Tag: 3BL

CLEVELAND, May 3, 2023 /3BL Media/ — In recognition of its continued commitment to and advancement of diversity, equity, and inclusion practices in the workplace and in the communities it proudly serves, KeyBank (NYSE: KEY) has earned the #22 place on the 2023 DiversityInc “Top 50 Companies for Diversity” list. This year’s recognition marks the fourteenth time and tenth consecutive year KeyBank was named a Top 50 Company. KeyBank was also ranked on several specialty lists:

#8 Top Companies for People with Disabilities#8 Top Companies for Philanthropy#10 Top Companies for Veterans#29 Top Companies for Employee Resource Groups

“I often say our teammates are our greatest strength as a company. KeyBank’s ranking as a top 50 DiversityInc company is a testament to our team’s collective focus, dedication, and commitment to ensuring DE&I is foundational to all we do – from supporting one another to serving our clients to investing in our communities,” Chris Gorman, Chairman and CEO, KeyCorp, shared. “I am incredibly proud to continue this critical work alongside the KeyBank team – 18,000 strong – and thank DiversityInc for being a valued partner on this journey.”

DiversityInc’s rankings are based on 2022 company-submitted data in six key areas: leadership accountability, human capital diversity metrics, talent programs, workforce practices, supplier diversity, and philanthropy.

“Diversity, equity, and inclusion is an accelerator for KeyBank. We strive to build a diverse and inclusive organization, at all levels, that is reflective of the communities we serve,” Helena Haynes-Carter, Chief Diversity, Equity, and Inclusion Officer said. “Creating an environment where all clients and people equitably experience being respected, valued, and appreciated fuels our workplace and marketplace success.”

To view KeyBank’s Top 50 profile, visit here.

To view the entire Top 50 list, visit here or follow the conversation at #DITop50.

About KeyCorp:

KeyCorp’s roots trace back nearly 200 years to Albany, New York. Headquartered in Cleveland, Ohio, Key is one of the nation’s largest bank-based financial services companies, with assets of approximately $198 billion at March 31, 2023.

Key provides deposit, lending, cash management, and investment services to individuals and businesses in 15 states under the name KeyBank National Association through a network of approximately 1,000 branches and approximately 1,300 ATMs. Key also provides a broad range of sophisticated corporate and investment banking products, such as merger and acquisition advice, public and private debt and equity, syndications and derivatives to middle market companies in selected industries throughout the United States under the KeyBanc Capital Markets trade name. For more information, visit https://www.key.com/. KeyBank Member FDIC.

About DiversityInc:

About DiversityInc: DiversityInc’s mission is to educate the workforce and bring clarity to the business benefits of workplace fairness, equity and inclusion. We have evolved as the preeminent source of human capital data, education and advice. DiversityInc is a VA-certified and veteran-owned business. We are also certified by Disability: IN and led by a Black woman CEO.

On 1 April, Carol Adams commenced her role as the new Chair of the Global Sustainability Standards Board (GSSB), the independent body responsible for setting the GRI Standards.

Prof. Adams has written to GRI reporters and supporters, to share insights into her priorities as she takes on leadership for developing and maintaining the world’s most widely used sustainability reporting standards:

“This is an exciting time to be involved in sustainability reporting. The discussion about corporate accountability, and the role organizations play in sustainable development, is more widespread than ever before. The Global Reportign Initiative is right at the heart of the debate. The continued development of the GRI Standards to facilitate the achievement of sustainable development – as called for by our stakeholders, including investors – has never been more relevant and necessary than it is today.

I have supported and actively contributed to GRI’s mission since the early years. As a previous Chair of the GRI Stakeholder Council (2017-19), I also have a deep understanding of the constituency groups that use and rely on our leading standards. I firmly believe the diverse, multi-stakeholder ethos that is at the core of the GSSB’s ways of working is essential to developing standards that assist the sustainability transition.

Over a 30-year career in sustainability research, academia and leadership roles, I have championed the benefits of evidence-based and impact-focused reporting – which encompasses disclosures on management approach, governance oversight, targets and strategy. I have wide-ranging expertise in the analysis and application of sustainability reporting, policy and practice, all of which I intend to bring to the fore in my capacity as GSSB Chair.

What GRI has achieved so far – with the support of our reporters, stakeholders and input from technical experts – is significant. Most major companies around the world voluntarily use the GRI Standards. That includes 78% of the 250 largest global companies, according to recent KPMG analysis. Meanwhile, new IFAC research found that 39% of GRI reports are subject to external assurance, a number which is growing.

Looking ahead, we are committed to achieving interoperability between the GRI Standards and the IFRS Foundation’s sustainability-related standards, being developed by the International Sustainability Standards Board (ISSB). The two standards come from different perspectives, with GRI addressing how an organization impacts economies, environment and people for a multi-stakeholder audience (including investors), while the ISSB is focused on reporting of financially-material matters for investors. Combined, I believe these approaches strengthen corporate reporting and increase transparency.

For the past two years, GRI has worked with the European Financial Reporting Advisory Group (EFRAG) to support the development of the European Sustainability Reporting Standards (ESRS). Encouragingly, these efforts are paying off – with the impact disclosure requirements in the first set of ESRS confirmed as closely aligned with the corresponding GRI disclosures. This offers reassurance to the thousands of companies for which the ESRS will become mandatory that they can expect to utilize existing GRI reporting to meet EU requirements. We are optimistic this will apply to developing impact reporting requirements in other jurisdictions.

