DUBLIN, March 23, 2023 /3BL Media/ – Intelligent power management company Eaton (NYSE:ETN) has joined the Sustainable Procurement Pledge’s (SPP) League of Champions program, further demonstrating the company’s commitment to sustainable business practices.

SPP is an international, non-profit organization for procurement professionals that drives awareness and knowledge of responsible sourcing practices. Launched in 2022, the SPP League of Champions program was created to help procurement leaders equip their teams with the skills to deliver on the organization’s sustainability objectives.

“We care about making the world a better place for everyone, and that includes creating a sustainable and ethically managed supply chain,” said Executive Vice President and Chief Supply Chain Officer Rogerio Branco, who will serve as a member on the League of Champions. “Relationships like these are crucial in accelerating our work in this space. We’re excited to work with other companies that are also committed to creating a positive impact in the world.”

Eaton celebrated the second annual World Sustainable Procurement Day, hosted by SPP, on March 21. The observance day is designed to empower procurement practitioners with the knowledge, awareness of best practices, and practical solutions needed to tackle sustainable procurement challenges today – across all regions, sectors and issues.

Eaton’s involvement with SPP further demonstrates the company’s commitment to achieving its 2030 Sustainability Goals, which includes reducing Scope 3 emissions throughout its value chain. Learn more at Eaton.com/sustainability.

Eaton is an intelligent power management company dedicated to improving the quality of life and protecting the environment for people everywhere. We are guided by our commitment to do business right, to operate sustainably and to help our customers manage power ─ today and well into the future. By capitalizing on the global growth trends of electrification and digitalization, we’re accelerating the planet’s transition to renewable energy, helping to solve the world’s most urgent power management challenges, and doing what’s best for our stakeholders and all of society.

Founded in 1911, Eaton is marking its 100th anniversary of being listed on the New York Stock Exchange. We reported revenues of $20.8 billion in 2022 and serve customers in more than 170 countries. For more information, visit www.eaton.com. Follow us on Twitter and LinkedIn.

Contact: 
Katie Miller 
+1 (440) 523-5332 
katiermiller@eaton.com

How do you create a career path that aligns with your values? 

Angela Parker, CEO and co-founder of Realized Worth, shares insights about what skillsets are most in demand, how to pitch and get approval for your ideas, and how to keep your life’s purpose front-and-center, no matter what your career throws at you.

About Angela

Angela Parker is CEO and co-founder of Realized Worth, a consultancy that helps companies build meaningful social impact programs. She is a prolific writer, speaker, and consultant whose work focuses on the practical application of transformative learning theory in corporate settings. 

More episodes packed with practical insight

To hear more from industry leaders – including Jen Carter of Google, and Patricia Toothman of Splunk – on how to create blueprints for navigating a CSR career, building a social impact program, and adapting to changing times, visit Submittable’s Impact Studio. You’ll hear six episodes revealing a number of practical insights you can use in your mission.

 

Abbott

Chances are you know someone who’s ended up in the emergency room for chest pain. Millions of people find themselves in this situation every year.

When people first arrive at the ER, doctors often run blood tests. The tests look for proteins in the bloodstream — referred to as biomarkers — that are released after the heart muscle has been damaged. The biomarkers help doctors diagnose heart attacks.

Two of the tests measure levels of two cardiac biomarkers in the blood: high-sensitivity cardiac troponin (hs-cTn) and N-terminal pro-brain natriuretic peptide (NT-proBNP).

Concentrations of these biomarkers are different in healthy men and women,1,2 which helps clinicians determine whether they are considered elevated, a key element of diagnosing and determining a person’s condition and whether they may have suffered a heart attack.

But what about transgender individuals, people who have a gender that is different than their sex assigned at birth? Which gender do the biomarkers reflect? Knowing this piece of information could help doctors better assess their biomarker levels.

A new study offers an important clue. The research indicates that the differences in the two biomarkers between healthy transgender women and transgender men were similar to those in healthy cisgender women and men. Cisgender individuals are people whose gender identity corresponds with the sex registered for them at birth. This suggests that sex hormones — not sex assigned at birth — drive the differences, an important revelation for clinical assessment.

