A one-size-fits-all approach to mental health care does not work for everyone in the LGBTQ+ community. Each sub-community faces unique challenges. Check out these tips from NAMI if you or someone you care about is seeking LGBTQ+ competent mental health care.
Tag: 3BL
The approach towards corporate biodiversity action shows similarities with that of climate action at several points along the way.
By Gaya Herrington, VP ESG Research at the Schneider ElectricTM Sustainability Research Institute
An introduction for Manufacturing Companies
With almost 70% of wildlife already lost at what seem to be accelerating extinction rates, upwards of USD 20 trillion in economic damages from lost ecosystem services a year, and another USD 53 trillion globally at risk from further biodiversity losses, it is abundantly clear that business as usual is no way forward. Current business practices cause too many negative impacts on society, not just on nature but also on human health. The feedback effects from these negative impacts find their way back to corporations through various channels, including direct or supply chain dependencies, and legal, regulatory, reputational, and financial exposure risks. There can and have been delays in these feedback mechanisms, but today, they may have accumulated to the point where corporate biodiversity action makes sense not just from a moral standpoint, but also from a purely economic one. This report provides a first view of what this may entail for companies, especially those in manufacturing, that are ready for real corporate biodiversity action.
By Kim Allman | Head of Corporate Responsibility and Government Affairs
This month, the Gen™ family of brands, including Norton, Avast and more, joins millions around the world recognizing Pride month. This is a time to memorialize the anniversary of the Stonewall Riots and those who have lost their lives due to hate crimes, commemorate the impact that LGBTQ+ individuals have had on our collective history, celebrate the progress made in the fight for equality and reaffirm our commitment to support LGBTQ+ rights.
Gen + The Trevor Project
We are excited to announce our new partnership with The Trevor Project, the leading organization working to end suicide among LGBTQ+ young people in the U.S. and beyond. The nonprofit operates several programs to help prevent and respond to the public health crisis of suicide among LGBTQ+ young people, who are particularly vulnerable to cyberbullying.
According to the most recent data from the Cyberbullying Research Center, more than half of LGBTQ+-identifying students have experienced cyberbullying at some point during their lifetimes. In addition, the CDC’s annual Youth Risk Behavior survey has consistently found that queer students, including transgender and non-binary students, are more than twice as likely than their heterosexual peers to be bullied online.
To combat these trends, Gen is teaming up with The Trevor Project to bolster the organization’s TrevorSpace platform, an affirming online community for 400,000 LGBTQ+ young people to safely share interests and make connections. Gen is also supporting the creation of an educational resource that speaks to how LGBTQ+ young people can stay safe online and how we can all promote more inclusive and welcoming digital spaces. We look forward to providing more details on this initiative over the next year.
Gen Team Pride Month Activations
During Pride month, Gen will co-host an employee Lunch & Learn with our PROUD employee resource group (ERG) and The Trevor Project. Gen teams will learn more about the urgency of The Trevor Project’s mission, get access to the latest data and insights on LGBTQ+ mental health and hear more about how support and affirmation for the LGBTQ+ community is crucial year-round.
Gen and PROUD will also host our third annual all-employee virtual Pride Parade, featuring a guest speaker from The Trevor Project.
Additionally, PROUD plans to offer a TED Talk discussion while WONDER, our women-focused ERG, is running an #IamRemarkable workshop on intersectionality.
The Social Impact team has set up an #AllInThisTogether Pride Challenge in our Giving Hub, hosted by Benevity, so that employees can learn, share and participate by taking actions each week to support LGBTQ+ people at Gen and in our community during Pride Month. Employees that complete the challenge will receive a reward to donate to their favorite cause. Employees will also get the chance to learn more about our corporate nonprofit partners – The Trevor Project, Out & Equal, and The Pride Forum in Czechia – and give to these and other causes supporting LGBTQ+ communities and vetted by our PROUD ERG.
These June activations are complemented by two recent employee training co-hosted with Out & Equal. The organization is renowned for its work to make the world’s workplaces as inclusive as possible for LGBTQ+ professionals. Out & Equal provided resources at the Nonbinary & Beyond training focused on pronoun usage and other nonbinary allyship topics. An additional training, on Intersectional Allyship at Work, took place to help employees develop a greater understanding of their own dimensions of diversity, learn what “intersectionality” is and expand their own capacity for allyship, through interactive and dynamic group exercises.