As GSSB Chair, I will seek to deepen our relationships with reporting standard setters, disclosure frameworks and other partners around the world. Not only does this reinforce the applicability and integration of the GRI Standards in global markets, it will minimize reporting burden for organizations. Balancing our aims for ever improved reporting on impacts, including processes for integrating them into decision making, with standards that are practical and usable, is crucial. I encourage your input through the further development of your reporting, responses to GSSB consultations or involvement in technical working groups.

Recent years have seen steady growth in GRI adoption, alongside the expansion and improvement of the suite of Standards – commendable progress that we will endeavor to continue. Under the current GSSB work program this includes a revised Biodiversity Standard, the continued roll-out of Sector Standards, and significant updates covering all climate and labor related Standards. The Standards Division continues to expand in order to facilitate this work.

Finally, I want to acknowledge the excellent work of my predecessor as chair, Judy Kuszewski. The advancement of the GRI Standards under her astute guidance is clear for all to see, and is a legacy on which I intend to build.”

Prof. Carol Adams, Chair of the GSSB

Carol Adams MSc PhD CA FAICD is an internationally renowned researcher in sustainability accounting and reporting. She is Professor of Accounting at Durham University Business School, advises the Chartered Institute of Public Finance and Accountancy on sustainability reporting, is a member of the Australian Accounting Standards Board’s Sustainability Reporting Advisory Panel, and chair of the Institute of Chartered Accountants of Scotland’s Sustainability Panel.

The Global Sustainability Standards Board has sole responsibility for the development and approval of the GRI Standards and works exclusively in the public interest, according to a formally defined due process. This 15-member body reflects a balance of technical expertise, global diversity and multi-stakeholder perspectives.

Attracting a diverse workforce requires addressing the unique needs of employees. Coveralls are essential personal protective equipment (PPE) on the job at Baker Hughes, but they’re not one size fits all. Workwear traditionally designed for men is often ill-fitting for women and interferes with their ability to work comfortably and safely.

Baker Hughes’ Oilfield Services and Equipment procurement team in Mexico addressed this need by reaching out to the company’s Women’s Network Employee Resource Group to learn more about the unique needs of female employees. They then worked with a vendor to find more inclusive, gender-specific PPE that provides protection without sacrificing fit and comfort.

“Having coveralls designed for women is a positive step in keeping our people safe, meeting the needs of the modern workplace, and ensuring that all employees feel confident, proud, and productive when they’re wearing the Baker Hughes brand,” said Michelle Contreras, Baker Hughes Procurement Specialist.

Development of the women-specific PPE supports Baker Hughes’ goal of ensuring the company has access to and supports diverse pipelines of talent, and to prioritize development and retention.

Equal safety and protection

Workwear and other PPE should be designed for women equally — not sized down like a long-standing theory that recommends buying one size smaller than a woman would typically wear to accommodate for men’s sizing. This recommendation isn’t ideal given that differences in body size and shape (physiology) may be small, but the proportions can be meaningful.

Baker Hughes Women’s Network members explained that when coveralls are too big in the waist, neck and arms, it can interfere with the use of tools and operation of equipment. Excess fabric in the sleeves can get caught in machinery, presenting a serious hazard for arm and hand safety. And a collar that’s too wide around the neck won’t effectively keep out debris and splatter.

The new coveralls for women are better proportioned with a tailored fit in the chest and hip areas. The torso is shorter and flares near the waist, which is also cut higher. The coveralls are designed for ease of movement and have utility pockets for gauges and gear.

New overalls designed, sized and styled specifically for women, became available for all Baker Hughes teams beginning January 2023 and are available in a range of sizes.

Learn more about Baker Hughes’ strategic goals and the progress made in the 2022 Diversity, Equity and Inclusion Annual Report.

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Can workplace DEI initiatives survive economic volatility?

In 2020, diversity, equity, and inclusion (DEI) gained significant momentum as the world faced both a pandemic and a racial justice movement. These events highlighted and exacerbated workplace inequities, while simultaneously drawing attention to a broader understanding of what diversity means and requires.

As a result, many companies committed to tackling critical DEI work to ensure greater support for employees with diverse backgrounds, genders, caregiving responsibilities, perspectives, and more. But, as with most movements for change, DEI initiatives have weathered ongoing political backlash and criticism — to the point where even DEI professionals now feel some level of fatigue and cynicism about the future resiliency and lasting impact of workplace DEI programs. And that was all prior to economic uncertainty taking hold in late 2022.

With inflation and budget anxiety forcing companies to limit spending, DEI initiatives are at risk of deprioritization. Paring back DEI resources in favor of preserving funding for more traditional business objectives may feel like a reasonable trade-off on paper. But what impact does it have on employees’ headspaces in a tight labor market — and in the era of quiet quitting?

Against this backdrop, we sought to understand the current state of DEI in the workplace from an employee perspective. To this end, we surveyed 1,000 full-time U.S. employees about their attitudes toward their employers’ DEI initiatives and how current economic conditions are shaping their viewpoints and hopes.

Our data revealed unwavering support for DEI among employees in 2023 — and a strong desire to see employers double down on DEI efforts despite the challenging economic climate.