The researchers measured the biomarkers using several tests, including Abbott’s ARCHITECT STAT High-Sensitivity Troponin I test.

“This research presents essential new information about cardiac biomarkers in transgender individuals,” said Alex Carterson, divisional vice president of medical, scientific and clinical affairs at Abbott. “Knowing more about the biomarkers in transgender people will allow doctors to better assess whether or not levels are elevated and will lead to better care.”

The cardiac biomarkers hs-cTn and NT-proBNP are released into the bloodstream when the heart has been damaged. Cisgender males tend to have a higher natural concentration of hs-cTn than cisgender females,3 and cisgender females tend to have a higher natural concentration of NT-proBNP than cisgender males.4

Because there is an absence of medical literature that studies and defines cardiac biomarkers in transgender individuals, the team of researchers conducted a study to understand how hs-cTn and NT-proBNP concentrations differ between healthy cisgender individuals and healthy transgender individuals.

The study measured the cardiac biomarkers in 79 transgender men and 93 transgender women who had been prescribed testosterone or estrogen for more than one year. The researchers discovered the differences in cardiac biomarkers were similar to what is seen in cisgender men and women.

Results showed that transgender men have higher hs-cTn concentrations than transgender women, like cisgender individuals. Transgender women had higher NT-proBNP concentrations than men, like cisgender individuals. The study shows that “sex hormones, rather than sex assigned at birth, may be a stronger driver of the observed concentration differences between healthy men and women for biomarkers of cardiac disease,” the researchers wrote.

“This study hopefully jumpstarts additional research that will shed even more light on how sex hormones and gender-affirming therapy affect different biomarkers in transgender individuals,” Carterson said.Abbott is committed to diversity and health equity to make sure that all patients are getting the care that they need by empowering their care providers with accurate diagnostic information about their health.”

The study, “Distribution of High-Sensitivity Cardiac Troponin and N-Terminal Pro–Brain Natriuretic Peptide in Healthy Transgender People” was published in JAMA Cardiology in the fall.

The researchers said additional studies are needed in the transgender population to quantify any potential cardiac consequences of gender-affirming therapy and to optimize cardiac health in the transgender community.

References

1Kimenai DM, Janssen EBNJ, Eggers KM, et al. Sex-specific vs overall clinical decision limits for cardiac troponin I and T for the diagnosis of acute myocardial infarction: a systematic review. Clin Chem. 2018;64(7):1034-1043. doi:10.1373/clinchem.2018. 286781 
2Saenger AK, Dalenberg DA, Bryant SC, Grebe SK, Jaffe AS. Pediatric brain natriuretic peptide concentrations vary with age and sex and appear to be modulated by testosterone. Clin Chem. 2009; 55(10):1869-1875. doi:10.1373/clinchem.2009.123778 
3Kimenai DM, Janssen EBNJ, Eggers KM, et al. Sex-specific vs overall clinical decision limits for cardiac troponin I and T for the diagnosis of acute myocardial infarction: a systematic review. Clin Chem. 2018;64(7):1034-1043. doi:10.1373/clinchem.2018. 286781 
4Saenger AK, Dalenberg DA, Bryant SC, Grebe SK, Jaffe AS. Pediatric brain natriuretic peptide concentrations vary with age and sex and appear to be modulated by testosterone. Clin Chem. 2009; 55(10):1869-1875. doi:10.1373/clinchem.2009.123778

Cadence is committed to building a culture that fosters inclusion and embraces diverse backgrounds, experiences, and ideas. Each year, Cadence offers Diversity in Technology scholarships to Women in Technology, Black Students in Technology, and Latinx Students in Technology currently pursuing a bachelor’s, master’s, or Ph.D. degree in computer science, computer engineering, electrical engineering, electronic engineering, or a closely related technical field in the United States and Canada. 

In this video you’ll hear directly from some of the recipients of the Cadence Women in Technology Scholarship as they dive into their personal experiences, post-graduation goals, and what drives them to shape the future of technology.

For the fourth consecutive year, Southwire has been recognized as a Top Diversity Employer by DiversityJobs.com.

The mission of DiversityJobs is to promote diversity and inclusion in the workplace by creating a space for diversity-minded employers to engage the best and brightest diverse talent, and the company’s annual Top Diversity Employers list seeks to recognize organizations that are taking active steps to build a diverse and inclusive workforce.

