Tag: 3BL

ST. PAUL, Minn. and CHARLOTTE, N.C., June 25, 2025 /3BL/ – 3M (@3M) and Discovery Education (@DiscoveryEd) today announced the 2025 3M Young Scientist Challenge (#YoungScientist) top 10 finalists. As the nation’s premier middle school science competition, the annual 3M Young Scientist Challenge invites students in grades 5-8 to compete for an exclusive mentorship with a 3M scientist, a $25,000 grand prize, and the chance to earn the title of “America’s Top Young Scientist.”

The top 10 2025 3M Young Scientist Challenge finalists are as follows (in alphabetical order by last name):

• Shrey Arora, Collierville, TN, West Collierville Middle School, Collierville Schools
• Divyam Desai, Frisco, TX, Hunt Middle School, Frisco Independent School District (FISD)
• Kiyara Gunawardena, Temecula, CA, Abby Reinke Elementary School, Temecula Valley Unified School District
• Isha Marla, Portland, OR, Tumwater Middle School, Beaverton School District
• Reanna Patel, Princeton, NJ, Princeton Day School, Private School
• Sheyna Patel, Longwood, FL, Orlando Science Middle/High Charter, Orange County Public Schools
• Anirudh Rao, Lone Tree, CO, STEM School Highlands Ranch, Douglas County School District
• Aniket Sarkar, Sarasota, FL, Pine View School, Sarasota County Schools
• Amaira Srivastava, Gilbert, AZ, Arizona College Prep Middle School, Chandler Unified School District
• Kevin Tang, Hacienda Heights, CA, Cedarlane Academy, Hacienda La Puente Unified School District

“For 18 years, the 3M Young Scientist Challenge has empowered middle school students to bring science to life,” said Torie Clarke, 3M’s executive vice president and chief public affairs officer. “This year, the nation’s brightest young minds have once again reimagined what’s possible. Congratulations to each of the top 10 finalists! I can’t wait to see how you make the world a better place.”

To learn more about the 3M Young Scientist Challenge and meet the 2025 finalists, visit YoungScientistLab.com.

Challenge details
This year’s finalists – 10 students ranging in age from 11-14 – identified an everyday problem and submitted a one- to two-minute video on their proposed scientific solution. Their proposals fall under an expanded set of entry categories, including robotics, home improvement, automotive, safety, AR/VR, and climate technology.

An esteemed group of judges, including 3M scientists and leaders in education from across the country, evaluated entries based on creativity, scientific knowledge, and communication effectiveness.

Next steps
Each of the 10 finalists will participate in an exclusive summer mentorship program with a 3M scientist. These mentors will provide guidance and advice to help advance their finalist’s solution. Then, from Oct. 13-14, each finalist will travel to the 3M Innovation Center in St. Paul, Minn., for the final interactive competition.

At 3M, each finalist will participate in a series of challenges, including a presentation of their completed innovation, and be scored independently by a panel of judges. The grand prize winner will be announced, and they will receive $25,000, a unique destination trip, and the title of America’s Top Young Scientist.

Previous winners
Previous challenge finalists and 3M scientists have collaborated to create solutions for a wide variety of real-world problems, including cybersecurity, coral reef health, water conservation, food waste, alternative energy sources, energy consumption, air pollution, and transportation efficiency.

The 2024 winner – 14-year-old Sirish Subash from Snellville, Georgia. – created PestiSCAND, a handheld device designed to detect pesticide residues on produce using a non-destructive method. The innovation employs spectrophotometry, which involves measuring how light of various wavelengths is reflected off the surface of fruits and vegetables. A machine-learning model then analyzes this data to determine the presence of pesticides.

Now in its eighteenth year, the 3M Young Scientist Challenge continues to inspire and challenge middle school students to think creatively and apply the power of STEM to discover real-world solutions. Former America’s Top Young Scientists have given TED Talks, filed patents, founded nonprofits, made the Forbes 30 Under 30 list, and exhibited at the White House Science Fair. These young innovators have also been named TIME Magazine’s Kid of the Year; featured in The New York Times Magazine, Forbes, and Business Insider; and appeared on national television programs such as Good Morning America, The Kelly Clarkson Show, and more. In addition, a 3M Young Scientist Challenge Alumni Network was formed in fall 2022 and includes more than 100 former challenge winners, finalists, and mentors, who take part in networking opportunities and more.

“The 3M Young Scientist Challenge exemplifies the power of nurturing student curiosity by preparing students for the future, today. We are delighted to celebrate these young scientists for their commitment to solving real-world problems with innovation, creativity, and ingenuity,” said Amy Nakamoto, Executive Vice President of Marketing and Corporate Partnerships at Discovery Education.

