Tag: 3BL

November 19, 2024 /3BL/ – Due to a decline in coal use, the U.S. power sector saw an 8% reduction in carbon emissions in 2023, according to a new analysis of air emissions for the country’s top 100 power producers released today.

While this decrease is a significant improvement over the marginal reduction of less than 1% in carbon emissions in 2022, 2023 emissions were only 2% lower than 2020 levels due to a surge in natural gas generation.

The analysis titled, Benchmarking Air Emissions of the 100 Largest Electric Power Producers in the United States, now in its 20th edition, examines and compares the air pollutant emissions based on 2023 power generation, plant ownership, and emissions data. These 100 producers own approximately 3,900 power plants and account for nearly 80% of the sector’s electric generation and reported air emissions.

“The electric power sector is a critical industry in the accelerating shift towards a stronger, more resilient, and cleaner economy. Our latest analysis shows that the sector continues to make progress on reducing emissions spurred on by capital investments and support from state and federal policies,” said Dan Bakal, senior program director of climate and energy at Ceres. “If the U.S. is to limit climate risk and meet our goal of cutting emissions in half by 2030, electric power companies must increase their ambition by ensuring they are accelerating capital deployment into clean energy projects. That ambition must be bolstered by bipartisan polices at all levels of government that support the necessary energy infrastructure that will lead to job creation and reduced energy costs through a modern and affordable power grid that serves all communities across the country.”

The report found that in 2023, the U.S. power sector continued shifting toward pre-COVID trends associated with zero-emitting generation growth and the decline of coal production. However, natural gas was responsible for more electricity generation in 2023 than any preceding year and fossil sources were responsible for nearly 60% of generation. Coal generation declined to its lowest level since 1967.

The report examines data from the U.S. Energy Information Administration and the U.S. Environmental Protection Agency (EPA) regarding four power plant pollutants: sulfur dioxide (SO2), nitrogen oxides (NOx), mercury, and CO2. For the electric sector overall, in 2023, power plant SO2 and NOx emissions were 96% and 90% lower, respectively, than in 1990 when Congress passed major amendments to the Clean Air Act.

“Responsible for about half of America’s carbon-free energy, nuclear power helps avoid more than 440 million metric tons of carbon dioxide emissions annually that otherwise would have come from fossil fuels,” said Katie Ott, vice president of sustainability and climate strategy, Constellation. “It is essential that we preserve and expand the nation’s nuclear fleet to enhance grid reliability and protect the environment. In addition to pursuing license extensions for our clean energy centers, we’re increasing the generation output of our nuclear units and pursuing unique solutions like restarting the Crane Clean Energy Center to power critical infrastructure, such as data centers, with nuclear energy.”

“The power sector’s shift to cleaner fuels is accelerating, with reliance on coal dropping to a five-decade low,” said Amanda Levin, director of policy analysis at NRDC (Natural Resources Defense Council). “But we cannot let one fossil fuel replace another. Utilities need to stop their dash to gas, and install the cleanest, safest form of energy: renewable power.”

Additional Findings: 

This reduction in coal generation has largely been replaced by natural gas and renewable energy generation. Natural gas generation has increased by 14% since 2021 and now accounts for more than 40% of all power generation in the U.S.The current generation mix represents a significant shift from even just a decade ago. In 2012, coal accounted for 37% of power production, natural gas 30%, and wind and solar less than 4%. In 2023, that mix had shifted to 16% coal, 42% natural gas, and 14% wind and solar.In 2023, power plant SO2 and NOx emissions were 24% and 17% lower, respectively, than they were in 2022.In 2023, renewables and other zero-carbon resources generated approximately 41% of U.S. electricity.

The benchmarking analysis is a collaborative effort between Ceres, Constellation Energy and NRDC. It is authored by ERM.

About Ceres 

Ceres is a nonprofit advocacy organization working to accelerate the transition to a cleaner, more just, and sustainable world. United under a shared vision, our powerful networks of investors and companies are proving sustainability is the bottom line—changing markets and sectors from the inside out. For more information, visit ceres.org.

About Constellation 

A Fortune 200 company headquartered in Baltimore, Constellation Energy Corporation (Nasdaq: CEG) is the nation’s largest producer of clean, emissions-free energy and a leading supplier of energy products and services to businesses, homes, community aggregations and public sector customers across the continental United States, including three fourths of Fortune 100 companies. With annual output that is nearly 90% carbon-free, our hydro, wind and solar facilities paired with the nation’s largest nuclear fleet have the generating capacity to power the equivalent of 16 million homes, providing about 10% of the nation’s clean energy. We are further accelerating the nation’s transition to a carbon-free future by helping our customers reach their sustainability goals, setting our own ambitious goal of achieving 100% carbon-free generation by 2040, and by investing in promising emerging technologies to eliminate carbon emissions across all sectors of the economy. Follow Constellation on LinkedIn and X.

