Jazz Pharmaceuticals Iberia has been recognized as one of the 100 Best Companies to Work For in Spain, achieving an impressive 15th position in the overall ranking. This is a significant leap from our 71st position last year, showcasing our continuous commitment to people creating a positive and rewarding work environment.

For the second year running Jazz Pharmaceuticals Iberia has been recognized as one of the 100 Best Companies to Work for in Spain, achieving an impressive #15 in the overall ranking; a significant leap of 56 places from our position last year at #71. Moreover, Jazz is ranked third highest amongst the pharmaceutical companies who feature in the Top 100 list.

Compiled by business magazine Actualidad Económica, this annual ranking exercise is derived from a questionnaire prepared in collaboration with consultants and experts in Human Resources. It focuses on employee experience and includes categories such as: Talent Management; Remuneration and Compensation; Environment; Corporate Social Responsibility (CSR); and Training.

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The technology sector is undergoing a seismic shift, not only in terms of the rapid adoption of artificial intelligence (AI) but also in how companies recruit and leverage talent. As AI transforms the industry and recruitment processes, organizations are beginning to understand the immense value of hiring neurodivergent talent—individuals whose brains function differently than what’s considered “typical” and who often excel in areas overlooked by traditional hiring methods. This shift opens new doors, particularly for dyslexic thinkers whose unique strengths are increasingly being recognized as essential to the tech-driven future.

What is neurodiversity, and why does it matter in the workplace?

Neurodiversity refers to the natural variation in human brain function and behavior, encompassing conditions like dyslexia, autism, ADHD, and more. These individuals bring cognitive strengths that can enhance problem solving, creativity, and innovation—key drivers in the tech industry. Rather than seeing these differences as challenges to overcome, forward-thinking companies are embracing neurodiversity as an asset that enriches the workplace.

The benefits of hiring neurodivergent talent are profound:

Diverse problem-solving approaches: Neurodivergent thinkers often approach challenges from unconventional angles, offering fresh perspectives that can spur innovation.Enhanced creativity and innovation: Their ability to think “outside the box” helps companies break away from status quo thinking, leading to the development of novel solutions.Improved productivity: When placed in environments suited to their cognitive strengths, neurodivergent individuals can outperform neurotypical peers in specialized areas, particularly when it comes to tasks requiring attention to detail, pattern recognition, or systems thinking.

AI’s influence on the tech talent and recruiting landscape

AI is revolutionizing how we identify, assess, and hire tech talent. Smart companies are leveraging AI tools to create more inclusive job descriptions and minimize unconscious bias to have a competitive edge in today’s marketplace. Traditional recruitment methods—focused on rigid resumes and generic assessments—are giving way to AI-driven solutions that can sift through large datasets, evaluate skills, and match candidates to roles with speed and precision.

AI coupled with a “human touch is the final touch” philosophy ensures a comprehensive evaluation of talent. Now, more than ever, companies need to redefine what “ideal” talent looks like to adapt to the future of work.

As AI takes over mundane and repetitive tasks, the demand for human-centric skills—creativity, complex problem solving, emotional intelligence—has skyrocketed. This is where neurodivergent talent, including dyslexic thinkers, shine. Many people with dyslexia, for instance, have highly developed spatial reasoning, big-picture thinking, and storytelling abilities, all of which are becoming indispensable in fields like data visualization, design, and AI development. Roughly two-thirds of neurodivergent individuals hide their conditions and many feel uncomfortable asking for adjustments to optimize their work experience (source). The hidden potential that lies within our existing workforce and within our future talent pipelines is a costly blind spot that will impact retaining top talent and attracting future business leaders. It’s critically important that we redefine neurodiversity as a recruiting priority and advocate for neurodiversity as a key to futureproof our workforce.

Neurodivergent skills and the future of tech

As the demand for AI skills increases and becomes more ubiquitous across all industries, more roles will require soft skills that AI cannot easily replicate—complex problem solving, adaptability, emotional intelligence, creativity and innovation (source). Take dyslexia for example, it is often misunderstood as solely a reading challenge. In fact, dyslexic individuals frequently excel in visual processing, pattern recognition, and spatial thinking—skills critical in the future of work.