The award-winning competition supplements the 3M and Discovery Education program Young Scientist Lab, which provides no-cost dynamic digital resources for students, teachers, and families to explore, transform, and innovate the world around them. All the resources are also available on Discovery Education Experience, the essential companion for engaged PreK-12 classrooms.

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About 3M
3M (NYSE: MMM) believes science helps create a brighter world for everyone. By unlocking the power of people, ideas and science to reimagine what’s possible, our global team uniquely addresses the opportunities and challenges of our customers, communities, and planet. Learn how we’re working to improve lives and make what’s next at 3M.com/news-center.

About Discovery Education
Discovery Education is the worldwide edtech leader whose state-of-the-art, Pre-K-12, digital solutions support learning wherever it takes place. Through award-winning multimedia content, instructional supports, innovative classroom tools, and strategic alliances, Discovery Education helps educators deliver powerful learning experiences that engage all students and support higher academic achievement on a global scale. Discovery Education serves approximately 4.5 million educators and 45 million students worldwide, and its resources are accessed in over 100 countries and territories. Through partnerships with districts, states, and trusted organizations, Discovery Education empowers teachers with essential edtech solutions that inspire curiosity, build confidence, and accelerate learning. Explore the future of education at www.discoveryeducation.com.

Contacts
Tim Post 
3M
Email: tpost3@mmm.com

Grace Maliska
Discovery Education
Email: gmaliska@discoveryed.com

Key Points

• Marathon Petroleum was named the 2025 FleetOwner 500 Private Fleet of the Year, recognizing its strong performance in safety, reliability and operational efficiency.
• The company achieved a 99.75% delivery reliability rate in 2024, reduced operational costs, and maintained an 85.5% driver retention rate across its fleet of over 500 power units and nearly 1,200 drivers.
• Seven Marathon fleets earned NPTC Safety Seal awards for accident reduction, and driver Donald “Todd” Young was inducted into the NPTC Driver Hall of Fame for his exemplary safety record.

Marathon Petroleum has been named the 2025 FleetOwner 500 Private Fleet of the Year by the National Private Truck Council (NPTC). The recognition highlights the company’s commitment to safety, reliability and operational efficiency.

Operating one of the largest private fleets in the U.S., Marathon Petroleum achieved a 99.75% delivery reliability rate in 2024 while successfully reducing operational costs. The fleet includes more than 500 power units and nearly 1,200 professional drivers who transport gasoline, diesel, crude oil, and renewable fuels across the country.

This recognition reflects the company’s strong safety culture and investment in advanced technologies. Marathon Petroleum maintains an exceptional Department of Transportation (DOT) safety record and an 85.5% driver retention rate, an indicator of its commitment to supporting and retaining skilled drivers through competitive compensation, benefits and recognition programs.

“In every aspect of our operations, safety and excellence are our top priorities,” said Jocko Langlois, Marathon Petroleum East Transport Operations Director. “This recognition is a reflection of the dedication our team brings every day to ensure we deliver safely, reliably and responsibly.”

 “This recognition is a reflection of the dedication our team brings every day to ensure we deliver safely, reliably and responsibly.”

In addition to the FleetOwner award, seven of Marathon’s fleets received the NPTC Safety Seal award for year-over-year improvements in vehicle accident performance. Four fleets earned Silver status for reducing accidents by 40% or more, while three fleets earned Bronze for reductions between 20% and 30%.

Silver Status:

• Champaign, Illinois
• Galveston Bay, Texas
• Lima, Ohio
• Niles, Michigan

Bronze Status:

• Colton, California
• Romulus, Michigan
• San Diego, California

Marathon Petroleum driver Donald “Todd” Young was also honored as the company’s first inductee into the NPTC Driver Hall of Fame, recognizing his exemplary safety record and professionalism.

These achievements underscore Marathon Petroleum’s ongoing dedication to safe, efficient and reliable transportation operations across its nationwide network.

Interested in Driving for MPC?

Find career opportunities as a transport driver today.

Megan McKray is dedicated to fostering a strong sense of community in the workplace. Throughout her career at Henkel, she has drawn inspiration from her own experience as a caregiver and employee to help develop and promote tailored programs that enhance employee wellbeing.

Tapping into different voices, perspectives, and experiences helps businesses solve problems, reveals new opportunities to grow, and encourages contributions that better support people and communities. At Henkel North America, diversity is a path to progress, innovation, and impact. Our employees and partners are united by our purpose: Pioneers at heart for the good of generations. They collaborate to tackle challenges, find solutions and open new perspectives – allowing us to deliver products, services, and innovations that enrich and improve everyday life.

We invite you to “meet” our pioneers in our series, “Pioneers for Good.”

