Tag: 3BL

SALT LAKE CITY, Utah, July 13, 2023 /3BL/ — KeyBank is focusing on its commitment to advancing economic equity and inclusion by hosting a home ownership workshop at Calvary Baptist Church this month. The workshop is part of an ongoing partnership between KeyBank and local member churches of the National Baptist Church Convention, the nation’s oldest and largest African American religious convention. The partnership will work to address the Black homeownership gap in Utah by providing recurring opportunities to learn about pathways to homeownership and to connect attendees with local subject matter experts at KeyBank.

July’s workshop will cover the homebuying process, credit and credit scores, and the potential benefits of refinancing a mortgage. Details on the event are below, and all local residents are invited to attend: 

Home Ownership Class: Saturday, July 22, 2023, 10:00 a.m. to 12 noon
Calvary Baptist Church | Pastor Oscar Moses
1090 South State Street, Salt Lake City, UT 84111

“At KeyBank we know that homeownership is instrumental to building wealth and are committed to providing access to and knowledge about pathways to homeownership,” said Brianna Adams, Corporate Responsibility Officer for KeyBank for Utah. “We are grateful to partner with Pastor Oscar Moses and other local faith leaders in Utah to provide additional resources to the community.”

“We are excited and appreciative of the newly established partnership between Calvary Baptist Church and KeyBank,” said Pastor Oscar Moses, Calvary Baptist Church. “This is a great opportunity to advance economic education, equity, inclusions, and to create generational wealth within the African American community.”

About KeyBank

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.

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Mortgage and Home Equity Lending products offered by KeyBank are not FDIC insured or guaranteed. KeyBank extends credit secured by residential real estate without regard to race, color, religion, national origin, sex, handicap, or familial status. All credit products are subject to collateral and/or credit approval, terms, conditions, availability and are subject to change. NMLS #399797.

CFMA #230707-2156729

Rochester, N.Y., July 13, 2023 /3BL/ – Paychex, Inc., a leading provider of integrated human capital management software solutions for human resources, employee benefits, insurance services, and payroll, has once again been named to the Selling Power 50 Best Companies to Sell For list. This is the 10th time that the corporate research team at Selling Power magazine has recognized Paychex as a top sales organization.

“The Paychex sales team has been built on a culture that empowers each sales professional to reach their fullest potential while best serving companies with solutions that simplify the complexities of running a business,” said Mark Bottini, senior vice president of sales at Paychex. “It is an honor to be recognized by Selling Power on this annual list and to earn our spot as a leading sales force for DEI. We will continue our efforts to develop a workforce that is diverse in perspective and talent, and inclusive with sales roles at every level of the organization.”

In addition, Paychex also received an award for DEI in Sales for the company’s commitment to fostering a diverse and inclusive workforce. Elements of the Paychex Diversity, Equity, and Inclusion (DEI) program implemented by the sales organization include, but are not limited to:

An Early Talent and DEI Manager focused on sourcing diverse candidatesPartnerships with national organizations for women in sales, Historically Black Colleges and Universities (HBCUs), and Hispanic-Serving Institutions (HCIs)Employee Business Resource Groups (EBRG) for veterans, women, LGBTQ+, and more populationsSales mentoring program that pairs participants from racially diverse groups with senior leaders

Investment in Technology and Process Improvement 
The Paychex sales organization is leveraging technology and Artificial Intelligence (AI) to optimize and drive efficiency within the sales process to help businesses implement the right HR, employee benefits, insurance services, and payroll solutions. The sales organization has expanded the use of Robotic Process Automation (RPA) combined with other digital transformations to reduce administrative tasks while providing best-in-class experiences for potential customers. Additionally, the utilization of conversation and competitive intelligence technology allows Paychex sales professionals to gain insights to win in a highly competitive market.

The methodology for the ranking is the result of years of research, according to Selling Power. Companies were ranked in each of the following categories to determine the list: (1) company overview, (2) compensation and benefits, (3) hiring, sales training, and sales enablement, and (4) diversity and inclusion. The companies included on the list have sales forces ranging from fewer than 100 salespeople to companies with salesforce numbers in the thousands.

“The Best Companies to Sell For have mastered the alignment of people, processes, and technologies and created a sales organization that excels in hiring, onboarding, training, and compensation of their sales representatives. What attracts salespeople to work for these leading organizations is their great culture, their commitment to diversity, and their steady support of the sales team by servant leadership that focuses on creating customer value and a meaningful work environment that offers unlimited opportunities to win,” says Gerhard Gschwandtner, founder and CEO of Selling Power.

The full list of the 50 Best Companies to Sell For in 2023 can be viewed here. 

About Paychex 
Paychex, Inc. (Nasdaq: PAYX) is an industry-leading HCM company delivering a full suite of technology and advisory services in human resources, employee benefit solutions, insurance, and payroll. The company serves approximately 740,000 customers in the U.S. and Europe and pays one out of every 12 American private sector employees. The more than 16,000 people at Paychex are committed to helping businesses succeed and building thriving communities where they work and live. To learn more, visit paychex.com and stay connected on Twitter and LinkedIn.