“At Southwire, we value each of our team members — The People Behind the Power™ — and recognize the importance of diverse perspectives, beliefs, skill sets and ideas,” said Fernando Esquivel, executive vice president and Chief People & Culture Officer. “Our four key values are empowerment, trust, consistency and inclusion; to uphold these values and achieve our organizational goals, we must attract and retain diverse talent, embrace our differences and work together.”

Southwire is one of only 34 companies in the Manufacturing and R&D category to top the list in 2023. This achievement is made possible through the company’s ongoing diversity, equity and inclusion (DEI) efforts and inclusive recruitment practices, which combine to create a workplace where different backgrounds and perspectives support positive relationships and collective success.

“Being named a Top Diversity Employer aligns greatly with Southwire’s recruitment efforts, as we continue to mature and accelerate our DEI strategy,” said Sharita Spruill, director of Talent Acquisition. “Southwire continues to increase efforts to become an employer of choice through a variety of activities, including external partnerships, Giving Back, talent development and increasing investments within our Employee Resource Groups.”

Dating back to 2014, Southwire’s six Employee Resource Groups (ERGs) — Women’s Network, Spectrum, NEXTgen, T.E.A.M., Veterans Network and ALLIED — provide opportunities for team members to connect and drive Southwire’s DEI mission forward. This empowers the company to build a culture that recognizes and celebrates the value of diverse backgrounds, equity in opportunity, and inclusivity in action.

“This recognition is a testament to Southwire’s commitment to diversity, equity and inclusion,” said Cara Herzog, vice president of Diversity, Equity and Inclusion. “Our team members are the foundation of our culture, and we believe an inclusive and diverse workforce strengthens our ability to be generationally sustainable for the next 100 years and beyond.”

To explore career opportunities with Southwire, please visit careers.southwire.com. To learn more about Southwire’s DEI initiatives, please visit the company’s website at www.southwire.com/dei.

For more Southwire news, visit www.southwire.com/newsroom.

FORT WORTH, Texas, March 23, 2023 /3BL Media/ — American Airlines, the Dallas Mavericks, the Neal and Jamie Hawks Foundation and Nick & Sam’s Steakhouse were proud to partner for the 16th annual Seats for Soldiers, a one-of-a-kind experience to honor our nation’s heroes. More than 100 service members — wounded, ill and injured service members from Brooke Army Medical Center in San Antonio and soldiers from the Texas Army National Guard — enjoyed dinner hosted by Nick & Sam’s Steakhouse, as well as courtside seats for the Dallas Mavericks versus Detroit Pistons game on Jan. 30 at American Airlines Center.

After missing two seasons due to the COVID-19 pandemic, sponsors and soldiers were thrilled to be back this year. The day began with the military service members boarding an American Airlines charter flight from San Antonio to Dallas-Fort Worth, with American’s pilots and flight attendants volunteering their time for the special flight.

“We are thrilled to have Seats for Soldiers back at the American Airlines Center after a two-season break,” said David Seymour, American’s Chief Operating Officer. “As an Army veteran myself, I’m especially proud to work alongside a team that cares for our nation’s heroes and makes special events like these happen.”

After arriving at Dallas Fort Worth International Airport, the group of soldiers were treated to a four-course dinner provided by Nick & Sam’s Steakhouse at the Network Bar, prior to attending the Mavericks vs. Pistons game. This year’s menu was created by Nick & Sam’s Corporate Chef and Partner Samir Dhurandhar and featured an Allen Brother filet mignon and ‘Salt n Pepper’ Scottish Salmon main dish option with sides. The meal concluded with Dallas Mavericks seven-layer cake and Sweet House vanilla ice cream. The Nick & Sam’s staff volunteered their time to host the group, and the service was provided free of charge to the service members.

“We are honored to partner with American Airlines & the Dallas Mavericks to thank our service members and veterans for their dedication to our country,” said Samir Dhurandhar, Nick & Sam’s Steakhouse’s Corporate Chef and Partner.

