Existing approaches to climate change aren’t doing enough, especially when most of your emissions are stuck in your supply chain. Together, we can tap into data from every part of your business to measure, manage, and minimize the bottom-up carbon footprint of products across your value chain.
Find out more: https://www.sap.com/sustainability.html
COLUMBUS, Ind., May 19, 2023 /3BL Media/ – Global power technology leader Cummins Inc. and Heliox, a supplier of fast-charging solutions, have signed an agreement to provide both the sale and service of electric vehicle chargers in North America.
The collaboration marks a significant step forward in providing EV charging solutions for diverse markets and customers.
The agreement will bring both a mobile 50 kW DC charger, Mobile 50, and a stationary 180 kW DC charging system, Flex 180, to market. The Mobile 50 is an innovative, reliable solution that easily plugs into 480V AC wall sockets and can be used anywhere there is a compatible power source. Its portable design does not require fixed installation, which will save fleets thousands on infrastructure costs as they transition to battery electric vehicles.
The Flex 180 solution provides up to three dispensers capable of static, sequential, and dynamic charging for optimal flexibility in charging for fleet customers. Dispensing options can come in both plug and pantograph options for transit bus customers.
“We have a storied history of building innovative partnerships that combine strengths to create incremental value for our customers,” said Zach Gillen, General Manager of Cummins Sales and Service North America. “Our relationship with EV charging partners builds on this legacy, and we are excited to work together to better serve customers who rely on battery electric technology.
“It’s yet another step in our journey to Destination Zero,” Gillen added, referring to Cummins’ product decarbonization strategy. “Our collaboration with Heliox will deliver a reliable solution to support fleet customers in reaching their sustainability and emissions goals.”
Heliox CEO Michael Colijn is also excited about the agreement.
“We look forward to working with Cummins to accelerate their efforts to provide electric vehicle charging solutions for fleets,” Colijn said. “Charging infrastructure is a critical component in adopting electrified technology, and we’re proud to play a role in helping Cummins customers on their journey to zero emissions vehicles.”
The collaboration between Cummins and Heliox reinforces the companies’ shared commitment to supporting customers in the energy transition. Recently, Cummins launched Accelera by Cummins, rebranding its New Power segment, to bring zero emissions solutions to markets even faster.
Both EV charger products are available through Cummins’ North America distribution network. Cummins Sales and Service, North America has the experience to deliver fast, high-quality repairs and planned maintenance for EV chargers as it does for power generation products and EV powertrains today throughout its more than 180 service locations in North America.
WASHINGTON, May 22, 2023 /3BL Media/ – A color-changing lizard, a thick-thumbed bat, a poisonous snake named after a Chinese mythological goddess, an orchid that looks like a muppet, and a tree frog with skin that resembles thick moss are five of the 380 new species described by scientists in the Greater Mekong region of Southeast Asia in 2021 and 2022, according to a new report released today by WWF. With many of the species already under threat of extinction from human activities, WWF is calling on governments in the region to increase protection for these rare, amazing creatures and their habitats.
The report documents the work of hundreds of scientists from universities, conservation organizations and research institutes around the world who discovered 290 plants, 19 fishes, 24 amphibians, 46 reptiles and one mammal in Cambodia, Laos, Myanmar, Thailand and Viet Nam. This brings the total number of vascular plants, fishes, amphibians, reptiles, birds, and mammals described in the Greater Mekong region since 1997 to 3,389.
“These remarkable species may be new to science but they have survived and evolved in the Greater Mekong region for millions of years, reminding us humans that they were there a very long time before our species moved into this region,” said K. Yoganand, WWF-Greater Mekong regional wildlife lead. “We have an obligation to do everything to stop their extinction and protect their habitats, and help their recovery.”