About Selling Power 
In addition to Selling Power, the leading digital magazine for sales managers and sales VPs since 1981, Personal Selling Power, Inc., produces the Sales Management Digest and Daily Boost of Positivity online newsletters as well as videos featuring interviews with top executives. Selling Power is a regular media sponsor of the Sales 3.0 Conference, which is attended by a total of more than 4,500 sales leaders each year. For additional information, please visit www.sellingpower.com.

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Schneider Electric

In the zero-carbon economy of the future, electricity will become the dominant energy but green hydrogen (and the fuels derived from it) will have a role to play as well. Making green hydrogen viable and abundant will take collaboration, effort, and investment.

Pieces that need to fall into place to make green hydrogen viable

by Steven Carlini, VP of Innovation and Data Center

Hydrogen definitely has a role to play in global decarbonization. In the decarbonized world of the future, electricity will become the dominant energy with a 60-70% share in 2050, biofuels will rise, dependence on fossil-based energy will significantly decrease and hydrogen will increase. I want to focus on green hydrogen – derived from water using electrolysis since it is the most promising. In my estimation, green hydrogen will rise between 3 – 10 times the 90 Mt of hydrogen used today by 2050. The 3X – 10X projection goes from a very conservative 270 Mt (3X) to an aggressive 900 Mt (10X). So why is there such a large gap if green hydrogen is the energy source needed for hard-to-abate applications? Mainly because there are 10 significant “pieces” of the puzzle that must come together to produce green hydrogen at the scale needed.

1) Renewable Generation Electricity Capacity – Green hydrogen must be derived through electrolysis which is highly energy intensive. For hydrogen to be green the process must be electrified using a sustainable source (hydro, wind, or solar). How much? The electricity required by 2050 for decarbonized electrification and green hydrogen production of 900 Mt (10X) is estimated to be 130,000 TWh – around 5X today’s total electrical supply of 27,000 TWh. By 2050 using the 900 Mt (10X) green H2 assumption, 30% of electricity use will be dedicated to producing clean hydrogen and its derivatives, such as e-ammonia and e-methanol.

2) Electrolyzer Capacity – Once there is sufficient renewable generation, the capacity of electrolyzer plants needs to match. According to Bloomberg NEF, today’s global electrolyzer capacity of 300 MW must grow to 3000 GW by 2050 to meet clean hydrogen demands of 900 Mt (10X). IEA estimates that every month from January 2030 onwards, three new hydrogen-based industrial plants must be built.

3) Total Cost of green hydrogen – Green hydrogen is fundamentally tied to the cost of renewable electricity, the cost of clean water, CapEx cost of electrolyzer plants, the efficiency of the electrolyzer plant, and finally the cost of storing and transporting the green hydrogen. Today, green hydrogen can cost around €2.5-€5/kg, making it significantly more expensive than the fossil fuel alternatives. Levelized prices need to fall to €1.5/kg by 2050 and possibly sub-€1/kg, to make it competitive with natural gas. However, there are incentives from governments around the world to bring the price down. In the US part of the Inflation Reduction Act created new provisions for clean hydrogen. Under the law, clean hydrogen plants in 2023 can receive a production tax credit up to $3 per kg of hydrogen, for the first 10 years of operation through 2032.

4) Electrolyzer cost – the total installed costs of a GW scale industrial electrolysis plant is currently around 1400 €/kW for Alkaline electrolyzer technology and 1800 €/kW for PEM electrolyzer technology. These need to drop at least 50% by 2050 for green hydrogen to be cost-competitive. However, CapEx improvement plans cannot be a tradeoff resulting in reduced electrolyzer efficiency or durability.

5) Electrolyzer efficiency – Today’s efficiency hovers around 50%. To meet the cost targets, the consensus in the industry is that efficiency needs to continuously improve and be at 75% by 2050. This is a major engineering challenge, plus there is efficiency degradation every year as well.

6) Water Supply – Fresh or clean water must be used in electrolysis. Ocean or salt water (sometimes called seawater) cannot be used. Clean water can be aggregated from collecting rainwater or from a process called desalination. Desalination using reverse osmosis is another very energy-intensive process that also outputs brine (salt-dense water) as a byproduct.

7) Storage – Ideally, electrolysis plants should be located in areas that have abundant renewable electrical power and fresh water. Consumption in the future will likely be places like marinas for ships/vessels and airports for long-haul planes as well as strategic places in the electrical distribution system at the turbine or areas requiring grid stabilization. This means compression, storage, and transportation will be needed. Hydrogen does not degrade over time and can be stored indefinitely. In a gaseous form, it can be stored in ways: pressurized steel tanks and underground reservoirs or salt caverns (for large capacity). Hydrogen can also be liquefied. This would deliver about 75% higher energy density than gaseous hydrogen (stored at 700 bar), But it would waste the equivalent of 25%-30% of the energy contained in the hydrogen to liquefy.

8) Transportation Grid – Moving gaseous hydrogen from the place where it is derived to the place where it will be used is not a straightforward process. There is no piping infrastructure like there is with oil and natural gas pipelines or distribution grids. Because hydrogen is such a small and potentially combustible element, constructing a pipeline is quite challenging.

9) Demand side efficiencies – Just like miles per gallon affects how much fuel a car uses, all applications using electricity or hydrogen need to be made more efficient. A massive effort is required to modernize the existing stock of inefficient assets (buildings, mobility, industrial facilities, and machines, etc.), for higher efficiency or adapt to fun on hydrogen.