For example:

Systems thinking: Dyslexic minds tend to grasp complex systems more intuitively, making them excellent at understanding how different components interconnect—a valuable skill for software engineering, AI architecture, and cybersecurity.Pattern recognition: Many individuals with dyslexia are adept at identifying patterns in large datasets, which is an essential ability in fields like AI and machine learning.Innovation and storytelling: Creative industries increasingly value the ability to connect disparate ideas, envision new possibilities, and communicate effectively through stories— all skills where individuals with dyslexia often excel.

In fact, many of today’s tech leaders credit their dyslexia for their success.

Conclusion: The future of tech demands neurodivergent talent

At Cisco, we’re redefining neurodivergence as a valuable asset and cultivating a culture where all abilities are recognized for their strengths, not their limitations. This mission is brought to life through initiatives like these.

Our Chief People Officer, Kelly Jones, led a panel discussion on, “Dyslexia: Unlocking Superpowers with Cisco & Randstad”, featuring leaders including Zohra Yafai (VP, Talent Acquisition, Cisco), Matt Higgs (VP, Made by Dyslexia, Ranstad Enterprise), and Kate Griggs (Founder, Made by Dyslexia).We engage our neurodivergent community through our Connected Disability Action Network (CDAN) to inform best practices for talent acquisition.Our partnership with Inclusively, a platform breaking down barriers for people with disabilities.

The tech sector’s continued evolution will be defined by its ability to harness diverse perspectives, particularly those offered by neurodivergent individuals. Companies that embrace neurodiversity will not only foster a more inclusive workplace but will also gain a competitive edge by tapping into some of the most innovative thinkers of our time.

View original content here.

The technology sector is undergoing a seismic shift, not only in terms of the rapid adoption of artificial intelligence (AI) but also in how companies recruit and leverage talent. As AI transforms the industry and recruitment processes, organizations are beginning to understand the immense value of hiring neurodivergent talent—individuals whose brains function differently than what’s considered “typical” and who often excel in areas overlooked by traditional hiring methods. This shift opens new doors, particularly for dyslexic thinkers whose unique strengths are increasingly being recognized as essential to the tech-driven future.

What is neurodiversity, and why does it matter in the workplace?

Neurodiversity refers to the natural variation in human brain function and behavior, encompassing conditions like dyslexia, autism, ADHD, and more. These individuals bring cognitive strengths that can enhance problem solving, creativity, and innovation—key drivers in the tech industry. Rather than seeing these differences as challenges to overcome, forward-thinking companies are embracing neurodiversity as an asset that enriches the workplace.

The benefits of hiring neurodivergent talent are profound:

Diverse problem-solving approaches: Neurodivergent thinkers often approach challenges from unconventional angles, offering fresh perspectives that can spur innovation.Enhanced creativity and innovation: Their ability to think “outside the box” helps companies break away from status quo thinking, leading to the development of novel solutions.Improved productivity: When placed in environments suited to their cognitive strengths, neurodivergent individuals can outperform neurotypical peers in specialized areas, particularly when it comes to tasks requiring attention to detail, pattern recognition, or systems thinking.

AI’s influence on the tech talent and recruiting landscape

AI is revolutionizing how we identify, assess, and hire tech talent. Smart companies are leveraging AI tools to create more inclusive job descriptions and minimize unconscious bias to have a competitive edge in today’s marketplace. Traditional recruitment methods—focused on rigid resumes and generic assessments—are giving way to AI-driven solutions that can sift through large datasets, evaluate skills, and match candidates to roles with speed and precision.

AI coupled with a “human touch is the final touch” philosophy ensures a comprehensive evaluation of talent. Now, more than ever, companies need to redefine what “ideal” talent looks like to adapt to the future of work.