INSIGHT 1

DEI remains a priority for employees, despite an uncertain economic outlook

Employees have bought into the idea that workplaces are environments for social change. Across the board, DEI is a focal point for employees in 2023, regardless of geographic region, gender, race, or ethnicity — and 90% of respondents say they have personally benefited from DEI initiatives at work.

Given the widespread benefits of DEI, employees are eager for corporate leaders to continue prioritizing DEI work, with two-thirds (66%) of respondents believing their company should commit more time and resources to DEI initiatives than they currently do. In comparison, only 5% of respondents believe employers should commit fewer resources to DEI. 

And this is true even in the face of economic uncertainty.

Despite ongoing budget cuts and shaky revenue projections, employees are adamant that DEI initiatives remain at the top of company leaders’ priority lists. So much so that two-thirds of respondents (62%) believe employers should dedicate more effort than usual to DEI over the next 12 months given the current period of economic uncertainty.

Likewise, workers expect company leaders to go beyond embracing diversity principles and play an active role in educating staff on how to be inclusive colleagues — 92% of respondents agree companies have a responsibility to help all employees become aware of their biases.

But corporate leaders may need to do more to show their support for DEI work. When asked who at their organization cares about DEI the most, respondents were far more likely to select “myself” over either HR or C-suite/senior leadership. For HR leaders, this may indicate a need to take additional steps to ensure their company’s DEI efforts feel authentic and inclusive. HR leaders should look for opportunities to demonstrate their commitment to DEI and ask themselves what it would take to close this gap.

INSIGHT 2

DEI is critical to attracting and retaining talent

Following years of high employee turnover and a shifting model of work, business leaders are going back to the drawing board for new ideas to boost employee retention.

While salary and well-defined roles and responsibilities will always remain core components in workplace selection, there’s been a sharp increase in the evaluation of how employers act, what they say, and how they engage with the world around them. In 2023, DEI isn’t just nice to have — it’s a business-critical investment for employers seeking to attract and retain top talent. In fact, the vast majority (95%) of employees now weigh a prospective employer’s DEI efforts when choosing between job offers with similar salary and benefits.

Trust is another top reason employees put so much stock in an employer’s (current and potential) DEI work. More than 90% of respondents agree companies with strong DEI commitments are more trustworthy to customers and employees. A similarly overwhelming majority (87%) agree they would feel more loyal to a company with a proven track record of prioritizing DEI.

But perhaps more notable is the number of workers who say they would reject an employer based on its DEI performance: Three-quarters of employees (78%) agree they would not consider working for a company that fails to commit significant resources to prioritizing DEI initiatives.

So how can employers show current and prospective employees they take DEI seriously? Employees say tactical concerns — including unbiased hiring practices and salary transparency — are currently the most impactful DEI initiatives. And it’s no coincidence these are often the first steps companies take when overhauling policies to boost diversity and equity among their workforce.

But once workers’ needs in terms of compensation, schedules, and career progression are met, company leaders should ask themselves what the next steps are in cultivating a workplace culture where every employee feels a sense of belonging.

INSIGHT 3

Employee resource groups (ERGs) are a source of business and employee value

Employee resource groups (ERGs) and similar affinity groups are voluntary, employee-led groups designed to foster connections based on shared characteristics or lived experiences (e.g., LGBTQ+, People of Color, Women, etc.).

These employee-organized groups are becoming more widespread, with 70% of employees reporting they have worked for a company offering ERGs or affinity groups at some point in their career. Among employees who have worked for an employer with ERGs/affinity groups, 62% have participated — indicating strong interest from workers.

ERGs present myriad benefits, chief among them the opportunity to connect with, learn from, and support fellow colleagues. The majority of ERG members (78%) said one of their top reasons for joining an ERG was to connect with colleagues with similar lived experiences — but close behind were the ability to connect with colleagues with different lived experiences and to build allyship with diverse colleagues. This speaks to the ability of ERGs and similar affinity groups to provide avenues to support both diversity and inclusion in the workplace.

What’s more, ERGs receive ringing endorsements from employees. An overwhelming majority of respondents who have worked for companies offering ERGs or similar affinity groups agree these resources have a positive impact on belonging, inclusivity, and well-being. And the benefits go beyond personal engagement and development — they improve company culture overall, benefiting ERG members and non-members alike.

Now is not the time to pull back on DEI work

Companies that fail to commit to building an inclusive workplace culture miss out on top talent in a tight labor market. Today’s employees believe companies have a responsibility to invest in DEI and help workers become aware of their unconscious biases. Employees’ DEI expectations remain high even in a volatile economy — and they’re willing to pass on employers that aren’t taking serious action. 

Top-down initiatives such as unbiased hiring practices and salary transparency will always be important, but among the top opportunities, employee-led initiatives such as ERGs and affinity groups stand out. These resources provide opportunities for peer connections and personal growth, which support employee well-being and belonging in addition to building inclusive and equitable workplaces.

Check out the full report.

Originally published on April 21, 2023

ENGLEWOOD CLIFFS, N.J. /3BL Media/ – The award-winning national electronics recycling program of LG Electronics USA is coming home this weekend as the LG North American Headquarters hosts a free community e-waste drive on Earth Day.