10) Funding – In total, investments could amount to almost $15 trillion between now and 2050 – peaking in the late 2030s at around $800 billion per annum1 for 900 Mt (10X). Of this, about $12.5 trillion (85%) relates to the required increase in electricity generation, with only 15% (peaking at almost $150 billion per annum in the late 2030s) relating to an investment in electrolyzer, production facilities, and transport and storage infrastructure. This investment must be coordinated between private-sector action and national and local governments.

The 10 “pieces” of the puzzle that must come together are significant. As with all puzzles, if a single piece is missing, the puzzle is ruined and the 3X scenario would be more likely than the 10X. We have no choice but to put this puzzle together and in this case, we must have all of the pieces in order to meet decarbonization targets and have green hydrogen play its critical role in the effort to halt global warming.

1) ETC – Making the Hydrogen Economy Possible: Version 1.0 April 2021 Accelerating Clean Hydrogen in an Electrified Economy

SWORDS, Ireland, July 13, 2023 /3BL/ – Trane Technologies (NYSE:TT), a global climate innovator, has been recognized by Fast Company as one of the 2023 Best Workplaces for Innovators. The list ranks 100 global companies from a variety of industries that empower its employees to create new products, invent new ways of doing business or improve processes. Trane Technologies was also named as a finalist in the Sustainability category.

“Relentlessly innovating for a more sustainable world is core to our business strategy, and every day, our teams push the boundaries of what’s possible to deliver industry-leading results,” said Paul Camuti, executive vice president and chief technology and sustainability officer for Trane Technologies. “This prestigious recognition honors their dedication to creating healthy spaces and decarbonizing buildings, the cold chain and industries with high energy demands.”

Trane Technologies’ passive cooling cart for street vendors was also recognized by Fast Company as one of its 2023 World Changing Ideas. The cart was named the winner in the Developing World Technology category, a finalist in the General Excellence and Large Business categories and received an honorable mention in the Sustainability/Energy category.

The cooling cart is designed to provide a reliable income and improve the quality of life for millions of street vendors around the world. It reduces food waste and lowers greenhouse gas emissions. The cart utilizes dual-mode film technology that reflects sunlight to prevent fresh produce from overheating, while passively cooling the area beneath the canopy. This design does not require electricity and can be retrofitted onto existing carts already in-use.

Trane Technologies’ cooling cart is the result of Operation Possible, an employee-powered social innovation program that addresses the most pressing social and environmental challenges, including the coexistence of food loss and hunger in low-income communities. By harnessing the power of innovative collaboration, Operation Possible is accelerating the potential for positive change for both people and the planet.

Other recent examples of innovation at Trane Technologies include:

High-efficiency heat pumps: In November 2022, Trane Technologies surpassed the U.S. Department of Energy’s (DOE) requirements for the Residential Cold Climate Heat Pump (CCHP) Challenge. When tested at the DOE’s lab, Trane’s CCHP prototype performed in temperatures as low as negative 23 degrees Fahrenheit, surpassing the mandatory negative 20 degrees Fahrenheit DOE requirement.Hydrotreated Vegetable Oil (HVO): Trane Technologies approved the use of Hydrotreated Vegetable Oil (HVO) fossil-free fuel as a sustainable alternative to diesel fuel in Thermo King® global cold chain solutions, including refrigerated truck and trailer product lines. The use of HVO fuel offers a 90% reduction in greenhouse gas emissions and more than 30% in particulate matter while maintaining optimal product performance.Thermal Battery™ Storage-Source Heat Pump Systems: Trane’s Thermal Battery™ Storage-Source Heat Pump System (SSHP) is an innovative electrified heating solution that reduces carbon emissions even in cold climates. This innovative approach reclaims excess building heat and can also collect heat from the outdoor air to immediately heat a building or store it for tomorrow’s heating.

Trane Technologies’ innovation expertise powers its 2030 Sustainability Commitments, which addresses global challenges that affect the communities around the world. These commitments include the Gigaton Challenge– a pledge to reduce customer greenhouse gas emissions by one gigaton (or, 2% of the world’s annual emissions) by 2030. The company was also first in its industry and among the first across all sectors to receive validation from the Science Based Targets Initiative (SBTi) for its near-term 2030 emissions reduction targets and its long-term 2050 net-zero target.

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About Trane Technologies 
Trane Technologies is a global climate innovator. Through our strategic brands Trane® and Thermo King®, and our portfolio of environmentally responsible products and services, we bring efficient and sustainable climate solutions to buildings, homes and transportation. For more on Trane Technologies, visit tranetechnologies.com.

About Fast Company 
Fast Company is the only media brand fully dedicated to the vital intersection of business, innovation, and design, engaging the most influential leaders, companies, and thinkers on the future of business. Headquartered in New York City, Fast Company is published by Mansueto Ventures LLC, along with our sister publication Inc., and can be found online at www.fastcompany.com.

