Tag: 3BL

In today’s fast-paced and demanding work environment, mental health challenges have become prevalent. Recognizing the importance of supporting employees who might be struggling with their mental well-being, throughout the first quarter of 2023 at all Whirlpool Corporation US manufacturing sites, Mental Health First Aid (MHFA) training was offered to emergency responders, salaried leaders, onsite clinics, health coaches and HR teams. This initiative has gained tremendous momentum, with over 20 classes conducted and more than 400 team members receiving MHFA training.

This new company-wide training was started when two operations managers at Whirlpool Corp.’s Findlay, Ohio manufacturing facility embarked on a journey to learn new skills to help their team members. With assistance from their local NAMI (National Alliance on Mental Illness) chapter, Kegan Wise and Amy Doroff turned to Mental Health First Aid (MHFA) training. This comprehensive program equips individuals with the tools to support and de-escalate those facing mental health issues.

Kegan and Amy enrolled in an 8-hour MHFA training course that gave them a better understanding of common mental health conditions, including depression, anxiety disorders, substance abuse, and psychosis. They learned practical strategies to approach individuals in crisis, offer initial help, and guide them to appropriate professional resources.

I recently had a discussion with one of our team members about mental health. They had been struggling and needed someone to talk to,” said Wise. “The Mental Health First Aid training that Whirlpool provides taught me to Assess, Listen, Give support and information, Encourage professional help, and Encourage other support, (ALGEE).”

Impressed by the impact of MHFA training on their own abilities, Wise and Doroff brought the initiative to the attention of Findlay plant lead Kristin Day and Senior EH&S Manager Jeff Linstedt. Recognizing the value of prioritizing mental health in the workplace, the plant leadership embraced the initiative wholeheartedly. By the end of 2022, Findlay had successfully trained their emergency responders, salaried superintendents, and onsite clinics.

The success in Findlay didn’t stop there. Manufacturing leadership, led by Dale Laws and Monica Brown, recognized the potential of MHFA training and brought the initiative to the corporate benefits team. This team, led by Corp. Benefits Senior Manager, Liz Fahner partnered with leaders with Monica and Dale and adopted MHFA training under the umbrella of Whirlpool Corp.’s Be*well program and coordinated MHFA training at all other sites across the United States.

“Mental health is an important focus for how we can support employees,” said Tonya Finley-Gaskill. “Our aim is to provide comprehensive tools and support for our employees, with a particular emphasis on mental health, and the inclusion of unique perspectives of our employee resource groups (ERGs) helps raise awareness, reduce the stigma surrounding mental health, and identify signs for timely employee support.”

Whirlpool Corp. sites are experiencing the impact of the training. Leaders like Jeff Jones in Cleveland, TN have shared inspiring stories of how they applied what they learned during the training to support an employee and prevent a potentially more severe outcome. These anecdotes highlight the power of MHFA training in creating a supportive and empathetic work environment.

“Helping someone through a mental health crisis requires patience, empathy, and an open mind,” said Jones. “It’s about reminding them that they are not alone, that it’s okay to ask for help, and that they are heard and valued.”

The expansion of MHFA training to all the company’s US sites demonstrates the commitment Whirlpool Corp. has made to prioritizing employee well-being. Whirlpool’s Be*well initiatives take a proactive approach to addressing mental health concerns, and in turn, contribute to a healthier workforce.

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Tuesday, June 20 at 1 PM ET / 12 PM CT / 11 MT / 10 PT

Register Now

Too often, nonprofit organizations in their early phases are left out of funding or support opportunities due to their budget size, length of operations, or small staff. Taproot doesn’t believe in these restrictions. In fact, our staff members and volunteers are uniquely positioned to provide advice and resources for early-stage organizations building their IT, HR, marketing, business strategy, operations, and finance infrastructure for the first time.

During this free, one-hour webinar on Tuesday, June 20, Taproot’s Nonprofit Success Coach and Senior Director of Community Engagement will dig into: 

Why Taproot’s services are a perfect fit for start-up nonprofits looking to elevate their work Volunteer consultations and projects in marketing, tech, HR, strategy, operations, and finance that we’ve seen be especially impactful for early-stage organizations How to connect with support from Taproot’s community of 150,000+ skilled volunteers 

Register now to join this nonprofit webinar! And invite friends or colleagues—Taproot’s services are free to use and open to all mission-driven organizations, regardless of budget or staff size. We’ll save time for live Q&A, so you’re encouraged to attend live! If the timing doesn’t line up with your schedule, sign up anyway and we’ll share the recording with you as soon as it’s available. 