While we are happy to be celebrating Pride this June, we focus on equality year-round at Gen. We will continue to partner with high-impact nonprofits and will work within our own company walls to promote LGBTQ+ equity and inclusion.
Facilities that possess aboveground oil storage capacities exceeding specified thresholds, along with the potential for oil discharge to navigable waters or shorelines, are required by federal regulations to develop and implement a Spill Prevention, Control, and Countermeasure (SPCC) Plan.
While most facilities are aware of the need to include bulk oil storage containers in their SPCC plans, the inclusion of oil-filled equipment is often overlooked.
In this blog post, we will explore the importance of considering oil-filled equipment in your SPCC plan and shed light on its applicability.
What is Oil-Filled Equipment?
Oil-filled equipment is defined under 40 CFR 112.2 as equipment that includes an oil storage container (or multiple containers) in which the oil is present solely to support the function of the apparatus or the device. If the equipment has containers/reservoirs which contain oil and have a capacity of 55 gallons or greater, that equipment must be included in the SPCC plan.
Containment
According to the SPCC Guidance for Regional Inspectors, the definition of bulk storage container in §112.2 specifically excludes oil-filled electrical, operating, and manufacturing equipment (“oil-filled equipment”). Therefore, oil-filled equipment is not subject to the bulk storage container requirements in §§112.8(c), 112.9(c), and 112.12(c). However, oil-filled equipment must meet the general requirements of §112.7.
Oil-filled equipment must be provided with general secondary containment for the most likely spill scenario (§112.7) which can be defined as drips or leaks that can occur from equipment under normal operation. This could be a pint to a few gallons depending upon the rate and duration of the leak. General containment is not intended to contain the entire capacity of the reservoir.
Inspections
While the integrity testing requirements of §§112.8(c)(6) and 112.12(c)(6) are only applicable to bulk storage containers, EPA believes it is good engineering practice to have some form of visual inspection or monitoring for this oil-filled equipment to prevent discharges as described in §112.1(b) – see SPCC GUIDANCE FOR REGIONAL INSPECTORS, August 28, 2013.
Typically, it is recommended to inspect and maintain oil-filled equipment according to manufacturer recommendations. Oil-filled equipment should be included as part of a routine walk-around inspection of the facility.
The EPA has grouped oil-filled equipment into three categories:
OperationalElectricalManufacturing
The following provides descriptions and examples of these types of oil-filled equipment which you might find at your facility.
Operational/Mechanical
Oil-filled operational equipment means equipment that includes an oil storage container (or multiple containers) in which the oil is present solely to support the function of the apparatus or the device – see 40 CFR 112.2.
THINK RESERVOIR! Does the equipment have an oil reservoir? Is the reservoir 55 gallons or greater in capacity?
Examples of Oil-Filled Operational Equipment include:
Elevators – These reservoirs are usually located in equipment rooms which provide sufficient general secondary containment by concrete floor and walls.
Compressors – Oil lubrication and oil coolant reservoirs for large compressors.
Compactors – Large trash, box, or used automotive filter crushers can have hydraulic oil reservoirs.
Machining Equipment – Metal fabrication, manufacturing, and repair facilities can have equipment such as shears, brake presses, drills, or benders with oil reservoirs for operation or lubrication.
Generator – Working Oil Capacity – Typically, there are two oil containers associated with a generator:
Fuel tank (bulk container)Oil reservoir to lubricate the engineThe oil reservoir/crankcase on some very large generators can exceed 55 gallons in capacity and be subject to SPCC requirements for OFE.
Wind Turbines – can have gearbox oil volumes that exceed 55 gallons in capacity and be subject to SPCC requirements for oil-filled operational equipment. Containment is typically addressed with a contingency plan or equipment maintenance program for qualifying equipment.
Electrical
Electrical equipment such as transformers, circuit breakers, and switches can contain oil (mineral or dielectric) for cooling and electrical insulation. If the electrical equipment is large enough, the oil capacity can reach 55 gallons or more causing the equipment to be regulated as oil-filled operational equipment in your SPCC plan.
