Tag: 3BL

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.

The BBC recently published an article on age discrimination in the workplace entitled ‘Over-50s at work: ‘You feel your usefulness has passed’’. Although I’m not in that age bracket, I’m certainly not in the first flush of youth either! It made me reflect on the skills and experience I’ve gained not only through the kind of jobs I’ve had throughout my career, but also what I’ve learned from other people – whether they are a line manager, inspirational CEO, or colleague who’s had a different experience to me.

This subject matter also came up a few weeks ago when Acre Frameworks hosted a roundtable attended by Health, Safety and Sustainability leaders. One of the many subjects that was discussed was the lack of opportunity for people with different skillsets and experiences, to share their expertise.

The importance of experience cannot be underestimated – someone could be highly decorated with lots of letters after their name, but real-world experience and learning on the job is crucial.

It’s worth noting that an age-diverse workplace enables an organisation to gain a variety of experiences and points of view, as different perspectives often become a source of innovation. Differences in terms of experience mean that each person brings their own unique skillsets to a business. More mature workers can use their years of experience in the workforce to teach newer employees the ropes and conversely, the newer employees have an opportunity to teach modern technology methods or industry-related skills to the more mature members of the team. The aim is to build relationships that are both cross-functional and span generations.

It was also recognised that organisations need to motivate professionals who have extensive experience to make changes to enable them to go on a development journey. There were different expectations of a safety role 20 or 30 years ago, not only because the physicality of a safety role takes its toll, but in terms of mindset as well. How is it possible to encourage already-skilled people to become re-invigorated and enthusiastic about their current role? Is it about expanding and developing skillsets by becoming a mentor for those with less experience? However, this can only work when an organisation places value on continual learning and skill-building for employees at all levels of experience.

Going back to my initial thoughts at the beginning of the article and thinking of the roles we play at work – as a mentor, coach or friend – I think of the impact it has had. Now with the gift of hindsight and a few more years experience, I hope I have more humility, the wisdom to know when to challenge, and when to be curious. I feel that whatever our stage of life, we all still have value to bring and a legacy to leave behind – but it’s about taking time to know and understand that, which can be the biggest challenge of all.

About Acre

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.

PORTLAND, Ore., March 21, 2023 /3BL Media/ – The Global Electronics Council (GEC), a non-profit organization founded to promote sustainable electronics, today announced the addition of criteria within its EPEAT ecolabel system focused on decarbonizing the supply chain for solar panel production. These criteria are the first by a global ecolabel to set thresholds on the embodied carbon in photovoltaics (PV) and will be a requirement for achieving the EPEAT ecolabel designation for PV modules.

“While renewable energy is essential in the transition to the green economy, we must also consider the underlying infrastructure’s contribution to climate change,” explained Bob Mitchell, CEO of GEC. “The market needs a trusted methodology to evaluate the carbon emissions of solar panels during production in order to make informed purchasing decisions.”

Solar installations are designed to have a net zero impact in their generation of electricity; however, the embodied carbon in solar panels may vary greatly depending on the supply chain used to manufacture them. “Not all solar technology is created equal, and the new Ultra-Low Carbon Solar criteria establish an important framework with which to evaluate the embodied carbon in solar panels,” said Samantha Sloan, VP of Global Policy, Sustainability and Marketing, First Solar, Inc. “This important initiative not only acknowledges solar technology’s carbon footprint, but it also creates a tool for solar project developers and asset owners to enable their net-zero carbon goals by selecting solar technologies that align with their net-zero ambitions.”

Illustrating the value to solar developers is Nastassja Hagan, Lightsource bp’s Vice President, Sustainability, who said “Lightsource bp’s ability to procure products with lower embodied carbon is critical to meeting our targets to reduce Scope 1, 2, and 3 greenhouse gas (GHG) emissions. As a solar company, our Scope 3 emissions comprise over 99% of our total footprint, with the large majority from our supply chain, including the embodied carbon in solar panels and other equipment. Reducing the embodied carbon in solar farm equipment can bring the emissions payback period for solar assets from 1-3 years, depending on local energy mix, to under 1 year in many locations, accelerating the positive impact that solar energy development has on climate change.”

The EPEAT criteria focus on measuring and reducing what is known as Scope 3 carbon emissions or the carbon generated in the design, material sourcing, and manufacture of these products. Highlighting the importance of these reductions is Jen Snook, Deputy Director at the Clean Energy Buyers Institute, who said: “As we make strides towards a carbon-free grid, the updated EPEAT ecolabel for solar modules gives energy customers an actionable tool to drive decarbonization within their solar supply chain. Importantly, for manufacturers pursuing the higher level of achievement, the new criterion allows for credible market-based emission factors to meet the more ambitious ULCS target. As such, energy customers who preference ULCS are not only reducing their scope 2 emissions, but also likely driving further decarbonization in the grids where modules are sourced.