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This is a free Taproot Foundation event. Taproot Foundation is a US-based nonprofit that gets social good organizations the resources they need, for free, through connections with talented, passionate volunteers. If you are interested in joining Taproot’s community, create your profile on Taproot Plus.  

ST. PAUL, Minn., June 14, 2023 /3BL Media/ – We are excited to announce that Elizabeth Beck has recently joined Antea Group USA as a Senior Consultant and will lead our Climate Change Advisory service line.

Elizabeth has over 15 years of experience building corporate sustainability and climate risk management programs to reduce impact and drive ESG performance. She holds a bachelor’s degree in geology and biophysics from the University of Southern Indiana and a master’s degree in geography from Murray State.

Elizabeth comes to Antea Group from CenterPoint Energy, a Fortune 500 investor-owned utility, where she served as the Director of Corporate Sustainability, accountable for the development of GHG Inventories, decarbonization target setting, and corporate sustainability reporting. In this role, she also was the primary company liaison for all ESG discussions with investors, non-governmental agencies, trade associations, stakeholder groups, and internal resources.

“Elizabeth’s depth of experience in the corporate sustainability and decarbonization space is exactly what Antea Group needs as our clients build programs and policies to support their corporate goals and targets,” shared Nate Kimball, Sustainability Practice Leader. “Emerging regulations in the US and Europe, as well as other countries around the globe, will increase the rigor and complexity of corporate carbon accounting and target setting, both areas where Elizabeth has demonstrated successful leadership over her years in the energy sector.”

Elizabeth is based in Indiana.

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 Here

On May 16-17, almost 200 delegates gathered at the Dynamic Earth venue in Edinburgh, Scotland to dive into constructive conversations on water stewardship at the Alliance for Water Stewardship (AWS) Forum. Among the delegates was a group of 10 representatives of the Inogen Alliance, who are thrilled to share their insights with you.

The 2023 AWS Global Water Stewardship Forum opened with key messages and takeaways from the UN Water Conference in New York. While it was a once in a generation opportunity to galvanise energy and investments for a secure water future, many felt there was a lack of actionable items resulting from the event and noted the lack of strong commitments from the global governments towards global and local action on water stewardship. In this opening session we heard from influential global water initiatives on what we can do to use the momentum from the UN Water Conference to build mutually supportive relationships in pursuit of SDG6 and strengthen water governance.

The day continued with an interactive session fostering the renewed spirit of collaboration and collective ambition emerging across the water stewardship community as a consequence of the UN 2023 Water Conference. This discussion brought forth one of the biggest themes for the Forum – the idea of ‘convergence’. We discussed the architecture of water stewardship and the strength of existing initiatives and frameworks, and focused on ways we can use the foundation already laid to become more effective in our actions. As we move from collaboration towards alignment in goals, principles, approaches, and language, we will be able to achieve convergence on effective, scalable actions. In many ways, the water stewardship community has reached a critical mass in terms of public buy-in and available funding – the conversation surrounding water stewardship has already shifted towards action. The goal now is to simplify and consolidate water stewardship in the world of increasingly complex science, reporting frameworks, and stakeholder expectations.

We closed the first day of the Forum with practical perspectives on implementing the AWS Standard. Corporate leaders in water stewardship shared lessons learned, best practices, and tips for achieving AWS certification. According to Ashish Bhardwaj, Regional Point of Contact, AWS India, “Sometimes there are small industries that don’t have the resources and capacity to carry out all this work by themselves, and that’s where the role of AWS accredited consultants becomes very important.”

Some of the shared lessons included keeping things simple, building on existing water stewardship initiatives and programs, developing a strong action plan/roadmap, and finding opportunities to implement projects with add-on climate, biodiversity, and social benefits. The leading best practice, however, was making sure you have strong documentation procedures in place – sometimes, the biggest impacts are found in the simplest solutions.

