Tag: 3BL

Mastercard

Trawling the supermarket aisles for dinner, most people’s eyes gravitate to the price tag and preparation time. An oven-ready beef lasagna might look like a more attractive option than a vegetable stir-fry that requires chopping, sautéing and cleaning up.

However, by prioritizing cost and convenience, shoppers often ignore one factor — the carbon footprint that dinner leaves behind. It’s not that most people are impervious to their environmental impact; in fact, recent surveys show the majority want to live a more sustainable life. But amid price pressures and time constraints, more sustainable choices all too often fall by the wayside.

It’s a gap London-based entrepreneur Freddie Lintell is confident he can close by making it easier to make those choices. His company Reewild offers an AI-powered carbon tracking meal planner app that includes emissions data from 1.2 million products and provides recipes measured by carbon usage.

But since launching his business three years ago, he’s realized most U.K. consumers need more incentives to start tracking their carbon footprint in the same way they might monitor their calorie intake.

That’s why Reewild is now piloting an eco-reward solution that takes inspiration from airline frequent flyer programs. It offers points for buying low-emissions products that can be swapped for rewards such as energy bill discounts or free e-bike rentals.

“The wider vision is to offer points for low-impact products that you buy across every consumer packaged good, which can then be redeemed back into the green economy to enable a virtuous cycle of better behaviors,” he says.

With the spending power of “eco-active” consumers tipped to soar from $500 billion to $1 trillion by 2027, Reewild is tapping into the growing pressure on brands to burnish their sustainability credentials to meet regulatory requirements and help consumers understand the impact of their purchases.

After working for seven years in sustainability-focused jobs, including helping build a carbon-neutral subscription business for flowers, the 33-year-old, who is married to a professional chef, began developing the idea for Reewild after discovering food systems generate a third of global emissions.

Brainstorming how he could use his experience working with brands and retailers to communicate their environmental impacts, he began delving into the complexities of carbon food labelling and building a network of contacts.

Then, to nudge consumers in the right direction, his team began building Reewild’s meal planner app, which rates product emissions using “carbon calories” with one gram of CO2 equaling one carbon calorie. Based on its calculations, for example, five ounces of “very high” impact shrimp are worth 1,924 carbon calories, or the emissions equivalent of driving five miles by car.

Linking users to supermarkets to buy ingredients, the app helps people easily plan meals with carbon-rated recipes from popular chefs such as vegan stuffed mushrooms at 283 carbon calories and beef tacos at 5,023 carbon calories — almost 20 times more than the mushrooms).

Lintell also wants to challenge the notion that shopping sustainably costs more.

He calculates that people can save up to $1,800 a year by using the app while slashing 35% from their carbon emissions.

“We’re really trying to set the cheapest product and the greenest product as the default for customers,” Lintell says. “That’s one of the most influential ways of nudging consumer behavior.”

Now Reewild has joined Mastercard Start Path, the company’s startup engagement program, as part of a climate-focused set of startups working with the Mastercard Sustainability Innovation Lab to create ecosystems that make more possible. Harnessing the Mastercard’s expertise, technology and connections, Lintell hopes Start Path will help Reewild scale up its rewards program, currently being piloted with CH&CO, which is owned by the food services giant Compass Group PLC, which runs the cafeterias at University College London.

So far, the Reewild rewards are proving popular with UCL’s eco-conscious students, who are using the points they accumulate from choosing low-impact lunches to redeem free coffees or vegetarian meals.

With ambitions to eventually take Reewild’s rewards scheme global, Lintell is confident countries will standardize ways to display carbon footprint data alongside nutritional food labels to make it easier to choose more sustainable options – benefiting the environment as well as consumers’ wallets.

Originally published by Mastercard

Follow along Mastercard’s journey to connect and power an inclusive, digital economy that benefits everyone, everywhere.

Mastercard

Trawling the supermarket aisles for dinner, most people’s eyes gravitate to the price tag and preparation time. An oven-ready beef lasagna might look like a more attractive option than a vegetable stir-fry that requires chopping, sautéing and cleaning up.

However, by prioritizing cost and convenience, shoppers often ignore one factor — the carbon footprint that dinner leaves behind. It’s not that most people are impervious to their environmental impact; in fact, recent surveys show the majority want to live a more sustainable life. But amid price pressures and time constraints, more sustainable choices all too often fall by the wayside.

It’s a gap London-based entrepreneur Freddie Lintell is confident he can close by making it easier to make those choices. His company Reewild offers an AI-powered carbon tracking meal planner app that includes emissions data from 1.2 million products and provides recipes measured by carbon usage.

But since launching his business three years ago, he’s realized most U.K. consumers need more incentives to start tracking their carbon footprint in the same way they might monitor their calorie intake.