Forward Looking Statements 
This news release includes “forward-looking statements” within the meaning of securities laws, which are statements that are not historical facts, including statements that relate to our initiatives to develop innovative heating and cooling solutions, our sustainability commitments and the impact of these commitments. These forward-looking statements are based on our current expectations and are subject to risks and uncertainties, which may cause actual results to differ materially from our current expectations. Factors that could cause such differences can be found in our Form 10-K for the year ended December 31, 2022, as well as our subsequent reports on Form 10-Q and other SEC filings. New risks and uncertainties arise from time to time, and it is impossible for us to predict these events or how they may affect the Company. We assume no obligation to update these forward-looking statements.

SAN FRANCISCO, AMSTERDAM, and HONG KONG, July 13, 2023 /3BL/ – The Sustainable Apparel Coalition (SAC), an impact-driven global convener of nearly half of the apparel, footwear, and textile industry, is pleased to announce the return of its Manufacturer Forums, a series of action-oriented events aimed at bringing together business leaders and stakeholders to learn how they can leverage the Higg Index suite of tools and industry programs to drive sustainability improvements throughout global supply chains.

Under the theme, Catalyst for Change, the first Manufacturer Forum will take place in Shenzhen, China on July 25 at Sheraton Shenzhen Futian Hotel and will be the first in-person Manufacturer Forum the SAC has hosted since 2019. The event will feature sessions on policy, supply chain dynamics, decarbonization, standardizing facility data collection, verification, and much more.

The Manufacturer Forum will also offer attendees an opportunity to learn about the SAC and how its member organizations collectively work together to drive improvements in the apparel, footwear, and textile industry. Attendees will learn how to use the Higg Index suite of tools and stay up-to-date on recent tool updates like the FEM 4.0, scheduled to launch later this year, as well as industry programs such as the SAC’s newly launched Decarbonization Program.

Jeremy Lardeau, Vice President, Higg index at the SAC said: “We are honored to be hosting industry stakeholders at our Manufacturer Forum, which will provide attendees an opportunity to learn more about our work at the SAC and how to leverage our Higg index suite of tools to better understand data insights informing their sustainability strategies and how upcoming legislation will impact their operations. As an organization committed to transforming business through groundbreaking tools and collaborative partnerships, we believe through initiatives such as the Manufacturer Forums, we can help solve the industry’s most urgent and systemic challenges.”

Joyce Tsoi, Director of Collective Action Programs at the SAC said: “With time running out for us to reverse the worst impacts of climate change, we cannot afford to waste any more time. We are thrilled to bring together industry stakeholders for our Manufacturer Forum to discuss key issues impacting our industry, connect and share best practices on setting science based targets and the types of decarbonization actions required to reduce climate risk and build climate resilience. Through our Decarbonization Program, we are working collectively to build collective solutions to drive systemic change required in our global supply chains, which no one company can do alone. The Manufacturer Forum presents a great opportunity for us to deepen our collaboration and drive rapid progress at scale.”

As an organization that is deeply committed to collaboration, the SAC’s goal is to catalyze industry collaboration, bringing together individuals and organizations from across the entire value chain to reach shared industry goals. Through its Manufacturer Forums, the SAC aims to bring together driven and passionate professionals for solution-centered discussions to drive social and environmental impacts.

The Manufacturer Forum is open for interested participants to register and join other stakeholders in discussions and networking opportunities on how to accelerate progress to transform the industry.

– Ends-

About the Sustainable Apparel Coalition

The Sustainable Apparel Coalition (SAC) is an independent and impact-creating organization that aims to lead the industry toward a shared vision of sustainability based upon a joint approach for measuring, evaluating, and improving performance.

As a non-profit organization, it has members from across the apparel, footwear, and textile sector, but exists independently outside any one company so that it can drive progress. The SAC’s collective action efforts bring more than 280 global brands, retailers, manufacturers, NGOs, academics, and industry associations together. They represent about half of the apparel and footwear industry along the whole supply chain – from sustainability pioneers to organizations just getting started.

Before the SAC existed, companies worked in a siloed way, using their own programs and measurements that lacked standardization and an ability to drive collective action. In 2009, Walmart and Patagonia identified this as a serious problem. Joining forces, they brought together peers, competitors, and relevant stakeholders from across the sector to, on a pre-competitive basis, develop a universal approach to measuring sustainability performance and founded the Sustainable Apparel Coalition.

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NEW YORK and JERSEY CITY, N.J., July 12, 2023 /3BL/ – International WELL Building Institute (“IWBI”), the global authority for driving market transformation through healthy buildings, organizations and communities, and Veris Residential, Inc. (NYSE: VRE), a forward-thinking, environmentally- and socially-conscious REIT that primarily owns, operates, acquires and develops Class A multifamily properties, today announced that Veris Residential has become the first company globally to achieve the WELL Equity Rating across its entire managed portfolio and corporate headquarters. The WELL Equity Rating, developed by IWBI, is designed to help organizations act on their diversity, equity, inclusion (DE&I) and accessibility goals, as well as improve company culture and employee health.

The WELL Equity Rating includes more than 40 strategies spanning six action areas—user experience and feedback, responsible hiring and labor practices, inclusive design, health benefits and services, supportive programs and spaces, and community engagement. Veris Residential’s achievement of the rating across 23 buildings validates the company’s efforts to advance employee and resident health and well-being, including through a comprehensive training and development program, enhanced health benefits, and property-specific features; celebrate DE&I and accessibility, including through achievement of gender equality at the management level ahead of the company’s 2025 goal; and promote sensitivity and a commitment to equitable working conditions.