Introducing Megan

Authenticity is a cornerstone of a positive workplace culture; it’s the key to creating an open, communicative, and efficient working environment. This belief resonates deeply with Senior Benefits Specialist for Henkel North America, Megan McKray. 

Megan began her career as an intern on Henkel’s Benefits team with aspirations of making a difference. She soon discovered her true calling and has been an integral part of the team ever since. Megan has worked closely with colleagues to support and raise awareness of wellbeing initiatives, helping turn her goal into a reality. 

“As I’ve grown both personally and professionally, I watched the internal culture at Henkel evolve. It’s amazing to see, first-hand, the caring support for employee wellbeing and impact of initiatives that provide meaningful value and choice for employees and their families.” said Megan.

Cultivating connections through communication

Megan’s mission to make a difference at work is personal. Inspired by her own experiences with mental health and being a working parent, she recognized the power of open dialogue and genuine connections. Her goal: to create a supportive space for people in similar situations to seek comfort and share lessons and advice.

“Being on a team that is understanding helps people open up. I truly believe this is the best way to work together because it opens the door for trust and creates space to support each other on a personal level.”

Megan McKray, Senior Benefits Specialist for Henkel North America

Creating solutions for a better workplace

Megan’s personal experiences, combined with the positive feedback she has received from colleagues, have driven her to champion programs that improve company culture and promote work-life balance.

As a member of the Benefits team, Megan has developed a deep appreciation for the value Henkel’s programs offer—not only for her own use, but also in promoting them to colleagues and working with her team to enhance and expand offerings. For example, when the company expanded their paid parental leave offering, Megan helped to develop a complementary program to send gift baskets to new parents. These thoughtful packages included new parent resources, Henkel goodies, and tips for the transition back to work.

Megan is particularly enthusiastic about the Maven Family Care benefit, a program offering a robust network of specialists and resources to support a variety of life stages such as family planning, parenting and pediatrics, and menopause. It’s a resource she has experienced the value of first-hand.

“When we were planning for our second child, I leaned on the articles and message boards monitored and led by physicians—trusted resources you can easily access through the program.”

Making a PACT to fuel an inclusive culture

As a soon-to-be mother of two, Megan has developed a special connection to the employee benefits she has helped to promote. Beyond the day-to-day responsibilities in her role, she saw an opportunity to further build community at work.

“Becoming a working mom changed my identity, which sparked the idea that it would be great to have an ERG for parents who are trying, like I was, to balance the new identity of a parent while still moving forward and striving for success in their career.”

Megan McKray, Senior Benefits Specialist for Henkel North America

In 2024, Megan began developing a proposal to introduce a new Employee Resource Group (ERG), tailored towards working parents. Through shared inspiration, Megan connected with Rachele Dunham, Senior Payroll Manager, who suggested expanding the ERG to all caregivers. Together they created PACT (Parents and Caregivers Together) for parents and caregivers to foster connections and bond over shared experiences.

Driving workplace improvements at Henkel

Since Megan started at Henkel, she has remained committed to her goal of improving the workplace and making a meaningful difference for her colleagues. From being an advocate for open dialogues at work to identifying and addressing gaps in work-life balance resources, Megan has driven impactful change and is a true pioneer for her colleagues in the North America region.

SLB (NYSE: SLB) today announced the award of an engineering, procurement and construction (EPC) contract by Equinor (Technical Service Provider) to its OneSubsea™ joint venture for a CO₂ subsea injection system for the Northern Lights phase two project offshore Norway.

The final investment decision for phase two was made by the Northern Lights’ owners TotalEnergies, Shell and Equinor following a commercial agreement with an end-use customer, marking a decisive milestone for the adoption of carbon capture and storage (CCS) at scale. The SLB OneSubsea scope includes two new satellite subsea CO₂ injection systems with associated tie-in equipment. Work has already commenced, with first deliveries expected in 2026.

The award follows the successful delivery of two subsea injection systems for the first phase of this project in 2023. Northern Lights is part of the world’s first open-source, full-scale value chain for CO₂ capture, transport, and storage services. Phase two will increase the current capacity from 1.5 million to a minimum of 5 million tonnes of CO₂ per year. Northern Lights phase two is also enabled by a grant from the Connecting Europe Facility for Energy (CEF Energy) funding scheme.

“Equinor’s enduring commitment to subsea standardization is now yielding substantial benefits across new offshore value chains, including CO₂ storage. By utilizing standardized components, we achieve reduced risk and economies of scale, which enhance both traditional and innovative subsea projects,” said Mads Hjelmeland, CEO of SLB OneSubsea. “The Northern Lights project is pivotal for Europe’s path toward net-zero emissions, and it is well aligned with our own strategy to expand the frontiers of subsea for a sustainable energy future.”