That’s why Reewild is now piloting an eco-reward solution that takes inspiration from airline frequent flyer programs. It offers points for buying low-emissions products that can be swapped for rewards such as energy bill discounts or free e-bike rentals.

“The wider vision is to offer points for low-impact products that you buy across every consumer packaged good, which can then be redeemed back into the green economy to enable a virtuous cycle of better behaviors,” he says.

With the spending power of “eco-active” consumers tipped to soar from $500 billion to $1 trillion by 2027, Reewild is tapping into the growing pressure on brands to burnish their sustainability credentials to meet regulatory requirements and help consumers understand the impact of their purchases.

After working for seven years in sustainability-focused jobs, including helping build a carbon-neutral subscription business for flowers, the 33-year-old, who is married to a professional chef, began developing the idea for Reewild after discovering food systems generate a third of global emissions.

Brainstorming how he could use his experience working with brands and retailers to communicate their environmental impacts, he began delving into the complexities of carbon food labelling and building a network of contacts.

Then, to nudge consumers in the right direction, his team began building Reewild’s meal planner app, which rates product emissions using “carbon calories” with one gram of CO2 equaling one carbon calorie. Based on its calculations, for example, five ounces of “very high” impact shrimp are worth 1,924 carbon calories, or the emissions equivalent of driving five miles by car.

Linking users to supermarkets to buy ingredients, the app helps people easily plan meals with carbon-rated recipes from popular chefs such as vegan stuffed mushrooms at 283 carbon calories and beef tacos at 5,023 carbon calories — almost 20 times more than the mushrooms).

Lintell also wants to challenge the notion that shopping sustainably costs more.

He calculates that people can save up to $1,800 a year by using the app while slashing 35% from their carbon emissions.

“We’re really trying to set the cheapest product and the greenest product as the default for customers,” Lintell says. “That’s one of the most influential ways of nudging consumer behavior.”

Now Reewild has joined Mastercard Start Path, the company’s startup engagement program, as part of a climate-focused set of startups working with the Mastercard Sustainability Innovation Lab to create ecosystems that make more possible. Harnessing the Mastercard’s expertise, technology and connections, Lintell hopes Start Path will help Reewild scale up its rewards program, currently being piloted with CH&CO, which is owned by the food services giant Compass Group PLC, which runs the cafeterias at University College London.

So far, the Reewild rewards are proving popular with UCL’s eco-conscious students, who are using the points they accumulate from choosing low-impact lunches to redeem free coffees or vegetarian meals.

With ambitions to eventually take Reewild’s rewards scheme global, Lintell is confident countries will standardize ways to display carbon footprint data alongside nutritional food labels to make it easier to choose more sustainable options – benefiting the environment as well as consumers’ wallets.

Originally published by Mastercard

Follow along Mastercard’s journey to connect and power an inclusive, digital economy that benefits everyone, everywhere.

Originally published in Lenovo’s 2023/24 ESG Report

As Senior Vice President and Chief Legal & Corporate Responsibility Officer, it is a pleasure to share our 18th annual Environmental, Social, and Governance (ESG) Report for FY 2023/24. I write this letter with the knowledge that our world is at a critical juncture across all elements of ESG. This past year was measured as the hottest year on Earth in recorded history, economic uncertainty and division remains for many around the world, and artificial intelligence has proven itself as a powerful tool that must be used thoughtfully. It’s more important than ever to take action credibly, collaboratively, and with full accountability.

With these values in mind, Lenovo was proud to fortify our participation as a member of the United Nations Global Compact by joining the Forward Faster initiative in 2023. Through this initiative, Lenovo has committed to accelerating impact for the UN Sustainable Development Goals as they relate to climate action and water resilience. After announcing the validation of our net-zero targets by the Science Based Targets initiative in January 2023, joining the Forward Faster initiative further demonstrates our commitment to credible action through collaboration with others who are serious about mitigating climate change and conserving our planet’s resources.

While we are on track to meet our near-term 2030 emissions reduction goals – the first milestone in our journey to net-zero by 2050 – we know that innovation is perhaps the most critical strength for our journey. Our people are core to our ability to innovate and it’s important that our teams are composed of diverse perspectives to ensure we’re getting the best ideas from a wide range of viewpoints. Workforce diversity not only supports stronger solutions to problems, but it helps us better meet the needs of our diverse, global customer base.

To better understand the diversity of our employee base, we launched a Self-ID Campaign in 2023. The Self-ID Campaign gives employees the opportunity to voluntarily provide information on their gender identity, disability status, and racial or ethnic background. With alignment from local leadership, it has rolled out in the US, the European Union, and he United Kingdom. We look forward to extending it to key markets in the Asia Pacific region in the months to come. This campaign and the aggregate workforce data it provides is critical to ensuring the safety and well-being of employees by increasing awareness of external dynamics and helping to support the development of stronger internal policies. It also provides insights for our employee resource groups, as they work to foster a sense of belonging in our workforce across seven diversity segments, many intersections, and many interest groups. Our Product Diversity Office can also leverage this data for awareness of internal stakeholders as they review new products and solutions and ensure our smarter technology is truly for all.