Highlights of the report include:
The Cambodian blue-crested agama, an aggressive lizard that changes color as a defensive mechanism and was identified by studying lizards found near an Angkor era archeological site.Hayes’ thick-thumbed myotis, a mouse-eared bat with unusual fleshy thumbs that was named a new species after a specimen sat in a Hungarian museum for 20 years.Khoi’s mossy frog, a large, spectacular find that is mossy-green colored, which helps it blend into the lichen and moss-covered stony, leafy background.Dendrobium fuscifaucium, a miniature orchid with brilliant pink and bright yellow coloring that resembles the beloved “Mah na mah na” muppets.Suzhen’s krait, an extremely venomous snake, named after Bai Su Zhen, a snake goddess from a Chinese myth called the Legend of the White Snake.Cleyera bokorensis, an evergreen shrub threatened by a Cambodian casino, dam and residential development.Viet Nam’s Thai crocodile newt is threatened by agricultural encroachment and logging, and collection by communities as a traditional cure for abdominal pain and parasitic infection.Thailand’s bent-toed gecko was named after a mythical tree nymph – Rukha Deva – that lives in trees and protects the forests. Discovered in the Tenasserim Mountains bordering Myanmar, It aggressively opens its mouth and waves its tail side-to-side when threatened.A new species of gecko discovered in Laos’ capital city Vientiane, whose home is being fragmented by construction projects.A semi-aquatic snake, Hebius terrakarenorum, found in the Dawna-Tenasserim Landscape between Thailand and Myanmar, is 650 mm long and was identified entirely from road-kill specimens collected over a decade and a few photos.
“While the Mekong region is a global biodiversity hotspot, it is also experiencing a vast array of threats,” said WWF-US Asian Species Manager Nilanga Jayasinghe. “We must continue to invest in the protection and conservation of nature, so these magnificent species don’t disappear before we know of their existence.”
In his foreword to the report, Dr. Truong Q. Nguyen with the Institute of Ecology and Biological Resources at the Vietnam Academy of Science and Technology, notes that immediate action and the increased use of new technologies such as bio-acoustics and genetic sequencing are needed to help scientists discover more species in this biodiversity hotspot. “To reverse the rapid biodiversity loss in the region, more concerted, science based, and urgent efforts need to be made and conservation measures need more attention from governments, NGOs and the public,” he said.
WWF works with government, non-profit and private partners across the five Greater Mekong countries on conservation strategies designed to protect these species and their habitat. They protect flagship species such as Asian elephants, Irrawaddy dolphins and tigers, as well as the forests, rivers and oceans they depend on. To stop wildlife declines, WWF is strengthening protected areas, and tackling the snaring crisis, illegal wildlife markets, online wildlife trade, and the financial crimes associated with wildlife trafficking.
Notes to Editors:
Download photos and video here.To see the full species list for 2021 and 2022, go here.Spokespeople available on request.Scientists typically wait to reveal new discoveries until a species is officially described as a new species – a time-consuming process – hence the lag between the initial discovery and announcement for some species spotlighted in the report.This is the latest in a series of reports highlighting new discoveries in the Greater Mekong region. For past reports, go here.
Media Contact
Amy Fallah
Senior Specialist, Media and External Affairs
amy.fallah@wwfus.org
(703) 473-1442
Irene Serrano
Specialist, Media and External Affairs
irene.serrano@wwfus.org
(202) 352-0744
Franklin Templeton employees commemorated Earth Day in a variety of ways, including planting trees, cleaning up parks and beaches and participating in educational events. Some set up a personal challenge, such as no emissions for a day or committing to walk, bike or take public transit.
Earth Hour
Franklin Templeton participated in Earth Hour, a symbolic event meant to catalyze positive environmental impact and bring attention to collective action. For one hour on Saturday, March 25, between 8:30 p.m. and 9:30 p.m. local time, Franklin Templeton facility managers turned off office signs and lights. Only security lights remained on. Employees participated in this simple initiative with their families or friends by turning off their lights and sharing the moment in global solidarity for the environment.
Earth Week
Franklin Templeton sponsored the planting of trees through WeForest and featured the organization in an employee matching gifts campaign for the month of April.
Between April 17 and April 23, employees joined the healthy habit challenge on the Virgin Pulse (VP) app and avoided using disposable items for the whole week.
On April 26, employees joined Christyn Oda, Franklin Templeton’s Fitness and Wellness Consultant, in the “How to Go Green” wellness webinar to learn about how to preserve the environment, their health and their wallets.
Employee Engagement
Stamford Beach Cleanup
A team of Stamford employees celebrated Earth Week by volunteering for a beach cleanup at a local municipal park. The cleanup ended with a tour of SoundWaters’ new center that, in partnership with the City of Stamford, is cleaning up and transforming the park. The tour included an overview of their environmental and work-ready programs that bring generational care and focus to the health and economy of Long Island Sound.
Poznan Green Walk Around the Block
On April 22, Poznan employees went for a “Green Walk Around the Block” and cleaned the local municipal forest. For the third time, Franklin Templeton joined forces with Poznan-based companies and fellow members of the local ABSL CSR community, to contribute to a cleaner environment, raise ecological awareness and gather people passionate about it.
