESG-Oriented Investment Option in Our Defined Contribution Plan

We include the Vanguard FTSE Social Index Fund in the Paramount Global 401(k) Plan lineup, consistent with our work to offer a suite of low-cost index fund options to participants, covering the broadest set of asset classes. This passively managed fund excludes stocks of certain companies from industries, including adult entertainment, alcohol, tobacco, weapons, fossil fuels, gambling, and nuclear power.

Further, companies with exposure to controversial weapons, civilian firearms, nuclear power, and fossil fuel industries are always excluded. It also excludes stocks of certain companies that do not meet the labor, human rights, anti-corruption, and environmental standards as defined by the UN Global Compact Principles, as well as companies that do not meet certain diversity criteria.

Learn more in in Paramount’s 2021-2022 Environmental, Social, and Governance Report

July 17, 2023 /3BL/ – A new scorecard released by the Ceres Accelerator for Sustainable Capital Markets shows how 10 federal financial regulators have implemented key actions to address the financial risks of climate change, growing the total number of actions to more than 100 since July 2022. However, U.S. regulators have much more work to do to address these risks with the same level of ambition and urgency as their global counterparts.

The 2023 Climate Risk Scorecard: Assessing U.S. Financial Regulator Action on Climate Financial Risk found most of the assessed regulators have made meaningful strides in producing research and data on climate risk and incorporating climate risk into their supervision of regulated entities, however urgent action is required to improve climate-related disclosures, increase transparency in climate-related risk management practices, including climate risks within regulatory frameworks, implement climate-related scenario analysis, and assess climate risks on financially vulnerable communities.

Among those assessed include the Federal Reserve Bank (the Fed), the Federal Deposit Insurance Corporation (FDIC), the Office of the Comptroller of the Currency (OCC), the National Credit Union Administration (NCUA), the U.S. Securities and Exchange Commission (SEC), the Municipal Securities Rulemaking Board (MSRB), the Public Company Accounting Oversight Board (PCAOB), the Commodity Futures Trading Commission (CFTC), the Federal Housing Finance Agency (FHFA), and the U.S. Department of the Treasury.

“Climate-related financial risks have placed capital markets and financial institutions in an unparalleled state of vulnerability,” said Steven M. Rothstein, Managing Director of the Ceres Accelerator for Sustainable Capital Markets at Ceres. “The interconnectedness of the U.S. financial system means risk and climate events can trigger cascading crises that undermine the integrity of the entire economy. The sector needs to better integrate climate risk into its supervision of financial entities and put stronger practices in place to assess the consequences of the climate-related scenarios that will arise unless we make systemic changes.”

The analysis uncovered several key findings including:

More than 100 regulatory actions since July 2022 to address climate-related financial risks, representing a notable shift beyond foundational actions toward implementing climate-related risk management practices in step with global counterparts.Nine regulators have publicly affirmed climate as a systemic risk to the financial system, sending a strong signal to the market and public that federal regulators understand that climate risk may adversely impact their regulated entities as well as the broader economy. The Public Company Accounting Oversight Board stands alone in not making this affirmation yet.Six of 10 regulators have robust internal climate-related capacities, but this year has seen additional progress from those still developing their staffing and technical expertise.All but two regulators improved transparency regarding their actions to measure and manage climate-related financial risks at their regulated entities.Minimal public progress was made among regulators with authority that encompasses consideration of financially vulnerable communities.

To better document progress and reflect ongoing regulator commitments and areas of need, Ceres expanded the assessment categories from six to nine, drawing from the 35 recommendations within the Financial Stability Oversight Council’s Report on Climate-Related Financial Risk. The full methodology can be found here.

Regulators were assessed on progress achieved from July 2022 through June 2023 across key categories, using previous years as a baseline, measuring whether each regulator has:

Publicly affirmed climate as a systemic riskExpanded internal climate-related capacitiesIncreased transparency regarding climate-related risk management activitiesAssessed climate risks on financially vulnerable communitiesProduced research and data on climate changeConducted climate-related scenario analysisImproved climate-related disclosureIncluded climate risk in supervisory guidanceIncluded climate risk in regulation

The 2023 scorecard is the third of its kind. The 2022 iteration, Assessing U.S. Financial Regulator Action on Climate Financial Risk, assessed nine federal regulators on 6 criteria and identified 230 actions since April 2021 to address climate financial risk.