Lenovo is an industry leader in the inclusion of women in the workforce and representation of women in our technical teams. We remain focused on our executive representation goals for FY 2025/26, working to reach 27% female executive representation around the world and 35% representation of executives from historically excluded backgrounds in the US. To bolster this work, we’ve focused on our diverse talent pipeline. We continue to see success from our Women’s Leadership Development Program (for Director-level women around the world) and Mosaic Leadership Development Program (for Directors from historically excluded backgrounds in the US). Recently Lenovo has added the Courageous Leadership Development Program to better retain and grow managers who are from historically excluded backgrounds in the US and not yet at the Director level.

In FY 2023/24, we were proud to receive the highest-ever engagement score on our Annual Lenovo Listens employee survey. We see this reflected in our employees’ energy for our global philanthropy efforts. In 2023, employees grew our grassroots-driven Love on Month of Service for the seventh consecutive year, tracking more hours volunteered than ever before. Employees in Colombia, Brazil, the US and India gave back with our charitable partner Wine To Water to help provide access to clean water for local communities. Additionally, employees engaged with our Work for Humankind initiative in India, helping rural farmers in the Kanthaloor state revitalize cultivation of the ancient millet grain.

As we continue our sustainability journey, we are proud of recognitions that signal progress. In the past year we were proud to be recognized as one of Fortune Magazine’s Most Admired Companies. We were also named a Best Place to Work for Disability Inclusion by the Disability:IN, maintained our placement on the Human Rights Campaign’s Corporate Equality Index for LGBTQ+ inclusion, and received our highest score to date on Workplace Pride’s Global Benchmark Score. Our customers and partners are recognizing our efforts, as Lenovo was honored with the Canalys Sustainability Champion Award in 2023. We know that these accolades are the result of strong governance that we will persistently reinforce through our policies, decisions, behaviors, and the workplace culture they create.

As a global technology company, we continue to navigate new challenges. However, we know that our persistent commitments to collaboration, credibility, and accountability will continue to power us forward on our sustainability journey.

Laura Quatela

Senior Vice President, Chief Legal & Corporate Responsibility Officer

Lenovo Group Limited

Read more

Originally published in Lenovo’s 2023/24 ESG Report

As Senior Vice President and Chief Legal & Corporate Responsibility Officer, it is a pleasure to share our 18th annual Environmental, Social, and Governance (ESG) Report for FY 2023/24. I write this letter with the knowledge that our world is at a critical juncture across all elements of ESG. This past year was measured as the hottest year on Earth in recorded history, economic uncertainty and division remains for many around the world, and artificial intelligence has proven itself as a powerful tool that must be used thoughtfully. It’s more important than ever to take action credibly, collaboratively, and with full accountability.

With these values in mind, Lenovo was proud to fortify our participation as a member of the United Nations Global Compact by joining the Forward Faster initiative in 2023. Through this initiative, Lenovo has committed to accelerating impact for the UN Sustainable Development Goals as they relate to climate action and water resilience. After announcing the validation of our net-zero targets by the Science Based Targets initiative in January 2023, joining the Forward Faster initiative further demonstrates our commitment to credible action through collaboration with others who are serious about mitigating climate change and conserving our planet’s resources.

While we are on track to meet our near-term 2030 emissions reduction goals – the first milestone in our journey to net-zero by 2050 – we know that innovation is perhaps the most critical strength for our journey. Our people are core to our ability to innovate and it’s important that our teams are composed of diverse perspectives to ensure we’re getting the best ideas from a wide range of viewpoints. Workforce diversity not only supports stronger solutions to problems, but it helps us better meet the needs of our diverse, global customer base.

To better understand the diversity of our employee base, we launched a Self-ID Campaign in 2023. The Self-ID Campaign gives employees the opportunity to voluntarily provide information on their gender identity, disability status, and racial or ethnic background. With alignment from local leadership, it has rolled out in the US, the European Union, and he United Kingdom. We look forward to extending it to key markets in the Asia Pacific region in the months to come. This campaign and the aggregate workforce data it provides is critical to ensuring the safety and well-being of employees by increasing awareness of external dynamics and helping to support the development of stronger internal policies. It also provides insights for our employee resource groups, as they work to foster a sense of belonging in our workforce across seven diversity segments, many intersections, and many interest groups. Our Product Diversity Office can also leverage this data for awareness of internal stakeholders as they review new products and solutions and ensure our smarter technology is truly for all.