In May 2025, Northern Lights received confirmation that all the required permits are in place to start injecting and storing CO₂ in the Aurora CCS license in the North Sea. Phase one development of Northern Lights is completed, fully booked and ready to receive CO₂ from industrial customers. Operations are scheduled to begin in the second half of 2025.

About SLB

SLB (NYSE: SLB) is a global technology company that drives energy innovation for a balanced planet. With a global footprint in more than 100 countries and employees representing almost twice as many nationalities, we work each day on innovating oil and gas, delivering digital at scale, decarbonizing industries, and developing and scaling new energy systems that accelerate the energy transition. Find out more at slb.com.

About SLB OneSubsea

SLB OneSubsea is driving the new subsea era that leverages digital and technology innovation to optimize our customers’ oil and gas production, decarbonize subsea operations, and unlock the large potential of subsea solutions to accelerate the energy transition. SLB OneSubsea is a joint venture backed by SLB, Aker Solutions, and Subsea7 headquartered in Oslo and Houston, with 10,000 employees across the world. Find out more at onesubsea.slb.com.

About Northern Lights

Northern Lights has developed the world’s first open-source CO₂ transport and storage infrastructure. Northern Lights is owned by Equinor, Shell and TotalEnergies. Northern Lights is part of the Norwegian full-scale CCS project called “Longship”. The full-scale project includes capture of CO₂ from industrial sources and shipping of liquid CO₂ to an onshore terminal on the Norwegian west coast. From there, the liquified CO₂ will be transported by pipeline to an offshore storage location subsea in the North Sea, for permanent storage.

Media
Josh Byerly – SVP of Communications
Moira Duff – Director of External Communications
SLB
Tel: +1 (713) 375-3407
Email: media@slb.com

Investors
James R. McDonald – SVP of Investor Relations & Industry Affairs
Joy V. Domingo – Director of Investor Relations
SLB
Tel: +1 (713) 375-3535
Email: investor-relations@slb.com

 

^{Cautionary Statement Regarding Forward-Looking Statements:
This press release contains “forward-looking statements” within the meaning of the U.S. federal securities laws — that is, statements about the future, not about past events. Such statements often contain words such as “expect,” “may,” “can,” “estimate,” “intend,” “anticipate,” “will,” “potential,” “projected” and other similar words. Forward-looking statements address matters that are, to varying degrees, uncertain, such as forecasts or expectations regarding the deployment of, or anticipated benefits of, SLB’s new technologies and partnerships; statements about goals, plans and projections with respect to sustainability and environmental matters; forecasts or expectations regarding energy transition and global climate change; and improvements in operating procedures and technology. These statements are subject to risks and uncertainties, including, but not limited to, the inability to achieve net-negative carbon emissions goals; the inability to recognize intended benefits of SLB’s strategies, initiatives or partnerships; legislative and regulatory initiatives addressing environmental concerns, including initiatives addressing the impact of global climate change; the timing or receipt of regulatory approvals and permits; and other risks and uncertainties detailed in SLB’s most recent Forms 10-K, 10-Q and 8-K filed with or furnished to the U.S. Securities and Exchange Commission. If one or more of these or other risks or uncertainties materialize (or the consequences of such a development changes), or should underlying assumptions prove incorrect, actual outcomes may vary materially from those reflected in our forward-looking statements. The forward-looking statements speak only as of the date of this press release, and SLB disclaims any intention or obligation to update publicly or revise such statements, whether as a result of new information, future events or otherwise.}

The Solar Investment Tax Credit (ITC) has been a cornerstone of commercial solar adoption—offering 30% to 50% in federal tax incentives for qualifying projects.

But that opportunity may not last.

Pending legislation like the “Big Beautiful Bill” could significantly alter access to these credits. At BioStar Renewables, we’re helping businesses LOCK IN their eligibility with our proven Safe Harbor Strategy—ensuring you don’t miss out on available savings.

• Up to 50% in tax credits
• Secure your project before policies shift
• Reduce costs, boost ESG performance

Don’t wait. Reach out today to learn how to safeguard your solar investment.

BioStar Renewables is a clean energy solutions provider helping businesses reduce energy costs and carbon footprints through solar and energy storage systems—backed by financial strategies that maximize ROI and long-term sustainability.

Learn More at BioStarRenewables.com.

Between September 2024 and April 2025, MilliporeSigma, the U.S. and Canada Life Science business of Merck KGaA, Darmstadt, Germany, teamed up with the award-winning ABC comedy series “Abbott Elementary” to elevate the importance of STEM education. Alongside employee volunteers from MilliporeSigma, more than 3,400 students at 14 events across Boston, Houston, New York City, Philadelphia, Phoenix, Seattle, San Jose and Washington, D.C., experienced the thrilling ‘aha’ moments of science through hands-on learning.

