Tag: 3BL

March 21, 2023 /3BL Media/ – The Consumer Goods Forum (CGF) is pleased to announce Emily Kunen, Senior Director, Sustainable Agriculture, PepsiCo, and Anna Turrell, Group Sustainability Director, Tesco, were elected the new respective Manufacturer and Retailer Co-Chairs of the Forest Positive Coalition of Action in February 2023.

The Coalition is thrilled for these business leaders with extensive experience in the sustainability and responsible sourcing fields to assume these new roles in the Coalition, which embarks on its fourth year of collective action to remove deforestation, forest degradation, and conversion from key commodity supply chains, while delivering positive outcomes for climate, people, and nature in forest communities worldwide.

Commenting on their election, Emily and Anna said, “The Coalition is currently at a pivotal moment. Having built the critical foundations for our collective work in the last three years, the Coalition is now embarking on its next phase of work, focusing on accelerating impact and action. We are looking forward to working with this group of 22 companies to deliver on our commodity roadmaps, scale our support for landscape initiatives, and support industry transformation to positively impact climate, nature, and people.”

As our new Co-Chairs, Emily and Anna recently led the Coalition’s annual in-person Steering Committee meetings, held in Paris last week, which brought together the Coalition’s 22 member companies for strategic and technical dialogues.

Emily and Anna take on the Co-Chair roles previously held by Christine Montenegro McGrath, SVP and Chief Impact and Sustainability Officer, Mondelēz International, and Bertrand Swiderski, Sustainability Director, Carrefour. 

The Coalition welcomes Emily and Anna’s leadership, thanks them for their long-standing support, and looks forward to continued collaboration moving forward. 

For more information about the Forest Positive Coalition, visit its website here.

At Henkel, we are united by our purpose: Pioneers at heart for the good of generations. We believe that we have a responsibility to create a better world for future generations and this belief is a core component of our commitment to diversity, equity and inclusion.

To help create a more equitable and inclusive society, it is important to look to the past to better understand our present and be inspired by the work that still needs to be done. For a second year, we invited Henkel employees and their family members to participate in a contest to bring the words of Dr. Martin Luther King, Jr.’s “I Have a Dream” speech to life through their own essays and artwork. They shared hopes for the future and how we can help shape a more inclusive world.

Taking the time to reflect and learn more about pioneers like Dr. King can help provide different perspectives and new levels of understanding. As one employee wrote with their submission: “I am not really entering to win a contest. I’ve already won by doing this.”

Watch the video to see what else those who participated in this year’s contest had to say.

Rayonier 2021 Sustainability Report

Rayonier has developed policies and practices to recognize and respect the rights of Indigenous Peoples. We maintain ongoing dialogue and are continually building relationships with Indigenous Peoples in Washington, Oregon, and New Zealand. We further have programs in place to respond to any inbound inquiries from or relating to Indigenous Peoples.

We take pride in our relationships with U.S. Pacific Northwest tribes, are respectful of protecting their cultural rights, and look for opportunities to both strengthen these relationships and foster improved communication.

Given the significant common interests that we have with the Port Gamble S’Klallam Tribe in Port Gamble Bay, adjacent to the former Pope & Talbot mill site in Port Gamble, Washington, Rayonier works hard to ensure a cooperative working relationship with the tribe. This relationship incorporates many elements, including a 25-year lease on five acres of Rayonier tidelands in Port Gamble Bay to support the tribe’s cultural shellfish harvesting. The tribe also holds a first right of refusal on these tidelands, which gives the tribe preferential rights to purchase the tidelands in the event that Rayonier ever decides to sell them. In addition, Rayonier is working cooperatively with the Port Gamble Bay Natural Resource Trustees, a group comprised of five stakeholder tribes (including the Port Gamble S’Klallam Tribe), and state and federal regulators in implementing a suite of restoration activities on the former mill site. Much of this unique waterfront property will ultimately be dedicated to open space for public access and is adjacent to the town of Port Gamble, for which redevelopment planning is underway.