About ERM 

Sustainability is our business.

As the world’s largest specialist sustainability consultancy, ERM partners with clients to operationalize sustainability at pace and scale, deploying a unique combination of strategic transformation and technical delivery capabilities. This approach helps clients to accelerate the integration of sustainability at every level of their business.

With more than 50 years of experience, ERM’s diverse team of 8000+ experts in 40 countries and territories helps clients create innovative solutions to their sustainability challenges, unlocking commercial opportunities that meet the needs of today while preserving opportunity for future generations. Learn more here.

About NRDC 

NRDC (Natural Resources Defense Council) is an international nonprofit environmental organization with more than 3 million members and online activists. Established in 1970, NRDC uses science, policy, law, and people power to confront the climate crisis, protect public health, and safeguard nature. NRDC has offices in New York City, Washington, D.C., Los Angeles, San Francisco, Chicago, Bozeman, MT, Beijing, and Delhi (an office of NRDC India Pvt. Ltd). Visit us at www.nrdc.org and follow us on Twitter @NRDC.

Covia is committed to protecting biodiversity by preserving intact forests, reclaiming land with over 50% native species, managing avian and migratory bird habitats, protecting endangered species and their habitats, and combating invasive species while restoring pollinator habitats where feasible. An important part of our efforts is working with organizations such as the Wildlife Habitat Council (WHC). Recently, Covia’s Roff Plant accepted the Wildlife Habitat Council’s challenge to build birdhouses as part of their Artificial Nesting Structure Challenge. This initiative was created in response to the decline of cavity nesting birds over the years due to habitat loss. By providing these artificial nesting structures, they aim to support bird populations and gain insight into the local bird community.

The WHC challenge allowed the plant to showcase its environmental commitment and creativity. It’s a fantastic place to attract wildlife, as Travis Smith, Operations Manager for the Roff, Oklahoma Plant, noted that he often sees owls, deer and badgers, among other species, on the property. When Travis presented the project to the Roff team, they were all on board. One team member, who happens to be a talented woodworker, started building a custom birdhouse. Not just any birdhouse; without realizing it, he had begun building a structure for the purple martin, the largest swallow in North America. 

The ideal purple martin birdhouse should be light-colored, lightweight, have entrance holes 2 1/4 inches in diameter and nesting cavities that are 6” x 6” x 6”. Fortunately, this birdhouse fits the bill perfectly. It features custom shingles and stonework made from materials sourced at the plant. Plus, martins love to perch where they can see open spaces for catching insects, especially near water. To top it off, the birdhouse includes a bird bath held in place by an antler found on the property. It’s strategically placed near the plant’s office entrance, as the best location is within 100 feet of human activity and 40 feet from buildings or trees.

The house is perched over 8 feet off the ground and features a predator guard to keep pesky critters away. This stunning custom home is perfect for purple martins, but the adult birds don’t show up for nesting in Oklahoma until mid-February through May. The team is looking forward to monitoring the box for signs of new inhabitants!

For more information on Covia’s commitment to biodiversity, please see our ESG report.

Las Vegas Sands

Sands’ commitment to Team Member advancement goes beyond job-related training and continuing education programs as part of a holistic approach to helping Team Members thrive. Initiatives offered in Sands’ regions around the world promote physical health, mental wellness and social connection as part of an overall commitment to Team Member well-being.

Sands China

In Macao, Sands China launched the Happy 360 wellness initiative for Team Members in 2021. The centerpiece of Happy 360 is a six-week summer event series that spans health seminars, parent-child interest classes, healing workshops, physical and mental health consultations from professionals, and interactive game booths, all aimed at encouraging Team Members to develop a positive mindset, physical and mental well-being, and a healthy work-life balance.

This year, the Happy 360 Series ran May-July and drew more than 4,000 participants to 11 events including health consultations, mental health awareness games and workshops on developing healthy habits, building resilience and thinking positively.

“Our Team Members are our most valued resource,” Dr. Wilfred Wong, Sands China executive vice chairman, said. “We want to create a work environment in which they can thrive, and an important part of that is caring for their physical and mental well-being. Happy 360 has been a very successful effort in that regard, and we are glad to have offered it for the fourth consecutive year.”

Since its launch in 2021, the Happy 360 program has delivered nearly 200 activities for more than 28,000 participants.