Transformers – are the most common electrical oil-filled equipment and can be either facility-owned or public utility owned. If they are facility owned, then the transformers must be included in the SPCC plan as oil-filled operational equipment and general containment must be provided.
Manufacturing/Process
Oil-filled manufacturing equipment stores oil only as an ancillary element of performing a mechanical or chemical operation to create or modify an intermediate or finished product. – see SPCC GUIDANCE FOR REGIONAL INSPECTORS, August 28, 2013.
THINK PROCESS OR CHANGE! The oil product flows through the equipment or is changed within the equipment.
Examples of Oil-Filled Operational Equipment include:
Mixing Tanks,Reaction Vessels,Phase Separators,Oil Heaters,Dryers,Knockouts, andVapor Recovery vessels.
By understanding the significance of oil-filled equipment and its inclusion in your SPCC plan, you can ensure compliance with federal regulations and effectively mitigate the risk of oil spills. Remember to consider operational, electrical, and mechanical equipment at your facility.
Also, remember to conduct regular inspections and maintenance according to manufacturer recommendations. By doing so, you can enhance the overall safety and environmental stewardship of your facility.
Do you have questions about oil-filled equipment and your SPCC plan? Antea Group is here to help.
To get answers to all your questions and for guidance in building your SPCC plan, reach out to our SPCC Plan Experts today!
About Antea Group
Antea®Group is an environment, health, safety, and sustainability consulting firm. By combining strategic thinking with technical expertise, we do more than effectively solve client challenges; we deliver sustainable results for a better future. We work in partnership with and advise many of the world’s most sustainable companies to address ESG-business challenges in a way that fits their pace and unique objectives. Our consultants equip organizations to better understand threats, capture opportunities and find their position of strength. Lastly, we maintain a global perspective on ESG issues through not only our work with multinational clients, but also through our sister organizations in Europe, Asia, and Latin America and as a founding member of the Inogen Alliance. Learn more at us.anteagroup.com.
June 27, 2023 /3BL/ – The Healthcare Plastics Recycling Council (HPRC) is excited to welcome Casella Waste Systems, Inc. as its newest member. Casella is the largest recycler and most experienced fully integrated resource management company in the Northeastern United States, providing solid waste collection and disposal, transfer, recycling, and organics services to more than 900,000 residential, commercial, municipal, institutional, and industrial customers.
“HPRC is pleased to welcome Casella as our newest member,” shared Peylina Chu, Executive Director of HPRC. “Casella’s mission to create value by renewing and sustaining our resources and environment complements HPRC’s goals and values. We’re looking forward to learning from their experience and collaborating on projects to advance the recyclability of healthcare plastics.”
Casella also provides professional resource management and consulting services to over 10,000 customer locations in over 40 states nationwide, including hospitals, medical manufacturers, medical packaging companies, life sciences, and pharmaceutical companies to customize resource management programs unique to the healthcare industry and their individual sustainability goals.
“Investments in infrastructure and creative resource management solutions allow us to help make the world a safer and more environmentally friendly place for current and future generations,” says Casella Chairman and CEO, John W. Casella. “Today, for every metric ton of greenhouse gas we emit through our operations, we prevent 4.8 metric tons of greenhouse gas emissions throughout the economy, through the recycling, energy, and carbon sequestration services we provide, which enables us to help advance HPRC’s mission and goals.”
HPRC is currently engaged in multiple initiatives aimed at enabling the recycling and circularity of healthcare plastics, including research into advanced recycling technologies to recycle mixed-stream healthcare plastics; a study of reverse logistics processes for collecting, segregating, and preparing healthcare plastic waste for transport; and design guidance to improve the recyclability of medical packaging and products.
About HPRC
HPRC is a private technical coalition of industry peers across healthcare, recycling, and waste management industries seeking to improve the recyclability of plastic products within healthcare. Made up of brand-leading and globally recognized members, HPRC explores ways to enhance the economics, efficiency, and ultimately the quality and quantity of healthcare plastics collected for recycling. HPRC is active across the United States and Europe working with key stakeholders, identifying opportunities for collaboration, and participating in industry events and forums. For more information, visit www.hprc.org and follow HPRC on LinkedIn.