Going forward, as we look to build upon our relationships with Indigenous Peoples and further enhance our environmental stewardship efforts, we expect to provide access to our lands for a wide range of beneficial academic studies, including:

University of Washington Coastal Observation and Seabird Survey TeamHood Canal Salmon Enhancement GroupJefferson County Public Health (shellfish assessments)Lower Elwha Klallam Tribe (cougar study and salmon recovery project monitoring)Makah Tribe (cougar, elk, and deer study)National Council for Air and Stream Improvement (stream sampling)Olympic Natural Resources Center (Swiss needle cast study, ethnoforestry study, and others)Oregon Department of Fish and Wildlife (spawning and other aquatic surveys)Point No Point Treaty Council—Port Gamble S’Klallam and Jamestown S’Klallam Tribes (cougar study)Quileute Indian Tribe (culvert assessments)Quinault Indian Nation (elk study)Washington State Department of Fish and Wildlife (steelhead surveys and Cooperative Monitoring, Evaluation, and Research (CMER) Committee’s riparian study)

In New Zealand, we operate on lands that have cultural, ecological, and economic importance to Māori, and we therefore seek to honor their interests in these lands.

Our subsidiary, Matariki Forests, was recently recognized to signify the Māori name for the Pleiades constellation, which appears above the horizon in early June, signifying the start of the Māori New Year. Traditionally, this is the time when new crops are planted, or in Matariki Forests’ case, new trees are planted, which marks the beginning of a new cycle of growth.

We have a number of joint ventures with Māori land owners where the joint venture partner is actively involved in management decisions on the land. This includes decisions around land use mix, consideration of cultural and ecological values, and incorporation of complementary commercial or non-commercial land uses.

In order to support the ongoing protection and enhancement of these lands, special care is taken in the development and execution of forest manage ment plans in consultation with iwi, Pouhere Taonga (Heritage NZ), the Department of Conservation, local councils, and surrounding communities.

Read the full 2021 Sustainability Report.

Originally published in Southern Company’s 2021 Corporate Responsibility Executive Summary Report

A reliable, resilient and affordable energy system is central not only to our company and mission, but also to the future of energy. Southern Company is dedicated to delivering reliable and affordable energy to our customers and communities.

Southern Company is focused on modernizing our infrastructure to improve system reliability and resilience and working to ensure protections are in place to minimize physical risks to our energy systemsContinued innovation will be required – and is underway – to support future reliability and resilience needs in a carbon-constrained worldSouthern Company is committed to providing clean, safe, reliable and affordable energy for our customers

Southern Company is a leading participant in EPRI’s Climate READi: Power Resilience and Adaptation initiative

As 1-in-50 or 1-in-100-year extreme events of the past increase in frequency, and society increasingly depends on electricity, EPRI is strengthening the power sector’s collective approach to managing climate risk to the power system. EPRI’s collaborative model will convene the global thought leaders and scientific researchers necessary to build an informed and consistent approach. The framework will enable energy companies, regulators and other stakeholders to use science-informed insights in a more consistent way to better understand, plan for and disclose future global power system challenges arising from the changing environment.

Spotlight: Reliability and Resilience

Increases in severe weather, changing customer preferences and advancements in technology continue to transform our world and the way we provide energy to those we serve. We understand that having reliable energy is essential, which is why we are at the forefront of industry-leading innovation and are focused on making smart investments to provide reliable and resilient service to our customers. We do this by upgrading and enhancing our infrastructure, protecting electric and natural gas infrastructure from physical and cyber-threats, reducing our GHG emissions, and deploying distributed generation solutions, among other initiatives. We are always preparing for the future.

As we transition to cleaner fuel sources, Southern Company is focused on modernizing our infrastructure to improve system resilience and ensuring processes are in place to minimize physical risks to our energy systems. Over the 2022-2026 planning period, we aim to invest $17 billion across our electric transmission and distribution (T&D) systems, including smart grid infrastructure, energy storage, microgrids, and demand response technology. These efforts will help further modernize our T&D infrastructure, build system-wide resilience and enhance our ability to identify problems and avoid service disruptions for our customers.

Read more 

Originally published by Ericsson.

Welcome to the latest edition of our Diversity & Inclusion News Round-Up. Today we are talking about a framework to improve pay practices, Shopify purging meetings, Apple being sued over racial bias, and a new accessibility controller.

Equal pay

Offering equal pay goes beyond just being a tool to attract and retain employees. This interesting article about pay equity offers a three-level framework that employers can use to evaluate and improve their pay practices.