Employees from participating companies voted for their favorite green project submitted by local nonprofits as part of the “Green Walk Around the Block” mini-grant competition. The winning project will receive funding from the ABSL CSR community.
Brandywine Global Earth Week
Brandywine Global Environmental Group planned Earth Day celebrations alongside Franklin Templeton. Brandywine Global kicked off its annual Earth Week activities with a focus on action through the implementation of environmentally sustainable practices, meeting needs today without compromising the ability of future generations to meet their own needs. Each day, the Global Environmental Group featured a different sustainability focus: at the office, at home, in communities and in the kitchen.
About Franklin Templeton
Franklin Resources, Inc. [NYSE:BEN] is a global investment management organization with subsidiaries operating as Franklin Templeton and serving clients in over 155 countries. Franklin Templeton’s mission is to help clients achieve better outcomes through investment management expertise, wealth management and technology solutions. Through its specialist investment managers, the company offers boutique specialization on a global scale, bringing extensive capabilities in equity, fixed income, multi-asset solutions and alternatives. With offices in more than 30 countries and approximately 1,300 investment professionals, the California-based company has 75 years of investment experience and approximately $1.4 trillion in assets under management as of April 30, 2023. For more information, please visit franklintempleton.com and follow us on LinkedIn, Twitter and Facebook.
CHARLOTTE, N.C., May 22, 2023 /3BL Media/ – To help educators prepare for the next school year with the latest and best practices in teaching, Discovery Education presents a curated collection of professional development resources covering an array of topic areas. Discovery Education is the worldwide edtech leader whose state-of-the-art digital platform supports learning wherever it takes place.
Discovery Education’s dynamic professional learning strengthens teachers’ use of digital resources to improve student engagement and address the needs of the whole child. Users of the award-winning Discovery Education K-12 learning platform have access to the Professional Learning NOW channel. The collection features short and convenient microlearnings connecting educators to professional development sessions spanning topics such as best practices in teaching and learning, English Language Learners, Health, and Wellness, STEM, and more. Each microlearning provides a 3-5 minute burst of personalized, guided learning that seamlessly fits into a busy schedule.
“Discovery Education has given me professional learning that challenges me and gives me confidence. Discovery Education has changed my life professionally and I am a better educator because of my network,” said Abigail Schiferl, a Middle School Technology Teacher in South Carolina.
In addition, Discovery Education offers educators nationwide free professional learning resources created in collaboration with social impact partners across various topics, including:
Literacy
Discover new ways to teach literacy essentials in this series of microlearnings from Discover Literacy – a program with the Dollar General Literacy Foundation and the National AfterSchool Association. Educators can create everyday connections to the five foundational keys of literacy with on-the-go microlearnings and flexible instructional support. These hands-on resources provide an explicit, systematic approach to instruction and opportunities to practice applying new skills.
STEM
Data is a critical element—used across all professions—to solve problems and innovate solutions, and Discover Data is a library of resources that connect educators across subjects with real-world data that can be used to support a variety of classroom concepts and subjects. In the program’s new two-part Master Class series, educators learn how they can leverage data in the classroom to drive meaningful student discussions and bridge diverse topic areas. Accompanying educator guides, editable presentations and an on-demand webinar take the learning further. This series is from Discover Data—a data literacy initiative powered by the Nielsen Foundation in collaboration with Discovery Education and the National AfterSchool Association.
Most U.S. high schools do not currently offer biotechnology classes, limiting students’ ability to gain the skills and experiences necessary for careers in science and medicine. To support educators looking to infuse biotechnology into their teaching practice, Futurelab+, developed in partnership with Genentech, offers a comprehensive, two-year curriculum that includes hands-on labs, interactive resources, and career exploration tools. One of those tools, the Master Class series, provides a multi-faceted look at how three unique educators have brought biotechnology into the classroom. Through the series, educators can discover how to apply biotechnology principles in diverse learning environments using a simple framework to develop instructional practices.
Health and Wellness
Deepen educator support around health and wellness in a variety of learning environments with professional learning resources. A network of partners committed to bringing important mental health resources into core instruction, this coalition supports educators and students nationwide.
Create teaching strategies that incorporate support for students’ mental health with on-demand e-learning modules. Designed in collaboration with Ready, Set, RISE! – an educational initiative with Kaiser Permanente and an Alliance for a Healthier Generation (Healthier Generation) – these resources help create student-centered and trauma-informed learning environments.