Lenovo is an industry leader in the inclusion of women in the workforce and representation of women in our technical teams. We remain focused on our executive representation goals for FY 2025/26, working to reach 27% female executive representation around the world and 35% representation of executives from historically excluded backgrounds in the US. To bolster this work, we’ve focused on our diverse talent pipeline. We continue to see success from our Women’s Leadership Development Program (for Director-level women around the world) and Mosaic Leadership Development Program (for Directors from historically excluded backgrounds in the US). Recently Lenovo has added the Courageous Leadership Development Program to better retain and grow managers who are from historically excluded backgrounds in the US and not yet at the Director level.

In FY 2023/24, we were proud to receive the highest-ever engagement score on our Annual Lenovo Listens employee survey. We see this reflected in our employees’ energy for our global philanthropy efforts. In 2023, employees grew our grassroots-driven Love on Month of Service for the seventh consecutive year, tracking more hours volunteered than ever before. Employees in Colombia, Brazil, the US and India gave back with our charitable partner Wine To Water to help provide access to clean water for local communities. Additionally, employees engaged with our Work for Humankind initiative in India, helping rural farmers in the Kanthaloor state revitalize cultivation of the ancient millet grain.

As we continue our sustainability journey, we are proud of recognitions that signal progress. In the past year we were proud to be recognized as one of Fortune Magazine’s Most Admired Companies. We were also named a Best Place to Work for Disability Inclusion by the Disability:IN, maintained our placement on the Human Rights Campaign’s Corporate Equality Index for LGBTQ+ inclusion, and received our highest score to date on Workplace Pride’s Global Benchmark Score. Our customers and partners are recognizing our efforts, as Lenovo was honored with the Canalys Sustainability Champion Award in 2023. We know that these accolades are the result of strong governance that we will persistently reinforce through our policies, decisions, behaviors, and the workplace culture they create.

As a global technology company, we continue to navigate new challenges. However, we know that our persistent commitments to collaboration, credibility, and accountability will continue to power us forward on our sustainability journey.

Laura Quatela

Senior Vice President, Chief Legal & Corporate Responsibility Officer

Lenovo Group Limited

Read more

December 9, 2024 /3BL/ – The updated 2024 Ceres Guidance for Investor Engagements with Directors on Climate Risk Governance is a resource for investors to guide engagements with U.S. corporate directors to better understand board oversight of the financially material risks and opportunities associated with climate change.

“U.S. financial markets are navigating the complex task of responsible decarbonization. Within this context, directors of U.S. public companies bear a distinct legal duty, separate from management’s role, to ensure that critical questions are both asked and answered of management regarding their companies’ financially material climate-related risks and opportunities,” said the Rev. Kirsten Snow Spalding, Vice President, Investor Network, Ceres. “These directors should be able to explain to their investors and other stakeholders how they exercise this oversight, and how such risks and opportunities are incorporated into the long-term strategies of the companies on whose boards they sit.”

Climate risk poses financially material risks to companies and systemic risks to investors’ portfolios. Therefore, reliable and comparable public disclosures about the systems and processes in place at the board and senior management levels to oversee climate-related risks and opportunities are essential for investors to properly evaluate and understand the value of a portfolio company’s business.

Ceres’ new guidance builds on its 2022 version and the current and anticipated climate disclosure frameworks and regulations in the U.S. and abroad to incorporate key elements of effective climate governance. Specifically, it includes additional steps that investors have typically considered when engagements with directors of their portfolio companies do not progress in a meaningful way. These approaches are based on the roles and responsibilities of the board of directors, which are distinct from those of management.

While Ceres’ guidance serves as a resource for investors, companies may also want to use this guidance to prepare for stakeholder engagements and to help inform their public disclosures and practices to align with the direction in which all U.S. public companies should be moving on their respective journeys to decarbonize.

“Strong corporate climate governance remains critical given the systemic impacts of climate change across business operations and supply chains, investment portfolios, and the broader economy,” said Rob Berridge, Senior Director of Shareholder Engagement, Ceres Investor Network, Ceres. “Boards need to ensure their companies have the right policies, procedures, and personnel in place to enable robust oversight of these profound impacts.”

The guidance also provides a new Appendix with sector-specific sample questions, to prepare both investors and independent directors to engage more effectively on climate-related risks and opportunities, as well as to produce more reliable and comparable public disclosures. It covers five areas including board oversight of decarbonization plans, audit committee oversight of climate-related risks, board oversight of voluntary and upcoming mandatory climate-related disclosures, climate-related lobbying governance, and board-level capabilities to oversee such topics.