GEC expects to launch its public registry of solar panels that meet the new criteria in late September. Solar panel manufacturers interested in registering their products against the new criteria, which includes an independent, third-party product review, should begin the process as soon as possible.

“We are excited to see GEC take this important next step of publishing the low-carbon criteria they are incorporating into the EPEAT ecolabel for PV,” said Michael Parr, Executive Director of the Ultra Low-Carbon Solar Alliance. “We appreciate the high level of transparency in the criteria and the fact that calculations have to be reviewed twice – by lifecycle experts and a GEC conformance assurance body.”

Purchasers and manufacturers can visit globalelectronicscouncil.org/solar to learn more about EPEAT for solar panels and inverters. Visit epeat.net/about-epeat to read the new EPEAT criteria, under the photovoltaics modules and inverters category, for the EPEAT Criteria for the Assessment of Ultra-Low Carbon Solar Modules.

About the Global Electronics Council 
The Global Electronics Council (GEC) is a mission-driven nonprofit that leverages the power of purchasers to create a world where only sustainable technology is bought and sold. GEC manages the EPEAT ecolabel, a free resource for procurement professionals to identify and select more sustainable products. Visit www.epeat.net. In addition, the EPEAT ecolabel is a resource for manufacturers to demonstrate that their products conform to the highest sustainability standards. Since its launch in 2006, procurement professionals have reported purchases of 2.4 billion EPEAT products, generating cost savings of $24.6 billion USD and a reduction of 286 million metric tons of greenhouse gas emissions.

Contact 
Erik Fessler 
Manager, Global Communications 
Phone Number: +1 971-380-4088 
Email: efessler@gec.org

KANSAS CITY, Mo., March 21, 2023 /3BL Media/ – CRB, a leading global provider of advanced engineering, architecture, construction and consulting solutions to the life sciences and food and beverage industries, recently announced the hiring of Ryan Thompson as its new Industry 4.0 lead.

With nearly two decades of driving digital transformation within CRB’s core markets, Thompson will report to Niranjan Kulkarni, CRB’s Senior Director of Consulting Services, and further deepen CRB’s ability to guide clients to safer, leaner and more efficient operations.

Thompson brings to CRB deep experience with the challenges faced by manufacturers and the solutions that Industry 4.0 tools and technology can deliver. The 4.0 movement enables digital transformation for companies, allowing them to gain new efficiencies, increase productivity and raise asset performance. Industry 4.0 technologies reduce costs, increase capacity, improve time-to-market, and drive more accurate and quicker decision making for manufacturers.

“Industry 4.0 is about manufacturers taking advantage of advances in connectivity and computing power,” Thompson said. “CRB’s understanding of life sciences and food and beverage manufacturers’ businesses from the factory floor to the boardroom uniquely positions us to provide solutions our clients can count on to achieve their goals.”

Industry 4.0 use cases include automatic and contextualized data flow, artificial intelligence and machine learning, asset and scheduling optimization, preventative maintenance, digital twins, and predictive quality. Most importantly, these solutions allow for interconnectivity across a facility or enterprise to eventually achieve a smart factory, allowing teams to collaborate with real-time information and act on insights provided by enabling technologies. In the long term, factories will use these tools to self-optimize allowing for truly “lights out” manufacturing.

“Ryan brings a wealth of experience and expertise to our team, having worked with numerous industry-leading organizations to implement cutting-edge technology solutions,” Kulkarni said. “We couldn’t be more excited about the new capabilities he brings to CRB.”

Thompson’s career began in 2004 in the automotive industry with Magna where he worked as a project engineer. He spent the bulk of his career with Grantek Systems Integration, serving in controls engineering, project manager, and business development roles before progressing to an Industry 4.0 role with Skellig.

About CRB:

CRB is a leading global provider of sustainable engineering, architecture, construction, and consulting solutions to the life sciences and food and beverage industries. Our innovative ONEsolution™ service provides successful integrated project delivery for clients demanding high-quality solutions — on time and on budget. Across 21 offices in North America and Europe, the company’s nearly 1,800 employees provide world-class, technically preeminent solutions that drive success and positive change for clients and communities. See our work at crbgroup.com, and connect with us on social media here.