These interactive experiences opened students’ eyes to the vast and diverse career opportunities within STEM. MilliporeSigma volunteers—ranging from scientists to packaging specialists, project managers and more, led the experiments, showcasing the many paths a STEM career can take.

“I love sharing my passion for STEM with local, curious students,” said Natalie Randolph, Curiosity Cube Program Manager, MilliporeSigma. “It’s vital for those of us who work in science to show young students what a career in STEM can look like. Who knows, maybe one of the students who visited the Curiosity Cube will be my colleague in the future, bringing new and innovative ideas to the field!”

Each student visiting the Curiosity Cube walked away feeling inspired by STEM and received an “Abbott Elementary” planter kit to plant the seeds of STEM and continue their learning at home.

Stream “Abbott Elementary” on Hulu.

To learn more about the Curiosity Cube mobile science lab, visit TheCuriosityCube.com and follow the Curiosity Cube on Instagram @curiositycube_milliporesigma. 

Logitech Blog

International Women in Engineering Day is a global platform to recognize, celebrate, and amplify the contributions of women in shaping the world through engineering. In a field historically dominated by men, this day serves as an inspiring reminder of the diverse talents and perspectives women bring to the table and a compelling call to action for creating a more inclusive and innovative future.

At Logitech, we know that diversity fuels innovation. Women in engineering are breaking stereotypes and redefining what’s possible, pioneering solutions, enhancing collaboration, and driving progress in STEM. Today, we honor the groundbreaking achievements and relentless determination of women engineers while fostering the critical conversations needed to move toward equal representation.

Established in the United Kingdom in 2014 by the Women’s Engineering Society, International Women in Engineering Day celebrates years of progress while addressing the persistent need for change. This movement isn’t just about recognition, it’s about inspiration: empowering the next generation of women to envision themselves as engineers, leaders, and trailblazers in science, technology, and beyond.

Hear more from Laleh Makarem, Eileen Wu, and Meena Ramani, three Logitech engineers who are redefining what it means to be a woman in engineering. Their stories illustrate the challenges, opportunities, and rewards of pursuing a path in STEM; proof of how empowerment can pave the way for future innovators.

What does it mean to you to be a woman in engineering?

Eileen: It’s about the responsibility of showing up so the next generation sees engineering as a place they belong, too. It’s the resilience in facing challenges, and the joy in knowing your work is part of something bigger, building technologies, communities, and ideas that move the world forward.

What advice would you give girls studying STEM and young women who want to get into engineering?

Laleh: My advice is to approach engineering with confidence, curiosity, and persistence. Seek a network that supports and inspires you, or create one! Don’t hesitate to pursue your interests, speak up, and share your perspectives. Most importantly, remember that your abilities and potential define your career far more significantly than gender.

Can you share a project or achievement you’re most proud of in your career?

Laleh:  One project I’m particularly proud of is co-founding the TinyML Switzerland community. We built a space for professionals and researchers to exchange knowledge and drive innovation in deploying machine learning on ultra-low-power microcontrollers. Through workshops, hackathons, and demo days, we’ve helped foster a vibrant ecosystem and accelerate real-world applications of Edge AI. EdgeAI engineering is the field focused on designing and deploying artificial intelligence (AI) that runs directly on edge devices close to the source of data such as our mice and keyboard and headset.

What do you do on a day-to-day basis, and what are some recent projects you’ve worked on?

Meena: I lead the Digital signal processing and Machine learning team at Logitech. My team works on the Research, Development, and Implementation of audio algorithms for Hardware Audio engineering products, including Gaming headsets, Logitech for Business headsets, Microphones, and Ultimate Ears speakers. 

Our work focuses on enhancing audio in both the microphone path (“how you sound”) and the speaker path (“what you hear”). Recent accomplishments include the implementation of 48 kHz Embedded Bluevoice Microphone processing for the newly announced G522 gaming headset. 

What inspired you to pursue a career in engineering?

Eileen: My path to engineering was inspired by a deep curiosity about how materials shape our everyday experiences. During my studies in chemistry, I became fascinated by the potential of materials to solve real-world problems, whether through improving performance, enabling new functionalities, or enhancing sustainability (green energy). This interest naturally evolved into a passion for engineering, where I could bridge scientific understanding with practical application.

Laleh: What initially drew me to engineering was my passion for math and physics. I soon realized engineering would allow me to pursue these interests while providing practical applications to satisfy my desire for problem-solving.

Meena: Growing up in a family that valued education and learning ignited my fascination with understanding how things work, particularly satellites! This led me to pursue my undergraduate studies in Electronics and Communication Engineering. During my Master’s program at the University of Florida, my work as a research assistant at the Computational Neuro-Engineering Laboratory sparked my interest in Biologically inspired signal processing. This ultimately led to my PhD research on Hearing and Speech enhancement, and I have been working on audio signal processing ever since.