About Casella
Casella Waste Systems, Inc., headquartered in Rutland, Vermont, is the Northeast’s largest recycler and most experienced fully integrated resource management company. Founded in 1975 as a single truck collection service, Casella has grown its operations to provide solid waste collection and disposal, transfer, recycling, and organics services to more than 900,000 residential, commercial, municipal, institutional, and industrial customers throughout the Northeast, and professional resource management services to over 10,000 customer locations in more than 40 states.
Quest proudly fosters an inclusive workplace where all of our colleagues feel supported to bring their whole selves to work. Leaders and employees at many of our lab facilities have worked together to develop initiatives to celebrate inclusion and diversity through sharing their diverse backgrounds, nationalities, traditions, and observances. Following are some examples of how personnel in our labs—one in New Jersey and another across the country in California—created initiatives together, showing inclusion in action.
Quest’s newest lab reflects many cultures and heritages
Our new 250,000-square-foot flagship lab in Clifton, NJ, one of the largest globally, is equipped with a mother’s room, nondenominational prayer room, and all-gendered bathrooms. On a suggestion by VP Santiago Galvez, Clifton employees rallied to make the space their own with a display of national flags depicting the 20+ countries represented by the colleagues who work on-site.
“The flags represent the diversity we have in the East Region and the important commitment we have made to building an inclusive environment for everyone.”
Miguel A. Aldana
Director, Lab Operations, East Region
West Hills lab creates a tapestry of welcome
Colleagues at Quest Diagnostics in West Hills, CA also developed initiatives based on their unique perspectives to celebrate one another’s diversity of cultures and ideas.
Each employee customized artistic handprints to represent themselves and their lives, helping colleagues get to know one another on a more personal level. Of 120 employees on-site, 100 have participated—with new employees continuing to contribute.
The West Hills Specimen Management department proudly displays a mural entitled, “Diversity: Accomplishment has no color.” The mural shows a world map with photos of employees’ faces posted on their countries of origin, as well as characters around the map wearing traditional cultural attire.
“There’s always common ground… We all strive to feel needed, wanted, and welcomed… When I was presented with this opportunity to celebrate inclusion and diversity, I accepted the challenge…to show respect and celebrate all my coworkers.”
Grace Dominguez
Specimen Processing Trainer
HOUSTON, Texas, June 27, 2023 /3BL/ – The National Diversity Council (NDC) provides the following statement in anticipation of the pending U.S. Supreme Court decision that may impact affirmative action in admissions for higher education institutions nationwide and the latest legislation passed in Florida affecting funding for diversity, equity and inclusion initiatives in higher education.
For more than 40 years, higher education institutions have considered race as one of multiple factors in the admissions process.
“Race-conscious admissions programs have effectively enhanced diversity in colleges and universities across the United States and advanced greater opportunity for all,” said Anika Rahman, CEO of the National Diversity Council. “Any change to this policy will have devastating implications for academia, the corporate sector and our society.”
By the end of June, the U.S. Supreme Court is expected to issue its decisions in the Students for Fair Admissions, Inc. (SFAI) v. President and Fellows of Harvard and the SFAI v. University of North Carolina cases.
“Regardless of the outcome of this decision, the National Diversity Council will continue to advocate for diversity, equity and inclusion (DEI) in higher education and beyond,” said Rahman. “DEI is an essential pillar of a just society.”
The NDC and its affiliate, the Florida Diversity Council, have additional concerns about Higher Education Bill SB-266, signed recently by Gov. Ron DeSantis, and due to become effective on July 1st. The law prohibits expenditures by any member of the Florida College System on programs and campus activities that advocate for diversity, equity and inclusion.
“We are especially concerned about anti-DEI efforts in Florida, because this state has the third largest Latino population in the nation, with one-third of its public colleges and universities designated as Hispanic-serving institutions,” said Rahman.
“As a nation, we must address and respond to the structural barriers that have systematically impacted marginalized communities, limiting their access to higher education and future opportunities for full participation in the workforce,” said Rahman. “DEI in higher education promotes greater levels of cultural awareness and decreases inequities while enhancing representation, knowledge-sharing and diversity of thought across different backgrounds and lived experiences,” she added.