CONTACT:

Clarity Quest Marketing:
877-887-7611 
Bonnie Quintanilla, bonnie@clarityqst.com

CRB:
816-200-5234
Chris Clark, chris.clark@crbgroup.com

 

In 2023, employees are transitioning between jobs at a record pace. This brings a never-ending slog of new employee orientation and training, something that your short-staffed departments may already be behind on. Additionally, there is a growing disconnect between employees and an uphill conversation about remote workers returning to the office.

Or perhaps all these situations are happening at once, causing leadership to pause to assess the reasons behind these challenges.

In fact, the Centers for Disease Control (CDC) recognizes these (and many more) emerging challenges facing worker health and safety and advocates for employers to measure worker well-being (i.e., surveys) as a priority for both short- and long-term total worker health.

Luckily, the Total Worker Health® program provides multiple options for organizations looking to measure and improve worker safety, health, and well-being.

What is Total Worker Health®? 

The National Institute for Occupational Health and Safety (NIOSH) developed a framework called Total Worker Health® to help guide organizations in advancing worker safety and well-being.

Learn more in our on-demand webinar: Reigniting Company Culture in a Hybrid Office Model through Total Worker Health® 

Total Worker Health (TWH) is a broad, multifaceted approach that combines traditional health and safety concepts with other well-being and sustainability metrics in order to help companies navigate both best practices and regulations within the workplace. Topics within the TWH framework include:

prevention and control of hazards (traditional health and safety),built-in environment and community support,traditional human resources (like compensation, benefits, leadership, and demographics), andwork organization and policies.

NIOSH developed a graphic to showcase all elements within the TWH framework, which can be found on their website.

Workplace Culture Surveys 

This framework includes resources for organizations to enhance company culture. One of these resources includes deploying surveys to assess and measure an organization’s culture, specifically relating to perceptions from employees and management on the availability of resources.

Many employers are opting to use culture surveys to assess the current state of environmental, health, and safety (EHS) and employee well-being within their organizations.

After deploying culture surveys and reviewing the results, employers gain a better understanding of where they need to focus their efforts to ensure optimal EHS and employee well-being in their organization.

Benefits of Culture Surveys 

Employee culture surveys can provide snapshots into employees’ and/or management’s perceptions of available resources at a company. A survey provides your c-suite the hard data on which to make decisions, demonstrating their dedication to their most valuable resource – their employees. Having the opportunity to provide honest feedback helps those employees trust their senior leadership.

The employees, in return for being heard, will be more cohesive in understanding their risks, and mindful of their ownership of their organization’s safety. The bolstering of confidence, performance, and communication can extend throughout a department, division, or company. This can continue to break down any proverbial silos amongst an organization and have the added benefit of beginning to reconnect workers and their management.

Additional benefits of employing culture surveys include boosting employee retention, improving organizational efficiency, and identifying potential biases.

Boost Employee Retention 

Organizations are relying more and more on employee engagement to retain current talent and attract new talent. Knowing what your employees are concerned about can help employees feel valued. When employees feel valued, they tend to remain productive and encourage other positive behavior at work. That not only helps manage the internal risk of employee loss, but also reduces the amount of company resources needed for coaching, managing public relations, marketing, and re-training. The cost of new employee onboarding also can’t be overlooked.

Employees may not understand business decisions to move offices or to require select groups of remote workers to come back to offices, and that potential lack of transparency or communication may lead to large disruptions in services and products. Culture surveys can help employers understand these concerns and better communicate business decisions with employees.

Improving Efficiency and Effectiveness 

It is expected that during the evaluation of survey data, threads that reach outside of EHS will be uncovered. This can help an organization connect an EHS survey to the broader organizational initiatives and increase efficiency.

Many employers already have a tremendous amount of regulatory-required work to do, and surveying employees (while taking up time in the interim) may seem unreasonable. But the fact is that a survey can facilitate organizations in refocusing assets on items both the organization and employees are concerned about, saving time and energy in the long run.

Avoiding Blind Spots 

Even a practiced, well-structured, profitable organization can experience confirmation bias over time. Without having some kind of external stakeholder group influencing decision-makers in the c-suite, the chances of this occurring increase.

A survey allows a company to check its proverbial blind spots; just like when we all used to have to crane our necks around and look over the backseat headrest of our cars when changing lanes before blind spot monitors. By bringing back into focus the foundational elements of an organization (e.g., if their employees feel like they are safe at work or that the company can be trusted with protecting them) it helps to rebuild that human connection we’ve struggled to maintain, and not just because of the pandemic.