Indeed, using the WELL Equity Rating, an evidence-based roadmap toward health equity, Veris Residential adopted an action-oriented approach to advance equitable, people-first places that better address the needs of and disparities among populations that have been traditionally marginalized and underserved. The rating also served as a tangible pathway that helped the organization follow through on its DE&I commitments and transform how its workplaces are designed, managed, and operated—all with the goal of creating environments where everyone can thrive and live as their authentic selves.

“Veris Residential is the first company to adopt the WELL Equity Rating across its entire portfolio, further underscoring its global leadership in creating inclusive and equitable communities,” said Rachel Hodgdon, President and CEO of IWBI. “The enterprise-wide application of the rating’s health-focused strategies speaks to the company’s unwavering commitment to put people first and prioritize human health and well-being.”

Anna Malhari, Chief Operating Officer of Veris Residential, said, “We are pleased to receive the WELL Equity Rating portfolio-wide, reflecting the significant work put forth by the Veris Residential team to achieve our commitment to creating ‘Communities with Purpose.’ It is a top priority for Veris Residential to continue evolving our company practices in support of the well-being of our employees, residents, and community stakeholders, and we look forward to building upon this achievement to make Veris Residential an even more responsible owner and operator of multifamily properties.”

Veris Residential has a history of leveraging the power of scale to apply well-being strategies across its entire organization. The WELL Equity Rating is the second WELL accolade Veris Residential has achieved through the WELL at scale pathway. In December 2021, the company achieved the WELL Health-Safety Rating portfolio-wide, enhancing its facility operational protocols and management polices to protect the health and safety of its employees and residents.

Veris Residential underwent third-party verification to validate its policies and actions to achieve the rating.

A growing body of evidence shows that employees in diverse and inclusive workplaces are more likely to enjoy their jobs, work harder, innovate more and ultimately, stay with their employers longer. Diverse organizations have also been found to be 1.32 times more productive and 21 percent more profitable than their peers.

About Veris Residential
Veris Residential, Inc. is a forward-thinking, environmentally and socially conscious real estate investment trust (REIT) that primarily owns, operates, acquires, and develops holistically inspired, Class A multifamily properties that meet the sustainability-conscious lifestyle needs of today’s residents while seeking to positively impact the communities it serves and the planet at large. The company is guided by an experienced management team and Board of Directors and is underpinned by leading corporate governance principles, a best-in-class and sustainable approach to operations, and an inclusive culture based on equality and meritocratic empowerment. For additional information on Veris Residential, Inc. and our properties available for lease, please visit https://verisresidential.com.

About the International WELL Building Institute
The International WELL Building Institute (IWBI) is a public benefit corporation and the world’s leading organization focused on deploying people-first places to advance a global culture of health. IWBI mobilizes its community through the administration of the WELL Building Standard (WELL) and WELL ratings and certifications, management of the WELL AP credential, the pursuit of applicable research, the development of educational resources and advocacy for policies that promote health and well-being everywhere. More information on WELL can be found here.

International WELL Building Institute, IWBI, the WELL Building Standard, WELL v2, WELL Certified, WELL AP, WELL Enterprise Provider, WELL Score, The WELL Conference, We Are WELL, the WELL Community Standard, WELL Health-Safety Rated, WELL Equity, WELL Equity Rated, WELL Performance Rated, Works with WELL, WELL and others, and their related logos are trademarks or certification marks of International WELL Building Institute pbc in the United States and other countries.

Media Contact:
For Veris Residential:
Amanda Shpiner/Grace Cartwright
Gasthalter & Co.
212-257-4170
veris-residential@gasthalter.com

For the International WELL Building Institute:
media@wellcertified.com

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Our work to respond to emergent needs from the COVID-19 pandemic offers important examples of our commitment to partnership in pursuit of equitable access.

In India, where Viatris has a substantial manufacturing and employee footprint, we created a 360-degree partnership ecosystem with central government, state governments, public and private hospitals, academic and research institutions, NGOs and other pharmaceutical companies to ensure uninterrupted access to high-quality COVID-19 treatments. We worked closely with
the government of India, particularly the Ministry of Health & Family Welfare and Department of Pharmaceuticals, and extended our full support to the government COVID-19 response, including by maintaining adequate stocks of needed medicines while also pursuing export licenses to enable access to our medicines made in India for patients across the world.

In Thailand, the Philippines, Vietnam, Indonesia, Myanmar, Cambodia, Laos, Sri Lanka, Nepal and Mongolia, a special cross-functional task force called the CARE Team – COVID-19 Alleviation Response – was formed to actively aid in expanding access to needed medicines.

During the peak of the pandemic in these countries, there were about 300,000 COVID-19 cases on any day. Viatris stepped in at this critical moment and provided widespread and cost efficient access to remdesivir and molnupiravir by working with governments and other relevant stakeholders, enabling export of these medicines from India to meet patient needs. We supplied a total of 2.5 million vials of Desrem™ (remdesivir) and 40 million capsules of Molnatris™ (molnupiravir) across these countries. In total, the treatments reached about 1.5 million patients in this region.

