Tag: 3BL

As originally published by GoDaddy’s Venture Forward research initiative

New Venture Forward research

GoDaddy Venture Forward conducted an in-house analysis to assess: with all the moves that happened during the pandemic, did areas that saw greater migration also see greater impact on entrepreneurship?

The answer was yes! Analyzing US.. Census data from 2022 and the associated Venture Forward microbusiness data in 2023, a clear trend emerged (see the next page). Residents who moved from other counties, states and countries impacted the county microbusiness density. The greater the distance moved, the greater the impact as well.

Research shows that when microbusiness density increases, it can drive up household median incomes, lower unemployment, and create new jobs. So, more microbusinesses leads to greater economic outcomes, and one path to that is more new residents.

New residents lead to more microbusinesses*

.03*: Increase in microbusinesses per 100 people for each %1 of the population who lived in a different county a year ago.

*only when subset to counties < 15 microbusinesses per 10 people

.09: Increase in microbusinesses per 100 people for each1% of the population who lived in a different state a year ago.

.42: Increase in microbusinesses per 100 people for each 1% of the population who lived in a different country a year ago.

The model for regression controlled for 23 variables, including: Broadband access, Race, Industry employment figures, Age cohorts, and Education levels. It generated an R-squared of.59

The greater the move, the greater the impact on counties1

Where did new residents come from in 2022?% Effect Size 
of Adding 1% New Residents 
on MDImpact of +1% on Microbusiness Density2023 Average Microbusiness Density 
(in counties with 750k+ population) 
 Average % of Residents by category 
(in counties with 750k+ population) 
 Residents who moved 
from another county, same state

.24%

.03

12.4

2.7%

Residents who moved from another state

.73%

.09

12.4

2.2%

Residents who moved from another country

3.39%

.42

12.4

.8%

The counties with the greatest migration also have some of the highest concentrations of microbusinesses

Top Migration Counties (750k+ population)

County% Residents 1 year 
or less 
2022Microbusiness 
Density* 
2023Clark, NV

4.4%

20.7

Honolulu, HI

4.3%

6.2

Mecklenburg, NC

4.2%

12.7

Fulton, GA

4.1%

21.5

New York, NY

3.9%

34.6

Average

4.2%

19.1

*Microbusiness Density is defined as the number of microbusinesses per 100 people

Bottom Migration Counties (750k+ population)

County

% Residents 1 year or less

2022

Microbusiness Density* 2023Nassau, NY0.5%12.6Bronx, NY0.6%3.3Queens, NY0.7%6.2Suffolk, NY0.7%10.8Sacramento, CA0.9%8.3Average0.7%8.2*Microbusiness Density is defined as the number of microbusinesses per 100 people

Partner economic research

UCLA Anderson Forecast Microbusiness Activity Index 2024 Annual Update

Introduction

In July 2021, the UCLA Anderson Forecast, in partnership with GoDaddy, launched a new Microbusiness Activity Index (MAI) that analyzes the formation, growth, and dynamics of online microbusinesses, using data provided by GoDaddy.

The MAI demonstrates a strong correlation with key economic indicators, including employment, unemployment, GDP, and offers timely insights into local economic activity.

The report, featuring commentary, analysis, and the latest indices, continues to be published annually.

What follows are key excerpts from the 2024 report. 
Read the full report

Highlights from this year’s report

Key findings by UCLA economists, William Yu and Thomas Ash:

Recent months have seen a rise in the MAl, driven by increased microbusiness engagement and Generative Al tool adoption, enabling 
entrepreneurs with limited resources to boost productivity and compete effectively with larger companies. 
 After controlling for various factors, we find evidence that the MAl, and its sub-indices, the infrastructure index and participation index, are associated with local job growth. Aone-point increase in the infrastructure index corresponds to an increase of 89 jobs in a county. 
 On average, we find evidence that an additional entrepreneur is correlated with an increase of 7.4 local jobs. Microbusiness participation also contributes positively to local labor force participation. 
 There is a correlation between the participation index by state and 
state GDP growth, in which the horizontal axis represents the change of the state participation index between March 2023 and March 2024 and the vertical axis represents the state real GDP growth from 2023Q1to 2023Q4.

Download the full report.

GoDaddy Venture Forward 2024 Annual Report | U.S. Edition

This report is powered by the latest data from Venture Forward, GoDaddy’s research initiative to quantify the presence and impact of over 20 million global online microbusinesses on their local economies, while shining a light on the entrepreneurs behind them.