As AI takes over mundane and repetitive tasks, the demand for human-centric skills—creativity, complex problem solving, emotional intelligence—has skyrocketed. This is where neurodivergent talent, including dyslexic thinkers, shine. Many people with dyslexia, for instance, have highly developed spatial reasoning, big-picture thinking, and storytelling abilities, all of which are becoming indispensable in fields like data visualization, design, and AI development. Roughly two-thirds of neurodivergent individuals hide their conditions and many feel uncomfortable asking for adjustments to optimize their work experience (source). The hidden potential that lies within our existing workforce and within our future talent pipelines is a costly blind spot that will impact retaining top talent and attracting future business leaders. It’s critically important that we redefine neurodiversity as a recruiting priority and advocate for neurodiversity as a key to futureproof our workforce.

Neurodivergent skills and the future of tech

As the demand for AI skills increases and becomes more ubiquitous across all industries, more roles will require soft skills that AI cannot easily replicate—complex problem solving, adaptability, emotional intelligence, creativity and innovation (source). Take dyslexia for example, it is often misunderstood as solely a reading challenge. In fact, dyslexic individuals frequently excel in visual processing, pattern recognition, and spatial thinking—skills critical in the future of work.

For example:

Systems thinking: Dyslexic minds tend to grasp complex systems more intuitively, making them excellent at understanding how different components interconnect—a valuable skill for software engineering, AI architecture, and cybersecurity.Pattern recognition: Many individuals with dyslexia are adept at identifying patterns in large datasets, which is an essential ability in fields like AI and machine learning.Innovation and storytelling: Creative industries increasingly value the ability to connect disparate ideas, envision new possibilities, and communicate effectively through stories— all skills where individuals with dyslexia often excel.

In fact, many of today’s tech leaders credit their dyslexia for their success.

Conclusion: The future of tech demands neurodivergent talent

At Cisco, we’re redefining neurodivergence as a valuable asset and cultivating a culture where all abilities are recognized for their strengths, not their limitations. This mission is brought to life through initiatives like these.

Our Chief People Officer, Kelly Jones, led a panel discussion on, “Dyslexia: Unlocking Superpowers with Cisco & Randstad”, featuring leaders including Zohra Yafai (VP, Talent Acquisition, Cisco), Matt Higgs (VP, Made by Dyslexia, Ranstad Enterprise), and Kate Griggs (Founder, Made by Dyslexia).We engage our neurodivergent community through our Connected Disability Action Network (CDAN) to inform best practices for talent acquisition.Our partnership with Inclusively, a platform breaking down barriers for people with disabilities.

The tech sector’s continued evolution will be defined by its ability to harness diverse perspectives, particularly those offered by neurodivergent individuals. Companies that embrace neurodiversity will not only foster a more inclusive workplace but will also gain a competitive edge by tapping into some of the most innovative thinkers of our time.

View original content here.

For the 15th time in its history, New Holland, a brand of CNH, was named winner of the Agroleite Trophy.

The trophy, known as the ‘Oscars of milk’ has existed since 2002 and annually recognizes the best performances and practices in the milk production chain. The brand was chosen by the public, through internet voting, in the Machinery and Equipment category as the best machinery and implements company with innovative technologies and solutions for the productivity and sustainability of dairy farming. 

“We are immensely happy and grateful for this award. We can only thank all the people who voted for New Holland for the trust placed in our products and solutions, which are aimed at all customer profiles, regardless of the size of the operation. And also, to congratulate the Tratornew team, our dealership whose 28-year trajectory has been marked by an excellent performance in the Campos Gerais region”, says Márcio Contreras, New Holland’s Commercial Marketing Director for Latin America.

New Holland has a portfolio of solutions with advanced technology, high performance and versatility, helping cattle breeders to improve the profitability of their businesses. These include: Foragers, balers, disc cutter mowers, spreaders and rakes.

Read the full article here.

By Ellen R. Delisio

Lots of people say they stand up for underdogs. But not everyone welcomes them into their showrooms. That’s what some Subaru retailers do every October as part of a 17-year partnership between Subaru and The American Society for the Prevention of Cruelty to Animals (ASPCA).

More than 600 Subaru retailers work with animal shelters in their communities, even holding adoption events in their showrooms. Through the Subaru Loves Pets program, they provide funds and supplies to shelters and cover adoption and vet costs for pets seeking loving homes. New owners are presented with Pet Parent kits curated by Staples and Bark, which include supplies they will need for their new family member.