While helping local residents protect the planet through responsible recycling, this event supports meeting e-waste collection and recycling goals, which LG is increasing by 37 percent in New Jersey this year. Across the country, LG recycled almost 50 million pounds of e-waste in 2022.

On April 22, local residents are invited to drop off any brand of unwanted electronics products – from TVs and monitors to computers and tablets* – at the LEED Platinum-certified LG corporate campus, 111 Sylvan Ave. in Englewood Cliffs, N.J. ENERGY STAR Partner of the Year LG is encouraging participants to replace recycled electronics with ENERGY STAR certified products.

The LG Electronics Recycling Program helps keep e-waste and related toxic substances from landfills and water streams. For the New Jersey event, LG is joining forces with electronic waste solutions expert Greenchip EWaste Solutions, which provides a wide range of IT asset disposition and e-waste services to companies, healthcare providers, government agencies and the public.

LG Electronics Inc. is the world’s first “Global e-Stewards Enterprise.” The e-Stewards standard, developed by the Basel Action Network, is the world’s most rigorous certification program for electronics recyclers such as Greenchip Solutions. It prevents the export and dumping of toxic electronic waste in developing countries and calls for safeguards to protect private data and ensure that recycling plant workers are not exposed to toxic materials.

A fitting venue for the Earth Day community e-waste drive, the LG North American headquarters campus is a showcase for environmentally friendly design, having achieved Leadership in Energy and Environmental Design (LEED) Platinum certification, the highest-level rating that distinguishes buildings that promote employee well-being, are energy and water efficient, and preserve open space and ecosystems. The campus is one of only 10 new construction buildings in New Jersey to earn the LEED Platinum distinction.

The 350,000-square-foot building’s design has been applauded by conservation groups for protecting the iconic vistas and integrity of the nearby Palisades Park, a national natural and historic landmark. For the new corporate campus, which had a pandemic opening in 2020, LG created 50 percent more green space on the 27-acre site, maintained woodlands and wetlands and planted more than 1,500 new trees native to New Jersey.

*Items not accepted include white goods, household appliances, light bulbs, batteries, hazardous waste, compressed gas cylinders, medical waste and radioactive waste including smoke detectors.

About LG Electronics USA

LG Electronics USA, Inc., based in Englewood Cliffs, N.J., is the North American subsidiary of LG Electronics, Inc., a $68 billion global innovator in technology and manufacturing. In the United States, LG sells a wide range of innovative home appliances, home entertainment products, commercial displays, air conditioning systems, solar energy solutions and vehicle components. LG is a ten-time ENERGY STAR® Partner of the Year. The company’s commitment to environmental sustainability and its “Life’s Good” marketing theme encompass how LG is dedicated to people’s happiness by exceeding expectations today and tomorrow. www.LG.com.

Media Contact:

LG Electronics USA

John I. Taylor
john.taylor@lge.com
+1 201 816 2166

DES MOINES, Iowa, May 3, 2023 /3BL Media/–Despite recent bank failures and concerns around the stability of the U.S. economy, businesses report high levels of growth, according to the latest Principal Financial Well-Being IndexSM (WBI). However, even as businesses are optimistic about their future economic outlook, their employees are anxious about their own finances in the next six months.

To analyze the impact of the bank failures in March, Principal® fielded an additional pulse survey as a part of the WBI between March 24 – 29. The pulse shed light on how and if business sentiment had quickly changed from the first wave of data fielded in February 20231. Despite concerns around the fallout of high-profile bank failures, businesses reported financial stability. More businesses are currently growing compared to this time last year (62% in March 2023 vs. 54% in March 2022).

Businesses anticipate continued growth, with 76% expecting their financials to improve within the next year. That sentiment remains strong when looking across employers of different sizes. Over two-thirds of small businesses2 (69%) and 86% of large businesses3 expect their financials to improve within the next year.

“Businesses continue to navigate roadblocks, including inflation, a challenging labor market, and most recently bank failures, seemingly with agility,” says Amy Friedrich, president of Benefits and Protection at Principal®. “They have shown steady growth through recent events and are using the muscles they’ve built to navigate and quickly respond to the uncertainties coming their way.”

Businesses report concerns over banking sector, but no panic

Employers are most worried about inflation, higher taxes, and a potential recession. Following the recent bank failures, businesses are also concerned about the stability of the U.S. economy (55%) and global financial system (45%). Concerns are heightened among those using a small retail bank4, including the stability of the global financial system (63%), market volatility (54%), safety of their business’s deposits (46%), and having access to capital (45%).

Businesses of all sizes have taken steps to mitigate risk by examining the financial stability of their current bank (32%), collecting outstanding debt (28%), and distributing account balances below the FDIC insured amount (21%) – this action is most common among businesses that use small retail banks (32%).

Employees concerned about reaching financial security

Amid concerns about continued market volatility, employees ranked reaching or maintaining personal financial security5 — defined as having control over regular expenses and enough financial freedom to enjoy life — as their second concern, behind inflation.

Employers recognize the need to support their employees during uncertain economic times – many agree employers should care about their employees’ overall financial security (84%). Most employers (90%) and employees (83%) agree workplace benefits are an important tool to help support employees’ personal finances. Employees identified benefits such as healthcare, retirement, and paid time off as the most important to help reach financial security.