On Day 2, we were back at Dynamic Earth bright and early, ready for another day of valuable discussions, collaboration, and learning. We began the second day with a dive into the AWS Standard review and revision process. Delegates had a chance to learn how the AWS approaches the revision process, when and where feedback is solicited, and we now eagerly await the next version of the Standard in 2025. We then heard from three organisations working at the interface of water and climate, discussing opportunities for the next iteration of the AWS Standard to strengthen the climate action agenda. Water practitioners know that water stewardship is a path to climate resilience, but we need to communicate this to governments and financial institutions. As consultants we can help bridge the gap which often arises between ‘policy’ and ‘delivery’’ levels, and between various sectors, such as private and public, with the scope of facilitating the implementation of granular and tangible actions.

We then got a chance to roll up our sleeves and put our thinking hats on as we heard about proposed changes to the Standard to revise certification requirements that could better enable certification at scale. A lively group discussion ensued, and we got to see the concept of “Scenius” in action as global water practitioners engaged in discourse and collaboration to gather feedback for AWS on the proposed changes.

In the afternoon, we heard from another group of AWS Members, who shared their experiences and knowledge on implementing water stewardship in their supply chains. Businesses and consultancies operating across multiple business sectors shared their experiences from developing and implementing water stewardship strategies across supply chains. Group discussions touched on the importance of making the business case for water and leveraging multi-sectoral collaborations and groups. The interactive discussion was followed by an illuminating session on data and technology’s role in enabling action. Data informs when, where, and how water stewardship initiatives can blossom. Emerging and existing technology can be leveraged to greatly accelerate and accentuate the impact of initiatives and interventions. We learned the many ways to use data and technology to optimize water stewardship decision-making and action.

We closed out our last day with reflections on the Forum and looking forward to what is next. We reiterated the need to continue fostering inclusivity both within the water stewardship community and as we engage and communicate with local communities and stakeholders. We need to build capacity and extend this to regulatory/governing bodies if we are going to achieve critical mass towards scalable global action. As Beatrice Bizzaro, Project Manager HPC Italy, Inogen Alliance Water Working Group Lead puts it, “Based on all the global goals and objectives that we have set, we need to work on bridging the gap and finding local targets and local actions that can really get these global goals moving on a local scale.” There are numerous global goals and commitments set forth and the need to translate them into local, granular actions is becoming an imminent need– this is where we can step in to help guide the path forward.

Inogen Alliance is a global network made up of dozens of independent local businesses and over 6,000 consultants around the world who can help make your project a success. Our Associates collaborate closely to serve multinational corporations, government agencies, and nonprofit organizations, and we share knowledge and industry experience to provide the highest quality service to our clients. If you want to learn more about how you can work with Inogen Alliance, you can explore our Associates or Contact Us. Watch for more News & Blog updates here and follow us on LinkedIn. 
 

June 14, 2023 /3BL Media/ – SkysTheLimit.org, a leading nonprofit organization dedicated to empowering underrepresented entrepreneurs, is thrilled to announce its participation in Juneteenth celebrations in Tulsa, OK. As part of the Town Business: Tulsa Juneteenth Weekend, Sky’s the Limit will connect those interested in starting a business with resources, mentorship, and funding opportunities.

At the Town Business Juneteenth Panel Discussions: Education + Career Exploration event on June 16, 2023, visitors will have the opportunity to learn more about Sky’s the Limit’s comprehensive programs and initiatives, equipping entrepreneurs with the tools and knowledge needed to succeed in their respective industries. By providing mentorship from experienced professionals, access to a robust network of industry leaders, and valuable educational resources, the organization empowers entrepreneurs to overcome challenges and build thriving businesses.

“The Juneteenth events in Tulsa are a vibrant celebration of freedom, unity, and cultural heritage. They serve as an important platform for raising awareness about the challenges faced by African Americans throughout history and in the present day. Sky’s the Limit is dedicated to fostering entrepreneurship and economic empowerment and committed to creating equitable opportunities and driving positive change within the Black community,” said Laura Plato, Chief Operating Officer at Sky’s the Limit.

Diverse entrepreneurship plays a vital role in driving innovation, economic growth, and social progress. By supporting underrepresented entrepreneurs, Sky’s the Limit aims to dismantle systemic barriers and create a more inclusive business landscape that reflects the rich diversity of talent and ideas within society. Founded with a vision of creating equal opportunities for all, Sky’s the Limit strives to bridge the gap in access to resources, mentorship, and funding that often hinders aspiring entrepreneurs from reaching their full potential.