As the largest corporate sponsor of the ASPCA, Subaru has donated more than $38 million to the organization throughout their partnership and helped to treat, transport, rescue, and home more than 134,000 animals across the United States.

Just this year, Subaru and its retailers provided more than $3 million in direct funding through grants administered by the ASPCA to help get animals ready for adoption.

“We’re very selective with whom we partner. When we were invited to participate in the Subaru Share the Love Event, it quickly became clear that there were shared values,” said Matthew Bershadker, president and CEO of the ASPCA. “Subaru understands the importance of being a good corporate citizen, not just for customers, but the importance of doing good as a business.”

Not to mention that Subaru is a highly regarded and visible company, which made it a natural choice. “It’s a household brand name with a sterling reputation, not just for its products, but how it conducts itself,” Bershadker continued.

Just like the nonprofit, Subaru is driven to find all pets a loving home. Shelters house about 3.3 million dogs and 3.2 million cats across the United States, according to the ASPCA. Through the Subaru Loves Pets program, the automaker and its retailers have committed to improving the lives of as many shelter animals as possible.

“This is a partnership rooted in the alignment of values, which benefits the community and saves lives through our shared goals,” Bershadker said. “We are grateful for our longstanding partnership with Subaru.”

Both the ASPCA and Subaru are especially passionate about helping overlooked “underdogs” (older or disabled shelter dogs) find loving homes. Subaru created National Make a Dog’s Day, which annually takes place on October 22, for dog owners to spoil their pets and encourage people to foster or adopt underdogs.

“They are older, they sit in shelters longer and many are victims of abuse,” said Bershadker, who fostered and adopted an underdog himself. “Some have medical and behavior problems. Subaru is helping people to see these animals in a different light.”

The ASPCA uses science-based behavior programs to help abused animals recover from their trauma. “Their capacity to forgive and trust humans again after they have suffered is amazing,” Bershadker said.

Bershadker recently adopted an underdog named Whiskey, who came to the ASPCA as a victim of abuse and neglect, with her hair knotted, wounds down to the bone and requiring the removal of more than 20 teeth. Bershadker started fostering her in January, and when she was officially surrendered to the ASPCA in March, he adopted her. Since then, she has grown from seven pounds to almost 10. “She is the type of dog Subaru is helping us celebrate,” he said. “The most difficult adoptions are especially great because we know these animals are finally getting the second chance they deserve.”

Adoption events also have a ripple effect on shelters, he added, freeing up critical resources to help the remaining animals and opening space for others. They also influence how people think about and treat animals, after seeing how some of them have suffered.

The helping hand is needed as animal welfare agencies work to recover from the pandemic, which stretched limited resources thin. “Many of the shelters are still at or near capacity,” Bershadker said.

Pet adoptions did not soar during the pandemic as numerous people believed. Instead, many shelters housed and fostered pets while their owners were sick with COVID or faced financial setbacks.

“We did a fair amount of emergency boarding,” Bershadker said. “The cost of vet care, the lack of access to vet care, a shortage of veterinarians and vet technicians, and limited pet-friendly housing, as well as economic uncertainty, made caring for a pet difficult.”

Those challenges for shelters and the people and pets they serve continued as costs of living rose over recent years. “The country is still struggling. Shelters are continuing to lean into fostering, and some shelters started programs to help keep pets in homes,” he said. “One or two things go wrong [for a family], and the safety net fails them. You can see the power of human-animal bonds and how it helps people heal.”

Not only does the partnership with Subaru raise awareness about the plight of animals in shelters, but it also helps celebrate those human-animal bonds, Bershadker added. “I love the local reach the partnership brings,” he said, referring to Subaru retailers working with local shelters. “We’re all trying to change the fate of animals together.”

This article series is sponsored by Subaru of America and produced by the TriplePundit editorial team. 

Originally published by Adweek 

By Adweek Staff

Each year, the ADWEEK 50 honors changemakers in advertising, marketing, technology, and media who were essential growth drivers for their companies.