Because we know that access is about more than supplying medicines, we also provided information to hospitals and healthcare providers via webinars and partnerships with medical societies and local governments. Also, we maintained a 24-7 toll-free helpline number for patients in India to advise on the availability of medicines.

Addressing the Effects of the COVID-19 Pandemic

Although COVID-19 infections are growing less deadly as populations develop greater immunity, the impacts of the pandemic are still being felt. The pandemic revealed stark inequities in care in and between countries, strained healthcare systems, left chronic conditions undiagnosed or poorly treated and underscored the huge importance of strong supply chains prepared for future global
health emergencies. Viatris continues to seek to understand the challenges faced by people and systems and to co-create solutions that advance us collectively toward the shared objective of equitable, sustainable access.

A prominent element of the conversation centers on how to ensure availability of essential medicines. Thanks to our large and diverse supply network, we have been able to address some of the causes and apply solutions for supply disruption. The global network that Viatris sources from, both internally and externally, is a true asset in ensuring agile and responsive supply targeted to emerging needs. Moving medicines across borders quickly and safely is critical to ensure access where it is most needed, especially in pandemic settings when countries may be at different phases of infection waves and face rapidly evolving needs.

Building Pandemic Preparedness

We are working with stakeholders across the globe to prepare for future pandemics. The work includes understanding how healthcare providers and systems can better help patients and respond to the needs of communities.

Building resilient health systems that can meet patient needs on an ongoing basis and respond rapidly and equitably to surges of infectious disease is critical. Our diverse efforts to advance this preparation include the following:

Viatris represents the private sector on the Board of the Global Fund to fight AIDS, TB and Malaria, a unique public-private partnership and one of the largest international financing mechanisms for healthcare delivery. The Global Fund comprises 30% of the international financing for HIV programs, 75% for TB programs and 60% for malaria programs.1 In response to COVID-19, the Global Fund also became a primary funder of programs for COVID-19 and pandemic preparedness in low-income countries. The unique partnership model of the Global Fund brings together the public and private sectors with impacted communities to develop people-centered access solutions.Viatris has worked to understand not only the physical health effects of the pandemic, but also the mental effects. For example, in Brazil we sponsored a study of more than 2,000 workers of the impact of COVID-19 on mental health and wellbeing. The research was conducted by the Getúlio Vargas Foundation and the University of São Paulo. The findings are being used to help shape mental health and oncology policies as well as raise awareness of the important role of patient involvement.Building on our work born from the pandemic that identified gaps and potential solutions for integrating care of HIV and NCDs, we leveraged our partnership with the NCD Alliance in 2022 to advocate and raise awareness of the issues at events including the UN Global Assembly (UNGA) 2022 and the International AIDS Society annual conference. We helped develop an advocacy toolkit targeted at national and regional NCD alliances to unlock local funding for NCDs and its comorbidities.We collaborated in Japan with Minacare and a specialist in health, health policy and internal medicine on the first study investigating the changes in physician visits and medication prescriptions for NCDs before and during the COVID-19 pandemic. The findings will inform decision makers about the management of NCDs in future pandemics.

Sources
1The Global Fund

View the full 2022 Sustainability Report here.

In recognition of LGBTQ+ Pride month, Cadence is honoring and celebrating the LGBTQ+ global community by hosting special events with inspiring speakers and partner organizations.

This year, we’re reflecting on the importance of creating safe space at work and building allyship with the LGBTQ+ community. We had the chance to catch up with our LGBTQ+ Inclusion Group leaders, Karna Nisewaner, Executive Sponsor and Corporate VP, General Counsel, and Corporate Secretary, and Rene Spring, Global LGBTQ+ Group Lead and Program Management Director. We chatted more about their thoughts on the inclusion group’s role in supporting our LGBTQ+ employees, how global visibility can impact engagement, and ways we can all be champions of Cadence’s commitment to diversity in 2023.

What does global inclusion mean for the LGBTQ+ community at Cadence?

Rene: I was asked a couple of years ago to lead the LGBTQ+ Inclusion Group. We started in North America, and this year, began to expand participation globally. As an example, we have multiple locations, especially in Europe, that will be celebrating Pride. And I’ve heard from teams in Brazil, Israel, and India. The inclusion group is bringing these people together for the first time, and it’s important to us to work for a company that stands behind our community. What it means? We are One Cadence—One Team, we are global, and there are LGBTQ+ employees everywhere. It’s important that everyone knows that you are welcome here at Cadence, no matter where you work. I believe that more diverse and inclusive teams are stronger, and that’s part of why I’m on this journey.

Karna: When I think about more global inclusion groups, what I see is a real broadening of this concept of acceptance and authenticity. For us, it’s saying no matter where you are or who you are, we accept you and are thrilled that you are a part of this Cadence culture that celebrates you being you. That, to me, is a very powerful message that we want to make sure people feel.

“One of the biggest opportunities I’ve seen is the ability to feel comfortable at work while being your authentic self.”

– Rene Spring

What are some LGBTQ+ group initiatives you’re working on this year?

Karna: Rene has done such a great job of building this initial community. I want to keep connecting with this community and to have them be seen and heard throughout Cadence. It’s making it clear to people across the organization that we are a culture that believes in this—and believes in you, the individual, however you identify.