We’re here to support entrepreneurs.

1Source: GoDaddy Venture Forward U.S. National Survey, February 2024 (N=3,565)

Originally published on HR.com

By Kim Wylam

HR executives should anticipate ongoing trends related to AI, hybrid work models and mental health considerations in 2025. Additionally, they should prepare for substantial changes with the inauguration of a new presidential administration in January. However, with a thoughtful and deliberate approach, HR executives can prioritize employees’ well-being while building strategies that align workforce priorities with organizational objectives.

AI Will Continue to Expand Across the HR Function

The use of AI in HR has increased over the last three years as HR professionals become more comfortable with the technology and its application in the workforce. While large companies (5,000 or more employees) are among the earliest adopters of AI, we expect to see more small businesses embrace the technology as it becomes both accessible and affordable.

Continue reading on HR.com

Interested in learning more? Contact a Baker Tilly specialist.

With more than 50% of global cherry exports, and a projected 75% increase in export volume through San Antonio this season, Chile is proving why its cherries are the world’s ‘red gold.’

A sweet success story

Chile’s cherry season is in full swing, and this year promises to be a record-breaking one. As the world’s largest exporter of cherries, Chile is gearing up for a projected 75% increase in cherry export volumes through the San Antonio terminal compared to last year. With more than 9 million boxes of cherries — equivalent to nearly 3,500 containers — set to leave San Antonio, the cherry industry is proving itself to be not only a cornerstone of Chile’s economy but also a logistical marvel.

The numbers behind Chile’s cherry dominance are impressive. The Chilean Fruit Exporters Association, known as ASOEX, reports that cherries are Chile’s flagship agricultural export, accounting for more than 50% of global cherry exports. During the 2022-2023 season alone, cherries generated $2.2 billion in export revenue, a 17% increase from the previous year. This remarkable growth is supported by expanded orchards, improved yields and skyrocketing demand — especially from China, which receives more than 90% of Chile’s exported cherries.

From Chile to Asia: A fruitful journey

Chile’s cherry industry is deeply intertwined with Asian markets, particularly China. The demand for cherries peaks during the Chinese New Year, where their vibrant red color is seen as a symbol of good luck and fortune. This year, with Chinese New Year set for Jan. 29, 2025, the logistics team at San Antonio is working tirelessly to ensure cherries arrive on time and in perfect condition to meet the high demand.

Getting these cherries to market is no small feat. With cherries being highly perishable, timing is everything. Shipments are carefully transported via air and ocean freight to ensure delivery to Asia in under 30 days — a delicate process that requires precision. To this end, the team at DP World San Antonio has been working closely with shipping lines on a weekly basis to coordinate every detail and optimize times. This meticulous planning ensures supply chains remain fluid and cherries land in consumers’ hands at their freshest.

Smooth sailing in San Antonio

This season, DP World has introduced significant infrastructure upgrades to handle the surge in cherry exports. With 11 vessels scheduled to call at San Antonio’s terminal and more than 2,700 reefer plug connections available to keep containers cool, the port is setting a new standard for efficiency and reliability.

One of the standout innovations this season is the MoorMaster system, which automates the arrival and departure of vessels. Unique in Chile and the Americas, this system allows for faster and safer operations, reducing turnaround times, improving safety and increasing overall efficiency. These technological advancements are helping San Antonio meet the growing market demand while ensuring cherries are shipped with minimal delays.

Economic impact: Cherries as a lifeline

Beyond their cultural and culinary appeal, cherries are an economic powerhouse for Chile. The industry supports more than 100,000 seasonal jobs, particularly in rural regions such as O’Higgins, Maule, and Biobío. These jobs provide vital income to communities that rely on agriculture as their primary economic activity.

The success of the cherry industry also highlights Chile’s logistical expertise. By investing in cold chain monitoring, route optimization, and advanced packaging techniques, Chile is minimizing waste and ensuring that every box of cherries reaches its destination in peak condition. These innovations are crucial for maintaining Chile’s competitive edge in global markets and meeting the expectations of increasingly discerning consumers.

Challenges on the horizon

While the season is shaping up to be a success, it’s not without its challenges. Port congestion, limited air freight capacity, and unpredictable weather — such as unseasonal rains — can disrupt harvests and delay shipments. These obstacles underscore the importance of continued investments in infrastructure and technology.