Well-being

E-commerce company Shopify announced this week that it will purge meetings from calendars. The goal is to give employees more time to get work done – but some voices also say that this step might isolate employees, as a lot of personal connections happen before and after meetings. Read more here.

Racial bias

Apple is currently being sued over racial bias. According to a new class action lawsuit, the Apple watch’s oxygen sensor is significantly less accurate when worn by a person with darker skin. Read more here.

Accessibility

Sony just revealed that it is working on a new accessibility controller kit for PlayStation 5, called “Project Leonardo”. The new kit will help to make gaming more inclusive – watch the video.

Diversity and inclusion are critical components of our sustainability strategy. We believe that a diverse and inclusive workforce strengthens our organization and creates long-term value. Diversity, in our view, is a driver for collaboration, with its emphasis on teamwork, innovative thinking and equal participation, and therefore critical to our success.

Our commitment to supplier diversity enables us to tap new perspectives, unique talents and innovative solutions to meet the growing and varied needs of our global customer base.

Putting our Strategy to Work

Our Global Diversity & Inclusion Council leads our global efforts to build and sustain a workplace that embraces individuality and collaboration to drive exceptional results. We expanded membership in the Council in 2021 to better represent the multiple dimensions of diversity we embrace. Our diversity and inclusion framework — Workforce, Workplace, Marketplace — embraces diversity within our company’s culture, our employees’ careers and the communities where our team members live and work.

Using our Strategy to Meet our Diversity and Inclusion Targets

Our Vision 2030 Thriving People & Communities goal includes three targets, or metrics, that measure success. One of these targets is to reach 30 percent overall representation of women companywide, including 50 percent representation of women in salaried positions and 30 percent minority representation in U.S. salaried positions. We launched our Diversity Talent Acquisition Framework to establish baseline metrics and reporting measures to assist in achieving our Vision 2030 goals.

We initiated efforts to improve our overall representation of women in every region where we operate. We also established regional diversity plans to recruit, hire, develop and retain the best talent. For example, in the U.S., we are aiming for better minority representation, In the Europe, Middle East and Africa (EMEA) region, there is a focus on people with disabilities and generational diversity because we realize that diversity means something different in every geography where we operate.

Our Targets

Our Vision 2030 targets are what we call “lagging indicators,” which are measurable results after deliberate actions have been taken. These targets are backed by a series of enterprise-wide “leading indicators,” which inform our actions. These include:

Develop People Capability
Fostering Learning & Development: In previous years, we rolled out Courageous Conversations training in Global Cellulose Fibers (GCF). Courageous Conversations help employees communicate their experiences and hear from others on complex issues of race and privilege in the workplace. In 2021, we implemented this training in our Industrial Packaging Group (IPG), including 15 mills and 175 box plants. In 2021, we implemented phase 1 of the Cultivating Inclusion program among our global salaried workforce; phase 2 expands to our global hourly team members in 2022.
Ensure Diverse Talent Pools
We continued to focus on hiring diverse talent through college and military veteran recruiting and to implement team member training and development programs to prepare the right candidates for key positions. For example, we have increased representation of women engineers in our REACH (Recruit, Engage, Align College Hires) program by 39% with the Class of 2022, compared to the Class of 2021.
Increase Engagement
We advanced our efforts to create a trusting and open environment where team members can express their ideas without fear of negative consequences. We initiated team-driven workplace flexibility plans that meet the needs of our team members and our company. We also continue to take active steps to improve the employee experience by utilizing team member feedback provided during pulse surveys.
Improve Retention
We expanded our Employee Networking Circles (ENCs) to 15, including:

Global enterprise level: IPride — LGBTQ+ & Allies, IPVets — Veterans, IPMOVE — African American, and Women in IP — Women
Departmental and business level: GS NOW — Global Sourcing Networking Organization for Women, IT Inclusion Council, GCF D&I Council, and Global Sourcing D&I Council
Local level: LatAm Women in IP, NAC Northern Illinois Women’s ENC, Riverdale Women’s ENC, Orange Mill Diversity, Georgetown Women’s ENC Savannah Mill’s Supporting Women in the Mill (SWIM), and IP Wise in Federal Way.

We believe ENCs impact inclusion and engagement, which directly influences retention. For example, the Savannah Mill’s SWIM ENC is a part of their overall diversity and inclusion strategy because the mill workforce is made up of 9.7% women, an increase of 2.6% from 2017. The ENC was created to increase engagement and retention throughout the mill.