The concept for Seats for Soldiers originated with Dallas Mavericks season ticket holders Neal and Jamie Hawks, who, along with other front-row season ticket holders, have donated their seats year after year to host the wounded service members. After the game, the soldiers attended a meet-and-greet session with the Mavericks players and entertainers.

“After a two-season hiatus, we are honored to bring back Seats for Soldiers as a token of our appreciation to the brave men and women in uniform,” said Dallas Mavericks Governor Mark Cuban. “The game of basketball, and sports in general, would not be possible without the sacrifice of these service members, and this night is our way to recognize them.”

About American Airlines Group
To Care for People on Life’s Journey®. Shares of American Airlines Group Inc. trade on Nasdaq under the ticker symbol AAL and the company’s stock is included in the S&P 500. Learn more about what’s happening at American by visiting news.aa.com and connect with American on Twitter @AmericanAir and at Facebook.com/AmericanAirlines.

About the Dallas Mavericks
The Dallas Mavericks are a first-class global sports and entertainment organization providing memorable experiences for fans worldwide. The Mavs compete in the National Basketball Association as a member of the Western Conference and play at American Airlines Center under the direction of Coach Jason Kidd, General Manager Nico Harrison, CEO Cynt Marshall and Governor Mark Cuban. Since the inaugural season in 1980- 81, the Mavs have won four division titles, two conference championships and one NBA championship in 2011. In addition to on-court success, the Mavs are committed to making a difference in North Texas through community programs and the Mavs Foundation. For more information on Dallas Mavericks players, staff, stats and tickets, visit mavs.com.

About Nick & Sam’s Steakhouse
Founded in 1999 by restauranteur Phil Romano, Nick & Sam’s Uptown Steakhouse has become one of Dallas’ most popular and attractive dining destinations. Our universal appeal is a result of exceptional prime steaks, chops, seafood, and world class sushi, in addition to the best selections of Japanese Wagyu in the U.S. and paired with a Wine List of 500 labels and outstanding customer service. Nick & Sam’s name stems from the son of a friend (Nick) and Mr. Romano’s son (Sam). This restaurant is the culmination of Mr. Romano’s extensive experience in concepting, designing highly successful and original restaurants throughout the United States. An exceptional management and service staff has been assembled to ensure optimum performance from day one with a goal of maintaining the highest customer service and satisfaction. Corporate Chef/Partner Samir Dhurandhar is constantly and consistently raising the bar with innovated edible conceptions using the highest quality ingredients and his pure passion to offer only the best to our guests. For more information, please visit https://nick-sams.com.

A £7 million fund has been launched to ‘green up’ the freight delivery process, which will create new jobs in the UK.

The government-backed freight innovation fund (FIF) will help support up to 36 small and medium-sized enterprises (SMEs) over the next three years to ensure freight solutions are efficient to help improve transport links and decarbonise the sector.

Innovative technology will be scaled up and rolled out across the industry, thanks to the funding, which is expected to improve journey times and predictability. It is hoped the new solutions will help reduce air pollution, reduce traffic, generate jobs and ensure customers receive their goods more efficiently.

Industry-leading businesses will work with the SMEs to develop innovations to improve the resilience of freight and its impact on the environment by looking at ways to improve the goods moving between rail, road and maritime transport.

Tightening up operations

The FIF was unveiled last year as part of the government’s ‘future of freight’ plan for the UK freight transport sector. The cross-modal and cross-government plan focuses on a series of priorities for the sector including cost efficiency, reliability, resilience, environmentally sustainability and being valued by society.

SMEs will be given the opportunity to test new innovations, roll out new technology and undertake new work processes to reduce emissions and unlock efficiencies, the latter having the potential of being “huge” according to the Department for Transport.

The businesses will also benefit from a FIF accelerator which will provide bespoke support to innovators to help them access private investment and networking opportunities with other movers and shakers in the freight industry.

Richard Holden, Roads Minister, said: “Our freight industry is vital to underpinning the economy and keeps Britain moving, so it is crucial we invest in new innovations to make it greener and quicker.

“This fund will accelerate new ideas and technologies, helping to develop a future pipeline of innovations that can be rolled out to create jobs and allow everyone to get their goods faster and easier.”