Sustainability is another pressing issue. With concerns about the carbon footprint of long-distance exports, Chile is taking steps to adopt greener practices. Efforts include reducing water usage in orchards, using alternative fuels for logistics, and improving forecasting to avoid overproduction and spoilage. These initiatives are vital not only for the environment but also for ensuring the long-term viability of the cherry industry.

Looking ahead

As Chile’s cherry exports are expected to exceed 450,000 metric tons in the coming years, the industry is focusing on diversifying its markets. While China remains the dominant buyer, emerging markets in Europe, the United States, and other parts of Asia are showing growing interest in Chilean cherries. Reducing dependency on a single market will be key to mitigating risks and sustaining growth.

As Curtis Doiron, CEO of DP World in Chile, said, DP World’s work as part of Chile’s cherry season represents “a clear example of how modern logistics can transform global connectivity.”

With its sights set on breaking records and pushing boundaries, Chile’s cherry industry is proving that it’s not just exporting fruit — it’s exporting excellence. This season’s success is a testament to the hard work and strategic vision of everyone involved — from orchard workers to logistics experts.

For more insights and updates on Chile’s cherry season, visit ASOEX.

Sweet, sustainable, and successful — Chile’s cherries are a true global treasure.

Marathon Petroleum’s Garyville refinery celebrated 30 years of maintaining its OSHA Voluntary Protection Program (VPP) Star status, making it the longest-running VPP Star refinery in the U.S.The VPP Star status, awarded by OSHA, recognizes exceptional safety practices and highlights the refinery’s commitment to a safe work environment.Nearly 400 employees and contractors attended the milestone celebration, where leaders emphasized teamwork in upholding this achievement while challenging everyone to continue striving for safety excellence.

In 2024, Marathon Petroleum’s Garyville refinery marked 30 years of maintaining its prestigious Voluntary Protection Program (VPP) Star status, awarded by the Occupational Safety and Health Administration (OSHA) to facilities that demonstrate exceptional commitment to safety. Achieved for the first time in 1994, the refinery became only the sixth refinery in the nation and the second in Louisiana to earn this honor. Today, it stands as the only refinery in the U.S. to have continuously upheld VPP Star status for this long.

“Thirty years as an OSHA VPP Star site is a significant milestone, and I am honored to celebrate it with our employees and contractors,” said Mike Henschen, Senior Vice President of Refining Operations at Marathon Petroleum.

VPP Star status represents the highest level of recognition for exceptional achievements in safety and health management. This accolade is reserved for employers and employees who demonstrate an outstanding commitment to a safe and healthy work environment.

To celebrate this milestone, the Garyville refinery’s VPP Committee and Safety Department organized an event attended by nearly 400 employees and contractors in October.

“The hard work and dedication required to maintain this certification is truly a team effort,” said Jeremy Beasley, Environmental, Safety & Security Manager at the Garyville refinery. “It involves everyone, from the refinery leadership team to every employee and contractor, all committed to upholding our safety standards.”

Many people spoke at the event, including special guest D-D Breaux, the legendary former Head Coach of Louisiana State University’s (LSU) Women’s Gymnastics. Coach Breaux, who retired after 43 seasons in 2020, drew a strong parallel between the pursuit of excellence during her tenure at LSU, a program that earned the National Championship in 2024, and the refinery’s championship-level commitment to safety.

“Just as in gymnastics, where each individual’s effort contributes to the overall success of the team, the hard work and dedication of every employee and contractor at the Garyville refinery have been key to maintaining this level of excellence for 30 years,” Breaux said.

The Garyville refinery’s continued status as a VPP Star is a testament to its dedication to safety and serves as a role model for other organizations striving for similar excellence in workplace safety.

LAS VEGAS, January 7, 2025 /3BL/ – Coach, the “Original American House of Leather,” and Gen Phoenix, a global leading sustainable manufacturer of recycled leather fiber material at scale, are taking the stage together at CES 2025 to share how their transformative partnership is changing the standard for sustainability in fashion– and unveil what’s next in their industry-leading journey.