Read more

About International Paper
International Paper (NYSE: IP) is a leading global supplier of renewable fiber-based products. We produce corrugated packaging products that protect and promote goods, and enable worldwide commerce, and pulp for diapers, tissue and other personal care products that promote health and wellness. Headquartered in Memphis, Tenn., we employ approximately 38,000 colleagues globally. We serve customers worldwide, with manufacturing operations in North America, Latin America, North Africa and Europe. Net sales for 2021 were $19.4 billion. Additional information can be found by visiting InternationalPaper.com.

A young woman in Texas hoped to study computer science in university. But the program was too demanding for her to complete while also working two part-time jobs. Tuition was simply too expensive to pursue the degree of her choice.

That all changed when she was awarded two scholarships from the British American Foundation of Texas. The exceptional young student promptly switched majors and graduated with her preferred degree.

The scholarship had a cascading effect. The woman, now in a well-paying computer science job, supports her entrepreneur brother as he develops his business.

Two other siblings are working harder than ever at school. College is within their sights. If their sister could do it, so will they.

“It’s really gratifying to know that we’ve supported one woman, but the knock-on effect is so much greater than the sum of its parts,” says Kay Thomson, BAFTX’s Executive Director.

Since 2006, BAFTX has been providing STEM- and business-focused scholarships to Texas-based students who excel academically but who also face financial barriers. In 2020, the non-profit established the Women in STEM (science, technology, engineering, math) scholarship because “only 28% of the STEM workforce is currently female,” Thomson explains. “The sector is missing out.”

Enbridge has been contributing to BAFTX’s general scholarship fund since 2012. When we heard about the organization’s new Women in STEM scholarship, we wanted to support this initiative—to give more opportunities to girls and women to succeed in STEM—and now provide an annual $10,000 Fueling Futures grant to fund two scholarships per year.

We’re proud that many of the organizations we support through our Fueling Futures grants focus on developing the potential of girls and women, be it through career and personal development, leadership opportunities, and STEM education.

In 2022 and 2023, we helped fuel the future of girls and women through these organizations across North America:

The YWCA YWHISPER Gala, in Calgary, AB, raises funds for critical services for vulnerable women and families. We’ve sponsored this year’s gala with a $5,500 grant.Build a Dream supports career development, and its Dreamer Day festival celebrates women working in underrepresented industries, such as STEAM (science, technology, engineering, arts and math). Enbridge Gas has been supporting this organization since 2017.The SPARK Leadership Conference for Women, in Fort St. John, BC, encourages attendees to step into their greatness and advance their careers. We’re an annual sponsor via $5,000 Fueling Futures grants.Girls Inc. of Northern Alberta helps girls aged 6 through 18 learn to be strong, smart and bold by developing the skills needed to break free from gender stereotypes and create change. We support this group with an annual $2,500 Fueling Futures grant.Williams County Soil Conservation District’s Ladies Ag Night in North Dakota connects women in the agriculture industry, promoting their work and the sector. We recently supported with a $1,000 grant.The Homewood Science Center in Homewood, IL, operates the Girls STEAM Success Club—which delivers afterschool programming to girls in middle school, helping them develop skills, learn about STEAM careers and set goals. We supported this group in 2022 with a $7,500 donation.The Detroit Area Pre College Engineering Program delivers advanced STEM courses to pre-K to Grade 12 students to encourage future interest in STEM careers. We provided $25,000 in support of DAPCEP in 2022.The Terrebonne Foundation for Academic Excellence in Houma, LA hosts Girls Who Code Summer Camp—a week-long learning experience for girls, focused on STEM and the notion of being “Brave Not Perfect.” We provided $2,500 in support in 2022.

Thomson believes there’s an untapped resource regarding women in STEM.

“There’s so much potential there,” she says. “We need to harness this potential. We need to remove the barriers to make sure they can access careers in STEM, so they can boost our economy and make a meaningful contribution to our industries.

“We don’t want to miss out on what (women and girls) have to offer.”

Dynita McCaskill, known to her friends and family as Lady Dy, is one of the few female operators at the Detroit refinery. She says it’s a great career for anyone who loves learning and being busy.

McCaskill graduated with a Bachelor of Science from Central Michigan University. After graduation, she started working in an office doing payroll and accounting, but she quickly found that it wasn’t a good fit for her.