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Among this year’s list is Ned Duggan, Chief Marketing Officer of Bacardi, responsible for leading global marketing teams and brand work behind the company’s brands including BACARDI rum, PATRON tequila, GREY GOOSE vodka and many more.

Logitech Blog

Logitech is thrilled to share that its sponsorship for Techlit Africa successfully supplied all of its students, including the new schools joining the program next year, with Logitech technology! These resources will empower children in Kenya to build their very own headsets, fostering creativity and innovation. Logitech aims to transform lives by expanding access to technology and opportunities for young minds worldwide.

Logitech’s partnership with TechLit Africa, a tech non-profit that teaches digital skills to students in rural African schools, was announced earlier this year. Logitech and TechLit Africa have joined forces to support technological development with the distribution of Logitech products to children currently in TechLit’s program.

TechLit was founded by two software engineers; Nelly Cheboi, a native Kenyan who grew up in poverty and Tyler Cinnamon , a self-taught programmer who grew up immersed in technology. Identified as part of the Logitech MX series #WomenWhoMaster, Nelly is an inspiration to Logitech, as she continues her mission to bring more Kenyans into the digital economy and develop effective, scalable solutions to poverty.

CHARLOTTE, N.C., November 1, 2024 /3BL/ – With the resources of local, state and federal emergency responders stretched thin during catastrophic flooding from Hurricane Helene, businesses played a critical response in delivering aid to impacted communities.

Leaders from North Carolina companies will discuss their disaster response and performance on related sustainability and social impact programs during 3BL Network Effect: Charlotte, Dec. 11 at Truist Center. The event is free; registration is required.

The half-day program, the eighth such regional event from 3BL, is open to those working in corporate social responsibility, sustainability, social impact, communications, marketing and investor relations roles at companies, agencies and nonprofits. Breakfast will be provided.

“Charlotte companies generously used their vast resources to play a vital role when deadly flooding hit the region in September and October,” said Dave Armon, 3BL vice chair and host of Network Effect: Charlotte. “We’re excited to learn how careful disaster planning combined with innovation and capable leadership to deliver important services to communities ravaged and isolated by floodwaters. We will delve into the strategic importance of strong sustainability and social impact programs, with a dozen local business leaders discussing their careers, current roles, challenges and opportunities.”

Among the organizations participating in 3BL Network Effect: Charlotte are Albemarle, Compass Group, Duke Energy, Ideas on Purpose, Mower, NASCAR, Nucor, Trane Technologies, Trips for Kids Charlotte and Truist.

In addition to panel discussions, fireside chats and research revealing consumer sentiments about sustainability, the event is designed so practitioners from Carolina companies, nonprofits and NGOs can explore opportunities to partner for more impact.

Here’s a sneak peak of what awaits on our agenda:

Size of the Prize: The Billion-Dollar Impact of Growing Consumer Demand 
Dave Armon, Vice Chairman, 3BL 
There’s growing pressure on businesses to prioritize sustainability, but how much of an impact does it have? Are consumers actually switching brands for sustainability reasons? The answer is yes, and the impact of sustainability-driven brand switching totals $44 billion across 12 U.S. industries. We’ll share new research.

Evolution of ESG Strategy and Reporting Practices 
Meredith Bandy, Vice President of Investor Relations and Sustainability, Albemarle 
Amari Jones Scriven, Manager of Sustainability, Nucor 
Emily Vesling, Director of Sustainability, Trane Technologies 
Michelle Marks, Managing Partner, Ideas on Purpose (moderator) 
B2B and B2C companies of all sizes have been voluntarily reporting on their environmental, social and governance (ESG) performance for years, but mandatory disclosure is fast approaching. This session focuses on how ESG reporting strategy at two Charlotte-based corporations – Albemarle and Nucor – has evolved to meet regulatory requirements while serving a broad set of stakeholders that includes supply chain partners, investors and employees.