PITTSBURGH, June 25, 2025 /3BL/ – Intelligent power management company Eaton is working with Tennessee Valley Authority (TVA) to repurpose its retired Bull Run Fossil Plant in Clinton, Tennessee into a critical asset supporting reliable and clean energy.

As more electricity comes from variable sources and electricity demand increases, maintaining grid stability becomes more challenging as coal plants reach the end of their operating lifecycles. Synchronous condensers help balance grid inertia by replacing decommissioned power generation equipment, increasing power reliability and redundancy. Eaton is providing the electrical and mechanical solutions needed to convert one machine comprised of two generators into two 605 mega-volt amperes reactive (MVAR) synchronous condensers. This will enable the Bull Run plant to add increased stability to the power grid.

“Synchronous condenser conversions are complex technical projects that require a high degree of specialized knowledge and project management capabilities,” explained Igor Stamenkovic, senior vice president and general manager for Eaton’s Electrical Engineering Services and Systems Division. “Through our approach and proven success helping other utilities across North America to support reliable and affordable power, we are confident this transformation will help enhance reliability and grid stability in the region.”

Eaton has the industry’s broadest portfolio of utility solutions and services designed to help utilities support resilience, performance and decarbonization. In addition to turnkey engineering support, the company is supplying essential electrical distribution and control equipment for the project, including medium-voltage variable-frequency drives, motor control centers, panelboards, relay panels and network automation hardware.

Learn more about Eaton’s approach to grid modernization and its synchronous condenser design and conversion capabilities.

Eaton is an intelligent power management company dedicated to protecting the environment and improving the quality of life for people everywhere. We make products for the data center, utility, industrial, commercial, machine building, residential, aerospace and mobility markets. 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 helping to solve the world’s most urgent power management challenges and building a more sustainable society for people today and generations to come.

Founded in 1911, Eaton has continuously evolved to meet the changing and expanding needs of our stakeholders. With revenues of nearly $25 billion in 2024, the company serves customers in more than 160 countries. For more information, visit www.eaton.com. Follow us on LinkedIn.

Contact:

Kristin Somers
+1.919.345.3714
Kristincsomers@eaton.com

Regina Parundik
Cobblestone Communications
+1.412.559.1614
Regina@cobblecreative.com

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Even if you haven’t watched Severance, odds are good you’ve heard people talking about the hit show using odd terms like “innies” and “outties.” First, let’s be clear: the show is not about belly buttons. It’s actually much stranger than that.

The series follows employees at a mysterious company called Lumen who have undergone a surgical procedure to strictly divide their work selves from their personal lives. It’s a dramatic premise, but one that illuminates a deeper truth: when disconnection is fundamental to workplace culture, mental health and well-being are often the first things to suffer.

In this post, we’ll explore five workplace behaviors that Severance exaggerates (but that many people experience) and how strong EHS practices can support something better.

Five Workplace Behaviors to Leave Behind (According to Severance)

1. Enforcing rigid work/life separation 

At Lumen, certain employees are split into two selves. Their work self (their “innie”) knows nothing of their personal life (their “outtie”), and vice versa. The goal is total separation: no stress from home affecting your performance, and no work worries following you out the door.

The impact

The fantasy of flawless boundaries may sound appealing, especially to workers stretched thin. But when people are pressured to compartmentalize too much, they struggle to find balance. Over time, inflexible schedules, emotional silencing, and productivity-at-all-costs culture erode mental health and push people toward burnout.

A healthier approach

Work and life are not cleanly divisible, and the systems we build shouldn’t pretend they are. Supporting well-being starts with designing flexibility into the way work happens. That includes advocating for policies that recognize the full scope of employee needs: mental health resources, adaptable schedules, and work environments that support both focus and recovery. When people are allowed to bring their full selves to work, they’re more capable, more connected, and more resilient.

Learn more: The Role of EHS in Workforce Mental Health Programs

2. Socially siloing departments

At Lumen, employees are confined to rigid departmental silos. Interacting across teams is discouraged, and in some cases, quietly punished. The result is a workplace where people know of each other, but aren’t allowed to know each other.

The impact

When organizations limit opportunities for employees to connect across roles or departments, they introduce a subtle but significant risk to workplace health. Disconnection like this prevents vital trust-building interactions and reduces the likelihood that people will speak up when something seems off. This can lead to a culture where people focus more on staying in their lane than staying safe.

A healthier approach

One of the most effective ways to reduce these risks is to build social cohesion and collaboration into the structure of work. Encouraging regular, cross-departmental interaction, whether through shared safety meetings, peer feedback loops, or collaborative problem-solving sessions, helps strengthen trust and surface possible issues before they become problems.