“I’m far too curious to be at a desk,” said McCaskill. “There are only so many ways you can do accounts payable. I need to learn something new every day and be excited every day about what I do.”

That being the case, it wasn’t long before McCaskill left the office job to start a career in operations. She worked as an operator for the City of Detroit Water Department for 18 years. In 2015, she joined Marathon Petroleum as a field operator and has loved it ever since.

“Today, I get the rush that I was looking for in a job,” said McCaskill. “I’m constantly using my mind to solve problems, and I learn something new every day. It’s exciting and keeps me interested.”

As a field operator, McCaskill is responsible for monitoring the equipment that processes crude oil at the refinery. She’s checking for potential leaks and issues, communicating with the foreman, writing work requests, and prepping equipment for the maintenance team.

“I’m constantly using my mind to solve problems, and I learn something new every day. It’s exciting and keeps me interested.”

“A major part of my job is to identify problems before they happen,” said McCaskill. “I focus on making sure I’m safe, and the people around me are safe. Our team is also focused on making sure that the community around us is safe. We are constantly looking and listening for any changes that need to be addressed.”

She acknowledges that it can be labor intensive at times but shared that any woman interested in the field could do this job. She says her co-workers, who are mainly men, do everything possible to make sure she is successful on the job.

“In Complex 2 where I work at the refinery, I have never felt like I couldn’t do something,” said McCaskill. “My team doesn’t even let me ask for help. It starts with ‘we are going to help you.’ We trust each other. Everyone brings something to the table, and I bring something different.”

She said they all benefit from that type of camaraderie, and they keep safety as their number one priority. McCaskill is also involved in the Women’s employee network chapter at the Detroit refinery to help attract, retain, inspire, support and empower other women and allies. She recently volunteered to educate students from the Girls in Engineering Academy in Detroit about engineering when they toured the refinery.

Throughout her career, McCaskill has continued her formal education on the side, earning degrees from Oakland Community College and Wayne County Community College. She’s currently attending Schoolcraft College in Livonia for the Electronics Technology AAS degree to possibly move into the analyzer/instrumentation group at the refinery.

Originally published on NRG Insights

During Women’s History Month, we reflect on the achievements and contributions of women from the past and present. The theme of the month is embracing equity — an action that rejects bias, makes progress for equality, and fosters psychological safety. These themes are embedded in our culture, and we continue to strive toward creating a safe space for everyone.

We joined the conversation by putting a spotlight on five incredible women leading Business Resource Groups (BRGs) at our company. BRGs are employee-led collectives that foster community and contribute to workplace culture. We learned more about each woman’s experiences and how they are embracing equity in their day-to-day.

Meet the women

Ashley Osei-Kuffour – Senior Associate, Sustainability & Partnerships

Ashley co-leads the Early Career Success (ECS) BRG. This group empowers members to enhance their professional development through a network dedicated to career growth, interpersonal relationships, and cross-functional learning.

Mareza Lopez – Manager, Go To Marketing Acquisition

Mayra Morales – Pricing Analyst

Mareza and Mayra are co-leaders of Hola! Club, a Hispanic/Latin BRG with a mission to foster cultural diversity, understanding, and inclusiveness.

Reneé Meaux – Director, National Partnership Development

Reneé is one of the leaders of Women in Power (WIP). Their mission is to empower, strengthen, and connect female employees to foster growing careers.

Renuka Joopelli – Senior IT Project Manager

Renuka is an active member of VIVIDH which serves as a platform for South Asian employees to educate and share their culture with everyone.

What does #embracingequity mean to you?

Embracing equity starts with acknowledging that there is a gap. It also involves recognizing that every human being holds different experiences and unique perspectives that are essential to growth. Whether that be from a professional standpoint or a societal one. When there’s fairness, everyone feels valued, and we all succeed. – Ashley

For me, that means making sure that everyone has access to the same opportunities while taking into account that the differences in our backgrounds and where we come from can create barriers to participation. It’s also ensuring that everyone gets the necessary tools to be successful and that those tools are what is best for them. – Mareza

Embracing equity is ensuring everyone is not only present but being heard. It’s also having thoughts and opinions across all genders, races, and ages. It means everyone is acknowledged, considered, and valued. – Reneé

Embracing equity is creating an environment where everyone feels included and valued at work. It’s also providing the resources specific to their needs no matter their gender, age, race, or position. This fosters a positive work experience and increased productivity resulting in better service to our company. – Renuka

What have you learned from women in the workplace?