Coach CEO and Brand President, Todd Kahn, and Gen Phoenix CMO and General Manager of Consumer, Elyse Winer, invite CES attendees to join them on Thursday, January 9th at 3:00PM PST for their panel, “Revolutionizing Luxury: Sustainability and Innovation in Fashion“ at the Great Minds Stage, which will offer a behind-the-scenes look at how these two uniquely positioned brands are working together to drive the fashion industry’s sustainable transformation at scale. By infusing innovation into every facet of the partnership, Coach and Gen Phoenix are pioneering new ways of working together as one team and breaking down traditional barriers between vendors and brands.

“As a company with 80 years of heritage, Coach is known for its craftsmanship, quality and design,” says Kahn. “This partnership with Gen Phoenix represents a significant step in our journey to balance Coach’s rich history with a commitment to finding innovative and sustainable solutions that help us create a better made future.

Gen Phoenix’s material has at least an 80% lower carbon footprint compared to the global average of conventional leather. The panel will explore the evolution of luxury in an era of conscious consumption, how brands are responding to consumer demands, and how successful partnerships built on collaboration can drive revolutionary industry change.

Winer and Kahn will also unveil new product innovations and provide a glimpse into their plans for the future. In addition to a dynamic, interactive conversation moderated by fashion technology reporter Maghan McDowell, attendees will have the chance to win exclusive Coach products crafted from the new-to-market material made with recycled leather fibers made exclusively for the 2025 Consumer Electronics Show.

“In an industry where partnerships rarely extend beyond one-off capsules and pilot programs, we’re thrilled to be using the CES stage as our opportunity to not only give attendees a first glimpse at what to expect from Gen Phoenix and Coach in the coming months, but also what the future has in store for this industry-first strategic partnership,” says Winer. “By pulling back the curtain on how we’ve been able to scale this collaboration, we hope to provide a blueprint for other brands looking to mirror the meaningful change Coach is driving across the fashion industry, in partnership with Gen Phoenix.”

This partnership committed to sustainable innovation and industry disruption began in March 2023, when Tapestry, Inc. (NYSE: TPR), Coach’s parent company, made a strategic investment in Gen Phoenix. The collaboration continued in April 2023 with the debut of Coachtopia, Coach’s circular sub-brand that included a line of handbags featuring Gen Phoenix’s recycled leather fiber material. Now, Coach and Gen Phoenix look forward to giving the world a never-before-seen look at what the future of this partnership holds.

###

About Coach 
Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of its hometown, the brand makes beautiful things, crafted to last—for you to be yourself in.

Coach is a Tapestry, Inc. brand. Tapestry is publicly listed on the New York Stock Exchange under the ticker TPR.

About Tapestry, Inc 
Our global house of brands unites the magic of Coach, kate spade new york and Stuart Weitzman. Each of our brands are unique and independent, while sharing a commitment to innovation and authenticity defined by distinctive products and differentiated customer experiences across channels and geographies. We use our collective strengths to move our customers and empower our communities, to make the fashion industry more sustainable, and to build a company that’s equitable, inclusive, and diverse. Individually, our brands are iconic. Together, we can stretch what’s possible. To learn more about Tapestry, please visit www.tapestry.com. For important news and information regarding Tapestry, visit the Investor Relations section of our website at www.tapestry.com/investors. In addition, investors should continue to review our news releases and filings with the SEC. We use each of these channels of distribution as primary channels for publishing key information to our investors, some of which may contain material and previously non-public information. The Company’s common stock is traded on the New York Stock Exchange under the symbol TPR.

About Gen Phoenix 
Gen Phoenix is delivering a new generation of materials for the next era of sustainability. Through a revolutionary circular process that earned the brand recognition as one of Fast Company’s 2024 Most Innovative Companies, Gen Phoenix rescues leather offcuts destined for landfill and regenerates them into a premium recycled leather material coveted by the world’s most iconic brands for its beauty and durability. Since 2007, Gen Phoenix has diverted thousands of tons of material from landfill. Adaptable to a wide variety of feedstocks, Gen Phoenix’s patented technology platform will make material circularity possible at an epic scale.

For more information, please visit http://www.genphoenix.com.

MEDIA CONTACTS 
Jackie Albano, Director, ESG Communications, Tapestry 
jalbano@tapestry.com

Brooke Hudson, Director, Global Brand Communications, Coach 
bhudson@coach.com

Kylie Peterson, Account Lead for Gen Phoenix PR, SGPR 
kylie@smallgirlspr.com

January 7, 2025 /3BL/ – AEG, the world’s leading sports and live entertainment company proudly announced that for the sixth consecutive year it has received a score of 100 on the Human Rights Campaign Foundation’s (HRC) 2025 Corporate Equality Index, the nation’s foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. AEG joins the 765 U.S. businesses that will be honored with HRCF’s Equality 100 Award as Leaders in LGBTQ+ Workplace Inclusion. This year’s CEI includes 1,449 businesses – the highest number of rated companies since the start of the CEI in 2002.