“There’s a need to better educate employees with tailored, relevant information to help them achieve greater financial security,” says Friedrich. “Employers are well positioned as a trusted, accessible resource to help employees achieve greater financial security.”

See the full results from the Principal Financial Well-Being IndexSM Wave 1 (PDF).

See the full results from the Principal Financial Well-Being IndexSM Bank Pulse (PDF).

1The March banking pulse included input from 500 business owners, decision makers and business leaders, the pulse did not include an employee survey. 
2Businesses with two to 499 employees. 
3Businesses with 500 – 10,000 employees. 
4For the purposes of this study, small retail bank was defined as regional or community based bank focusing on general public. 
5For the purposes of this study, a definition from the Consumer Financial Protection Bureau on financial security was used: “having control over regular expenses, having the capacity to absorb a financial shock, being on track to meet financial goals, and having enough financial freedom to make choices to enjoy life.”

About the Principal Financial Well-Being IndexSM

The Principal Financial Well-Being IndexSM surveys business owners, decision makers and business leaders aged 21 and over who work at companies with 2 – 10,000 employees. The nation-wide survey, commissioned since 2012, examines the financial well-being of American workers and business employers. In 2020, the Well-Being Index was transformed from an annual survey to a regular pulse, offering three waves, revisiting questions and measuring sentiment regarding timely issues in the small and midsized business marketplace. In the first pulse of the Well-Being Index in 2022, the employee audience was added to the survey to compare and contrast key sentiment from employers. The survey was commissioned by Principal® and conducted online by Dynata from February 2 – 7, 2023, with a total of 500 business owners, decision makers and business leader participants and a total of 200 employee participants. The research report focuses on providing a holistic perspective on key trends and timely issues in the small and medium business market.

About Principal Financial Group®

Principal Financial Group® (Nasdaq: PFG) is a global financial company with 19,000 employees1 passionate about improving the wealth and well-being of people and businesses. In business for more than 140 years, we’re helping more than 62 million customers1 plan, protect, invest, and retire, while working to support the communities where we do business, and build a diverse, inclusive workforce. Principal® is proud to be recognized as one of America’s 100 Most Sustainable Companies2, a member of the Bloomberg Gender Equality Index, and a “Best Places to Work in Money Management3.” Learn more about Principal and our commitment to building a better future at principal.com.

1 As of December 31, 2022 
2 Barron’s, 2022 
3 Pensions & Investments, 2022

Dynata is not an affiliate of any company of the Principal Financial Group®

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

© 2022 Principal Financial Services, Des Moines, IA 50392, USA.

2858350-042023

Contacts

Ashley Miller, miller.ashley@principal.com, 515-878-6295

AUBURN, Ala., April 7, 2023 /3BL Media/ – Georgia-Pacific has contributed $100,000 to Auburn University to help fund a new state-of-the-art digester that will give engineering students the ability to test and improve a newly patented innovation in papermaking.

The current digester in the Alabama Center for Paper and Bioresource Engineering (AC-PABE) at AU is over 30 years old with many operational issues and no longer meets teaching and research needs. That’s why the AC-PABE contacted Georgia-Pacific, a long-time partner of AU and the pulp and paper program.

“We have developed a new additive for the kraft pulping process and have been granted a US patent for this technology,” said Dr. Zhihua Jiang, Auburn Pulp and Paper Foundation associate professor and director, AC-PABE. “The new digester will allow us to systematically evaluate the effect of the new additive under various operating conditions and optimize and make the technology ready for a commercial scale trial. It will also be used in our other research projects to further improve the pulping efficiency.”

A digester is a key piece of equipment used in the paper-making process. Pulp mill digesters use heat and chemicals to break down wood chips into pulp. The pulp is then further refined and processed to produce paper products.

Johnnie Pearson, director of pulp power and recovery center of excellence for Georgia-Pacific, graduated from AU with a bachelor’s degree in chemical engineering and knows how important this donation is to the school, students and future generations of Georgia-Pacific.

“I still use all my experiences from Auburn every day. It’s the fundamental basis of how I came into the industry and evolved,” said Pearson. “I worked on the old digester when I was in school, and the new equipment will dramatically impact the students and advance their cooking techniques. To this day, I still go back to my hands-on experiences.”

Once the new digester is installed sometime in 2023, students will be able to operate the digester, produce pulp from wood chips and evaluate the effect of reaction conditions on yield and pulp properties. In addition, the digester will allow students, for the first time to effectively study and learn the kinetics of the pulping process by evaluating the changes in liquor compositions.

“Georgia-Pacific values our commitment to our community partners like Auburn University,” said Hudson Pope, senior vice president of Georgia-Pacific operations and president of the Auburn Pulp and Paper Foundation. “AU is rooted in outstanding instruction and meaningful research. The educational experience that donations like this can provide for students is invaluable and critical to their success after graduation, something Georgia-Pacific is proud to be a part of.”

While the digester used in the AC-PABE is on a much smaller scale than what’s used in a Georgia-Pacific mill, it’s an integral part of the hands-on education for students at Auburn.

“I think anybody within this pulp and paper program will benefit,” said Bradley Lowery, an AU chemical engineering student. “The new digester will be state of the art. The hands-on learning capability goes much further than what you can get from a textbook.”