Marina Bay Sands

In Singapore, Marina Bay Sands also offers Team Members a variety of well-being programs including physical activities such as yoga and gym classes; crafts including leather-making and sun-catcher workshops; and educational tours. Since August, Marina Bay Sands has been hosting 15 different activities to enhance Team Members’ physical and mental health.

Marina Bay Sands has also fully reinstated Team Member sports clubs, which had been suspended during the pandemic. Sports include soccer, badminton, dragon bat and running as well as regular training sessions and competitive play. These sports clubs enable Team Members to exercise while enjoying the camaraderie of playing in a team environment.

Corporate

This fall, the corporate human resources team is conducting mental health awareness and resources training for managers to ensure they are equipped to direct Team Members to appropriate support should needs arise. In addition, the EmpowHER Team Member resource group for women and their allies is providing members with one-one-one sessions with a health and wellness coach this fall to provide personalized input for maintaining or improving their health.

Team Member well-being programs are part of Sands’ ambition to invest $200 million to workforce development by 2025. To learn more about the company’s workforce development initiatives, read the latest ESG report:

https://www.sands.com/content/uploads/2024/06/LVS-ESG-Report-2023.pdf

Originally published on HARMAN Newsroom

At HARMAN, we’re dedicated to pushing the boundaries of technology and innovation. We also know – and have seen firsthand – how diversity accelerates progress and drives growth, yet women remain underrepresented in the tech industry. Through our global cause initiative, HARMAN Inspired, we’re committed to breaking down barriers and empowering the next generation of women to pursue careers in STEAM (Science, Technology, Engineering, Arts, and Math).

Together with our longtime partners at the 1,000 Dreams Fund, HARMAN is helping support the aspirations of talented young women in STEAM fields. Since 2017, our “New Face of Tech” scholarship program has provided critical funding and mentorship to women at the start of their careers. To date, we’ve awarded over $150,000 to young women across the country, helping these emerging leaders take bold steps forward in their tech journeys. We’re proud to share the stories of some of these inspiring scholarship recipients – women who are not only dreaming of transforming the tech landscape but are already making it happen. Meet these trailblazers and discover how fostering diverse talent today is creating a more inclusive tomorrow…

Ameek Bindra, a medical student at the Carle Illinois College of Medicine, has applied her background in data science and technology to research and projects focused on creating impactful solutions in healthcare.

Click here to view Ameek’s story.

The New Face of Tech scholarship gave Bruna Rocha, a mechanical engineering student at the University of Michigan, the resources and confidence to fully pursue her dream of a future career in engineering.

Click here to view Bruna’s story.

Thanks to the support of HARMAN and the 1,000 Dreams Fund, Daniela Beck graduated debt-free with a degree in Management Information Systems and International Business.

Click here to view Daniela’s story.

Kaylin Moss’s passion for art – specifically photography, music, and creative writing – influenced her choice to study computer science and become a full-time web developer. Her New Face of Tech scholarship helped alleviate financial barriers, allowing her to graduate debt-free. Now, she creates web applications in the healthcare industry while also mentoring Black women and other underrepresented groups who are pursuing careers in tech.

Click here to view Kaylin’s story.

Lisa Kasamba dreams of building a career that empowers others by creating opportunities for meaningful work and gainful employment. Winning the New Face of Tech scholarship provided her with resources that gave her the confidence to continue in her journey.

Click here to view Lisa’s story.

Lusangelis Ramos, a senior at Yale studying neuroscience and global health, dreams of making healthcare more accessible for women, migrants, and other marginalized groups as a future scientist and policymaker.

Click here to view Lusangelis’ story.

Do you have big dreams in tech, or know a STEAM student or innovator who is seeking funding for their education or research? Submit an application by sharing your career dreams for a chance to win a $1,500 grant to support your goals and a career coaching session with a HARMAN executive. Learn more and apply by November 22: https://1000dreamsfund.org/programs/new-face-of-tech-scholarship-program/

Brenda Valley, Director of Finance at Albertsons Companies has been named NextUp’s 2024 Bobbie O’Hare Impact Award Winner! This prestigious award recognizes Valley’s exceptional leadership and her unwavering dedication to developing an inclusive community both within Albertsons Cos. and beyond.

Valley has been an invaluable member of the Albertsons Cos. team for over a decade. Her journey has been marked by numerous achievements and a relentless commitment to excellence, supporting eCommerce, Digital Shopper Experience, Data Science, Data Products, Governance, and Business Intelligence.

Valley currently serves as an officer on the board for NextUp Northern California, which is focused on a mission to advance all women – from leadership skills and career advancement to empowering women to define the success they desire in their personal and professional lives. Valley’s leadership has been pivotal in creating opportunities for women and fostering a boldly inclusive community. Her contributions have made a significant impact, not just in our company, but across the industry.