Strengthening the freight network capacity will help it recover from any disruption and will increase supply chain resilience for a multitude of industries across the country.

Overcoming ongoing freight issues

The government’s future freight plan sets a strategy for the government and industry to align their work to deliver a world-class, smooth flow of freight across roads, railways, seas, skies and canals in the UK.

However, there are challenges to overcome including three long-standing issues:

The lack of large-scale data collection cross-industry which could be shared across the different modes of freight transport to improve better coordination and efficienciesDifficulties in inter-modal transport (such as rail and road) and ways to improve breaking up large consignments into smaller ones to reduce traffic and emissionsImproving freight distribution in ports across various transport modes which could improve efficiency and predictability of the rest of the journey

The plan also highlights the importance of identifying a National Freight Network to monitor and comprehend movements within the freight industry and its economic value.

Delivering a better future

This latest fund for the industry follows on from previous government initiatives designed to increase R&D. Other technologies supported in separate funds include Hypermile’s AI programme to help HGV drivers save fuel, AI analysis from Fishbone Solutionsto ensure wagons are working correctly via vibrational data and a tool from CGA Simulation designed to predict the best place for infrastructure to enable revolutionary development in logistics.

Governmental innovation agency Connected Places Catapult developed the FIF and will give SMEs access to technical and business support from the organisation.

Nicola Yates OBE, CEO at Connected Places Catapult, said: “Each year in the UK, we transport 1.6 billion tonnes of freight using many different modes of transport, and it has never been quicker or easier. The freight sector makes a huge contribution to our economy and contributes significantly to domestic carbon emissions.

“We are delighted to be working with Department for Transport to launch this freight innovation fund as part of their future of freight strategy. The fund will help us to work with innovators and industry partners to develop a pipeline of technology and data innovations that will tackle the freight sector’s emerging needs, ensuring that resilience, efficiency and carbon reduction are core to the sector’s future.”

Jonathan Goldsmith, Head of Transport and Infrastructure – Sustainable Business at Acre UK, said: “Global freight is responsible for 30% of all transport-related carbon emissions from fuel combustion. Emissions are set to quadruple by 2050 as supply chains become more complex, and consumers demand even faster access to goods, making freight one of the hardest industries to decarbonise.

“This is a positive first step; however, much more investment is needed if we are to meet 2050 net zero ambitions.”

At Acre, we work with the most aspirational businesses with potential to make real change; from those who are just starting out to those who are well on the journey to crafting a legacy.

Our 18 years’ experience in sustainability recruitment, combined with our extensive global network, enables us to provide talent solutions that are designed to deliver this change.

Through our unique behavioural assessment technology, we understand the types of people, skills and behaviours required to create impact. We can develop these qualities within your existing teams too.

We find talented people and develop their skills to ensure they make a true impact in ambitious, progressive organisations.

Acre. Making companies ready for tomorrow.

The story of Project Mâmawi, and that of many more inspiring Indigenous People from northern Alberta to St. John’s, Newfoundland and Labrador and places in between, can be found in the 2022 edition of Suncor’s Pathways magazine. Our Pathways magazine is a representation of our ongoing commitment to the Journey of Reconciliation. Visit Suncor.com to read more stories.

Turnarounds are large, complex events at the Mildred Lake upgrading complex, so much so that they get their own name.

During a turnaround, thousands of skilled trades from across Canada work around the clock to safely bring down several plants at the site, about 40 kilometres north of Fort McMurray, Alta. Workers inspect equipment, perform repairs, replace parts, upgrade technologies and restart plants sometimes in less than two months.

“We’ve always named our projects to build a sense of ownership with the workforce that comes here,” says Mike Wheeler, turnaround event manager. “In 2022, we decided to find a name that reflects our direction as an organization. Our Indigenous and Community Relations team recommended Mâmawi, which is Cree for together, speaks directly to our approach of one team—one goal for turnarounds.

They also made themselves available to speak to our workforce and answer questions. I’ve learned so much that’s helped my understanding of Indigenous issues. It’s helped my own journey of reconciliation.”

But Project Mâmawi also brings benefits to the wider region with 24 Indigenous-owned vendors supplying goods and services to the turnaround.