About Ceres   

Ceres is a nonprofit organization working with the most influential capital market leaders to solve the world’s greatest sustainability challenges. The Ceres Accelerator for Sustainable Capital Markets is a center of excellence within Ceres that aims to transform the practices and policies that govern capital markets to reduce the worst financial impacts of the climate crisis. It spurs action on climate change as a systemic financial risk—driving the large-scale behavior and systems change needed to achieve a net-zero emissions economy through key financial actors including investors, banks, and insurers. The Ceres Accelerator also works with corporate boards of directors on improving governance of climate change and other sustainability issues. For more information, visit ceres.org and ceres.org/accelerator and follow @CeresNews. 

Media contact:  

Diane May, Ceres   
dmay@ceres.org 

Originally published on GoDaddy Life

Tell us a little bit about yourself and your career journey at GoDaddy.

I am a nature lover, dog mom, and Emerging Talent Recruiter. I’m originally from Mexico City, attended college at University of North Texas (Go Eagles!) and graduated with a double major in Communications and Public Affairs. After graduating, I moved to Arizona where I eventually became a part of the GoDaddy family in 2016. Initially, I joined the Spanish Customer Care department as a Bilingual Agent. During my time as a Customer Care Agent, I learned all about our GoDaddy product offerings and had the privilege of interacting with many of our customers from all over the world, helping them with their exciting entrepreneurial ventures. After a year as a Customer Care Agent, I had the opportunity to join the Talent Acquisition team for a three-month “stretch assignment.” During this time, I worked as a Recruiting Coordinator. These three months turned into six months, then nine months, and eventually, I received an offer to permanently join the team full-time! Working as a Recruiting Coordinator helped me develop a strong understanding of the recruitment process and the impact it has on both organizations and individuals. During this time, GoDaddy was experiencing a period of “hyper-growth.” This meant there were many exciting opportunities to take on new challenges — from scheduling complex interview panels for all levels of the company, to cross-training in different areas of recruitment, helping improve processes, testing new CRM and ATS systems, and even training and onboarding new members of our team. All of these learnings built my skill set, which eventually led to me transferring to a role as a Recruiter on our Emerging Talent team. I get to work with a great team that creates opportunities for both internal and external candidates to further their careers. Being able to connect talented individuals with opportunities that align with their skills and aspirations has been extremely rewarding. One of the best parts of my team is that I have an incredibly supportive manager who has allowed me to explore other areas of interest to further my skills. I’m a creative at heart, so being able to utilize those skills to cultivate meaningful experiences for our talent programs has been incredibly fulfilling!

You are actively involved, within the organization. Do you mind sharing more about your involvement and how that has shaped you?

Aside from the job duties of my role, I am also an active member in our Employee Resource Groups. Particularly GDLIT (LatinX in Tech). Being part of this group has allowed me to network with other employees outside of my immediate team, and given me a sense of belonging. GDLIT is a safe space where I can share my heritage and give back to my community through different volunteering events. Some of my favorite events to attend are career exploration fairs. We’re able to talk to younger generations and share our journeys with them, as well as open their minds to different career paths.

GoDaddy empowers their employees to be part of its many Employee Resource groups that serve different demographics and/or affinities. They all have a wide range of events and activities throughout the year. Together, ERGs are one of the many reasons why GoDaddy is such a great place to work.

What has GoDaddy done to support you?

Another reason why GoDaddy is an extraordinary workplace is that employees are encouraged to have work-life balance. This benefit allows me to Live Passionately and spend time doing the things that fuel my spirit. I’m an avid nature explorer and adventurer, so when I’m not working, I’m spending time with my husband and three dogs, either out on a hike, camping, or cooling off in a lake. We also like to hit the slopes in the winter for some snowboarding fun. As a dog lover and dog mom, one of my passions is helping dogs in need find their furever homes, particularly for my favorite breed: the Giant Schnauzer. I have been volunteering and fostering for a local rescue organization for the last two years, and I recently was invited to become a board member to help run the operations of the organization, which I’m really excited about.