In a moment of heartfelt recognition, Bobbie O’Hare, Board of Directors Member Emeritus and founder of NextUp regions, personally called Valley to congratulate her. This memorable highlight underscores the profound influence Valley has made.

See original post on LinkedIn and read more about Albertsons Companies and our Recipe for Change on our website.

AMSTERDAM, HONG KONG, and OAKLAND, Calif., November 19, 2024 /3BL/ – As the policy landscape evolves at an unprecedented pace, understanding the implications of these changes is more critical than ever. From the Corporate Sustainability Reporting Directive (CSRD) to the Ecodesing for Sustainable Products Regulation (ESPR) , staying ahead of regulations isn’t just about compliance – it’s about positioning business for long-term success. To ensure that brands, retailers, manufacturers and supply chain partners in the apparel, footwear, textiles, and broader consumer goods sectors are well-equipped to keep pace, Cascale, formerly the Sustainable Apparel Coalition, will host its Brand & Retail Forum: Brussels on December 4, sponsored by Worldly, the most comprehensive sustainability data insights platform and exclusive licensee of the Higg Index.

“The competitiveness of the apparel and textile sector relies on circularity, digitalization and innovation for the good of the environment, consumers, workers and businesses alike,” said Dr. Amaryllis Verhoeven, Acting Director, Tourism, Textiles, Digital Transformation of Industry and Social Economy, European Commission, DG GROW, who will give the opening keynote.

“The urgency of the climate crisis and the critical need for social justice in supply chains places the apparel and textile sector at a pivotal moment of transformation,” said Andrew Martin, Cascale executive vice president. “As we navigate these changes, collaboration between policymakers, industry leaders, and stakeholders is essential to building a sustainable, competitive, and future-proof consumer goods industry. By focusing our efforts on more equitable participation and measurable progress, Cascale is laying the groundwork to ensure the sector thrives while contributing to the EU’s broader goals of sustainability and consumer well-being. Brand & Retail Forum: Brussels provides a critical opportunity to shape the sustainability conversation for the coming decade, and build a more sustainable and equitable future.”

“Our partnership with Cascale is grounded in a shared commitment to helping apparel and consumer goods businesses make measurable progress on social and environmental sustainability and prepare for regulatory requirements,” said Scott Raskin, CEO of Worldly. “We’re providing companies with the critical data and insights they need to understand their impacts and make informed decisions to drive improvements. This collaboration is about empowering businesses to take meaningful steps forward, transforming their operations in ways that benefit both people and the planet.”

The event’s theme – “Policy Dialogue in Action: Finding Common Ground for a Sustainable Consumer Goods Industry” – speaks directly to the urgent need to collectively shape the future of sustainability. Cascale believes that regulation is essential to driving meaningful change and is working diligently to identify and address current and potential gaps between the Higg Index and evolving legislation with key stakeholders, including Worldly. At the Brand & Retail Forum: Brussels, attendees will engage in discussions with EU leadership, network with key policymakers and top industry leaders driving the regulatory agenda, and explore current and upcoming EU legislation. In addition to the December 4 event, which is open to the public, attendees will also have the exclusive opportunity to participate in an immersive experience on December 5, hosted at the European Parliament. This special limited-availability side event, which is not open to media attendees, will include a private tour and a meet and greet with MEPs providing deeper legislative insights and networking opportunities.

“At Zalando, we encourage EU policymakers to establish a consistent regulatory framework that will not only enhance consumer trust but also provide more legal guidance for companies,” said Pascal Brun, Vice President of Sustainability and Diversity & Inclusion at Zalando, who will engage in a closing fireside chat. “Both the Corporate Sustainability Reporting Directive (CSRD) and the Corporate Sustainability Due Diligence Directive (CSDDD) challenge the industry to set higher standards in measuring and mitigating environmental and social impacts. By embracing these directives, we aim to facilitate more informed choices for our customers, empowering them to make decisions that align with their values”

“The transition towards sustainability in the textile sector requires a technical and holistic approach, addressing all aspects of the industry,” said Marina Prados Espínola, Co-Director of the Policy Hub – Circularity for Apparel & Footwear. “At the Policy Hub – Circularity for Apparel & Footwear, we believe that implementing this transition must account for the diverse realities of the sector, with ongoing discussions on technical details to understand precise impacts and drive meaningful change. Events like the Cascale Brands & Retail Forum offer an invaluable opportunity to delve into policy developments and align with political priorities in the new EU agenda for textiles sustainability and circularity.”