Finally, with a Master Class series from Amazing Me – a program with the Dove Self-Esteem Project – educators can gain the skills they can use to encourage kindness and open communication in their classrooms that reduces weight-based bullying and instilling body confidence. The series is hosted by Marisol Perez, a clinical psychologist and researcher at Arizona State University and The Institute for Research and Education Advancing Children’s Health (REACH).
“As a former educator, and a lifelong learner, I know first-hand how important professional development is,” said Lance Rougeux, Discovery Education’s Senior Vice President of Curriculum Instruction and Student Engagement. “At Discovery Education, we work to ensure educators have exactly what they need to keep their teaching skills sharp as to best engage students for lifelong success.”
The Discovery Educator Network (DEN) Community offers educators one of the most thriving professional learning networks in the world. As a global network of education professionals, the Discovery Educator Network connects members across school systems and around the world through social media, virtual conferences, and in-person events, fostering valuable idea sharing and inspiration.
For more information about Discovery Education’s award-winning digital resources—which can be purchased with federal stimulus funds—and professional learning services, visit www.discoveryeducation.com, and stay connected with Discovery Education on social media through Twitter and LinkedIn.
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About Discovery Education
Discovery Education is the worldwide edtech leader whose state-of-the-art digital platform supports learning wherever it takes place. Through its award-winning multimedia content, instructional supports, and innovative classroom tools, Discovery Education helps educators deliver equitable learning experiences engaging all students and supporting higher academic achievement on a global scale. Discovery Education serves approximately 4.5 million educators and 45 million students worldwide, and its resources are accessed in over 100 countries and territories. Inspired by the global media company Warner Bros. Discovery, Inc. Discovery Education partners with districts, states, and trusted organizations to empower teachers with leading edtech solutions that support the success of all learners. Explore the future of education at www.discoveryeducation.com.
Contacts
Grace Maliska
Discovery Education
gmaliska@discoveryed.com
As visitors enter the town of Flanders, New York, they’re greeted with a sign that features “The Big Duck,” a white, Peking duck not unlike the one featured in Aflac’s logo.
For more than two decades, the sign has paid homage to the town’s duck-farming history, but earlier this year, it went missing. Knowing the importance of this town icon and, of course, sharing an appreciation for ducks, Aflac Market Director Trevor Fennell stepped in and offered to replace the sign on behalf of Aflac.
“For Flanders residents, it is a familiar welcome home, and it’s a friendly greeting for visitors to this lovely community,” said Fennell. “At Aflac, we believe in doing the right thing, and this was, without a doubt, the right thing to do for such a wonderful town.”
On May 15, at the corner of Pleasure Drive and County Road 104, representatives from the town of Flanders and from Aflac gathered together to unveil the new sign, so that town visitors and residents will once again be greeted by a familiar, welcoming face as they drive into Flanders.
Aflac | Aflac NY | WWHQ | 1932 Wynnton Road | Columbus, GA 31999
Z2300542
Ever start a team meeting with the greeting, “Hey, guys”?
You might realize it’s not inclusive language as you say it, and try to correct with a hesitant, “and gals,” which tends to make the intention moot and the moment awkward. Inclusive language can be tricky, especially when you consider cultural norms and communication patterns. But don’t give up.
As leaders we are not only responsible for delivering business outcomes but ensuring that our team culture supports and accelerates them. As the leader of Cisco Innovation Labs, diversity of thought, inclusion, and belonging all unlock my team’s potential to challenge the status quo, design, and innovate.
So why practice inclusive language? Simply put, to bring your team together. We may never truly know people’s histories, and what you consider unimportant may be a barrier to progress for another person. Using language that builds a positive relationship rather than a wall brings your team together for the jobs to be done–the ones for which you are ultimately accountable. According to a study in Harvard Business Review, people at high-trust companies report 74% less stress, 106% more energy at work, 50% higher productivity than people at low-trust companies.
Language has more power than we realize – it can break down barriers and bring teams together, but it can also erode credibility, stifle ideas, and isolate your team. When it comes to demanding and fast-paced environments, this risk increases, and we compromise our opportunity to innovate.
Your words and actions matter.
“What leaders say and do makes up to a 70 percent difference as to whether an individual reports feeling included” – Harvard Business Review
You may not realize how much your language choices are appreciated until after you put them into practice.
For example, I try to include my pronouns whenever I introduce myself. After I started doing this, a few colleagues shared that this created a more welcoming space for them to do the same and bring their whole selves to work. According to BCG’S BLISS report, “employees who can be their authentic selves are happier, more motivated to give their best, feel like their perspectives matter—and are nearly 2.4 times less likely to quit.”