Are you enjoying this series and want to know more about life at GoDaddy? Check out our GoDaddy Life social pages! Follow us to meet our team, learn more about our culture (Teams, ERGs, Locations), careers, and so much more. You’re more than just your day job, so come propel your career with us.

Facebook — https://www.facebook.com/GoDaddyLifeInstagram — https://www.instagram.com/godaddylife/LinkedIn — https://www.linkedin.com/showcase/godaddylifeTwitter — https://twitter.com/GoDaddyLifeTikTok — https://www.tiktok.com/@godaddylife?Career Page — https://careers.godaddy.com

As part of Gildan’s unwavering commitment to its communities and in alignment with the Company’s Next Generation ESG strategy, Gildan is pleased to share that it has recently completed the construction and furnishing of the Monte San Juan School in Rivas, Nicaragua. With Gildan’s investment in the project totaling USD $128,000, the Company has funded a collection of initiatives with the express objective of strengthening the educational infrastructure for children and teenagers in the region.   

The project, which began in July 2022, included the construction of two new classrooms and accompanying restrooms, drinking fountains, a school pantry, a water tank, and the installation of a perimeter fence surrounding the school. Additionally, the existing preschool classrooms, which were outdated, received essential maintenance. With these updates, Gildan continues to underscore the value it places on furthering education in its communities by improving the classroom environment and promoting the well-being of youth in the Rivas region. 

Gildan’s contributions to the Monte San Juan School were prompted by multiple suggestions from employees through the Company’s Part of Your Life program, which invites workers to propose projects in the community that they would like Gildan to invest in.  

“Gildan is committed to being a responsible corporate citizen, and one of the ways we ensure this is by encouraging our people to speak up about the needs in their community and recommend ways to address them,” says Claudia Sandoval, Vice-President, Global Social Compliance and Environmental Affairs at Gildan. “This way we know that the projects we implement are adding real value to our workers lives.” 

The school was inaugurated by esteemed guests, including representatives from the Ministry of Education and Rivas city hall, as well as administrators, teachers, students, parents, and Gildan representatives. The success of the Gildan Rivas worker’s proposal and the enthusiastic support for the project from local officials demonstrates the collaborative effort invested in shaping a brighter future for communities in Nicaragua.  

“Gildan is very grateful to Rivas’ Ministry of Education for granting us the opportunity to carry out construction on the Monte San Juan School. As an organization, we are always striving to find new initiatives that embody our core values and benefit the people and places that our operations touch, and there is no better way to do this than by furthering the success of the community through education,” finishes Claudia.  

Find out more about Gildan’s respect for communities here.

KOHLER, Wis., July 17, 2023 /3BL/ – Kohler Co. released its 2022 Environmental, Social and Governance (ESG) report with key metrics of the company’s Believing in Better philosophy outlining ambitions and progress across environmental sustainability; diversity, equity and inclusion (DEI); and social impact initiatives.

“Over the past year, we made substantial progress advancing Kohler’s environmental sustainability, DEI, and social impact strategies. We established targets for relevant Scope 3 emissions, conducted a climate risk assessment, and continued to innovate new products that conserve water and materials,” says David Kohler, Chair and CEO, Kohler Co. “We increased investment in Kohler WasteLAB to advance the company’s circularity strategy and acquired businesses like Heila Technologies and Curtis Instruments to strengthen our clean energy offerings.”