Additional speakers include: Magnus Dorsch, Head of Corporate Sustainability, About You; Dan Dionisie, Head of Unit, Company Law, DG JUST, European Commission; Matjaz Malgaj, Head of Unit, ESPR, DG ENV, European Commission; Romane Malysza, Public Affairs Strategist, Textile Exchange; Greta Koch, Parliamentary Assistant to MEP Axel Voss (EPP), European Parliament; Marie-Pierre Vedrenne (Renew), Member of the European Parliament; Katarzyna Sulisz, Senior Policy Officer, Federation of the European Sporting Goods Industry (FESI); Chelsea Murtha, Senior Director, Sustainability, AAFA; Dorothy Lovell, Garment and Footwear Lead, OECD Centre for Responsible Business Conduct; Krishna Manda, Vice President of Corporate Sustainability, Lenzing AG; John Armstrong, Chief Technology Officer, Worldly; Tom Mason, Senior Manager, Public Affairs & Stakeholder Engagement, SLCP; and Lisa Süss, Head of Industry Alignment, Fair Wear Foundation, among others. Please visit this page for more information or to register for the Brand & Retail Forum: Brussels 2024, sponsored by Worldly.

ABOUT CASCALE

Cascale is the global nonprofit alliance empowering collaboration to drive equitable and restorative business practices in the consumer goods industry. Formerly known as the Sustainable Apparel Coalition, Cascale owns and develops the Higg Index, which is exclusively available on Worldly, the most comprehensive sustainability data and insights platform. Cascale unites over 300 retailers, brands, manufacturers, governments, academics, and NGO/nonprofit affiliates around the globe through one singular vision: To catalyze impact at scale and give back more than we take to the planet and its people.

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ATLANTA, November 19, 2024 /3BL/ – Women entrepreneurs are deeply confident in their own abilities and prospects, according to new research from CARE’s Women’s Entrepreneurship team. They are strategically expanding their client bases, building supplier networks, and making critical business decisions. In fact, 96% of women entrepreneurs surveyed described being confident in their ability to manage and run their operations, while 87% expressed ambitions to grow their businesses.

These high levels of confidence reported by women entrepreneurs point to significant economic potential. Research indicates that confidence directly improves business outcomes and profitability. Yet without the systems and market actors to support them, women entrepreneurs remain blocked from their full potential. And this gap is costly: by some estimates, providing equal business opportunities to women could add up to $6 trillion to the global economy.

“Women entrepreneurs have long been self-assured and know how they want to make decisions for their businesses,” said Maria Jose Huamani from Lima, Peru, who broke through gender barriers to sell her leather products, a feat she never imagined possible; “Who can do that? Only someone with self-confidence”.

As part of Strive Women, CARE talked to more than 2,000 women entrepreneurs in Pakistan, Peru and Vietnam to study attitudes around business confidence and decision-making. This included one-on-one interviews, focus groups and surveys.

Additional findings from the research includes:

Access to finance is crucial: While confidence in business leadership is high, 27% of women entrepreneurs report a lack of access to adequate financial resources. Sixty percent of respondents are unable to access loans with a lower interest rate, while 21% list too-small loan sizes and 19% indicate that short-term loan periods as barriers to usage. For many, trust in financial institutions remains a challenge, while others describe the gender-based discrimination they face when seeking financial products and services. CARE’s qualitative research shows that when women have equal access to fair financial resources, their businesses can thrive. Yet barriers persist. Support networks are essential: A trusted network can provide both non-financial support and business advice. Women entrepreneurs benefit from connections with others who understand their unique challenges and goals and provide informal yet essential support. However, 34% of women entrepreneurs lack this essential network. This extends to critical decision-making as well; 59% of respondents currently make decisions about their business jointly.Digital technology gender gap: The rapid advancement of technology, and financial technology, can become a barrier for women entrepreneurs if they are not upskilled at the same time and rate and unless they anticipate and adapt to these changes. One-third (33%) of women entrepreneurs said they do not feel they have enough digital technology skills to suit their business needs. This skills gap limits opportunities.

“Despite the obstacles that women entrepreneurs face, it’s not confidence they lack but the support of fair market systems,” says Sarah Hewitt, Director of the Strive Women program at CARE, a program that supports women entrepreneurs to gain confidence and control, build financial resilience, and improve their quality of life. “The notion that women just need more confidence distorts reality: there are hundreds of millions of women worldwide already leading small businesses with purpose and resilience. All while overcoming discrimination and systemic barriers. What really needs to change are the systems that continue to limit their potential.”

The next step: Change the market systems to work for women entrepreneurs:

When products and services are designed intentionally for women entrepreneurs by market actors, they are able to access and use financial services, business support networks, and digital tools that are critical to the growth of their business.