Business Leads Hurricane Helene Relief 
Amy Strecker, president, Duke Energy Foundation 
Tori Kaplan, Chief Corporate Responsibility and Sustainability Officer, Truist 
Rick Lyke, Executive Vice President, Public Relations & Public Affairs (moderator) 
September’s deadly Hurricane Helene spawned catastrophic flooding and destruction in western North Carolina. This session focuses on the business response to Helene. We will hear from Truist and Duke Energy how advance planning is just as important as the ability to innovate based on immediate needs faced by the communities served by these local companies.

Driving STEM Forward 
Dr. Kendra Cooper, Senior Manager, STEM & Sustainability, NASCAR 
Eric Supil, Executive Director, Trips for Kids Charlotte 
Marcey Stone, Global Corporate Social Responsibility Leader, Honeywell
Luke Johnson, Sustainability, Nucor (moderator) 
Middle school kids are too young to get their driver’s license, but STEM educators are targeting these eager learners to pursue tech careers. That’s good news for employers that need to fill their talent pipeline. This session will also include an introduction to initiatives at NASCAR to inspire through racing, and at the innovative Charlotte nonprofit Trips for Kids, whose valuable lessons about circularity teaches kids how to be safe bicyclists.

Chef of the Board 
Chef Chris Ivens-Brown, Chief Culinary Executive Officer, Compass Group 
Dave Armon, Vice Chair, 3BL (moderator) 
The “G” in ESG is governance. This session features the unlikely journey Chris Ivens-Brown’s career has taken him from the kitchens of London to the U.S. boardroom of the world’s largest food service provider. We will learn about the creation of a rotating position on the Compass North American officer board. Ivens-Brown becomes the first practicing chef to take the high-level position, representing the voice – and palate – of 50,000 culinarians.

Register today at no cost. Breakfast is included.

Today, only half of U.S. states require financial literacy courses in high schools. Truist is helping bridge the gap with Truist Life, Money, and Choices™, a comprehensive financial education program offered free of charge in high schools, colleges, and community organizations.

The program is a scenario-based simulation designed to engage young adults in an exploration of different financial strategies and the impact of their choices.

The new program launched at Southeast Raleigh Magnet High School in North Carolina in April 2024. Sharon Manning, a career development counselor in North Carolina’s Wake County Public School System, appreciates the value of this hands-on approach. “Students come in with one set of priorities—like having the nicest car—and shift to their needs,” she says. “They understand that it’s okay to splurge if you have a clear reason and know where you’re going to cut back.”

How Truist Life, Money, and Choices™ works:

Interactive simulation stations: The program features up to 12 learning stations, each representing a critical aspect of personal finance—budgeting, saving, investing, paying for housing, choosing transportation, healthcare costs and coverage, and more. “These stations allow students to actively engage with financial concepts,” Manning says. “They’re able to see firsthand how each decision impacts their overall financial well-being.”Participant profiles: Each student receives a profile that includes information about their job, income, education, and family. “These profiles are realistic and relatable,” Manning says. “Students can view themselves as a police officer, bank teller, or construction worker and help connect the simulation to their real lives. The program also helps build career awareness.”Making financial decisions: Using their profiles, students work alongside Truist facilitators to manage expenses, pick where to live, figure out how they’ll get to and from work or other places with their transportation choices, and determine how they’ll stay healthy. Along the way, students encounter scenarios called Life Happens, in which they address unexpected expenses like cracked phone screens.Debrief: At the end of the experience, participants gather to debrief on key learnings and provide feedback on the simulation. The debrief is accompanied by an overview of budgeting principles they can apply to their own financial decision making. Truist facilitators will also help students connect to additional resources and tools such as Truist Money & Mindset, so they can continue building skills.

Manning cited the involvement of Truist teammate volunteers as a key component of the program’s success. “Students tend to listen to professionals from the industry,” she says. “Truist teammates bring expertise that really engages the students. The volunteers understood their assignment because they work in banking and finance every day.”

Interested in bringing the Truist Life, Money, and Choices™ program to your high school, college, or community organization?