In 2022, Kohler intensified the operationalization of its environmental practices around energy, water, and waste; continued to advance its diversity hiring; engaged more associates to give back to their communities; and expanded programs and partnerships that positively impact lives through arts, education, health, and wellbeing support. Highlights from the 2022 report include:

GHG, water, and waste intensity reductions: Achieved 16% reduction in GHG emissions, 10 percent reduction for water, and 23 percent reduction in waste, respectivelyGlobal operational energy use intensity reduction: Saw a 41% reduction since 2008, an increase from 30 percent in 2021Water savings and products: Contributed 88 billion gallons of water saved in 2022, and over 560 billion gallons saved since 2007, with Kohler WaterSense-labeled productsDiverse hiring: Exceeded 2022 goal for diverse hiring with 53 percent of new hires, permanent and exempt, in the US representing diverse backgroundsAssociate engagement: Hosted over 300 associate-led global community engagement activities, up from 80 in 2021, and increased the number of Business Resource Groups (BRGs) available to associates to 10 – including Bold Ability (creating a disability friendly workplace) and ARK (Asian Resources of Kohler)Lives impacted: Positively impacted over 1 million lives in 2022 and more than 17.1 million since 1990 through Kohler Safe Water for All, educational, and arts and industries programs

“We’re proud of the progress we’ve made to bring more innovative, inclusive, and environmentally sustainable solutions to more people, in addition to providing safe water and sanitation for communities that lack equitable access,” says Laura Kohler, Chief Sustainability and DEI Officer. “Our passionate associates and leadership are integrating our Believing in Better philosophy into business strategies and operations which generates ideas and actions for improvement across the organization.”

In 2022, Kohler also expanded its efforts to promote energy resiliency and resource conservation, as well as innovations in renewable and clean energy solutions.

Kohler Kitchen and Bath continued to lead in U.S. EPA WaterSense-labeled offering by certifying 85 new products across toilets, bathroom faucets and showerheads.
 Continued expansion of global EPD and Declare label product transparency offerings.
 The company’s in house innovation incubator for products with a social purpose, Innovation for Good, launched a porcelain pour flush toilet (Kohler Rinse) for communities without access to piped water and electricity.
 Kohler’s subsidiary, Mira, launched HeatCapture™ which is a double wall stainless steel heat exchanger to help specifiers and new build developers in the UK comply with new reduced emissions regulations.
 Meanwhile, Kohler’s Clarke Energy was part of a consortium that won the 2022 Water Breakthrough Challenge sponsored by Ofwat to support the demonstration of an innovative carbon capture and conversion system at the Severn Trent wastewater treatment site in England.
 Additionally, Kohler partnered with Polar explorer Robert Swan on his excursion through Antarctica to the Geographic South Pole where he relied only on renewable energy sources. Kohler equipped him with a customized KOHLER generator that utilized a KOHLER diesel engine fueled by hydrotreated vegetable oil (HVO). The off-grid sustainable system provided the energy needed to operate Swan’s base camp and provide battery charge to his mobile equipment.

To read more on Kohler’s progress and impact, you can access the 2022 ESG Report here: https://www.kohlercompany.com/social-impact/believing-in-better/. 
 

About Kohler Co. 
For 150 years, Kohler Co. has been a global leader in design and innovation, dedicated to providing gracious living through kitchen and bath products; luxury cabinetry, tile and lighting; distributed energy solutions – home energy, industrial power systems, and powertrain technologies – and luxury hospitality experiences and major championship golf. Kohler’s Whistling Straits golf course hosted the 43rd Ryder Cup in 2021. Privately held Kohler Co. was founded in 1873 and is headquartered in Kohler, Wisconsin. The company also develops solutions to address pressing issues, such as clean water and sanitation, for underserved communities around the world to enhance the quality of life for current and future generations. 

KOHLER Kitchen & Bath, Energy, Golf + Resort Destinations

Believing in Better: Better Planet, Better Communities, Better Lives 
Believing in Better is based on the company’s operating philosophy that its best can always be better – for the planet, people, communities, and business. Believing in Better has three pillars: Better Planet, Better Communities and Better Lives, which house its sustainability, DEI and social impact strategies. Through each of these pillars, Kohler works to develop products and programs that have a meaningful impact, not only for its business, but for the communities it serves, and for the lives of the people who use its products.