The work of the National Diversity Council and its various state affiliates is critical to advancing DEI. “We are committed to providing our partners with the resources and tools to move the needle in the evolving DEI landscape,” said Rahman.
About The National Diversity Council
A non-profit organization committed to fostering a learning environment for organizations to grow in their knowledge of diversity. The council affords opportunities for organizations to share best practices and learn from top corporate leaders in the areas of diversity, equity and inclusion. More information about the National Diversity Council is available at: www.nationaldiversitycouncil.org.
Media Contact:
Kamaria Monmouth
Sr. Communication Specialist
National Diversity Council
kamaria.monmouth@nationaldiversitycouncil.org
###
As a Jamaican-Canadian and first-generation law student, entering the legal profession seemed financially insurmountable for Joshua Wallace.
Now poised to graduate next year from the Lincoln Alexander School of Law at Toronto Metropolitan University, Wallace cites the Enbridge Legal Services group’s financial and mentorship support as instrumental in his academic journey.
“For countless diverse students, including myself, Enbridge has facilitated our process of assimilation to the legal community while fostering a space that valued our unique identities and perspectives,” says Wallace, one of two recipients in 2022 of the Enbridge Award for Black Law Students.
Joshua’s journey reflects the Enbridge view that talent development is a long-term investment starting at the high school and university levels.
In 2021, the Diversity, Equity Inclusion (DE I) council of Enbridge’s Legal Services group developed a mentorship program for Black and Indigenous first-year law students in schools across Ontario.
“It’s a wonderful experience to mentor students who come from humble beginnings, haven’t had a lawyer in their family, don’t have a network,” says Guri Pannu, Senior Legal Counsel at Enbridge, who recently discussed the initiative on CTV’s This Hour program.
“Some of these students are now working at the biggest law firms in the country.”
The Legal Mentorship Program welcomed a cohort of 15 students in its inaugural 2022-23 year. Each was assigned an Enbridge lawyer as a mentor while also receiving group mentorship and guidance throughout their first year of law school.
The program will be expanded to Alberta for the 2023-24 scholastic year.
The program is the brainchild of Luanda Campbell, campus recruitment advisor in Enbridge’s Human Resources and Talent Acquisition team, for whom the initiative is a passion informed by past trauma and the injustice her child experienced at an impressionable age.
During that recent CTV’s This Hour discussion on race and racism, Luanda recounted the racial profiling she experienced when Toronto police mistakenly raided the home she shared with her mother and then-four-year-old daughter.
“They were searching for a suspect in a crime, and we got targeted as the only black family in the neighborhood,” says Campbell, describing the experience as “terrifying.”
Sharing this account with Enbridge colleagues in the wake of the George Floyd tragedy provided the initial spark for Campbell to establish the mentorship program with colleagues Stephanie Lovering and Megan Smith.
“Luanda’s vulnerability has shown me the need for programs like this that actively reach into the community, offer support and find talent,” says Lovering.
“I would say to our students that nobody should have to go through these experiences, or through trauma; but we can use that to help make positive change for others,” says Campbell.
Poignantly, Campbell saw how an ordeal early in life inspired her own daughter to drive positive change and tolerance though pursuing her own legal career.
“In her (law school) application letter she stated the reason she wanted to pursue a career in law was to be a voice and advocate for those who are voiceless and can’t advocate for themselves,” she says.
“It was a powerful moment for me as her mother, to see things coming full circle.”
Our planet continues to face a desperate climate emergency, sparking renewed calls for urgent action from the global population for a greener, more equitable future.
That’s why this year’s theme for Earth Day is no different than the last: “Invest in our Planet.” Now.
It calls on governments, institutions, businesses and communities to reflect on and consider the impact they make on the planet every single day.
It’s no secret that human activity has prompted the loss of biodiversity, depletion of species, a mass of pollution contributing to global warming, loss of trees from agriculture, overconsumption of meat and fish, unsustainable travel, excessive energy use… the list goes on.
Businesses cannot ignore the benefits of investing in the green economy and are adapting to ensure they are more sustainable throughout their entire operations, focusing on Environmental, Social and Governance (ESG) standards to align with the climate agenda and ensure a just transition.