“ We are proud to be designated as A Best Place to Work for LGBTQ+ Equality and receive the top score on the Human Rights Campaign Corporate Equality Index for the sixth consecutive year,” said Jae Requiro, Vice President of Diversity, Equity & Inclusion for AEG. “AEG is committed to creating a safe and inclusive workplace and building a company that reflects the communities we serve, because we believe that diversity of backgrounds, perspectives and ideas is crucial to our success.”

“The CEI is so much more than a score on paper. For decades businesses have relied on the CEI as a tool for transparency and leveling the playing field for all workers, making sure LGBTQ+ people and their families can share in fair, respectful and supportive workplaces and benefits,” said RaShawn “Shawnie” Hawkins, SHRM-CP, HRCF Senior Director of Workplace Equality. “As conversations evolve on corporate America’s approach to diversity, equity and inclusion, year-over-year growth in CEI participation is evidence of a business community that largely recognizes the responsibility and value in upholding equity and inclusion. Our goal at the Human Rights Campaign Foundation is to work in a spirit of partnership with companies, providing educational resources and leading benchmarking. The work of the CEI is to help businesses to expand their consumer base and attract top, innovative talent by supporting the LGBTQ+ community.”

The results of the 2025 CEI showcase how U.S.-based companies are promoting LGBTQ+ friendly workplace policies in the U.S. and abroad. The first year of the CEI included 319 participants, and the 2025 CEI now surveys 1,449 participants, further demonstrating the tremendous growth of the CEI. A record-breaking 98 percent of CEI businesses have nondiscrimination protections specific to gender identity. The CEI rates employers providing these crucial protections to more than 22 million U.S. workers and includes Fortune magazine’s 500 largest publicly traded businesses, American Lawyer magazine’s top 200 revenue-grossing law firms (AmLaw 200), and hundreds of publicly and privately held mid- to large-sized businesses.

The CEI rates companies on detailed criteria falling under four central pillars:

Non-discrimination policies across business entities;Equitable benefits for LGBTQ+ workers and their families;Supporting an inclusive culture; and,Corporate social responsibility.

AEG’s efforts in satisfying all the CEI’s criteria earned a score of 100 and the designation as a recipient of the Equality 100 Award: Leader in LGBTQ+ Workplace Inclusion.

More information about the HRC Corporate Equality Index Report is available online at www.hrc.org/cei.

Rocky Hill, CT, January 7, 2024 /3BL/ – Henkel, a leading manufacturer of well-known consumer and industrial brands, such as Dial® soap, Schwarzkopf® hair care, all® free clear laundry detergent, and Loctite®, Technomelt® and Bonderite® adhesives, sealants, and functional coatings, has received a score of 100 on the Human Rights Campaign Foundation’s (HRCF) 2025 Corporate Equality Index (CEI), the nation’s foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. 

Henkel is among the 765 businesses that will be honored with HRCF’s Equality 100 Award as Leaders in LGBTQ+ Workplace Inclusion. This year’s CEI includes over 1,400 businesses – the highest number of rated companies since the start of the CEI in 2002. The CEI rates companies on detailed criteria falling under the central pillars of non-discrimination policies across business entities, equitable benefits for LGBTQ+ workers and their families, supporting an overall inclusive culture, and corporate social responsibility.

“We are proud to be recognized with HRCF’s Equality 100 Award, reflecting our commitment to inclusion and belonging within the workplace, in local communities, and with our partners, customers, and consumers along the value chain,” said Pernille Lind Olsen, President, Henkel North America. “Henkel has a long legacy of fostering a culture of belonging for all employees, including the LGBTQ+ community and its allies. Henkel’s purpose as pioneers at heart for the good of generations drives us to do the right thing for our colleagues and for our business.”  

Henkel earns this recognition based on comprehensive efforts to create a welcoming environment and implement inclusive benefits and programs to meet the diverse needs of employees in North America. For example, in 2023, Henkel expanded its parental leave policy to provide 12 weeks of fully paid time off for all U.S. employees welcoming a child into their home, regardless of gender or family structure. Henkel also has a strong network of Employee Resource Groups (ERGs) spanning over 20 chapters and over 2400 employees across the region  to provide a supportive community, elevate diverse perspectives, and promote growth opportunities for employees and the business. 