Media Contacts: 
Vicki Hafenstein 
vicki.hafenstein@kohler.com

Todd Weber 
todd.weber@kohler.com

Solution provides automotive engineering students with advanced training to meet the cybersecurity challenges of software-defined vehiclesAutomated, open-source platform is pre-programmed, supports standard testing scenarios, and is fully customizable

SANTA ROSA, Calif., July 17, 2023 /3BL Media/ – Keysight Technologies, Inc. (NYSE: KEYS) is teaming with the SHIELD Automotive Cybersecurity Centre of Excellence at the University of Windsor to provide automotive engineering students with advanced cybersecurity training with the Keysight SA8710A Automotive Cybersecurity Penetration Test Platform. The SHIELD program is dedicated to advancing and developing automotive cybersecurity solutions by training engineering and computer science students to ensure tomorrow’s vehicles are safe and secure.

With drivers expecting their automobiles to be fully integrated into their digital lifestyles, the nature of vehicles is becoming more software-centric. Known as software-defined vehicles (SDV), these autos deliver new connectivity, personalization, and automation features through highly complex software operating systems. While SDVs promise increased safety and convenience, their hyper-connected systems make them vulnerable to cybersecurity threats.

To help build student skills in vehicle-based cybersecurity, Keysight worked with SHEILD to define an affordable automotive cybersecurity platform for research and education. As an automated testing platform supporting industry standards, the SA8710A Automotive Cybersecurity Penetration Test Platform prepares students to meet future cybersecurity challenges with state-of-the-art testing tools.

Keysight’s automotive cybersecurity test platform provides students with:

Automated testing – Supports a variety of security audits to maximize efficiency, covering attack surfaces such as Bluetooth, WiFi, cellular, CAN (controller area network) and automotive Ethernet.Quick spin-up – Comes pre-programmed for immediate use.Open-source environment – Keysight’s PathWave Test Automation is open-source, enabling students to add new capabilities.Cybersecurity assessments – Running on Linux, the Keysight IoT Security Assessments platform enables students to learn with predefined audits and add open-source and custom security audits.

SHIELD provides students with:

Education and training – Custom training of high-quality personnel (HQP) with experiential learning opportunities as well as opportunities for workforce retraining to create an industry-ready talent pipeline in Canada.Knowledge transfer – A reference library of information and engagements that raises awareness for the need for mobility cybersecurity.Research and innovation – Institutional and industrial collaboration to create ready-made solutions that meet rapidly changing technology and threats.

Keysight leads the industry in providing innovative engineering learning solutions to the education industry, advancing teaching with hardware and software tools that transform academic teaching labs. As part of the local and global community, Keysight is committed to STEM education by supporting programs that encourage students from all backgrounds to pursue careers in science and engineering, including the SHIELD Automotive Cybersecurity Centre of Excellence at the University of Windsor. Keysight also sponsors the Automotive Security Research Group, a non-profit organization that supports the development of security solutions for automakers, researchers, and students. To date, the company has partnered with more than 30 universities worldwide to provide industry-ready certification with more than a thousand students receiving certification.

Dr. Mitra Mirhassani, Professor of Electrical and Computer Engineering, University of Windsor and Co-Director of SHIELD Automotive Cybersecurity Centre of Excellence, said: “SHIELD is Canada’s first organization dedicated to countering threats to the connected transportation marketplace. We are excited to embark on this partnership with Keysight that provides students with real-life experience. This allows us to compete at the global level and to provide support and services for Ontario.”

Thomas Goetzl, Vice President and General Manager of Keysight’s Automotive and Energy Solutions, said: “Keysight is dedicated to giving engineering students the skills and knowledge they need to make an immediate impact when they join the workforce. Thanks to a close working relationship with the SHIELD Automotive Cybersecurity Centre of Excellence, we have been able to build a cutting-edge platform providing students the real-life experience they need to mitigate the tough cybersecurity challenges of modern vehicles.”

Resources:

Keysight SA8710A Automotive Cybersecurity Penetration Test PlatformSHIELD Automotive Cybersecurity Centre of ExcellenceKeysight UniversityKeysight Innovation Challenge

About Keysight Technologies 

At Keysight (NYSE: KEYS), we inspire and empower innovators to bring world-changing technologies to life. As an S&P 500 company, we’re delivering market-leading design, emulation, and test solutions to help engineers develop and deploy faster, with less risk, throughout the entire product lifecycle. We’re a global innovation partner enabling customers in communications, industrial automation, aerospace and defense, automotive, semiconductor, and general electronics markets to accelerate innovation to connect and secure the world. Learn more at Keysight Newsroom and www.keysight.com.