With a deep commitment to community engagement, Sky’s the Limit actively collaborates with local partners, organizations, and events by offering opportunities for traditionally marginalized entrepreneurs – typically those who identify as LGBTQIA+, BIPOC, women, veterans, disabled people, and people from low-income backgrounds – to connect with mentors to come together to foster, grow, and shape modern and future enterprise.

Join Sky’s the Limit for the Town Business Juneteenth Panel Discussions: Education + Career Exploration event on June 16, 2023 at 11:00 am CT, at the Big 10 Ballroom located at 1624 E Apache St. Sign up here. 

Be part of unlocking the potential of underrepresented entrepreneurs and building a more equitable and prosperous future for all. For more information about how to get your company involved in mentoring, please visit skysthelimit.org/partnerships.

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

In a drive for collective action towards creating equitable, transparent, and deforestation-free leather supply chains, the global non-profits Textile Exchange and Leather Working Group have launched the Deforestation-Free Call to Action for Leather. The Deforestation-Free Call to Action for Leather is a cross-sector initiative aimed at galvanizing action from brands to end the deforestation and conversion of natural ecosystems linked to leather sourcing. In doing so, it looks to protect wildlife habitat and biodiversity, preserve carbon stocks, and protect human rights.

Cattle rearing is considered to be one of the most significant drivers of deforestation. It is also a major contributor to the conversion of natural ecosystems such as grasslands and savannahs. While beef production is the primary reason for cattle farming, the leather industry has an important opportunity to drive change. Currently, the industry is at varying stages of tackling deforestation and conversion.

Leather is a key material in many of Tapestry’s brands’ iconic styles and designs – it’s undeniably an important part of the company’s business. Because of the importance of leather to Coach, kate spade and Stuart Weitzman, Tapestry is committed to supporting verified deforestation and conversion-free leather supply chains. The Textile Exchange’s Call to Action for Leather initiative advances the critical industry transformation that results in traceable deforestation and conversion-free hides becoming the market standard for the leather industry. Furthermore, this commitment aligns with work already underway at Tapestry, with likeminded brands and leading nonprofits, to support initiatives that minimize leather’s impact on natural resources.

Tapestry is already working towards this by aiming to achieve 95% traceability and mapping of raw materials to ensure a transparent and responsible supply chain by 2025.

Tapestry’s commitment to the Call to Action is complementary to the company’s existing approaches, goals, and workstreams related to responsible leather supply chains. Tapestry is proud to join other brands publicly committing to develop and adopt solutions to ensure that leather is not contributing to deforestation and land conversion. This collective action has the potential to spur industry transformation by aligning brands and the leather industry on a common roadmap for achieving this goal. 

The initiative sets meaningful expectations for brands and provides tools and guidance to support them. The guidance was created in consultation with WWF, the National Wildlife Federation (NWF), and the Accountability Framework initiative (AFi).

The Deforestation-Free Call to Action for Leather is now open for brands to join. Early signatories making the commitment include adidas, American Eagle Outfitters, Inc. (AEO), AllSaints, Arezzo&Co, BMW Group, Capri Holdings, H&M Group, Icebug, Kering, Mango, Marks & Spencer, PUMA, Range Revolution, Reformation, Roots, R.M. Williams and Tapestry.

Cattle farming practices cannot be transformed overnight. Collaboration and alignment among the many stakeholders in the leather and beef industries are critical to driving change on the ground and delivering the outcomes of the Deforestation-Free Call to Action for Leather.

Tapestry encourages companies to learn more. Email the Textile Exchange: C2A@textileexchange.org or the Leather Working Group: chainofcustody@leatherworkinggroup.com

As published in Qualcomm’s 2022 Corporate Responsibility Report

Our Company’s success is rooted in the hard work and dedication of our workforce. We’re a diverse group of employees from varied backgrounds, experiences, perspectives and ideas. We strive to be a workplace that reflects the world in which we do business. Our diversity helps us increase our global awareness, create an authentic sense of belonging and accelerates our ability to innovate. We will continue building an inclusive and equitable environment where everyone feels inventive, welcome, respected, valued and part of the team.

To that end, we have created interim goals that we aim to achieve on our way to creating a more diverse workforce. By 2025, we are committed to:

Increase representation of women in leadership21 by 15 percent, from a 2020 base year.Increase representation of URM22 in leadership by 15 percent, from a 2020 base year.Increase overall representation of URM by 20 percent, from a 2020 base year.