“For decades businesses have relied on the CEI as a tool for transparency and leveling the playing field for all workers, making sure LGBTQ+ people and their families can share in fair, respectful and supportive workplaces and benefits,” said RaShawn “Shawnie” Hawkins, SHRM-CP, HRCF Senior Director of Workplace Equality. “As conversations evolve on corporate America’s approach to diversity, equity and inclusion, year-over-year growth in CEI participation is evidence of a business community that largely recognizes the responsibility and value in upholding equity and inclusion. The work of the CEI is to help businesses to expand their consumer base and attract top, innovative talent by supporting the LGBTQ+ community.”

The results of the 2025 CEI showcase how companies are promoting LGBTQ+ friendly workplace policies and the importance of reaffirming commitments to equity in the workplace. A record-breaking 98 percent of CEI businesses have non-discrimination protections specific to gender identity, and the CEI takes a detailed approach to recognizing employers that provide these crucial protections to more than 22 million U.S. workers.

The full report is available online at www.hrc.org/cei.

About Henkel in North America

Henkel’s portfolio of well-known brands in North America includes Schwarzkopf® hair care, Dial® soaps, Persil®, Purex®, and all® laundry detergents, Snuggle® fabric softeners as well as Loctite®, Technomelt® and Bonderite® adhesives. With sales close to 6.6 billion US dollars (6 billion euros) in 2023, North America accounts for 28 percent of the company’s global sales. Henkel employs around 8,000 people across the U.S., Canada and Puerto Rico. For more information, please visit http://www.henkel-northamerica.com and on Twitter @Henkel_NA.

About The Human Rights Campaign Foundation

The Human Rights Campaign Foundation is the educational arm of the Human Rights Campaign (HRC), America’s largest civil rights organization working to achieve equality for lesbian, gay, bisexual, transgender and queer (LGBTQ+) people. Through its programs, the HRC Foundation seeks to make transformational change in the everyday lives of LGBTQ+ people, shedding light on inequity and deepening the public’s understanding of LGBTQ+ issues, with a clear focus on 

advancing transgender and racial justice. Its work has transformed the landscape for more than 15 million workers, 11 million students, 1 million clients in the adoption and foster care system and so much more. The HRC Foundation provides direct consultation and technical assistance to institutions and communities, driving the advancement of inclusive policies and practices; it builds the capacity of future leaders and allies through fellowship and training programs; and, with the firm belief that we are stronger working together, it forges partnerships with advocates in the U.S. and around the globe to increase our impact and shape the future of our work.

Photo material is available at www.henkel-northamerica.com/press

Henkel Contact: Erica Cooper
Phone: 475-232-4973 
Email: erica.cooper@henkel.com

Originally published in Nielsen’s 2024 ESG report, available to download here

The last several years have brought a significant amount of change to the world, and Nielsen has evolved accordingly. We’re not only on a journey to transform our business model, we are also transforming our culture and employee experience so that we can continue to do our best work. To do so, we’re focused on driving the growth and engagement of our employees.

We’ve been investing in our people to develop their capabilities, recognize high performance, clarify roles and support career development for all of our employees. We continue to work in a way that provides employees flexibility in their lives and have made great strides in expanding our well-being program, especially around emotional health, to make it more accessible to employees globally.

Our values are the foundation of our organization, and our culture behaviors of accountability, performance, operational excellence and grit bring them to life by translating the day-to-day actions that feed our transformation as we work to deliver a better future for all people. We want to enable our employees to live our values each day at Nielsen, since they are the force that drives this culture forward.

In 2023 and into 2024, we worked to further integrate our values and culture behaviors into our day-to-day experience, including early exposure through our onboarding process, so that employees new to Nielsen begin their roles grounded in who we are as a company.

Our values 
What we believe

InclusionCourageGrowth

Our culture behaviors 
How we work together

Accountability: Doing what we say by taking ownership, being clear about roles, managing expectations, respecting decisions and following through.Performance: Learning with speed to deliver key outcomes by focusing on the right work, having high standards and making each other better.Operational excellence: Improving every day and measuring it by defining success, applying learnings to get better and celebrating success.Grit: Powering through challenges together by trusting each other, embracing change and bringing solutions.