IRVINE, Calif., July 17, 2023 /3BL/ – Taco Bell is known for its unexpected menu mashups, like Doritos© Locos Tacos and the Grilled Cheese Burrito, but team members are the secret ingredient that drives the company from the kitchen and beyond. Today, Taco Bell announced it is collaborating with Brooklyn-based artist Ricardo Gonzalez, known as “It’s a Living,” to introduce exclusive team member gear paying homage to the brand’s people-oriented culture.

The streetwear-inspired collection includes a commemorative shirt and hat with the saying “family is everything,” displayed across both items, expressing the people-first values the brand holds. Earlier this month, Taco Bell team members across the country received the items alongside a note from Taco Bell CEO Mark King, encouraging team members to show their brand spirit by wearing the ensemble with pride.

“Spending time with restaurant team members over the years, I’ve found the one thing that stands out the most is the huge sense of pride and community,” said Kelly McCulloch, Global Chief People & Transformation Officer, Taco Bell. “Each restaurant creates its own authentic culture, and yet there is still a sense of connection and belonging to the larger Taco Bell brand. This is what makes our restaurant experience truly special.”

Taco Bell’s people are central to the brand’s identity – that’s why the company has made it a priority to invest in partnerships and cultural currency that evoke a sense of pride among team members who are truly the face of the brand. The choice to join forces with “It’s a Living” was an easy one – both Gonzalez and Taco Bell share similar people-first values, which made him a natural fit for this partnership.

With roots in Durango, Mexico, Gonzalez is a designer and graphic artist whose signature script style can be seen in large-scale murals all over the world. “It’s a Living” is the name of Gonzalez’s studio, brand, and personal philosophy. His love for artistic expression started at a young age as an adolescent in Durango, and after years of hard work, that passion has led him to landing collaborations with top brands across the globe.

“This collaboration is an exciting one for me as I have long been a fan of the brand,” said Gonzalez. “I admire Taco Bell’s commitment to its people and dedication to creating a positive impact through culture – that’s what my work is all about.”

The “It’s a Living” partnership marks the second installment in an ongoing annual series of team member-driven collaborations. In 2022, Taco Bell partnered with Los Angeles-based streetwear brand Born X Raised on another merchandise collection for team members in honor of the brand’s 60th anniversary.

“I am energized and excited about partnering with yet another inspiring artist at the intersection of culture and style,” said Taylor Montgomery, Chief Marketing Officer, US, Taco Bell. “A community can often be found in the most unlikely places, and that’s what this collab is all about – recognizing the incredible community in our restaurants responsible for making the Taco Bell experience a unique one.”

Looking ahead to 2024 and beyond, Taco Bell will continue to seek out partnerships that celebrate differences, champion its people and reflect the brand’s roots in culture.

# #

About Taco Bell Corp. 
For more information about Taco Bell, visit our website at www.TacoBell.com, our Newsroom at www.TacoBell.com/news or www.TacoBell.com/popular-links. You can also stay up to date on all things Taco Bell by following us on LinkedIn, TikTok, Taco Bell’s Twitter, Taco Bell News’ Twitter, Instagram, Facebook, and subscribing to our YouTube channel.

SFI is one of the world’s leading independent nonprofit organizations responsible for developing sustainable forestry certification programs.* SFI standards provide practical, scalable solutions for markets and communities.†

In 2022, SFI enhanced its world-class standards with a focus on continuous improvement and the incorporation of the best-available science and emerging issues. Rebecca Barnard, Forest Certification Manager for SNA, chaired the SFI Fiber Sourcing Standards Revision Task Group, which enhanced requirements for biodiversity conservation, logger training, due diligence systems and cooperative efforts of SFI Implementation Committees (SICs).