You might be thinking, “How can I support Earth Day?”
Earth Day, the world’s largest environmental movement, which first started in 1970, has devised avaried itinerary in which populations are urged to push for:
Climate literacyGrow more treesSupport sustainable fashionBanish plastic pollutionAttend a beach clean upVote to save the earth
There is further information and petitions online to support the above pledges on the Earth Day website.
What else should you know about the climate emergency’s impact on our global population?
Over the past decade, the climate crisis has affected around one in seven people, according to the Red Cross, with 86 per cent of all disasters attributed to extreme weather conditions, from heatwaves to storms.
Hazardous weather and climate-related events during this ten-year period have caused disasters around the globe, including 1,100 deaths in Pakistan due to record-breaking floods and a severe food crisis in parts of Africa.
It has been predicted that by 2050, Britain will be 50 per cent more likely to experience hot summers, which could triple the number of heat-related deaths to approximately 7,000 each year.
Last year, Acre published a blog about Earth Day 2022 and discussed the necessary steps that are needed to be taken by the government, businesses and consumers. Those same steps are still relevant to effect change.
How does all this fit in with the Paris Agreement on Climate Change?
A legally binding agreement was signed by 174 countries and the European Union on Earth Day in 2016. Those who signed the Paris Agreement pledged to develop policies and plans to limit global temperature rises to below 2°C above pre-industrial levels.
One of its commitments was to ensure developing and climate-vulnerable countries received help to achieve the same goals, via practical and financial help from industrially developed countries.
As many as 93 per cent of people most impacted by climate disasters live in low-resource countries that contribute the least to climate change.
Progress is monitored by the UN Climate Change Conference of the Parties (COPs) every year, aiming to keep global efforts on track to meet the target. To date, some progress has been made on global emission reduction targets, but despite this small feat, the temperatures are on track to rise above the 2°C target, hence mounting pressure for urgent action and the need for global days to reiterate this.
Earth Day shouldn’t just fall on one day, though, if the planet is to be thrown the lifeline it deserves– collaboration, innovation, solutions, and action need to be dominating the conversations more frequently to ensure sustainability sits at the top of every single agenda.
Without the health of the planet, the human race will, quite simply, be obliterated. Yet ironically, humans are the ones armed with the knowledge and tools to save the world as well as themselves.
About Acre
At Acre, we work with the most aspirational businesses with potential to make real change; from those who are just starting out to those who are well on the journey to crafting a legacy.
Our 18 years’ experience in sustainability recruitment, combined with our extensive global network, enables us to provide talent solutions that are designed to deliver this change.
Through our unique behavioural assessment technology, we understand the types of people, skills and behaviours required to create impact. We can develop these qualities within your existing teams too.
We find talented people and develop their skills to ensure they make a true impact in ambitious, progressive organisations.
Acre. Making companies ready for tomorrow.
Lenovo has increased its investment in renewable energy, tripling its solar energy generation since FY 2018/19.Lenovo’s early adoption of science-based targets resulted in its inclusion in the first group of companies to have both its near-term 2030 targets and 2050 net-zero targets validated by the Science Based Targets initiative.Lenovo’s global philanthropy efforts have grown again this year, resulting in more than US$30M in charitable impact for communities around the world (investments of funds, product, and estimate of volunteer time) and impacting more than 16 million lives.Lenovo’s global supply chain increased its ranking this year, reaching #8 in Gartner’s Top 25 Global Supply Chains.
June 27, 2023 /3BL/ – Today, Lenovo (HKSE: 992) (ADR: LNVGY) published its 17th annual Environmental, Social and Governance (ESG) Report, further demonstrating its commitment to being a responsible corporation around the world with a focus on building a sustainable planet, promoting inclusion, and closing the digital divide. In the new report, the global technology powerhouse reported its increased investment in solar energy, tripling generation since FY 2018/19 driven by solar energy installations at factories and offices around the world. The company also increased its philanthropic investment, measuring nearly US$30M in philanthropic investments resulting in more than 16 million people impacted through global programs and partnerships.