Leadership development

A key piece of driving growth and engagement among our people is engaging and supporting our people managers, who have an outsized impact on our business success, developing teams and championing our values and culture behaviors.

We continue to invest in leaders through a range of programs designed to meet them where they are and support their learning and development journey. At the close of 2023, we reached nearly 550 people managers across the company with cohort- based leadership development programs including Lead, Boost and Ascend. In 2024, to engage and encourage leaders directly, we decided to recruit candidates for our 12-week Lead and Boost leadership development programs based on applications, rather than nominations, and we enlisted six cohorts of 150 people globally. Lead is geared toward people managers with less than two years of experience, to cement the fundamentals of leadership and employee development, while Boost helps more experienced managers advance their team engagement skills through instructor- led workshops and other activities. Our Ascend program guides top talent with succession potential through six months of customized coaching and assessment.

In 2023, we engaged nearly 400 people managers in Leader Lab, which includes quarterly virtual learning sessions open to all people leaders, as well as on-demand People Leader Essentials training pathways in Degreed. Across the company, employees also have access to career development programs aligned with our commitment to diversity, equity and inclusion. Please refer to the Business inclusion, impact and belonging section of our 2024 ESG report for more information.

Expanding capabilities and enabling growth

We provide employees with resources and opportunities to expand their skill sets as an essential part of our commitment to a Growth Culture. With the acceleration of our company transformation and the ever-changing media landscape, we focused on specific learning programs in 2023 that help to strengthen our employees’ understanding of these changing dynamics and broaden their skills and awareness of what’s needed to drive growth for Nielsen. In 2023, 82% of our employees accessed our Learning Management System and Degreed platforms, completing over 32,500 learning activities.

“We recognize that times of transformation require a lot of grit to get through and thrive, but we also know this can also be the best type of environment to learn and grow.

Jane Cha-Lee 
Senior Vice President, Talent and Development

These learning programs have increased our employees’ knowledge of the industry and helped them to understand how our focus areas are critical for our transformation. In 2023, we piloted U of Digital at Nielsen with 300 employees, to increase understanding of the latest digital and industry trends. To encourage fluency of Nielsen’s current business strategy, products and opportunities, we launched Discover Nielsen, which connects employees with subject matter experts across our company to help them learn more about the rapidly evolving media industry, Nielsen product solutions, the fundamentals of measurement and other key topics. In 2024, both of these programs will continue to be essential to our learning roadmap for all employees.

Discover how Nielsen’s responsible and inclusive practices continue to build a healthy and resilient business in our annual global corporate sustainability report. Download the 2024 report here.

Supports Pinellas County Schools’ Future Cities program and enhanced experiences at Enterprise Village and Finance ParkBrings total company donations to more than $4 million

ST. PETERSBURG, Fla., January 7, 2025 /3BL/ – Thanks to a long-standing collaboration with Duke Energy Florida, the Duke Energy Foundation and Pinellas Education Foundation, thousands of students will experience real-world economic and innovative engineering concepts to help them reach their full potential both in and out of the classroom.

Duke Energy Foundation provided a $100,000 grant to Pinellas County Schools’ Future Cities program to help students in grades six through eight explore and create sustainable solutions around energy, land conservation and environmental issues. Through the program, middle school students imagine, research, design and build cities of the future that showcase their solution to a citywide sustainability issue.

The company also renewed its longtime sponsorship of Pinellas County Schools’ Stavros Institute Enterprise Village and Finance Park, where thousands of elementary and high school students travel from across the state to develop basic economic concepts, understand the process between businesses and consumers and learn how to make sound personal finance decisions. During last year’s school year, more than 14,000 students attended the storefronts.

“Enterprise Village and Finance Park have grown into one of Pinellas County’s most popular destinations and innovative learning experiences,” said Melissa Seixas, Duke Energy Florida state president. “Many of our employees and retirees have fond memories of Enterprise Village, visiting as students, volunteers or chaperones, which speaks to the lasting impact Pinellas Education Foundation programs have on our communities.”

This year, Duke Energy Florida upgraded its storefronts in Enterprise Village and Finance Park to reflect a smarter, brighter energy future with new energy efficiency jobs and innovative tools including thermal cameras, virtual reality experiences and renewable energy concepts. Duke Energy – then Florida Power Corporation – has been a sponsor of Enterprise Village since its inception in 1989.