Sappi’s certification to the SFI Fiber Sourcing Standard includes proactive measures to promote and conserve biodiversity at regional and local levels. Regionally, Sappi initiated and helped lead the efforts in 2022 to complete new landscape-scale assessments of “forests with exceptional conservation value,” defined as critically imperiled and imperiled species and ecological communities. Summaries of these assessments are available to wood producers and will be included in future logger training and landowner outreach efforts. At a specific forest-stand level, SFI has long required conservation of imperiled biodiversity values, landowner outreach, the use of trained loggers and resource professionals, investment in forest research, and adherence to best management practices during harvesting operations.

SFI responds to local needs through a network of SICs across the US and Canada, which are an integral part of SFI and play a vital role in promoting logger training, landowner outreach, youth and adult education, community engagement, the integrity of the SFI program, and responsible forestry at local levels.

Since 1995, SFI-certified organizations, including Sappi, have contributed nearly $75 million to support local programs through SICs. This includes logger and forester training to reach the thousands of independent contractors that are the key to the quality of forest harvesting operations.

“SICs’ roles have evolved,” says Patrick Sirois, Director of the Maine Sustainable Forestry Initiative. “In the early years, the primary responsibilities for SICs were to establish logger training programs and conduct outreach efforts. The 2022 standard created opportunities for SICs to lead collaborative efforts on topics such as biodiversity conservation. Early feedback suggests such collaborations are proving successful.”

As an example, the Minnesota SIC hired Larissa Harris-Juip, a Native American educator, to adapt six Project Learning Tree lessons to better relate to Indigenous people and educate non-Indigenous people about Indigenous perspectives. Larissa relied on her close ties to Ojibwe and Dakota communities in northern Minnesota to write about how Ojibwe and Dakota people use and manage forests for homes, food, industry, recreation and spiritual purposes. The revised lessons reflect Indigenous cultures, languages, values and ways of learning, and they are available to all Minnesota teachers.

PORTLAND, July 17, 2023 /3BL/ – KeyBank’s Key4Women program, MESO, and the Portland Thorns FC are collaborating to host a business pitch contest for women-owned businesses located in specific counties in Oregon and SW Washington. Opportunities for start-ups and existing businesses will be offered, with cash awards totaling $50,000. The grand prize winner will receive $20,000.

To be eligible, businesses must be 51 percent owned, controlled, operated, and managed by a woman or women. They must also be headquartered in one of the following Oregon counties: Multnomah, Clackamas, Washington, Columbia, Hood River, Yamhill, Marion, OR one of the following Washington counties: Clark, Cowlitz or Skamania. Applicants can be an entrepreneur with a new business idea or an existing business with a new product or service that expands their current business with annual sales of less than $3 million.

“We are delighted to join forces with Key4Women for this inspiring pitch contest. It serves as a platform to connect with an extensive network of women-owned businesses and enterprising individuals in Oregon and SW Washington,” expressed Cobi Lewis, CEO of Micro Enterprise Services of Oregon (MESO). “Our mission extends beyond providing financial resources for the growth of the contest winner’s business; we are committed to offering comprehensive support as they navigate their journey forward. We firmly believe that when women-owned businesses thrive, they become catalysts for job creation and become integral players in fostering robust local economic growth.”

The online portal for submissions opens July 17th at 8 am PST, https://www.mesopdx.org/key4women. Free application workshops are available with MESO Advisors on July 25th, August 2nd and August 5th.

The application deadline is August 31st at 11:59 pm PST. Ten finalists chosen by host representatives will be announced on September 18th. A live event will be held on November 16th at Providence Park in Portland from 10am-1pm PST where finalists present a four- minute pitch and field questions for six-minutes to a panel of five judges. Winners will be announced the following day.

Criteria used to determine winners will include the quality of the presentation, clarity of business vision and mission, economic impact of the idea and the soundness of value proposition. Mentoring is also available post-contest to all applicants.

“We are thrilled to host and support this pitch contest in collaboration with KeyBank’s Key4Women program and MESO,” said Todd Spear, SVP of Corporate Partnerships for the Portland Timbers & Thorns. “The Portland Thorns have always been passionate about making a difference in our community and providing opportunities and resources to women. We are excited to partner with KeyBank on this first iteration of this program and to make a meaningful impact for a handful of woman-owned small businesses in our region.”