Another practice I’ve started is to be approachable when communicating around inclusive language during meetings. If I realize I’ve said something that could be potentially harmful, I’ll pause and ask those on the call if what I said was non-inclusive. Then I’ll rephrase what I said. Again, I receive ongoing feedback from team members on how much this openness is appreciated.
When I’m transparent with my active practice of inclusive language, I find others doing the same. By leading by example, it takes away the perception that this is hard work and slows things down, because we are adjusting for inclusion in real time.
There are several categories of language I’d like to point out. Cisco’s policy addresses harmful race-related terms that we often find in code, but that’s just the start:
Race. Common examples are master and slave. Another is blacklist and whitelist. I’ll expand on this to say that any time you see colors being used as descriptors, especially if certain colors indicate good or bad, then avoid using them.Gender. I already mentioned the “hey guys” example, but that can be expanded to include “bro,” “man,” and “dude.” Historically, our language included many career roles with “man” creating a default barrier to talent such as fireman, handy man, chairman, etc.Ability and Disability. This includes terms like “handicapped” or using medical conditions in a derogatory way (e.g., “I’m so ADHD today,” “crazy,” “mental,” “psycho,” “OCD” “crippled me,” and “blind spot”).Idioms and acronyms: Spell out your acronyms. When you assume that your audience knows the product line and terminology to the point of understanding industry acronyms, you end up excluding someone.Violent language. Many times, people use violent words in a business context. This is something I’m trying to focus on correcting too. “Killing the presentation,” “pull the trigger,” or “create a battle plan”. Figure 1 offers suggestions to move away from violent language.The “Fire-able Offense” list. These are words you should never use because they constitute harassment or fire-able offenses. These should be universally understood as “never say.”
As you notice your word choices and practice finding inclusive language replacements, it will become easier. Here are some specific suggestions to start implementing for yourself and your team:
Focus on your business objectives. What business problem are you trying to solve and who is your ultimate audience or customer? How can inclusive communication accelerate your outcome?Coach your team. For your team, observe the type of language being used. If you hear violent language referring to business activities, you can ask if they need to use those specific words and suggest alternatives.Give feedback the way you’d prefer to hear it. Be empathetic and relatable when you give feedback. Unless it’s truly a team issue, approach people individually to explain your perspective and listen to their point of view. Give them quick, easy fixes to start. Always have alternatives ready–don’t simply tell someone that they used harmful words.Catch people doing things right. Encourage and support your team and their development. Celebrate them when you catch them using inclusive language or pull them aside to share your feedback.Find a buddy for practice. Find a friend or trusted coworker to talk through your own examples and help you practice using more inclusive language. Be sure it’s a safe space with someone you trust to be vulnerable and learn!
To sum up, incorporating inclusive language into my work and everyday life has helped me become a stronger leader. It’s made me more aware, effective, and empathetic, which has led to better outcomes for myself and my team, and our overall organization.
The following links are some resources you can explore to further your awareness and education about inclusive language. Remember – it’s about progress through practice, not perfection!
InclusiveNaming.org list: Provides tiered lists of terms recommended for more inclusive speech.The Haas School of Business Center of Equity, Gender, and Leadership’s Framework: An exceptional guide that provides context behind inclusive language and guidelines for evaluating your word choices.Cisco’s commitment to an Inclusive Future
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PUNE, India, May 19, 2023 /3BL Media/ – Cummins India Limited (CIL) has received the Excellence in Environmental Management award for the manufacturing sector from the Confederation of Indian Industry – ITC Center for Excellence.
The award recognizes Cummins India Limited’s innovative approaches and exemplary results in employing policy and practice to reduce its environmental impact.
Cummins India has a mature Environmental Management System and related operational controls, with all manufacturing sites being ISO 14001 and ISO 45001 certified.
Environmental risks are identified through a structured assessment, and risks are managed well through risk hierarchy controls. CIL also has robust systems and procedures around pollution prevention, storm water management, fluid management, water management, wastewater management and waste management.
“This award is a celebration of our progress toward our PLANET 2050 and Destination Zero aspirations to reduce our carbon footprint and address climate change through sustainability initiatives focused on reducing greenhouse gas emissions, volatile organic compound emissions, water consumption and waste of all kinds across Cummins India facilities,” said Shubhankar Chatterji, Chief Supply Chain Officer.