“This updated guidance, now with sector-specific sample questions, equips investors and independent directors with practical tools to engage more effectively on climate-related risks and opportunities,” said Rhonda Brauer, founder & president of RLB Governance and former corporate secretary & governance officer at The New York Times Company, who consulted for Ceres on this initiative. “We look forward to seeing how corporate boards use the guidance to better inform their climate-related oversight responsibilities.”

Read the full report here.

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.

Media Contact: Vivian Melody, vmelody@ceres.org, 617-247-0700 ext. 353

DES MOINES, Iowa, December 9, 2024 /3BL/– Principal Asset Management℠, the investment management unit of Principal Financial Group®, announced today Pensions & Investments named the firm 2024 Best Place to Work in Money Management. This is the 13th consecutive year Principal has been recognized as a best place to work in the “largest employers” category, earning the recognition every year since the program’s inception.

“Building a strong asset management firm isn’t just about managing investments – it’s about creating a global culture where our team thrives on personal engagement, grows together with our clients, and is empowered to transform our platform,” said Kamal Bhatia, president and CEO, Principal Asset Management. “As workplace expectations continue to evolve, our employees and leaders remain committed to fostering an organization that is a cultural role model. Being named a Best Place to Work in Money Management isn’t easily achieved, and we are very proud to be recognized again.”

This recognition continues to highlight the commitment from Principal Asset Management to foster a collaborative workplace culture and prioritize employee engagement and innovation. The firm provides employees with a range of programs designed to foster a strong, supportive and inclusive workplace, including flexible work arrangements, a global mentoring program to encourage career growth, and comprehensive wellness initiatives. These efforts underscore the dedication of Principal to engage employees and deliver impactful solutions for clients worldwide.

About Pensions & Investments’ Best Place to Work in Money Management

Presented by Pensions & Investments, the global news source of money management and institutional investing, the 13th annual survey and recognition program is dedicated to identifying and recognizing the best employers in the money management industry.

The first part of the award consideration process included evaluating each nominated company’s workplace policies, practices, philosophy, systems, and demographics. This part of the process was worth approximately 20% of the total evaluation. The second part consisted of an employee survey to measure the employee experience. This part of the process was worth approximately 80% of the total evaluation. The combined scores determined the top companies.

For a complete list of the 2024 Pensions & Investments’ Best Places to Work in Money Management winners and the profiles of the top firms across size categories, go to http://www.pionline.com/BPTW2024.

About Principal Asset Management℠

With public and private market capabilities across all asset classes, Principal Asset Management and its investment specialists look at asset management through a different lens, creating solutions to help deliver client investment objectives. By applying local insights with global perspectives, Principal Asset Management identifies distinct and compelling investment opportunities for more than 1,100 institutional clients in over 80 markets.1 Principal Asset Management is the global investment solutions business for Principal Financial Group® (Nasdaq: PFG), managing $585.6 billion in assets1 and recognized as a “Best Places to Work in Money Management”2 for 13 consecutive years.

Learn more at www.PrincipalAM.com.

[1] As of September 30, 2024
[2] Pensions & Investments, “The Best Places to Work in Money Management”, among companies with 1,000 or more employees, December 2024.

©2024 Principal Financial Services, Inc., Principal®, Principal Financial Group®, Principal Asset Management, and Principal and the logomark design are registered trademarks and service marks of Principal Financial Services, Inc., a Principal Financial Group company, in various countries around the world and may be used only with the permission of Principal Financial Services, Inc. Principal Asset Management℠ is a trade name of Principal Global Investors, LLC. Principal Real Estate is the trade name of Principal Real Estate Investors, LLC, an affiliate of Principal Global Investors.

About Pensions & Investments

Pensions & Investments, owned by Crain Communications Inc., is the 51-year-old global news source of money management and institutional investing. P&I is written for executives at defined benefit and defined contribution retirement plans, endowments, foundations, and sovereign wealth funds, as well as those at investment management and other investment-related firms. Pensions & Investments provides timely and incisive coverage of events affecting the money management and retirement businesses. Visit us at www.pionline.com.

Contacts
Media Contact:
Erin Parro
parro.erin@principal.com
515-878-0130

SAN MATEO, Calif., December 9, 2024 /3BL/ – Franklin Templeton and three of its specialist investment managers were recognized in the 2024 Best Places to Work in Money Management awards announced by Pensions & Investments. Franklin Templeton was included in the Super Employers category for those with 1,000+ employees, while Brandywine Global, Clarion Partners and ClearBridge Investments were included in the Large Employers category for those with 100 to 499 employees.

Presented by Pensions & Investments, the global news source of money management and institutional investing, the 13th annual survey and recognition program is dedicated to identifying and recognizing the best employers in the money management industry.

“We are truly honored to be named once again as one of the Best Places to Work in Money Management by Pensions & Investments,” said Jenny Johnson, President and Chief Executive Officer of Franklin Templeton. “Franklin Templeton’s culture is based on three C’s — Client-centric focus, Collaboration to achieve the best results and Continuous improvement. I’m incredibly proud to lead such talented and dedicated employees who live these ideals every day.”