In 2022, we remained on track to meet our interim goals, making important strides by diversifying our talent pipeline and increasing development opportunities for our employees from diverse and historically underrepresented communities. Our efforts also include expanding our global hiring and recruiting practices as well as readying our current employees for advancement through education, training, encouraging stretch assignments and mentorship. We will also continue to engage across Qualcomm — particularly with leaders, managers and our eight employee networks — to achieve our goals.

Our DEI Policy highlights our promise to sustain a work environment that is inclusive, respectful and free of harassment, discrimination and retaliation. The policy also highlights our efforts to cultivate innovators who have varying backgrounds, ideas and points of view.

We’re proud to be recognized as a leader in inclusion and diversity. Our commitment to DEI includes providing equitable pay to our employees, promoting employee development, celebrating various heritage months and special days with our employees and building and sustaining collaborations with external organizations to provide resources and best practices to support our employees.

To build global momentum in DEI, we expanded our presence in Asia-Pacific and India. This increased representation of our DEI team translated into several successes. In June 2022, we joined The Diversity Charter in Germany, a corporate initiative to promote employee diversity in companies and institutions. The program aims to promote the recognition, appreciation and integration of diversity into Germany’s business culture.

In October 2022, our Company proudly sponsored — and our employees and their family members marched in — the Taiwan Pride Parade hosted by the Taiwan Rainbow Civil Action Association in Taipei. This is the largest Pride event in the APAC region and is an extension of our Company’s decades-long support for the lesbian, gay, bisexual, transgender, questioning/queer and others (LGBTQ+) community across the globe.

DEI is also a key part of our internal processes, including the annual employee review process. We train our managers on job-related performance assessment and bias avoidance, broadly gather feedback from managers and co-workers for annual performance evaluations, calibrate ratings across managers and provide performance feedback to our employees. Our open-door policy encourages employees to ask questions or voice any concerns they may have regarding their performance assessment or their compensation. In line with our transparency and open philosophy, we also organize interactive panel discussions around the annual review process to offer recommendations on how employees can advocate for themselves and provide insights into how fairness and equity are ensured throughout the process. Employees are encouraged to join these discussions and actively participate with questions and comments.

“Our employees and their values in the workplace are important to Qualcomm. We see diversity as an opportunity to showcase the talent and individualism of our employees. Being part of this association is extremely important for us and a step in the right direction to promote diversity, equity and inclusion throughout the Company and the world.”

Christian Block, Senior Vice President and General Manager RF Front-End, Qualcomm RFFE Germany GmbH

Learn more in Qualcomm’s 2022 Corporate Responsibility Report

Originally published in GoDaddy’s 2022 Sustainability Report

Data Security and Privacy

We make it safer for entrepreneurs to follow their dreams online.

We take data protection, security and privacy extremely seriously. Our customers trust us with their dreams, and we work to maintain that trust every day. The current cybersecurity landscape is challenging, and we’re proud of our proactive efforts to deliver exceptional privacy and security. We are committed to transparency, protecting user data and keeping up with an evolving regulatory landscape.

At GoDaddy, we take a cross-functional, risk- based approach to both user privacy and web security. There are several key roles involved in this approach:

The Audit and Finance Committee has primary oversight responsibilities of cybersecurity risks and data privacy and security matters. The Audit and Finance Committee provides quarterly updates to the Board of Directors on matters presented to the Audit and Finance Committee by the Chief Information Security Officer 
 The Chief Information Security Officer (CISO) oversees GoDaddy’s Information Security organization. The Information Security organization handles tasks such as security risk and assessment responsibilities, threat intelligence, incident response functions and product, enterprise and customer security. The CISO meets with the Audit and Finance Committee quarterly and provides updates to our entire Board at least annually. These updates include reviewing cybersecurity programs and risks, as well as discussing priorities, mitigation strategies, staffing and resources 
 Our Data Protection Office, which is run by our Privacy Officer, manages GoDaddy’s Global Privacy program. To ensure the Global Privacy program maintains a focus on privacy at the highest levels, it is verified each year through an independent assessment and is reviewed by the Audit and Finance Committee as part of the Company’s Enterprise Risk Management program 
 GoDaddy’s Trust Center Site houses all data protection, security and privacy resources in one easy location for our customers, offering them the resources necessary to help ensure that their information — and their customers’ information — is safe and compliant