PLANET 2050 is Cummins’ environmental sustainability strategy, which includes nine goals timed to 2030 designed to reduce the company’s environmental footprint and the aspiration to reach zero emissions by 2050. Destination Zero is the company’s strategy around product decarbonization to achieve the product goals in PLANET 2050.
Cummins India Limited, part of the Cummins Group in India, has been headquartered in Pune since 1962 and is the country’s leading manufacturer of diesel and natural gas engines for power generation, industrial and automotive markets. Cummins India Limited has a country-wide network of 20 dealerships with over 450 service points working with customers in India, Nepal, and Bhutan.
The Confederation of Indian Industry works to create and sustain an environment conducive to the development of India, partnering with government and civil society through advisory and consultative processes. It has around 9,000 members from the private and public sectors.
“Excellence in sustainability is a journey of continuous improvement in processes and results,” said Seema Arora, Deputy Director General, Confederation of Indian Industry. “The impetus lies on organizations’ commitment towards sustainability goals and the ways in which they create an impact on the environment. …We congratulate Cummins India, recognizing their efforts for exemplifying sustainability-led development and growth with their various initiatives.”
In light of World Day for Cultural Diversity, Gildan shares how operating in 12 countries comes to life through its diverse workforce of close to 50,000 employees and strong local hiring practices.
“At Gildan, the phrase ‘thinking globally, acting locally,’ truly resonates with us,” says Karine Doucet, Vice-President, Global Talent Management and Culture at Gildan. “We know that each region in which we operate has its own cultural identity and seeking counsel from local experts is the best way to ensure that the practices and processes we need to implement on a global scale also resonate with our reality on the ground.”
Gildan’s footprint of operating in 12 countries naturally brings great cultural variety within the organization. Hiring local leaders allows for the diversity of thoughts, opinions, and perspectives from people of each region to come to light and work together, while ensuring that actions are rooted within local realities. These leaders provide the guidance and support needed to translate important measures, such as health and safety, employee engagement, building an inclusive workplace, and more, in ways that are locally meaningful. Gildan also often brings in seasoned experts to assist local teams with adapting global measures to suit local needs.
A great example of how Gildan thinks globally but acts locally is through the action plans implemented following the organization’s Employee Engagement and Inclusion survey. Through the feedback received, Gildan established three areas of focus at a global level – manager relationships, work-life balance, and inclusion. However, how these three areas are addressed varies from one region to another. Local leaders take ownership in planning, leading, and implementing relevant initiatives that advance Gildan’s efforts on the three fronts, and do so in ways that resonate with the people in their regions.
In Honduras and Nicaragua, for instance, Gildan’s health fairs are a great way to support work-life balance. These fairs provide free consultations and increase access to healthcare for employees and their families. In other locations, social events, such as the SocaRukshun in Barbados, and Family Fun Days in Charleston and Eden help achieve these same global goals.
On the manager relationship front, Gildan’s Leading the Gildan Way program aims to train first-line managers to lead teams while upholding the Company’s core values. Part of the program specifically focuses on diverse and inclusive leadership, which aims to equip participants with the tools to promote a sense of belonging for all employees. Available globally, the program is implemented at scale but with unique renditions in each location to cater to local needs.
Finally, in terms of inclusion, the Company has committed to reaching gender parity globally, and each geographical location addresses this through various initiatives. For example, in Canada, the Company is certified at the silver level by the Women in Governance Parity Certification in recognition for its commitment and work on parity, diversity, and inclusion for employees located in that country. In the Dominican Republic, Gildan has signed The Gender Equality Seal Commitment, a United Nations Development Programme (UNDP) to drive gender equality and women empowerment. Additionally, in this region, 60% of Gildan’s management positions are already held by women.
“We believe in a global approach that needs to be localized, and are committed to Making Apparel Better® by respecting the cultural, social, and economic realities of the people in the regions where we operate,” finishes Karine.
Find out more about Gildan here.
Medtronic is now designated as a “3+” company in the 50/50 Women on Boards Gender Diversity Directory™.
Companies with three or more women serving on their board demonstrate better profitability, productivity, and workplace engagement.
We know that to effectively serve patients of all backgrounds, our teams in all areas of our business —including at the most senior levels — must reflect the diversity of the communities we serve. And although we’re above the national percent of 28% women on boards, we all have work to do to increase representation of all genders on our boards.
To learn more about Medtronic’s efforts to advance inclusion, diversity & equity, read our latest ID&E report.