“We are committed to developing employee programs that encourage dialogue, build trust and recognize achievements, with an over-arching goal to cultivate an inclusive, values-driven environment,” said Penny Alexander, Franklin Templeton’s Chief Human Resources Officer.

Pensions & Investments partnered with Workforce Research Group, a research firm specializing in identifying great places to work, to conduct a two-part survey process of employers and their employees.

The first part consisted of evaluating each nominated company’s workplace policies, practices, philosophy, systems and demographics. This part of the process was worth approximately 20% of the total evaluation. The second part consisted of an employee survey to measure the employee experience. This part of the process was worth approximately 80% of the total evaluation. The combined scores determined the top companies.

“As their employees attest, the companies named to this year’s Best Places to Work list demonstrate a commitment to building and maintaining a strong workplace culture,’’ said P&I Editor-in-Chief Julie Tatge. “In doing so, they’re helping their employees, clients and their businesses succeed.’’

“Pensions & Investments is proud to honor the Best Places to Work in Money Management for the 13th year. A strong workplace culture that supports talent, advocates progress and drives innovation is paramount to driving the best outcomes and these asset managers demonstrate that. Congratulations to the 2024 honorees for their commitment to employee well-being, attractive incentive structures and talent development that demonstrate how investing in your employees can elevate our industry to greater heights,” said P&I President and Publisher Nikki Pirrello.

For a complete list of the 2024 Pensions & Investments’ Best Places to Work in Money Management winners and profiles of the top firms across size categories, go to http://www.pionline.com/BPTW2024

Franklin Templeton did not pay an entry fee for the program.

About Pensions & Investments

Pensions & Investments, owned by Crain Communications Inc., is the 51-year-old global news source of money management and institutional investing. P&I is written for executives at defined benefit and defined contribution retirement plans, endowments, foundations, and sovereign wealth funds, as well as those at investment management and other investment-related firms. Pensions & Investments provides timely and incisive coverage of events affecting the money management and retirement businesses. Visit us at www.pionline.com.

About Franklin Templeton

Franklin Resources, Inc. [NYSE:BEN] is a global investment management organization with subsidiaries operating as Franklin Templeton and serving clients in over 150 countries. Franklin Templeton’s mission is to help clients achieve better outcomes through investment management expertise, wealth management and technology solutions. Through its specialist investment managers, the company offers specialization on a global scale, bringing extensive capabilities in fixed income, equity, alternatives and multi-asset solutions. With more than 1,500 investment professionals, and offices in major financial markets around the world, the California-based company has over 75 years of investment experience and over $1.6 trillion in assets under management as of October 31, 2024. For more information, please visit franklintempleton.com and follow us on LinkedIn, X and Facebook.

Copyright © 2024 Franklin Templeton. All rights reserved.

SAN MATEO, Calif., December 9, 2024 /3BL/ – Franklin Templeton and three of its specialist investment managers were recognized in the 2024 Best Places to Work in Money Management awards announced by Pensions & Investments. Franklin Templeton was included in the Super Employers category for those with 1,000+ employees, while Brandywine Global, Clarion Partners and ClearBridge Investments were included in the Large Employers category for those with 100 to 499 employees.

Presented by Pensions & Investments, the global news source of money management and institutional investing, the 13th annual survey and recognition program is dedicated to identifying and recognizing the best employers in the money management industry.

“We are truly honored to be named once again as one of the Best Places to Work in Money Management by Pensions & Investments,” said Jenny Johnson, President and Chief Executive Officer of Franklin Templeton. “Franklin Templeton’s culture is based on three C’s — Client-centric focus, Collaboration to achieve the best results and Continuous improvement. I’m incredibly proud to lead such talented and dedicated employees who live these ideals every day.”

“We are committed to developing employee programs that encourage dialogue, build trust and recognize achievements, with an over-arching goal to cultivate an inclusive, values-driven environment,” said Penny Alexander, Franklin Templeton’s Chief Human Resources Officer.

Pensions & Investments partnered with Workforce Research Group, a research firm specializing in identifying great places to work, to conduct a two-part survey process of employers and their employees.

The first part consisted of evaluating each nominated company’s workplace policies, practices, philosophy, systems and demographics. This part of the process was worth approximately 20% of the total evaluation. The second part consisted of an employee survey to measure the employee experience. This part of the process was worth approximately 80% of the total evaluation. The combined scores determined the top companies.

“As their employees attest, the companies named to this year’s Best Places to Work list demonstrate a commitment to building and maintaining a strong workplace culture,’’ said P&I Editor-in-Chief Julie Tatge. “In doing so, they’re helping their employees, clients and their businesses succeed.’’