Challenges of Launching a Culture Survey 

Deploying culture surveys can pose unforeseen challenges to employers if certain considerations are not carefully considered. Before diving into it, your organization should make sure it’s ready to have the following:

The right drivers to support the process. These are the individuals who will field the inevitable question: What’s in it for me? And why is my organization spending resources on this? These key stakeholders fly the flag for your organization and are looked up to by those that are newly hired and seasoned alike. This could be a team of EHS leaders, Human Resources, or an operations lead. They set the example and people are more willing to trust the process if those individuals lead.The financial support to mitigate any discovered non-compliances or other concerns when evaluating the survey responses.Staying power. An initial culture survey is good to understand where employees are today, and that may help fuel short-term initiatives, but ongoing culture surveying is a more complex endeavor. Ensuring that employees not only receive and respond to the survey year after year is important, but just as important are those key stakeholders AND employees seeing change that they had a say in.

Getting Started 

With so many ways to measure and enhance company culture, where do you start? While the Total Worker Health® framework is comprehensive, it can also be daunting and challenging to figure out how to begin. Embarking on the Total Worker Health® program is a journey – not an overnight fix.

Once you’ve identified an area to focus on, it is important to collaborate and engage across all work groups within your organization from top management and HR to health and safety teams and employees. Leveraging current technology, you’ll remotely design, build, and disseminate surveys to suit your needs as you engage these resources. Long gone are the days of administering paper surveys at the site cafeteria or break trailer. True anonymity is now possible, allowing for a more inclusive process.

Antea Group can help organizations that are looking to deploy customized surveys to move the needle on improving EHS and employee well-being. Connect with our team of experts today for support in navigating the framework elements, identifying priorities, and implementing culture surveys at your organization.

Total Worker Health® is a registered trademark of the U.S. Department of Health and Human Services (HHS). Participation by Antea Group does not imply endorsement by HHS, the Centers for Disease Control and Prevention, or the National Institute for Occupational Safety and Health.

About Antea Group

Antea®Group is an environment, health, safety, and sustainability consulting firm. By combining strategic thinking with technical expertise, we do more than effectively solve client challenges; we deliver sustainable results for a better future. We work in partnership with and advise many of the world’s most sustainable companies to address ESG-business challenges in a way that fits their pace and unique objectives. Our consultants equip organizations to better understand threats, capture opportunities and find their position of strength. Lastly, we maintain a global perspective on ESG issues through not only our work with multinational clients, but also through our sister organizations in Europe, Asia, and Latin America and as a founding member of the Inogen Alliance. Learn more at us.anteagroup.com. 

HORSHAM, Penn., March 21, 2023 /3BL Media/ – Sofidel, a leading global provider of paper for hygienic and domestic use, today announced the winner of its Sustainable Hygiene Heroes contest. This contest highlights individuals who prioritize sustainability and hygiene in all types of facilities. The winner is… Dorota Pradziad-Hyc from Chicago! She will receive the $4,000 grand prize and $500 in Sofidel paper products for her facility.

“Incorporating sustainable practices into all facilities is an essential process, “said Giorgia Giove, Marketing Manager, Sofidel America. “Dorota has an incredibly inspiring story, and we’re honored to crown her as this year’s winner.”

Dorota cleans US Cellular Plaza in Chicago. She is a resolute, diligent worker and is passionate about sustainability. She maintains her building using cleaning solutions and chemicals that are made from just three ingredients: water, salt and electricity. The solutions are created on-site, so they further help reduce the building’s environmental footprint and the containers are all reusable. Dorota has had an extraordinary life – she grew up in Poland and was a professor there prior to coming to the United States roughly 30 years ago.

“We’re beyond excited that Dorota was recognized for her relentless dedication to keeping US Cellular Plaza in tip-top shape,” said Kurt Kuempel, Vice President, GSF USA, Inc. “She brings passion to her job and uplifts everyone she meets.”

The runners-up in this year’s contest, who will each receive $500 cash, are Amy Gaddy from Touchpoints House Services in Pittsburgh, Kans. and Clinton Roby from Germantown Public Schools in Germantown, Wis.

Each nominee was judged by a panel for its compellingness, the nominee’s quality of service, and their commitment to sustainability. To learn more about Dorota’s story, visit sustainablehygieneheroes.com.

About The Sofidel Group   
The Sofidel Group, a privately held company owned by the Stefani and Lazzareschi families, is a world leader in the manufacture of paper for hygienic and domestic use. Founded in 1966, the Group has subsidiaries in 12 countries – Italy, Spain, the UK, France, Belgium, Germany, Sweden, Poland, Hungary, Greece, Romania, and the USA – with more than 6,400 employees. A member of the UN Global Compact and the international WWF Climate Savers program, the Sofidel Group considers sustainability a strategic imperative and is committed to promoting sustainable development. For more information, visit www.sofidel.com.