With access to essential resources like financial services, formal and informal support networks, and digital tools and skills training, women’s businesses are poised for remarkable growth. CARE, through its Strive Women program, addresses the specific barriers that women face by working with local partners using women-centered design to deliver tailored financial products and support services, such as digital skills building and strengthening women’s networks. By collaborating with local partners to design and deliver services that are tailored to women entrepreneurs, CARE also is activating and formalizing local ecosystems to make market systems work for women entrepreneurs.

“At CARE, we don’t assume we know what women need, we ask them. And when they tell us, we listen.” said Madhu Deshmukh, VP, CARE Program Strategy and Innovation. “Understanding and advancing the interests of women entrepreneurs will advance whole communities and economies. This report is pivotal as for us to continue our work with local partners to meet women’s priorities and advance equitable economic growth.”

CARE is calling on public and private sector actors to come together to make market systems work better for women entrepreneurs by:

Shift the narrative on women-led businesses to showcase that women entrepreneurs already have high confidence and know what their businesses needInvest in research and ask women entrepreneurs what they need; consider them as clients, suppliers and business leadersDesign products and services that meet their needs, fuel their confidence, and support women’s decision-making – on their termsChallenge harmful gender norms by celebrating the economic contributions of women entrepreneurs

For media inquiries, contact usa.media@care.org.

Notes to Editors:

Individual study summaries for each country and case studies are available on request. This survey is the baseline survey of a larger research project for the Strive Women program.

About CARE: Founded in 1945 with the creation of the CARE Package®, CARE is a leading humanitarian organization fighting global poverty. CARE places special focus on working alongside women and girls. Equipped with the proper resources women and girls have the power to lift whole families and entire communities out of poverty. In 2023, CARE worked in 109 countries, reaching 167 million people through more than 1,600 projects. To learn more, visit www.care.org.

About Strive Women: Mastercard Strive is a portfolio of philanthropic programs supported by the Mastercard Center for Inclusive Growth and funded by the Mastercard Impact Fund. With programs around the world, Mastercard Strive aims to support 18 million small businesses to go digital, get capital, and access networks and know-how. Strive Women started in 2023 as an evolution of the Ignite program and uses women-centered design to deliver tailored financial products and support services, such as digital skills building and strengthening women’s networks. The program addresses the unique gender barriers faced by women-led businesses in Pakistan, Peru, and Vietnam. Strive Women aims to reach over 6 million entrepreneurs through its campaigns.

Cadence Design Systems, Inc. (Nasdaq: CDNS) announced that Fortune Magazine and Great Place To Work ® have honored the company once again in the Top 10 on its World’s Best Workplaces ™ 2024, ranking Cadence #9. This is the ninth time Cadence has appeared on the prestigious World’s Best list, which recognizes only 25 global leaders selected from thousands of organizations that participated in Great Place To Work’s employee survey process—representing the voices of 20 million employees worldwide. The 25 World’s Best Workplaces stood out for creating globally exceptional employee experiences, high-trust relationships and workplaces that are fair and equal to all.

Dr. Anirudh Devgan, president and CEO of Cadence, said, “Our high-performance, inclusive culture is making a positive impact for our employees, our customers, and the world around us. Being recognized as one of the World’s Best Workplaces is a testament to our employees’ collaboration and commitment to innovating together as One Team. I want to thank them for making Cadence a remarkable workplace.”

At Cadence, employees are at the forefront of transforming the world through AI—accelerating innovation across industries like 5G, autonomous driving, hyperscale computing, and life sciences. This work provides them with unique opportunities to have a meaningful career and to collaborate with the world’s leading technology companies while being supported by an inclusive company culture. 93% of employees say they are proud to work at Cadence and 90% feel they make a difference.

The Fortune World’s Best Workplaces list is highly competitive. Great Place To Work, the global authority on workplace culture, selected the list using rigorous analytics and confidential employee feedback. Companies can only be considered if they are a Great Place To Work Certified ™ organization.

Great Place To Work is the only company culture award in the world that selects winners based on how fairly employees are treated. Companies are assessed on their ability to create a great employee experience that cuts across race, gender, age, disability status or any aspect of employee identity or job role.

“As global companies, these employers have an incredible impact on our world,” says Michael C. Bush, CEO of Great Place To Work. “We are proud to recognize these companies for their dedication to creating better workplaces for every employee—and by extension, making the world a better place for all of us.”

“This global list followed a rigorous process, one that assures that employees have spoken about what they think are exceptional workplaces where they feel trusted, empowered, and energized to do their best work,” says Alyson Shontel, editor-in-chief of Fortune.