Data Security

With the cyberthreat landscape growing and constantly evolving, we remain vigilant on securing data, avoiding breaches and addressing threats. These efforts span several areas:

Proactive Monitoring: We continuously check for vulnerabilities. To proactively prepare for new and emerging cybersecurity attack vectors, we research and monitor industry threats that could impact GoDaddy and our customers 
 Training and Internal Communications: All GoDaddy employees receive annual customer privacy and security training to preserve our high standards. We also send regular and timely alerts to employees to keep them updated on the latest security and privacy initiatives and activities at GoDaddy, as well as industry best practices 
 Intentional Development: Teams within GoDaddy’s information security organization collaborate to ensure security considerations are built into new products and services 
 Security Frameworks: We align with best practices by adhering to leading security frameworks, such as the National Institute of Standards and Technology (NIST) cybersecurity framework, Payment Card Industry Data Security Standards (PCI DSS), WebTrust, International Organization for Standardization (ISO) 27001 and System and Organization Controls (SOC) 2

Data Privacy

Trust and integrity form cornerstones of our customer relationships. To that end, we provide core privacy features to all our customers, and we do not sell customer information to third parties — ever.

Our Privacy Policy details our approach to protecting the personal data we collect, use, store and share. We care about the privacy of our customers and employees from around the world, which is why we apply a globally consistent approach to privacy and adhere to stringent privacy requirements, regardless of the location of our customers and employees. We remain committed to staying on top of evolving international regulations.

DATA PRIVACY CERTIFICATION 
In 2022, we refreshed our annual, independent TRUSTe LLC General Data Protection Regulation (GDPR) privacy program management validation for GoDaddy.

Privacy is an important component of all our products and services. We use the proactive Privacy by Design approach to ensure that privacy principles are considered during process design and throughout our entire engineering lifecycle. We assess opportunities to enhance data protection and to provide employees with supplemental education.

About This Report 
Unless otherwise noted, the GoDaddy 2022 Sustainability Report outlines our environmental, social and governance (ESG) strategies, activities, progress, metrics and performance for the fiscal year that ended on December 31, 2022. This report references the Global Reporting Initiative (GRI) Standards and includes select Sustainability Accounting Standards Board (SASB) Standards metrics for the Internet Media and Services sector.

GoDaddy is committed to regular, transparent communication about our sustainability progress, and to that end, we will share updates on an ongoing basis through our website and will continue to publish an annual Sustainability Report.

To learn more, please read our 2022 Sustainability Report.

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Global production of fish and seafood has quadrupled over the past 50 years, with aquaculture—the practice of fish and seafood farming—now outpacing wild catch fishing. Against this backdrop, consumer tastes and preferences for fish products are also changing—desiring not only optimal taste, but also more ethical and sustainable means of production.

To capture this change in consumer demand, Nova Scotia-based salmon farm Sustainable Blue has pioneered a new method of farming that optimizes the quality and sustainability of the breeding and nurturing process. With the assistance of Rockwell Automation (NYSE: ROK) and its system integrator, Fairfield Control Systems, and Blue Tech Systems, Sustainable Blue has integrated an advanced control solution to improve the water treatment and purity across its network of farms.

The focus for Rockwell and Fairfield Control Systems was on developing a standardized control system able to handle extreme situations in an easily maintainable control environment.

The control solution processes more than 5,000 tons of water every hour, using a recirculation aquaculture system (RAS), where water is recycled and reused after filtration to minimize water use.

The Rockwell process control system provides closed-loop control of environmental variables for each system, such as the temperature, pH levels, oxygen levels, and water pressure, and provides alarms to ensure issues receive prompt response.

According to Dr. Jeremy Lee, who serves as both technical director of Blue Tech and CTO of Sustainable Blue, the solution is “a big benefit for us in terms of morale as our team is passionate about sustainability. It helps us attract customers who care about the welfare of the fish and the impact on the environment.”

Learn more about the Rockwell control systems are helping Sustainable Blue operate on a self-sustaining basis—a unique feature in the industry.