“Pensions & Investments is proud to honor the Best Places to Work in Money Management for the 13th year. A strong workplace culture that supports talent, advocates progress and drives innovation is paramount to driving the best outcomes and these asset managers demonstrate that. Congratulations to the 2024 honorees for their commitment to employee well-being, attractive incentive structures and talent development that demonstrate how investing in your employees can elevate our industry to greater heights,” said P&I President and Publisher Nikki Pirrello.

For a complete list of the 2024 Pensions & Investments’ Best Places to Work in Money Management winners and profiles of the top firms across size categories, go to http://www.pionline.com/BPTW2024

Franklin Templeton did not pay an entry fee for the program.

About Pensions & Investments

Pensions & Investments, owned by Crain Communications Inc., is the 51-year-old global news source of money management and institutional investing. P&I is written for executives at defined benefit and defined contribution retirement plans, endowments, foundations, and sovereign wealth funds, as well as those at investment management and other investment-related firms. Pensions & Investments provides timely and incisive coverage of events affecting the money management and retirement businesses. Visit us at www.pionline.com.

About Franklin Templeton

Franklin Resources, Inc. [NYSE:BEN] is a global investment management organization with subsidiaries operating as Franklin Templeton and serving clients in over 150 countries. Franklin Templeton’s mission is to help clients achieve better outcomes through investment management expertise, wealth management and technology solutions. Through its specialist investment managers, the company offers specialization on a global scale, bringing extensive capabilities in fixed income, equity, alternatives and multi-asset solutions. With more than 1,500 investment professionals, and offices in major financial markets around the world, the California-based company has over 75 years of investment experience and over $1.6 trillion in assets under management as of October 31, 2024. For more information, please visit franklintempleton.com and follow us on LinkedIn, X and Facebook.

Copyright © 2024 Franklin Templeton. All rights reserved.

Key Points

Marathon Petroleum’s Transportation and Rail Health and Safety department, alongside local fleet operations and corporate medical services, volunteered at Gleaners Food Bank in Indianapolis to help families facing food insecurity.A team of 14 volunteers distributed food to over 1,200 households during a volunteer day in September; more than 400 Marathon employees have donated 1,119 hours since 2012.Gleaners Food Bank provides food to local communities and smaller distribution organizations, helping families during challenging times, especially amid economic hardships.

During a team meeting in Indianapolis, Indiana, in September, Marathon Petroleum’s Transportation and Rail (T&R) Health and Safety department, along with team members from the local fleet operations, environmental and corporate medical services department, volunteered to distribute food at Gleaners Food Bank. The organization is focused on getting food to families experiencing difficult times.

“Organizations like Gleaners help working families with children who are going through temporary hardship due to unexpected expenses and gives the ability to supplement their groceries,” said Paul Okeke, a Marathon Personal Safety Professional for T&R. “It means that the children and grandparents don’t have to go without. Volunteering at Gleaners has always been a humbling and rewarding experience for me.”

A group of 14 Marathon volunteers helped distribute food to more than 1,200 households in just over four hours. Since the organization started in 2012, more than 400 Marathon volunteers have donated a combined 1,119 hours of service to Gleaners within Indiana.

“Amid soaring inflation rates and other challenges, I know that small acts of service like this within the community can make a lasting difference in many households,” said Okeke. “The impact not only feeds a family but most importantly gives hope to many families.”

Gleaners Food Bank distributes food to the surrounding counties and also helps provide food to smaller distribution organizations that don’t have the resources to procure the supplies that a larger organization like Gleaners can.

“Interacting with the public and providing much needed support was a very rewarding experience,” said Don Pratt, Health and Safety Manager for T&R. “I look forward to the next opportunity to serve the communities in which we operate in ways like what we did with the food bank.”

MIDLAND, Mich. December 9, 2024 /3BL/ – Dow (NYSE: Dow) announced that four of its leaders have been recognized in the 2024 Outstanding Role Model Lists supported by YouTube. This recognition is an indication of the Company’s culture where leading with inclusion enables Dow to create innovative solutions for our customers and deliver long-term business growth and success.

Compiled by INvolve, a global network that celebrates and supports LGBTQ+ executives and allies, the lists acknowledge the impactful contributions of the four Dow leaders to champion LGBTQ+ inclusion.

“Inclusion has been embedded in our culture for decades to ensure that we are unlocking the full potential of our teams and attracting the best and brightest talent. These colleagues are courageous and authentic leaders,” said Dr. Alveda J. Williams, chief inclusion officer at Dow. “Their work to advance inclusion sets a great example and helps Dow adapt, innovate, and stay competitive in today’s global market. Congratulations to all our Outstanding honorees.”