In 2024, Cadence also ranked as a Great Place To Work in Brazil, Canada, China, France, Germany, India, Ireland, Japan, Korea, Taiwan, Poland, the UK and in the United States, where the company was named #9 on Fortune’s 100 Best Companies to Work For list. Cadence also achieved regional recognitions as a Best Workplace in Asia and a Best Workplace in Europe.

About Cadence

Cadence is a pivotal leader in electronic systems design, building upon more than 30 years of computational software expertise. The company applies its underlying Intelligent System Design strategy to deliver software, hardware and IP that turn design concepts into reality. Cadence customers are the world’s most innovative companies, delivering extraordinary electronic products from chips to boards to complete systems for the most dynamic market applications, including hyperscale computing, 5G communications, automotive, mobile, aerospace, consumer, industrial and healthcare. For ten years in a row, Fortune magazine has named Cadence one of the 100 Best Companies to Work For. Learn more at cadence.com.

About the Fortune World’s Best Workplaces™

Great Place To Work selected the World’s Best Workplaces by gathering and analyzing more than 7.4 million confidential survey responses, representing the experiences of 20 million employees worldwide at Great Place To Work Certified organizations. Organizations are assessed on their efforts to create great workplaces and positively impact people and communities across multiple countries around the world. Companies must have appeared on at least five Best Workplaces lists in Asia, Europe, Latin America, Africa, North America, or Australia during 2023 or early 2024, and have at least 5,000 employees worldwide, with 40% outside of its headquartered country. Read the full methodology.

To be considered, all companies use the Great Place To Work Trust Index™ survey. To get on this list next year, start here.

About Great Place To Work

As the global authority on workplace culture, Great Place To Work brings 30 years of groundbreaking research and data to help every place become a great place to work for all. Its proprietary platform and Great Place To Work Model help companies evaluate the experience of every employee, with exemplary workplaces becoming Great Place To Work Certified and receiving recognition on a coveted Best Workplaces list.

Follow Great Place To Work on LinkedIn, X, and Instagram or visit greatplacetowork.com and sign up for the newsletter to learn more.

© 2024 Cadence Design Systems, Inc. All rights reserved worldwide. Cadence, the Cadence logo and the other Cadence marks found at www.cadence.com/go/trademarks are trademarks or registered trademarks of Cadence Design Systems, Inc. All other trademarks are the property of their respective owners.

Category: Featured

For more information, please contact:

Cadence Newsroom
408-944-7039
newsroom@cadence.com

Source: Cadence Design Systems, Inc.

Menopause can be a challenging time for professional women, who often juggle their careers while experiencing disruptive symptoms. However, what once was once considered taboo is now evolving into a wider conversation between colleagues, as Lenovo’s Global Strategic Channel Partnerships Director, Jane Ashworth, explains.

There is a growing awareness that menopause – and the period leading up to it, perimenopause – can be a particularly difficult time for professional women who manage demanding jobs while experiencing debilitating symptoms.

More businesses are recognising the need to better understand and support their female employees going through menopause. At Lenovo, that action is centred around the Menopause Employee Resource Group (ERG), which launched on World Menopause Day in 2022 with the help of Global Strategic Channel Partnerships Director, Jane Ashworth. Jane’s own experience, coupled with her understanding of the experiences of women around her, were the inspiration behind the development of the group.

Why did you set up the Menopause ERG and what impact has it had?

We set up the Menopause ERG to support female employees at Lenovo who were struggling in silence. One brave employee who worked for me sent an anonymous email to many females at Lenovo saying: “I’m struggling with Menopausal symptoms. Are you going through the same thing? Could we get together and do something?” I didn’t know who else was on this email, but at the time I just remember how amazing this woman was for stepping outside her comfort zone.

From this email, we started group conversations, which were incredibly refreshing. We provided a safe space to talk, sharing our personal experiences and the knowledge we’d gained through our struggles. The result was a supportive group that could benefit all employees.

These conversations led to the official launch of the Lenovo Menopause Employee Resource Group in October 2022, marked by an all-employee webinar on World Menopause Day. It was one of the most attended webinars we’ve ever held, and not just by females. We invited a specialist to talk about what menopause is, how it affects women, and how to help, as well as individuals sharing their personal stories.

I had been embarrassed to share my story for so long, but after speaking out, the reaction was incredible. People told me afterwards that they had been moved to tears listening to my story and expressed how inspired they were. That moment empowered me to continue dedicating time to help others through this journey.

How has your work in this area been informed by your own experience?

I started suffering from perimenopausal symptoms eight years ago. They crept up on me slowly, but over time I noticed I couldn’t retain information as well as I used to. On top of this, my patience was waning, my anxiety levels were high, and my mood was erratic. I had a demanding job managing 60 people in a fast-paced industry, so I did what we women tend to do, and just got on with it. But as time went on, it started to take a toll on me psychologically and emotionally.