Please contact CRAinitiatives@truist.com

Verizon

Verizon and Wounded Warrior Project® are partnering to support at least 1,000 veterans with upskilling between Veterans Day 2024 and Veterans Day 2025.The partnership leverages Verizon’s free Skill Forward program, a university backed, self-paced education opportunity available for any US resident over 17.Verizon is committed to providing exclusive offers to active military, veterans and their families. Customers can take advantage of Mobile deals, discounts and savings with myPlan starting at just $25/month with 4 lines on Welcome Unlimited, plus 12% off all mobile perks. Customers can also save on Fios Home Internet starting at just $45/month, which can be bundled with the Mobile + Home Discount to unlock even more savings.

BASKING RIDGE, N.J., November 1, 2024 /3BL/ – Verizon and Wounded Warrior Project® are partnering to support at least 1,000 veterans with upskilling between this year’s Veterans Day and next year’s Veterans Day. The partnership leverages Verizon’s free Skill Forward program.

Participants in Verizon Skill Forward can access more than 250 free, credentialed courses through edX from four-year universities and distinguished institutions. Spanning over 80 unique professional certificate programs, users can pursue skills in high growth job fields like AI, business, coding, communication, finance, IT and more. The platform also provides access to tips, industry-specific events, workshops and a job board to support users’ professional development and career transition.

“We are proud and honored to be partnering with Wounded Warrior Project® to help veterans achieve their career dreams. With their resilience and adaptability, veterans are an asset to any organization. Verizon Skill Forward provides veterans – and any US resident 17 years and older – a pathway to in-demand, tech-forward careers, thanks to free, university-credentialed courses,” said Donna Epps, Verizon’s Chief Responsible Business Officer.

“We’re grateful to Verizon for supporting wounded warriors as they build their careers and futures after service,” said Brea Kratzert Todd, WWP vice president of business development. “Verizon’s ongoing commitment to our mission helps us keep our promise to always be there for those who served.”

According to a study from Call of Duty Endowment and ZipRecruiter, 33 percent of veterans are underemployed, despite having foundational skills and potential to thrive in a number of industries. The Verizon Skill Forward program is designed to pave a path to new career opportunities with free, university courses from edX.

Discounts & Savings For Those Who Serve

Verizon is committed to providing exclusive offers to active military, veterans and their families. Customers can take advantage of Mobile deals, discounts and savings with myPlan starting at just $25/month with 4 lines on Welcome Unlimited1.

Customers can also save on Fios Home Internet starting at just $45/month, which can be bundled with the Mobile + Home Discount to unlock even more savings.2

To check your eligibility and learn more about Verizon’s military and veteran community offers, visit verizon.com/military.

1 Plus taxes & fees. Auto Pay and paper-free billing req’d. For personal lines only.

Military discount: For eligible military; approved verification documents read. $10/mo account discount applied to single line; $25/mo account discount applied to 2-3 lines; $20/mo account discount applied to 4+ lines.

Unlimited 5G / 4G LTE: For Unlimited Welcome plan, in times of congestion, your data may be temporarily slower than other traffic. After exceeding 30 GB/mo (for Unlimited Plus plan) or 60 GB/mo (for Unlimited Ultimate plan) of 5G Ultra Wideband, 5G, or 4G LTE Mobile Hotspot data, Mobile Hotspot speeds reduced to up to 3 Mbps when on 5G Ultra Wideband and 600 Kbps when on 5G / 4G LTE for the rest of month. Mobile Hotspot not included on Unlimited Welcome plan. Domestic data roaming at 2G speeds. 5G Ultra Wideband access included with Unlimited Plus and Unlimited Ultimate plans. 5G access requires a 5G capable device.

2 Auto Pay: $10/mo savings available when you sign up for Auto Pay and paper-free billing.

Mobile + Home Discount: Enrollment req’d. For existing postpaid mobile customers with a Verizon mobile plan (excludes prepaid, business and data-only plans) who then add and maintain a Fios Home Internet plan.

Fios 1 Gig and Fios 2 Gig: $25/mo Mobile + Home Discount savings available.

Fios 300 Mbps and 500 Mbps: $15/mo Mobile + Home Discount savings available. General: $99 setup and other terms may apply. Subject to credit approval.

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