Learn more: An Emerging and Growing Workplace Issue: Psychosocial Risks

3. Obscuring the purpose of work

In Severance, no one – not even the employees themselves – seems to know what the “macrodata refinement” team is actually doing. They sit at glowing screens, dragging numbers into files with vague instructions about removing “scary” data. There’s no explanation. No context. Just tasks for task’s sake.

The impact

When workers don’t understand the purpose of what they’re doing, the job becomes mechanical, something to get through, not something to engage with. That disconnection feeds chronic stress and contributes to burnout, even when workloads aren’t objectively extreme. People want their work to matter. When purpose is missing, it can lead to frustration, detachment, and a creeping sense that the effort doesn’t add up to anything meaningful.

That disconnect takes a toll on both personal well-being and collective performance.

A healthier approach

Helping employees understand how their work contributes to the broader mission supports both mental well-being and organizational resilience. When people see the connection between their role and the bigger picture, they’re more likely to stay engaged, notice problems early, and feel a deeper sense of investment in the outcomes.

Learn more: Workplace Culture Surveys: How to Measure and Improve Employee Health and Well-Being 

4. Offering superficial or inauthentic recognition

In Severance, Lumen rewards employees with bizarre perks like drumlines and “waffle parties” (apologies to the waffle enthusiasts for whom this may be a dream reward). The rituals are elaborate, but entirely disconnected from the employees they’re meant to honor. Without any shared joy, they come off as just another work task wrapped in the illusion of reward.

The impact

When recognition feels forced, out of touch, or performative, it misses the mark. Workers can sense when appreciation is more about optics than authenticity. Over time, that disconnect breeds cynicism. People stop trusting praise, assume ulterior motives, and disengage emotionally. Instead of boosting morale, hollow gestures can leave employees feeling unseen, misunderstood, or even mocked.

A healthier approach

Meaningful recognition starts with empathy. It requires listening to what employees actually value and building appreciation into the culture in ways that feel genuine and reciprocal. Whether it’s a public thank-you, a flexible schedule, or development opportunities, the most effective recognition strategies reflect what matters to the people receiving them, not just the people giving them. When done well, recognition reinforces connection, builds trust, and strengthens the social fabric that safety depends on.

5. Responding to mistakes with punishment instead of curiosity

At Lumen, mistakes are met with eerie, ritualized punishment. Employees who step out of line are sent to the “break room,” where they must recite scripted apologies until deemed sincere. The goal of this exercise isn’t understanding; it’s control.

The impact

Fear shrinks people. It quiets instincts, silences questions, and trains workers to avoid visibility rather than pursue improvement. In a culture where errors are met with punishment, employees are less likely to report problems, admit uncertainty, or share near-misses. That silence endangers workers. Over time, risk accumulates in the gaps between what’s known and what’s hidden.

A healthier approach

Effective EHS practices are built on learning, not blame. When something goes wrong, the most productive question isn’t “Who messed up?” it’s “What broke down, and how can we fix it?” A Just Culture framework encourages organizations to examine the systems that contribute to mistakes while still holding space for accountability. With this approach, every incident, no matter how small, turns into an opportunity to make the workplace safer for everyone.

Reconnecting the Whole Worker

Severance may be fiction, but the emotional terrain it explores feels familiar. The temptation to compartmentalize – to leave stress at the door or mute parts of yourself to get through the day – is real. But over time, those internal splits wear people down. They disconnect workers not only from their roles, but from each other and from themselves.

That’s why modern health and safety strategies must account for the full experience of being at work.

Total Worker Health® provides a framework for doing just that. It’s a proactive, integrated approach that considers the full spectrum of well-being, including:

• Physical safety through hazard prevention and safe work environments
• Mental and emotional health supported by stress-reduction efforts and access to care
• Purposeful culture that helps employees understand how their work contributes
• Empowered feedback that makes space for concerns, questions, and ideas to surface

Each of these elements contributes to a healthier, more sustainable workplace.

When EHS programs are designed with this kind of depth, they move beyond reactive compliance. They help shape environments where people feel capable, connected, and safe enough to do their best work—day in and day out.

Want to create a healthier, more connected workplace?

Explore our Health & Safety Consulting services and learn how our team can help you build an environment where health, safety, and culture work together.

By Candace Higginbotham

Final exams are complete, the last bell has rung and students and teachers are ready for a fun and relaxing summer break. Regions teams across the footprint are joining in on the celebrations but the bank’s commitment and support doesn’t stop when the books are closed.

Education and workforce development are key priorities and a strategic pillar for both Regions Bank and the Regions Foundation^®. The Regions Foundation is a nonprofit funded primarily by Regions Bank. Along with funding related to education and workforce development in areas served by Regions Bank, the foundation delivers grants and investments to organizations that enhance economic and community development, financial wellness and more.