Bradley will graduate in May 2023 and take his education and experience to Georgia-Pacific’s Alabama River Cellulose mill, where he’ll be doing mechanical reliability.

“My father has worked for Georgia-Pacific for the last 15 or so years. So, I’ve learned a lot about how they do business,” said Bradley. “Once I came to Auburn, I was fortunate enough to be on the pulp and paper scholarship, which I am very grateful for. Georgia-Pacific has put many meals on my family’s table and has really brought things full circle for me. The learning I gained at Auburn and now going to work for Georgia-Pacific after graduation: it’s really been such a blessing in my life. I can’t thank Georgia-Pacific enough.”

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HOUSTON, May 3, 2023 /3BL Media/ – Last week, INOVUES, the non-invasive facade retrofit technology provider that helps reduce the energy consumption and carbon footprint of buildings, was named Gold Stevie® Award winner in The 21st Annual American Business Awards® for “Energy Industry Innovation of the Year.”

“We are both humbled and honored by this recognition of our efforts to transform building facades with the latest energy-saving and smart-glass innovations, cost-effectively and without disrupting occupants,” said Anas Al Kassas, INOVUES Founder and CEO. “We would like to take this opportunity to congratulate fellow Silver and Bronze category winners CruxOCM, Encycle, IKIO LED Lighting, Lynkwell, ÉSECÈ Group, and Nature’s Sunshine for their commitment to sustainability excellence.”

Judges remarked how, “INOVUES has a very innovative product that helps reduce energy consumption and carbon emissions in the built environment… The world needs more innovations like this. Being able to retrofit non-invasively and leading to business savings is impressive.”

40% of global CO2 emissions come from the built environment and nearly 70% of all existing buildings today have single pane or low performing double pane windows. The benefits of envelope upgrades are irrefutable, but they have historically been too costly and disruptive to contemplate. INOVUES’ patented system aims to solve the dual challenge of meeting new carbon emission targets and increasing the value of outdated real estate assets as electricity rates and office vacancies continue to soar.

INOVUES offers building owners a high-ROI, low-carbon path to save up to 40% on energy consumption, improve indoor thermal and acoustic comfort, and increase the value of building assets, with up to 10x faster payback than traditional window / curtain wall replacement. The company was featured in Bill Gates’ Breakthrough Energy Climate Action Playbook and is backed by the 350-year-old global building technology leader Saint-Gobain.

The American Business Awards are the U.S.A.’s premier business awards program. All organizations operating in the U.S.A. are eligible to submit nominations – public and private, for-profit and non-profit, large and small.

More than 3,700 nominations from organizations of all sizes and in virtually every industry were submitted this year, and more than 230 professionals worldwide participated in the judging process to select this year’s Stevie Award winners.

Nicknamed the Stevies for the Greek word meaning “crowned,” the awards will be presented to winners at a gala ceremony at the Marriott Marquis Hotel in New York on Tuesday, June 13. Tickets are now on sale.

Further details about The American Business Awards and the list of 2023 Stevie winners are available at www.StevieAwards.com/ABA.

Hashtags: #award #greenbuilding #netzero #energyefficiency #decarbonization #ESG

ABOUT INOVUES: 
INOVUES makes existing buildings more energy-efficient and sustainable through a range of non-invasive insulating glass retrofit solutions. The company’s patented technologies are engineered to integrate the latest glass innovations; are quick and easy to install; and do not require any removal, replacement, or disruption to normal building operations. INOVUES offers building owners and managers a high-ROI, low-carbon path to save up to 40% on energy consumption, improve indoor thermal and acoustic comfort, and increase the value and sustainability of the buildings. More information on the five-year-old, venture-backed company can be found at https://www.inovues.com.

FOSTER CITY, Calif., May 3, 2023 /3BL Media/ – The recent national conversation on hepatitis C (HCV) is an encouraging step towards viral hepatitis elimination in the U.S. With its long history of leadership in viral hepatitis, Gilead continues to support efforts that focus on HCV elimination. Gilead is proud that its medicines have treated over four million individuals living with HCV globally. Today, some 2.4 million people are living with HCV in the U.S., even though ~95% of those treated with direct-acting antivirals (DAAs) are cured. Prices of HCV medicines have dropped significantly, and many acknowledge that price is not a barrier for most payers and patients. Curative HCV drug therapies are just one part of an elimination strategy that needs to dedicate considerable resources and attention to screening and linkage to care so that all patients in need of HCV treatment can access it in a timely manner and achieve a cure.

Gilead believes that to make meaningful progress toward HCV elimination, the following three efforts are critical to success:

1. Additional public health resources that support screening and linking patients to care. A comprehensive HCV elimination strategy must include dedicated efforts to educate new providers in the treatment of HCV, greater community awareness, as well as better integration between diagnosis, treatment, and support services. Better point-of-care tests, robust disease monitoring, and surveillance are also needed. Without all these elements, the U.S. will not be able to achieve its HCV elimination goals.

2. Ensuring patients can access a treatment that works for them and allows them to achieve a cure. The patient-provider relationship should drive treatment decisions to ensure that the regimen minimizes side effects, supports patient adherence, and ultimately achieves sustained virological response (SVR). Open access is also critical to reducing health-related inequities often experienced by individuals living with HCV, including the need to appeal for coverage of an excluded medicine. In the absence of an effective HCV vaccine, current HCV treatment regimens represent the most effective means to prevent disease transmission. A national procurement for HCV treatment that limits treatment choices is therefore not the solution for the needs of specific populations that have not yet been able to achieve HCV elimination.