“These local, Indigenous–owned suppliers do a lot of work with us outside of turnarounds,” says Mike. “They understand the expectations about working safely and reliably and are people who live in our town and region. They care and are committed to Project Mâmawi’s success. This is reflected in our strong record on safety.”

While the project encouraged firms to hire local workers, turnarounds often attract skilled labour from across Canada and can often last up to 60 days. Project Mâmawi built on work done by previous turnarounds to showcase the region to the visiting workforce.

“Last year, we included the opportunity for contractors to attend the Athabasca Tribal Council Cultural Festival during their days off by providing a coach bus to take them from camp to the event.”

Welcome cards were also distributed to all workers, which spoke to the importance of inclusion and respect. They acknowledged the turnaround was taking place on Treaty 8 territory and the traditional lands of several First Nations and Métis communities. The front of the card included custom artwork from local Indigenous artist Nancy Desjarlais, who spent her childhood on Fort McMurray 468 First Nation.

“The water, trees and sun all relate to Fort McMurray’s scenery and are also representative of returning the land to its original state,” says Nancy, who earned her Bachelor of Fine Arts from the University of Alberta in 1994. “The bison were included because of the efforts by Syncrude to repopulate the bison herd. Bison are a great source of livelihood for Indigenous people, providing meat, clothing and bones for ceremonial weapons. The bison are positioned here as these two perspectives ‘coming together.’”

With Nancy’s roots in the region and her Cree-Metis ancestry, creating the artwork for Project Mâmawi was a natural commission.

“We want to continue to operate Mildred Lake safely, reliably and responsibly throughout the year,” adds Mike, “and provide opportunities for Indigenous communities to benefit from our operation.”

The story of Project Mâmawi, and that of many more inspiring Indigenous People from northern Alberta to St. John’s, Newfoundland and Labrador and places in between, can be found in the 2022 edition of Pathways magazine. Visit our Pathways magazine page to read more. 

Originally published in Cintas 2022 ESG Report

Cintas’ water journey has been full of advances and successes, and as a water-intensive business, we must keep innovating solutions that lessen our use of natural resources. 

For that reason, we continue to view our water-reuse initiatives as a tremendous opportunity to reduce our total water consumption and expand our water-conservation efforts.

OUR EFFORTS

In FY’22, our engineering and operations teams focused on ways to better quantify our existing water-reuse efforts. We installed or improved metering capabilities at many plants, and we will continue this effort in FY’23.

We also completed an assessment of each type of water-treatment and -reuse system currently utilized by Cintas to identify opportunities for improvement and expansion. Further, we continued evaluating advances in wastewater-treatment technology that could also expand the long-term potential of water reuse.

This examination of our water-reuse technologies and capabilities will be especially important as we identify opportunities to reduce our total water consumption in geographic areas experiencing significant water stress.

More than 30 years ago, Cintas started installing Dissolved Air Flotation (DAF) systems in plants. Those systems aid our efforts to reuse water. Over time, we have worked with our vendors to standardize the design of our DAF systems and incorporate the latest technological advancements into our plants.

MAXIMIZING REUSE IN THE GREAT LAKES AREA

Recently, we’ve had significant success in leveraging water-reuse technologies at facilities in our Rental division’s Great Lakes and East Central groups.

These groups include plant locations in Northern Indiana, Michigan, Northern and Eastern Ohio, Western and Central Pennsylvania, Western and Central New York, Kentucky, West Virginia, and Maryland.

Some locations near the Great Lakes have demonstrated reuse capabilities approaching – and in some cases exceeding – 30% of their water needs, and have been ground zero for our reuse-optimization testing.

Optimizing reuse technology at these plants has allowed us to create greater efficiencies at these locations and expand their capacity while continuing to operate within permitting limits. Their success has also helped us identify optimal reuse technology integrations and use cases that will benefit our enterprise footprint. This includes our processing locations in water-stressed regions that face added challenges.

WHAT’S AHEAD 

Optimizing our ability to reuse water and lower our overall water consumption is an important priority at Cintas.

Water reuse will continue to be a focus of our engineering, production, and plant management teams. Our Operational Excellence activities will play a central part in this work, and our customers’ expectations and satisfaction will continue to be paramount.

Read more

Privacy Overview

This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.