BOULDER, Colo., June 14, 2023 /3BL Media/ – RMI announces FedEx and General Motors (GM) will each provide catalytic grant funding to drive innovative and equitable transportation infrastructure solutions at scale. Tackling the climate challenge requires speed and equitable implementation. The programs RMI, FedEx, and GM are collaborating on will focus on advancing research into electrification strategies and solution development from electric grid planning to EV charging infrastructure access. This primarily includes identifying EV charging solutions for residents of multi-family housing— streamlining the process to equitably deploy public and household EV charging—and building advanced grid planning tools to empower utilities and grid operators to effectively plan and invest in EV infrastructure.

“In this decisive decade, our efforts to mitigate the effects of climate change and electrify global transportation systems will be critical,” said Jon Creyts, RMI’s CEO. “To make this a reality, we’ll need radical collaboration between the private and public sectors and bold companies like FedEx and GM. Through their leadership and support of RMI, FedEx and GM demonstrate the proactive role corporations can play in accelerating the transition needed to help create a clean, prosperous, and zero-carbon future for all.”

As EV adoption continues to grow, there is an urgent need to build out significant grid infrastructure, including production and transmission, to meet the electricity demand from vehicles of all types. It’s also critical that charging infrastructure strategies be developed and implemented equitably, to ensure all communities reap the benefits of the energy transition.

However, there is a lack of research to inform the complex and dispersed decisions and investments needed. RMI’s deep analysis will help community stakeholders understand where charging deserts exist and predict EV power needs at the census-block level, arming decision makers with the information to quickly, effectively, and confidently upgrade the grid to meet increasing demands and equitably deploy accessible charging infrastructure.

This announcement reflects both companies’ commitments to accelerating transportation electrification: FedEx is working towards transforming its entire parcel pickup and delivery fleet to zero-tailpipe emissions vehicles by 2040, as part of its efforts to reach carbon neutral operations by the same year. GM has also committed to making its global operations and products carbon neutral by 2040. In June of 2022, FedEx had received its first 150 electric vehicles (EVs) from GM subsidiary BrightDrop and has since taken delivery of more than 400 units total.

“Fleet electrification is a key pillar of the FedEx roadmap to carbon neutral operations by 2040 and our commitment to deliver a more sustainable future for all,” said Mitch Jackson, FedEx Chief Sustainability Officer. “Our strategic investment in RMI’s research and their rigorous analysis of charging and grid infrastructure will provide key players in the electrification ecosystem with information needed to support a wide-scale transition to EVs.”

“GM envisions a world with zero crashes, zero emissions and zero congestion and we are committed to equitable climate action as we transition to an all-electric future,” says Kristen Siemen, Chief Sustainability Officer of GM. “Our continued support of RMI through GM’s Climate Fund aims to accelerate and expand access to EV charging infrastructure, closing equity gaps in the transition to electric vehicles and driving change at the community level.”

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About RMI

RMI is an independent nonprofit founded in 1982 that transforms global energy systems through market-driven solutions to align with a 1.5°C future and secure a clean, prosperous, zero-carbon future for all. We work in the world’s most critical geographies and engage businesses, policymakers, communities, and NGOs to identify and scale energy system interventions that will cut greenhouse gas emissions at least 50 percent by 2030. RMI has offices in Basalt and Boulder, Colorado; New York City; Oakland, California; Washington, D.C.; and Beijing.

About FedEx Corp.

FedEx Corp. (NYSE: FDX) provides customers and businesses worldwide with a broad portfolio of transportation, e-commerce and business services. With annual revenue of $93 billion, the company offers integrated business solutions through operating companies competing collectively, operating collaboratively and innovating digitally as one FedEx. Consistently ranked among the world’s most admired and trusted employers, FedEx inspires its more than 530,000 employees to remain focused on safety, the highest ethical and professional standards and the needs of their customers and communities. FedEx is committed to connecting people and possibilities around the world responsibly and resourcefully, with a goal to achieve carbon-neutral operations by 2040. To learn more, please visit fedex.com/about.

About General Motors

General Motors (NYSE:GM) is a global company focused on advancing an all-electric future that is inclusive and accessible to all. At the heart of this strategy is the Ultium battery platform, which powers everything from mass-market to high-performance vehicles. General Motors, its subsidiaries and its joint venture entities sell vehicles under the Chevrolet, Buick, GMC, Cadillac, Baojun and Wuling brands. More information on the company and its subsidiaries, including OnStar, a global leader in vehicle safety and security services, can be found at https://www.gm.com.