3. Removing all restrictions on who can receive treatment. Payers, including some state Medicaid programs, still maintain restrictions to curative care such as sobriety requirements, regulations on who can treat patients living with HCV, and unnecessary tests1 that do not inform treatment decisions for most patients. These barriers are not supported by medical guidance and national recommendations for managing the care of high-risk individuals2. In some cases, such as incarcerated individuals, HCV screening, linkage to care, and treatment are either limited or absent. Healthcare providers need all the tools available to adequately address and support a patient’s health needs upon diagnosis, and restrictions to treatment options can have unintended negative consequences for the vulnerable patients they serve.

Gilead appreciates and supports a wide range of collaborative initiatives intended to eliminate HCV in the U.S. and welcomes the continued dialogue on a multipronged approach to meaningfully impact HCV elimination in the U.S.

About Gilead Sciences 
Gilead Sciences, Inc. is a biopharmaceutical company that has pursued and achieved breakthroughs in medicine for more than three decades, with the goal of creating a healthier world for all people. The company is committed to advancing innovative medicines to prevent and treat life-threatening diseases, including HIV, viral hepatitis, and cancer. Gilead operates in more than 35 countries worldwide, with headquarters in Foster City, California.

For more information about Gilead, please visit the company’s website at www.gilead.com, follow Gilead on Twitter (@Gilead Sciences), or call Gilead Public Affairs at 1-800-GILEAD-5 or 1-650-574-3000.

1 i.e. Fibrosis score measurements 
2 https://www.hcvguidelines.org/unique-populations/pwid

Originally published by Gilead Sciences

As part of the annual International Women’s Day celebrations, VMware is honouring the invaluable role women play within the technology industry. This year, we spoke to several female employees across our EMEA business to shine a spotlight on the strides the tech sector has made in recent years, as well as the steps we still need to take in order to edge closer towards achieving gender equality across the board.

To create more equal opportunities, Tamar Brooks, Vice President, United Kingdom & Ireland, VMware, believes that we need to address the misconception that you need strong technical knowledge in order to pursue a career in technology. “This isn’t the case,” she emphasised. “We need to change this perception, particularly among the younger generation.”

For Uta Haller, Director, EMEA Multi-Cloud Partner Go To Market, VMware, truly listening and considering other viewpoints is when the benefits of inclusion really start to emerge. “We have to stop thinking in categories such as ‘women’, ‘Black’, ‘young’, ‘old’, etc. as it’s actually not inclusive,” Uta shared. “We should instead focus more on what it takes to give everyone a fair chance, no matter where they come from or what they believe in.”

Sarah Gharaibeh, Solution Engineer, EMEA Subregional Gen. Business SE, VMware, noted that accepting our differences and respecting each other’s backgrounds is how we can become stronger together. “Diversity and inclusion both add a new flavour to success, so we shouldn’t be afraid to bring our unique perspectives into everything we do,” she said.

Read on to hear more from Tamar, Uta and Sarah regarding their unique career journeys, the challenges women in tech face today, as well as what changes they would like to see being implemented across the tech sector.

Q: What inspired you to pursue a career in technology?

Tamar: I fell into the career rather than deliberately joining, and I’m very glad to have found it. I come from a legal background, having originally started my career as a lawyer. However, I decided it wasn’t for me. I went travelling for a year and when I came back, I got a job selling software.

Uta: I actually didn’t plan it. It was a recommendation from my uncle at the very early days of IT, so I applied and got a job in marketing. It’s a very faced-paced industry packed with new ideas that drive major impact – I guess that’s why I never left.

Sarah: Looking back, I believe that there were 3 choices in my life that put me on the path to a career in technology. The first happened when I decided to pursue an undergraduate degree in computer engineering, despite not being a fan of being behind the computer or without initially being intrigued by what’s inside a computer at a younger age. I made the decision after a big push from my family and friends, who convinced me that this field has a bright future – I felt that it would be interesting to discover and understand what a computer-driven world would look like.

The second choice occurred when I took a CRM course after graduating, which helped me land my first job in presales – it was here where I was able to connect with the business world and use it as a platform to learn to help people get what they want out of technology.

The third choice is something that I remind myself of every day – you’re only afraid of what you don’t know. I’m always keen on new experiences, equipping myself with knowledge and being brave in applying what I learn.

Q: In your opinion, what’s the biggest challenge facing women in tech?

Uta: I think that we’ve come a long way from when I started 33 years ago. We’re also lucky enough to work for a company that cares about inclusion, equal opportunities and providing a safe environment for everyone.

In the past, women often weren’t even invited to apply for certain positions of discussions in tech. Now, there’s an opportunity and women need to capitalise on it. One of the key challenges facing women is imposter syndrome – it’s almost a ‘chicken and egg’ problem. I also believe we can improve on how we help women combine work and family life while also feeling valued and respected. However, none of this is exclusive to women, I think this applies for all under-represented minorities.