I was in a male-dominated environment, and I didn’t even know what was wrong with me, let alone feel able to talk about it or seek support. Then the physical symptoms started to become pretty debilitating, and I could no longer ignore them. I remember being at a customer conference in Italy, searching for a pharmacy and using what little Italian I knew. I was so embarrassed by the whole situation. Later I realised there are so many stories like mine – so many women putting up with unpleasant and debilitating symptoms while having to tough it out at work.

What challenges did you face at work due to menopause and how did you deal with them?

Many women in the workplace worry they will be perceived in a certain way, and as a result tend to overcompensate. For me, that manifested as feeling like I should always remain overly calm. When my symptoms hit, I couldn’t control that as well as I used to. I’d get upset more quickly and take things very personally and as a senior leader, I felt I couldn’t reveal my sadness and lack of confidence, which felt very isolating.

Then came a lightbulb moment when, as the head of the Women in Lenovo D&I group for the UK and Ireland, I attended a big annual award ceremony. I was talking to some women from Lenovo about menopause-related issues and, after comparing stories, they recommended I see a doctor. I wasn’t hugely hopeful because previous doctor visits had resulted in a prescription for antidepressants (a common experience for menopausal women). But after discussing my symptoms she told me we were going to fix it. I was just so relieved. I started taking HRT, and a month later I felt like I was back on track.

What has Lenovo done to amplify the conversation and provide support?

There are 10 of us on the Menopause ERG steering committee, and we have all been ‘menopause trained’. We’re not there to give health guidance, but we can signpost where to get help. We have also set up an online SharePoint, which we regularly update with reference guides like the menopause checklist to help women have more informed conversations with their GP. We also share advice for family members there.

Additionally, Lenovo has partnered with Peppy, an app that provides access to consultants via chat rooms for advice on symptoms and treatments.

Is menopause a ‘women’s’ issue or an ‘all of us’ conversation?

When we launched the Menopause ERG, we ensured that all webinars and events were open to everybody. Everyone is impacted by menopause, whether that’s through a wife, mother, friend, employee, sister, or a boss who is going through it. So it’s important that everyone is educated.

After one of our early webinars, a man at Lenovo told me that his wife was going through a terrible time – feeling depressed and experiencing severe symptoms – and shared how he, too, has been impacted by it. He has since been on an amazing journey with the help of our resources.

How important is leadership in advancing menopause awareness?

As leaders, we must lead by example. Menopause is a very personal thing to talk about, but it’s also a great and necessary thing to do, particularly for middle-aged female leaders in the IT sector. Male dominance at the senior levels can often make it hard to have these conversations. I was nervous to speak out, but other women gave me the strength to open up. That camaraderie and support network is crucial to breaking the silence.

What is the biggest barrier to creating a more inclusive culture around menopause now?

A lack of general education around menopause has historically been the biggest barrier to an inclusive culture, and, to some extent, it still is. Despite affecting 25 million women globally each year, menopause has been treated as a taboo topic of conversation. Why? We talk about going through our monthly cycle, so why don’t we talk about menopause?

It takes a lot of brave women to stand up and say: “Hey, this is what I’m going through. Are you going through the same thing? Can I help you? Where can I get help?” It’s up to us to drive the momentum and make it acceptable to talk about. Only then can we help others.

Originally published in VS&Co’s 2024 Women’s Impact Report

VS&Co has embarked on a first-of-its-kind initiative to purchase cotton directly from four Alabama family farms – three women-owned, and one Black-owned.

This marks a significant departure from traditional supply chain models in the fashion industry, which typically relies on intermediaries to ship, process, and sell in bulk. Rather, this direct and transparent relationship with our cotton partners eliminates intermediaries, so farmers receive all of the proceeds from their crops which in turn supports their land, livelihoods, families, and communities for future generations.

In 2023, about 43% of our cotton was purchased directly from our Alabama farm partners. Our intention is to continue growing direct-to-farms partnerships in the U.S. and around the world.

Ultimately, this work enables us to have greater visibility into who is growing our cotton and how it’s grown – ensuring the raw materials we source are contributing to our strategy of empowering women, supporting human rights as well as our environmental impact.

We hope you’ll check out page 25 of our Women’s Impact Report to learn more about Jamie Blythe, Larkin Martin and Liz Spruell who are all farmers in Alabama that VS&Co works closely with to source cotton for various products.

Minority-owned and operated farms comprise a small percentage of cotton production in the U.S., with women-owned and operated farms accounting for only about 3% (source: Census of Agriculture, USDA, National Agricultural Statistics Service).

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