Rene: Expanding the group globally has been a great goal of ours for this year, and we’re gaining momentum. It’s also important that we have visibility and support at the executive management team level; we’re working together to showcase the strengths of our group and to come up with meaningful asks. As an example, this year we signed onto the Human Rights Campaign Business Coalition for the Equality Act and also introduced guidelines to help employees who are going through gender transition to feel comfortable coming into work.

This program has to live on for a long time, so I think it’s important that we continue to ask ourselves, ‘How do we do this right?’

What are you looking forward to most this Pride Month?

Rene: I, along with members of our LGBTQ+ Inclusion Group, planned the largest Pride Month celebration we’ve ever had at our San Jose headquarters. It was such a wonderful event to have open to the whole site. We featured guest speaker Elizabeth Birch, Vice President at Coldwell Banker Richard Ellis (CBRE) and former President and CEO of the Human Rights Campaign, nine local vendors and community partners, as well as an amazing Mexican folklore dance performance from the LGBTQ+ group Ensamble Folclórico Colibrí. We want to celebrate the variety of people in our community, our authentic selves, and our accomplishments. To have the whole month of June to remind everyone of how far we have come and how things have changed for the better is a reason to celebrate.

Karna: We want our employees to celebrate the LGBTQ+ community’s contributions and for our LGBTQ+ identifying employees to feel seen and valued. Our LGBTQ+ employees are making a significant impact at Cadence, in our industry, and in the world of technology. They’re helping us achieve incredible business results and developing new innovations. Many had to overcome significant challenges in their lives to get here. Celebrating them this month is one way we can show our appreciation.

“No matter where you are or who you are…we are thrilled that you are part of this Cadence culture that celebrates you being you.”

– Karna Nisewaner

What are the important ways that people can signal inclusion or celebrate Pride at work? What are the most meaningful or impactful actions employees everywhere can take to support LGBTQ+ coworkers in addition to participating with their company’s Employee Resource Groups (ERGs)?

Rene: One of the biggest opportunities I’ve seen is the ability to feel comfortable at work while being your authentic self. Allies should encourage coworkers to ask questions to open up the dialogue. Sharing allows employees to feel more comfortable and safe. By showing genuine interest in each other as individuals, we have the ability to break down walls and foster a culture that is built on relationship building where employees will naturally feel safe, heard, and supported.

BOSTON, July 12, 2023 /3BL/ – La Initiative for a Competitive Inner City, ICIC (Iniciativa por un Centro Urbano Competitivo), con el apoyo de American Family Insurance, PNC Bank, Regions Bank, Berkshire Bank y Tissini invitan a los propietarios de pequeñas empresas latinas de todo el país a inscribirse para la cohorte Latinx 2023 del programa Inner City Capital Connections (ICCC), un programa de “mini-MBA” de 40 horas sin costo de matrícula que combina educación ejecutiva, seminarios web y asesoramiento impartidos por profesores universitarios de primer nivel y expertos en negocios.

El programa ICCC está diseñado para ayudar a las pequeñas empresas en comunidades desatendidas a desarrollar estrategias que desarrollen su capacidad para un crecimiento sostenible y presenten oportunidades para conectarse con fuentes de capital con el fin de crear empleos locales.

“Estoy muy agradecido de que este programa exista: el enfoque, la generosidad y el calibre de todos los que contribuyen es simplemente increíble. Sin duda, es imprescindible que todo emprendedor participe si lo invitan; no puedo imaginar quién no desearía obtener los excelentes consejos de profesionales en el campo, sin duda esto brinda una gran ventaja al saber que hay personas y recursos disponibles para ayudarle a lograr el éxito”, dijo la fundadora de MJ Atelier y participante de ICCC 2022, María Apelo Cruz.

Desde el 2005, ICCC ha ayudado a más de 5,000 empresas a tener acceso a $2,400 millones en capital, lograr un crecimiento de ingresos del 141 % y crear más de 26,000 puestos de trabajo en sus comunidades. En 2022, la iniciativa atendió a más de 800 empresas, con un 85 % identificadas como propiedad de BIPOC y un 60 % como empresas propiedad de mujeres.

“Estamos orgullosos de ofrecer este programa transformador que ha ayudado a tantos propietarios de pequeñas empresas a aumentar sus ingresos más rápidamente, crear empleos bien remunerados y tener acceso a capital crítico, incluido un subsidio de $2,000 para cada participante que complete todo el programa”, dijo Steve Grossman, CEO de ICIC.

Los emprendedores aceptados en el programa ICCC participarán en 40 horas de aprendizaje virtual de alto impacto que se divide en cuatro componentes diseñados para maximizar la experiencia de cada participante y adaptarse a sus apretadas agendas. La cohorte Latinx 2023 de ICCC se realizará completamente en español y será impartida por profesores, asesores y facilitadores culturalmente competentes. Abordará la experiencia única y los Desafíos que enfrentan los empresarios latinos. La cohorte Latinx comienza el martes 26 de septiembre y el jueves 28 de septiembre. Los dueños de empresas interesados en asistir pueden solicitar su inscripción en español o en inglés antes del viernes 25 de agosto.