“Women business owners and leaders positively impact our economy and communities in powerful ways every day,” said Rachael Sampson, national director, Key4Women. “Key4Women is on a mission to advocate, connect, and empower them to thrive. MESO and the Portland Thorns are great co-sponsors in this endeavor, and through this pitch contest we look forward to offering two critical supports women-owned businesses often struggle to find or ask for: mentorship and capital.”

For the 2023 Oregon and SW Washington Women-Owned Business Pitch Contest rules and specifics, including eligibility, submission requirements and the application, visit https://www.mesopdx.org/key4women.

ABOUT MESO

Micro Enterprise Services of Oregon (MESO) elevates and empowers under-resourced and excluded entrepreneurs to build resilience, equity, and thriving communities through access to capital, tailored business assistance, and education. Founded in 2005 to assist Black-owned small businesses that were experiencing challenges in the wake of gentrification in North and Northeast Portland, the nonprofit now serves more than 600 entrepreneurs and small businesses in Oregon and Southwest Washington each year. MESO is a designated SBA microlender, an IDA fiduciary, and a Certified Community Development Financial Institution (CDFI).

ABOUT PORTLAND THORNS FC

Portland Thorns FC is an American professional women’s soccer team based in Portland, Oregon that plays their home matches at the iconic Providence Park. Established in 2012, the team began play in 2013 as one of the founding teams of the National Women’s Soccer League (NWSL) – the top-ranked professional women’s soccer league in the United States. Thorns FC rank among the best globally in attendance across male and female professional soccer clubs. The team has won eight trophies – three NWSL Championships (2013, 2017, 2022), two NWSL Shields (2016, 2021), NWSL Challenge Cup (2021), Women’s International Champions Cup (2021), NWSL Community Shield (2020).

ABOUT KEYCORP 
KeyCorp’s roots trace back nearly 200 years to Albany, New York. Headquartered in Cleveland, Ohio, Key is one of the nation’s largest bank-based financial services companies, with assets of approximately $198 billion at March 31, 2023. Key provides deposit, lending, cash management, and investment services to individuals and businesses in 15 states under the name KeyBank National Association through a network of approximately 1,000 branches and approximately 1,300 ATMs. Key also provides a broad range of sophisticated corporate and investment banking products, such as merger and acquisition advice, public and private debt and equity, syndications and derivatives to middle market companies in selected industries throughout the United States under the KeyBanc Capital Markets trade name. For more information, visit https://www.key.com/. KeyBank is Member FDIC.

ABOUT KEY4WOMEN 
Key4Women started in 2005 as a campaign to lend $1 billion to qualified women-owned businesses within three years. The program achieved that in two years and has now generated more than $12 billion in loans to women-owned businesses. Membership in Key4Women is free. In addition to helping women business leaders and owners tap into capital to build and grow their businesses, Key4Women members gain valuable access to a team of local Certified Key4Wome Advisors who advocate, connect and empower women on their journey to financial wellness. For more information, visit key.com/key4women.

So Delicious Dairy Free, a Danone America brand, is a B Corporation company that strives to do more than the minimum. Through their program the Good People Loop they work to empower coconut farmer partners in the Philippines to adopt more sustainable farming practices like intercropping, composting, and mulching organic matter.  These practices improve their crop yields which combined with profits generated from intercrops and better linkage to markets lead to higher income for farmers.

Since 2015, So Delicious Dairy Free has been committed to funding opportunity through Whole Planet Foundation. As a repeat 2023 donor, their $50,000 commitment this year will help fund an additional 270 microloans for entrepreneurs and smallholder farmers living in poverty. With a small microloan, low-income entrepreneurs can start or develop a business, often home-based, to support themselves and their families. Smallholder farmers can gain access to inputs like seed and fertilizer on credit.

“So Delicious Dairy Free is on a mission to show what’s possible when everyone has an equal seat at the table. This means advocating for a more inclusive economy and creating economic opportunities for marginalized communities. We are proud to support Whole Planet Foundation and their mission to alleviate global poverty through microfinance”, says Virginia Kelly, VP of Marketing for So Delicious Dairy Free. 

Learn how you can help support our mission at wholeplanetfoundation.org