###

Media Contact: 
Brianna Fitzpatrick 
Mulberry Marketing Communications 
bfitzpatrick@mulberrymc.com

KeyBank and the Cuyahoga Community College (Tri-C®) Foundation have announced a $2 million grant from the KeyBank Foundation to grow innovative, accessible workforce training.   

This commitment will fund crucial steps toward addressing Northeast Ohio’s employment and earnings gap. Tri-C’s Workforce, Community and Economic Development (WCED) division offers more than 60 credit and noncredit training programs in high-demand fields that pay family-sustaining salaries. More than 75% of students in these programs earn low-to moderate-incomes and seek new career possibilities. 

“We are so grateful for this significant investment from KeyBank to expand access to workforce training, especially for people from populations underrepresented in their chosen career path,” said Megan O’Bryan, president of the Tri-C Foundation and vice president of development at the College. “This partnership will have direct, immediate impact on students and employers and fill a critical need through enhanced workforce preparation.” 

“Cleveland is our home and all of us at KeyBank are excited to partner with Tri-C on this innovative program that will have a transformative impact on Northeast Ohio’s workforce and provide new opportunities to many in our region,” said Kelly Lamirand, KeyBank Cleveland market president and commercial sales leader. “KeyBank is proud of our 30-plus year partnership with Tri-C, helping people in our community access education and reach their potential. Together, we are enhancing Northeast Ohio’s economic vitality, and bringing hope and resources to the communities we serve.”

KeyBank’s investment will support core areas of growth within Tri-C’s workforce training programs: 

Targeted recruitment with the aim to increase enrollment of individuals who are underemployed and underrepresented across key industries. On-demand assistance to support students and make programs affordable. Responsive curriculum innovation to address industry demands. Job placement support and increased employer partnerships.   

Tri-C and KeyBank’s transformational partnership will ensure students secure meaningful employment with family-sustaining wages — a critical need throughout Northeast Ohio. 

“Thanks to the generosity of KeyBank and the KeyBank Foundation, Tri-C can continue to eliminate barriers to success so that more members of our community can achieve the education needed to prosper,” said Tri-C President Michael Baston. “When more people have opportunities to climb the ladder of success, the entire region benefits.” 

“Helping people achieve the skills, education and capabilities they need to succeed in current and future employment opportunities is a major focus of the work the KeyBank Foundation does in the communities we serve,” said Eric Fiala, head of corporate responsibility & community relations at KeyBank. “We are thrilled to continue our long partnership with Tri-C and look forward to seeing the impact this investment will have in Cleveland and Northeast Ohio.”   

Learn more about KeyBank’s commitment to helping clients and communities thriveRead more about KeyBank’s grant to Tri-C on Cleveland.com/The Plain Dealer

 

This content was paid for and produced by Mastercard in partnership with the Commercial Department of the Financial Times.

Small businesses are the beating heart of economies, but for many finding the right resources is a challenge. Digital tools can help empower entrepreneurs by providing access to expert guidance, training, community and funding.

Learn more about how Mastercard is empowering small businesses to thrive in the digital economy through Strive Community—a global initiative of Caribou Digital and the Mastercard Center for Inclusive Growth—which is equipping five million small businesses with innovative digital solutions to enable them to build resilience and grow.

Visit Strive Community to learn more.

Get engaged in the conversation about empowering small businesses at the upcoming Global Inclusive Growth Summit. Presented by the Mastercard Center for Inclusive Growth and the Aspen Institute, the 2023 summit will feature a dynamic and diverse group of global leaders, innovators and game-changers.

to register.

Mastercard Center for Inclusive Growth

The Mastercard Center for Inclusive Growth advances equitable and sustainable economic growth and financial inclusion around the world. The Center leverages the company’s core assets and competencies, including data insights, expertise and technology, while administering the philanthropic Mastercard Impact Fund, to produce independent research, scale global programs and empower a community of thinkers, leaders and doers on the front lines of inclusive growth.

The Aspen Institute

The Aspen Institute is a community-serving organization with global reach whose vision is the creation of a free, just, and equitable society. For 70 years, the Institute has driven change through dialogue, leadership, and action to help solve the world’s greatest challenges. With headquarters in Washington, D.C., the Institute has offices in Aspen, Colorado and New York City, as well as an international network of partners. Learn more at www.aspeninstitute.org.