“As a global company, we have seen the impact of climate change on our stakeholders and feel the urgency to combat it together” said Yuanqing Yang, Lenovo’s CEO and Chairman. “In the last fiscal year, we were proud to affirm our commitment to reaching net-zero emissions by 2050 with net-zero targets validated by the Science Based Targets initiative (SBTi) and their first-of-its-kind Net-Zero Standard.”
Click to launch and explore an interactive map of Lenovo’s global ESG impacts.
Lenovo’s leadership in sustainability was bolstered this year when it became one of the first group of companies to have net-zero targets validated by the Science Based Targets initiative. The company is on-track to meet its near-term emissions reduction targets for 2030, including reducing Scope 1 and 2 greenhouse gas emissions by 50% and Scope 3 emissions intensities by 66.5% from purchased goods and services, 35% from sold products, and 25% from upstream transportation and distribution. Lenovo is collaborating with suppliers to reduce its Scope 3 (value chain) emissions, traditionally the largest category of emissions and the most difficult to track in a complex, global supply chain.
Lenovo is building on its tradition of holistic innovations that increase the sustainability of its products and services. In FY 2022/23 Lenovo continued its transition to a circular economy by continually increasing the number of products that integrate ‘closed loop’ recycled content that comes from end-of-life IT and electronics. Lenovo reported nearly 300 products (298) that included recycled plastic content from end-of-life IT and electronics. As an example, the ThinkPad X1 laptops launched at CES 2023 include up to 97% Post Consumer Content (PCC) plastic in the battery enclosure and up to 95% PCC plastic in the speaker enclosures and AC adapter.
Lenovo’s workforce is industry-leading1 in gender inclusion, with 37% women in its overall population and 28% women in technical roles. Lenovo’s efforts to advance women have been recognized through inclusion in the Bloomberg Gender-Equality Index for the fourth time as the company pursues its goal to reach 27% women executive representation by 2025 (current 21%). Lenovo’s values of diversity and inclusion are practiced through 17 employee-led resource groups in offices and regions around the world. The groups are customized for the unique needs across a location’s diversity segments, with specific groups for today’s workforce, from early career talents (Rising Employees At Lenovo) to groups supporting parents in the workplace and career development for people from underrepresented backgrounds. Lenovo’s workforce inclusion initiatives have been recognized by Forbes, the Disability Inclusion Index, and the Human Rights Campaign’s Corporate Equality Index.
In FY 2022/23, Lenovo’s global philanthropy efforts driven by the Lenovo Foundation grew year-on-year, resulting in more than US$30M in charitable impact for communities around the world (investments of funds, product, and estimate of volunteer time). The Foundation’s focus has been on empowering underrepresented populations by helping them access technology and STEM education through strategic partnerships, programs like the TransforMe Skilling Grant Round, and employee volunteerism like the Love on Month of Service.
While Lenovo continues its journey to net-zero and works toward more inclusive workplaces and communities, the company is focused on governing its global operations with the highest standards of ethics and compliance. Lenovo’s global supply chain increased its ranking this year, reaching #8 in Gartner’s Top 25 Global Supply Chains. Furthermore, Lenovo’s ESG programs have been recognized by CDP (Carbon Disclosure Project), MSCI (Morgan Stanley Capital International), and the Hong Kong Institute of Certified Public Accountants.
This is Lenovo’s 17th annual ESG Report, covering the Fiscal Year 2022/23 (April 1, 2022 through March 31, 2023).
To find out more about Lenovo’s ESG global and local impacts, explore the interactive map here.
About Lenovo:
Lenovo (HKSE: 992) (ADR: LNVGY) is a US$62 billion revenue global technology powerhouse, ranked #171 in the Fortune Global 500, employing 77,000 people around the world, and serving millions of customers every day in 180 markets. Focused on a bold vision to deliver smarter technology for all, Lenovo has built on its success as the world’s largest PC company by further expanding into growth areas that fuel the advancement of ‘New IT’ technologies (client, edge, cloud, network, and intelligence) including server, storage, mobile, software, solutions, and services. This transformation together with Lenovo’s world-changing innovation is building a more inclusive, trustworthy, and smarter future for everyone, everywhere. To find out more visit https://www.lenovo.com, and read about the latest news via our StoryHub.
1As determined by internal competitive benchmarking within the technology industry.