“Duke Energy is a valued supporter of Pinellas Education Foundation,” said Kim Jowell, Pinellas Education Foundation chief executive officer. “They have a long-standing commitment to having a presence in our signature Enterprise Village and Finance Park programs.

“This year, we are particularly excited they will be providing opportunities for students to explore and create sustainable solutions around energy and environmental issues,” said Jowell. “Duke Energy exemplifies how investing in education enhances student learning experiences and drives academic success.”

For nearly four decades, Duke Energy Florida, its predecessor companies and the Duke Energy Foundation have supported Pinellas Education Foundation with more than $4 million in grants, donations and sponsorships.

Duke Energy Florida

Duke Energy Florida, a subsidiary of Duke Energy, owns 12,300 megawatts of energy capacity, supplying electricity to 2 million residential, commercial and industrial customers across a 13,000-square-mile service area in Florida.

Duke Energy Foundation 

The Duke Energy Foundation provides more than $30 million annually in philanthropic support to meet the needs of communities where Duke Energy customers live and work. The Foundation is funded by Duke Energy shareholders.

Duke Energy (NYSE: DUK), a Fortune 150 company headquartered in Charlotte, N.C., is one of America’s largest energy holding companies. The company’s electric utilities serve 8.4 million customers in North Carolina, South Carolina, Florida, Indiana, Ohio and Kentucky, and collectively own 54,800 megawatts of energy capacity. Its natural gas utilities serve 1.7 million customers in North Carolina, South Carolina, Tennessee, Ohio and Kentucky.

Pinellas Education Foundation

Established in 1986, Pinellas Education Foundation is a nationally recognized, dynamic nonprofit organization committed to transforming students’ lives, empowering them to achieve their full potential, and providing teachers with the resources they need to excel in the classroom. Through innovative initiatives, a strategic partnership with Pinellas County Schools, and collaboration with community partners, we work tirelessly to accelerate educational achievement for all students. With a comprehensive approach to education, our programs cover the bookends of learning, beginning with an emphasis on early literacy all the way through the intricate pathways of college and career readiness. Improving outcomes, especially for students with the greatest achievement gaps, is pivotal to our work. Our commitment to quality education spans the entire spectrum, and we are constantly evolving to address the ever-changing needs of students and teachers. To learn more, visit pinellaseducation.org.

Duke Energy Florida Media Contact: Audrey Stasko 
Media line: 800.559.3853 
Twitter: @DE_AudreyS

Pinellas Education Foundation Media Contact: Kate Smith 
Office: 727.588.4816, Ext. 2128 
Kate.Smith@pinellaseducation.org

View original content here.

Refineries process and produce large volumes of flammable materials. In order to mitigate the risk of fires, many rely on aqueous film forming foam or AFFF. This “fire fighting foam” is stored onsite in tanks and used to suppress fire during an emergency. Many types of AFFF contain high levels of PFAS.

A large refinery wanted to replace their current AFFF with a non-PFAS alternative. They hired us to dispose of the PFAS-containing waste.

At Veolia, we offer compliant, comprehensive PFAS waste handling and disposal. With the help of our Port Arthur incinerator, we’ve managed 143,550 gallons of PFAS-containing AFFF via high-temperature incineration. The Port Arthur incinerator is permitted to treat RCRA hazardous waste and PCB waste, and it is the only facility in the U.S. permitted to treat dioxin waste. The incineration process has a destruction and removal efficiency of 99.9999%.

All Veolia solutions are scientifically proven and fully EPA-compliant. As regulations evolve, we’re at the forefront, offering innovative disposal solutions to meet compliance requirements and safeguard your environmental interests. Veolia draws upon extensive expertise in water treatment to safely manage PFAS-containing waste for our clients. Our solutions are designed to meet your needs — we offer secure landfilling and deep well injection, and our state-of-the-art incineration facility in Port Arthur, Texas is permitted to treat RCRA hazardous, TSCA PCBs and dioxin waste and is approved to receive CERCLA waste. 

BeyondPFAS, our suite of end-to-end PFAS management solutions, is designed to support you at every step, from sampling and analysis to responsible disposal of contaminants. Our holistic approach involves initial site assessment and sampling, followed by implementing tailored treatment technologies based on your needs. We are committed to safely handling and disposing contaminates in line with EPA-recommended methods, including incineration, deep well injection and approved landfill.