A lo largo del programa, los participantes participarán en seminarios web, sesiones de aprendizaje digital y citas de asesoramiento empresarial individuales que abordan los desafíos inmediatos de cada propietario de empresa. El programa culmina con la Conferencia Anual ICIC, organizada en Miami, Florida, la semana del 11 de diciembre, que se enfoca en desarrollar estrategias de resiliencia y conectar a los participantes con proveedores de capital.

La fecha límite de solicitud para la Cohorte ICCC Latinx 2023 es el 25 de agosto. Visite el sitio web de ICIC para obtener detalles adicionales sobre el programa ICCC, incluidos los criterios de elegibilidad y las solicitudes.

Para obtener más información y conectarse con un experto en la materia de ICIC, comuníquese con Indhira Taveras enviando un mensaje a itaveras@icic.org o llame al teléfono (617) 238-3030 o con Genesis Moran enviando un mensaje a gmoran@icic.org o llame al teléfono (617) 238-3018.

Acerca de la Iniciativa para un Centro Urbano Competitivo (ICIC)

La Initiative for a Competitive Inner City, ICIC (Iniciativa para un Centro Urbano Competitivo) fue fundada por el renombrado profesor Michael Porter de la Escuela de Negocios de Harvard en 1994 como una organización de investigación y estrategia que hoy en día es ampliamente reconocida como la autoridad preeminente en las economías de las comunidades desatendidas. ICIC impulsa la prosperidad económica incluyente en comunidades de escasos recursos mediante investigaciones y programas innovadores para crear puestos de trabajo, ingresos y riqueza para los residentes locales.

Inner City Capital Connections (ICCC) es un programa gratuito de capacitación en liderazgo ejecutivo diseñado por ICIC para ayudar a los propietarios de negocios en comunidades de escasos recursos a desarrollar la capacidad para el crecimiento sostenible de los ingresos, la rentabilidad y el empleo. ICCC está diseñado de manera específica para proporcionar tres elementos críticos para el crecimiento sostenible: educación para el desarrollo de capacidades, asesoramiento personalizado y conexiones con el capital y con los proveedores de capital.

Obtenga más información en www.icic.org/iccc o en @icicorg.

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DES MOINES, Iowa, July 12, 2023 /3BL/ – Principal Financial Group® was named on the list of the “Best Places to Work for Disability Inclusion” after earning a 100 score on the 2023 Disability Equality Index® (DEI), the world’s most comprehensive benchmarking tool for companies to measure disability workplace inclusion against competitors.

The 2023 DEI measured performance in the categories of Culture & Leadership; Enterprise-Wide Access; Employment Practices including benefits, recruitment, employment, education, retention and advancement, and accommodations; Community Engagement; and Supplier Diversity. Each company receives a score on a scale of zero to 100. Principal has earned a top score of “100” for four years in a row.

“Our people are our greatest asset,” said Miriam Lewis, chief inclusion officer at Principal. “Employees come from a variety of experiences and backgrounds and bring with them different strengths. We’re focused on removing barriers and giving people what they need to succeed so every employee feels valued and can contribute to our culture and positive business outcomes.”

The DEI is a joint initiative of the American Association of People with Disabilities (AAPD), the nation’s largest disability rights organization, and Disability:IN, the global business disability inclusion network, to collectively advance the inclusion of people with disabilities. It was first launched in 2015 to help businesses make a positive impact on the unemployment and underemployment of people with disabilities.

“Principal participates in benchmarking tools like the DEI because it helps us in our pursuit to identify meaningful ways to build upon our current practices and ultimately make our workplace more accessible,” Lewis said. Learn more about the DEI at: www.DisabilityEqualityIndex.org.

Learn more about the ways Principal supports equity and inclusion here: Global inclusion | Principal.

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About Principal Financial Group® 
Principal Financial Group® (Nasdaq: PFG) is a global financial company with 19,000 employees1 passionate about improving the wealth and well-being of people and businesses. In business for more than 140 years, we’re helping more than 62 million customers1 plan, protect, invest, and retire, while working to support the communities where we do business, and build a diverse, inclusive workforce. Principal® is proud to be recognized as one of the 2023 World’s Most Ethical Companies® by Ethisphere2, a member of the Bloomberg Gender Equality Index, and a “Best Places to Work in Money Management3.” Learn more about Principal and our commitment to building a better future at principal.com.

1 As of March 31, 2023 
2 Ethisphere, 2023 
3 Pensions & Investments, 2022

Insurance products issued by Principal National Life Insurance Co (except in NY) and Principal Life Insurance Company®. Plan administrative services offered by Principal Life. Principal Funds, Inc. is distributed by Principal Funds Distributor, Inc. Securities offered through Principal Securities, Inc., member SIPC and/or independent broker/dealers. Referenced companies are members of the Principal Financial Group®, Des Moines, IA 50392.

Principal®, Principal Financial Group®, and Principal and the logomark design are registered trademarks of Principal Financial Services, Inc., a Principal Financial Group company, in the United States and are trademarks and services marks of Principal Financial Services, Inc., in various countries around the world.

©2023 Principal Financial Services, Inc.

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Media Contact: Sara Bonney, bonney.sara@principal.com, 515-878-0835