The bank and foundation champion education programs and initiatives in a variety of ways, through grants, investments and financial wellness. And Regions Bank associates always raise their hands for classroom volunteer opportunities.

‘Lighting a Flame’

Regions Bank’s Finance division recently took part in an end-of-school year blowout for students hosted by Better Basics, a Birmingham nonprofit whose mission is to eradicate illiteracy among children in central Alabama.

Better Basics Reads 2025, the organization’s largest annual volunteer event, brought in hundreds of community members who read to more than 14,000 pre-K through 5th-grade students across the Birmingham area. As a bonus, the students get to take a book home.

Amanda Saint, Business Unit Controller at Regions, is an active board member at Better Basics and organized a team that read to K-5^th grade students in 18 classrooms at i3 Academy. She said the day was impactful for not just the students but also the teachers and the Regions Finance team.

“The students loved the books!” Saint said. “They were engaged, asking questions and giving answers to questions we had. And they were so excited to get to take the book home with them. The teachers were amazing and very appreciative of Better Basics and Regions.”

The experience was fun, but Saint also acknowledged the long-term value of this activity.

“Ensuring students have books at home and hopefully lighting a flame to love reading is very important. Without reading, learning becomes exponentially tougher. Stats show that students who are reading below grade level by 3rd grade are more likely to drop out of high school and fail to become college and career ready. And 60 percent of low-income families do not have a single children’s book in their homes. Having a time to interact with students and share my love for reading with them is the best.”

Education-Focused Grants

Better Basics also received good news from the Regions Foundation, which announced a grant that will go toward the Reading Intervention Program for underserved K-4th grade students. The program focuses on teacher training, high quality tutoring, early reading intervention and enrichment activities.

The Regions Foundation continued the end-of -school year celebration with the announcement of additional education-focused grants, including a $250,000 commitment to three affiliates of the Council for Economic Education. The CEE’s mission is to equip K-12 students with the tools and knowledge of personal finance and economics so that they can make better decisions for themselves, their families, and their communities. It does this by providing programs for teachers, students and families through a network of 200 affiliates across the country.

The Mississippi Council on Economic Education received funding to support the Get2College Teacher Training and Certification Program. The Georgia council grant supports the Advancing Financial Literacy Project, and the Alabama affiliate grant will fund their Never Too Early Project.

“The Regions Foundation is proud to support programs and initiatives that empower educators with the knowledge and tools in financial literacy” said Marta Self, executive director of the Regions Foundation. “These training programs enable teachers and families to take charge of their own financial wellness, and in turn, help their students start building a strong financial foundation for their future.”

Regions Bank and Regions Foundation have a long history with another education-focused organization, A+ Education Partnership in Alabama. For the last six years, the Regions Foundation has funded two professional development programs, Powerful Learning Networks and Instructional Partners Network, part of the A+ Best Practices Center. Regions Chairman, President and CEO John Turner serves as a board member.

“The Regions Foundation is proud to support programs and initiatives that empower educators with the knowledge and tools in financial literacy.”
Marta Self, executive director of the Regions Foundation

“We are incredibly grateful for the investment and long-term collaboration Regions Bank and the Regions Foundation have provided for A+’s work through the years,” said Stirling Hutchins, senior director of development at A+ Education Partnership.

A+ works to promote policies and directly support public schools to improve outcomes for all students, particularly those with greater needs, and they are especially excited about an end-of-school-year win that will benefit students across the state when they return in the fall. The organization served a major role in the passage of Renewing Alabama’s Investment in Student Excellence (RAISE) Act, which was signed into law in early May.

The RAISE Act creates a new funding mechanism for public schools in Alabama that allocates additional resources based on specific student characteristics. Starting in the 2025-2026 school year, a RAISE Fund will provide weighted allocations for students in various categories, including those experiencing poverty, students with special needs, English Language Learners, charter school students and gifted students. This means that districts will receive additional funding based on the number of students in these specific categories, which they can then use to address those students’ needs.

Supporting Teachers, Students and Parents

As exciting as this time of year is for students, it’s really the teachers who deserve the high five. In Knoxville, Regions Bank associates hosted a much-deserved end-of-school year celebration for more than 100 teachers at Hardin Valley Middle School.

Regions Baton Rouge associates and local families kicked off summer in a big way with the Summer FUN BASH hosted by the Salvation Army Pathway of Hope Program. Parents and children 12 and under enjoyed games, crafts, snacks and live entertainment.

Summer is clearly off to a great start. While everyone enjoys beach vacations, pool parties and popsicles, back at Regions HQ our teams will be busy planning fall Back to School celebrations!