Tamar: In the technology sector, the issue is that in certain parts of it, there are very few women. In comparison, there are far more women in the legal sector. When I first joined the industry, women accounted for around 10% of sales teams in the organisation that I worked for then. The good news is that in my current organisation this has increased to around 30% in my region. However, in the more technical roles, the percentage of women is likely to be in the single digits. This is increasingly concerning because when there is only one main demographic represented, you run the risk of creating unconscious bias.

The underlying issue here is that the tech sector does not look attractive to women because of the perception that you have to be very technical in order to succeed. But this isn’t the case. Take myself for an example – I’m the least technical person I know. We need to change this perception, particularly among the younger generation.

Sarah: The fact that technology is a dynamic and ever-changing world is both a challenge and an opportunity. You always need to keep up with it, especially if you want to be a part of it, so you will always find yourself battling to find the time and energy to do so. A good way to look at it is realising that it’s okay to ask for help. Giving help to others is also crucial for creating a healthy community of women in tech both inside and outside your organisation.

Q: Who are some of the women role models or mentors that have influenced your career journey?

Uta: I’ve been lucky enough to work for both men and women who pushed my boundaries, helped me deal with imposter syndrome and provided me with a safe environment, all at the same time. They put me in situations or in charge of projects that I would probably never would have asked for. They believed in me and they were always there when I needed advice or backup – it helped me build trust and confidence, which later allowed me to figure out what I want and to not be being shy asking for it.

I can’t name just one person as there were many along my journey. I could have just been lucky in my own journey, so I see it as my – as well as our collective responsibility – to do the same for other women and under-represented minorities. We need to speak up if we think something’s wrong, stand by people when they need it and bring them forward when we think there is opportunity for them to shine.

Tamar: There was a very successful businesswoman in the 90’s who ran a hedge fund called Nicola Horlick who had a large family and a hugely successful career in a male dominated industry. She wrote several books about her experiences which I read avidly. You have to remember that at that time, being a successful hedge fund manager whilst being a mum and wife and talking about trying to manage it all was so unusual. She became something akin to a role model and inspiration for me. It helped me believe. I remember being at school thinking that if she could do it, why couldn’t I?

There was something Madeleine Albright, the first female Secretary of State in the United States, said that had a massive impact on me at the time: “There’s a special place in hell for women who do not help other women.” I couldn’t agree more. In the 80s and 90s, women were starting to become more successful and not all of them were as supportive of other women as they should have been. I believe that when you’re in a minority, you have a responsibility to help other people in the minority to succeed.

On a more fun note, I grew up listening to Madonna and she also played an important role in teaching us that women can be successful in their own way. She broke into a male-dominated industry while pushing boundaries and smashing stereotypes – love her or loath her (and my parents loathed her!), she did what she wanted to do in her own way. When I was in my teens, she was the woman we all wanted to be.

Sarah: My first manager, Lina Ayesh, who later went on to become the General Manager of Products and Solutions at an ISV, was a vibrant role model and mentor. I learned a lot from her, and I can definitely say she had a big role in shaping my career. I’m also inspired by the popular poet and civil rights activist Maya Angelou, whose words speak to the heart.

Q: What are some changes you’d like to see in the tech industry to promote more gender diversity and inclusion?

Tamar: We should be encouraging more women to join the industry. We need to be ambassadors and really provide them with all the support and coaching they need to stay engaged within it. It’s clear that the hiring processes in the tech industry need to change too. We’ve been talking about getting more women in IT for over 15 years, yet our ability to shift the needle has not improved much in certain areas of IT. However, in sales we are moving the needle and I am proud to work for a company that does care and is working hard to improve gender diversity and change attitudes. When I started in my career, I would not have believed how different the tech sales demographic looks now.

From a society perspective, we can improve this by promoting technology in schools. STEM subjects should be taught to young girls at school at an early age. And for those girls who find it interesting, we need to wrap them in support and give them all the help they need. At school, I was told I didn’t have a brain for chemistry and should do history instead. I know this is changing and I am heartened to hear my son and his friends talk about how their schools discuss STEM subjects and how girls are being encouraged to study these subjects by bringing in female role models to talk to the children. This will bring about change. We should all be leaning in to help this from the grassroots up.

Uta: The benefits of inclusion happen when we truly listen and consider different viewpoints. That’s what drives innovation and better business processes and, in turn, better business outcomes. We should make efforts to bring different people with different experiences and from different backgrounds to the table and not create things in silos.

Another thing that’s important to me is that we stop thinking in categories such as ‘women’, ‘Black’, ‘young’, ‘old’, etc, as it’s actually exclusive. We should be focusing more on what it takes to give everyone a fair chance, no matter where they come from or what they believe in – only then can we start to be more inclusive.

Overall, I would say we are quite lucky in our industry. But if you look beyond the horizon, there is a lot of work to be done to help elevate women: sexual harassment, discrimination, women not being able to participate in society in the same way as other, the gender pay gap or even the ability for girls to benefit from education in a way that would allow them to be less dependent and earn their own money – just to name a few. Whether it’s being active with organisations who address these issues or simply by donating to organisations who do, we’re very spoiled to be at a company like VMware that is committed to helping make an impact.

Sarah: I like to go back to the basics and remind ourselves that accepting our differences is crucial and half the journey to what makes us stronger together. Diversity and inclusion both add a new flavour to success, so we shouldn’t be afraid to bring our unique perspectives into everything we do.

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