One of the biggest things I’ve learned is how to be adaptable. You always have to be open to change and ready to pivot. If you’re always thinking everything has to fit the status quo, then it’ll be hard to move forward in your career. I’ve learned that from many women across the organization and throughout my professional development. I hope to pass it along to others as they’re building their careers. – Ashley

What would you go back and tell your younger self?

You are smart, you are capable, and you deserve a seat at the table. If they don’t want to give you a seat at the table, then make your own table. Bring your own chair. You are where you’re at because you work hard and deserve it. Don’t doubt yourself. You have so much to give, so share that and empower other people. – Mareza

Why is it important to have women represented in leadership roles?

I was reading an article that said there were only two female CEOs in Fortune 500 companies back in 2000. Now, we’ve got 53. That speaks volumes, and it lets that little girl watching know, ‘if they’ve done it, why can’t I?’ When I see women leaders who have climbed up the ladder in our company, I see that could be me one day. It also motivates me to know that my children can see women leaders doing big things. – Mayra

One of the biggest reasons is for people to see what’s possible. We all come from different backgrounds, perspectives, and privileges. If we were in a company where women were not present in leadership, my perspective of potential opportunity would be much more limited than what it is today. – Reneé

How do you help other women enhance their skills in the workplace?

I would encourage them to speak up. One way to do that is by making introductions and connecting women to each other. At NRG, I’ve learned that I can get mentorships that help elevate not only myself but others. – Mayra

I’ve had the opportunity here at NRG to advance as a leader. One of my favorite things has been getting to help other people develop and become leaders themselves. The best thing I can do as a leader is to give honest feedback and not be afraid of challenging conversations because those are often opportunities for the biggest growth. – Reneé

What woman from the past or present has inspired you the most?

I was born and raised in India and migrated to the US when I got married. My parents lived in a rural area when I was born, but my mother worked hard to ensure that I got the best education. She sent me to live with my aunt and uncle during my childhood in a far-off urban city where I attended one of the best schools and colleges. I am forever grateful to my mother for paving my future and my aunt for raising me with great values. – Renuka

Celebrating women everywhere

We enjoyed learning more about a few of the women at NRG and are proud to have this opportunity to highlight their affinity groups, voices, and accomplishments. Join us in celebrating Women’s History Month as we recognize the achievements of women at NRG and around the world.

To learn more about about NRG Energy, click here.

Reprinted from the Biomimicry Institute Blog by Sarah McInerney

The judges took their seats. The lights came down. Heart rates ramped up. One by one the track finalist announcements rang out with Ray of Hope Prize® Alumni winning in every track they participated in. A home run.

This was the scene at the Hello Tomorrow Deep Tech Global Summit in Paris on March 9 & 10th, 2023. This event brings together a global audience of scientists, founders, investors, and other ecosystem stakeholders aiming to solve the world’s most pressing problems through deep tech. Over these two days experts spoke on topics from agriculture to aerospace, exhibition spaces overflowed with innovative tech and the overall energy was one of inspiration and hope for the future.

We have long supported nature-inspired startups through our Ray of Hope Prize Accelerator program who are living the mission of creating technical solutions that are conducive to life, and seeing them on stage in Paris was thrilling.

Ray of Hope Prize Alumni were represented in three categories:

1. Sustainable Construction and Infrastructure Global Challenge Track, supported by Leonard. There were 6 startups in this track from the EU, UK and Chile. Our Ray of Hope Prize Alumni representation was Strong by Form from Chile, a 2022 Alumni.

2. Environment Global Challenge Track, supported by L’Oréal and Elkem. There were 7 startups in this track from the US, EU, New Zealand and Singapore. Our Ray of Hope Prize Alumni representation was New Iridium from the United States, a 2021 Alumni.

3. Industrial Biotechnology and New Materials Global Challenge Track, supported by Solvay. There were 6 startups in this track from the US, EU and Singapore. Our Ray of Hope Prize Alumni representation were Sóliome from the United States, a 2022 Alumni and Impossible Materials from Switzerland, a 2021 Alumni.

Read the full blog here.