Outstanding Executives Role Model List

Javier Constante, former President, Latin America

Javier Constante is the former president of Dow Latin America and will retire in December 2024. He is keenly aware of the responsibility he has as an influential LGBTQ+ Executive and uses his position to advocate for others and focuses his attention on challenges faced by the LGBTQ+ community. Javier has been an active member of Dow’s President Inclusion Council and has championed inclusion, diversity and equity as a key part of Dow’s Latin American strategy. Externally, Javier serves on the board of the Brazilian organization, “Forum de Empresas e Direitos LGBT” and is currently leading a public policy initiative to ensure a better and more inclusive environment across Brazil. In February 2023, he was appointed a board member of Out & Equal Organization. In July 2023, Javier hosted the “6th LGBTI Political Leaders Conference of the Americas and the Caribbean” in collaboration with the Victory Institute, in Mexico City.

Outstanding Advocates Role Model List

Amy Wilson, General Counsel and Corporate Secretary, #4

Amy Wilson is the general counsel and corporate secretary at Dow. She is also the Executive Sponsor of GLAD, Dow’s LGBTQ+ Employee Resource Group. As a strong advocate for inclusion, diversity, and equity, she has hosted numerous sessions and events highlighting topics relevant to LGBTQ+ inclusion over the years, including joining a discussion panel at Dow’s 2023 LEAD conference to highlight the importance of diversity and inclusion at all levels of the organization. Amy has been a key driver in diversifying and refreshing Dow’s Board of Directors, emphasizing diverse experiences and backgrounds. Outside of Dow, Amy is a member of the Leadership Council on Legal Diversity, which is striving to build a more equitable and diverse legal profession. Amy has been named an Ally or Advocate Role Model by Outstanding for five consecutive years.

Outstanding Future Leaders Role Model List

Elizabeth Firestone, Associate Research Scientist, #9

Elizabeth Firestone is an associate research scientist at Dow, where she launched the LGBTQ+ Leadership Series in 2022, attracting more than 200 participants quarterly. She co-led the development of Dow’s U.S. LGBTQ+ Benefits Guide, launched in 2023. She identified gaps in benefits for transgender and nonbinary employees, advocating for a new plan design to be implemented in January 2024, which aligns with SOC-8 guidance. As a steering committee member with OutLeadership, Elizabeth helped launch the inaugural Trans and Nonbinary Leadership Summit in 2024 and facilitated Dow’s support for major pro-LGBTQ+ initiatives. Named a Diverse Leaders Fellow by Out and Equal in 2022. She also volunteers at the Attic Youth Center, providing meals to at-risk LGBTQ+ youth, and has mentored students through Out 4 Undergrad. Elizabeth’s advocacy focuses on inclusivity, emphasizing the intersections of LGBTQ+ identity with (dis)ability and socio-economic status, helping to increase accessibility within her field.

Erica Everett, Global Autonomous Vehicles Platform Leader

Erica Everett is the Global Autonomous Vehicle Platform leader at Dow and an influential advocate for the LGBTQ+ community. As the global chair of Dow’s LGBTQ+ and ally Employee Resource Group (ERG), GLAD, she oversees a network of more than 6,500 participants worldwide. Under her leadership, GLAD has revitalized its strategy and vision, aligning it with Dow’s ambition and business objectives while positioning the ERG for future growth. Erica works at the intersection of inclusion and innovation, driving high-level collaborations with customers and partners to accelerate positive change. Through sharing her own coming out story and journey as an out working mother, she inspires others. Erica has successfully advocated for LBGTQ+ inclusive fertility and parental benefits at Dow, leading to updated policies that have a tangible impact on employees and their families. Her authentic leadership continues to inspire and foster a more inclusive workplace and world.

Dow leader inducted into INvolve’s Hall of Fame in 2024

In August 2024, Louis A. Vega, the president of Dow North America and vice president of Government Affairs and Advocacy at Dow, was inducted into the INvolve Hall of Fame for his ongoing work to champion LGBTQ+ inclusion within the workplace and around the world.

Louis serves as executive advisor to GLAD, Dow’s Employee Resource Group for LGBTQ+ employees and allies. He is also an active member of councils within the company that advance inclusion across Dow’s global workforce. Outside of the office, Louis has served as a board member of various nonprofit organizations, like the LGBTQ+ Victory Institute and Athlete Ally.

In this honor, Louis joined Dow chair and CEO, Jim Fitterling, who was inducted to the INvolve Hall of Fame in 2020.

About Dow

Dow (NYSE: DOW) is one of the world’s leading materials science companies, serving customers in high-growth markets such as packaging, infrastructure, mobility and consumer applications. Our global breadth, asset integration and scale, focused innovation, leading business positions and commitment to sustainability enable us to achieve profitable growth and help deliver a sustainable future. We operate manufacturing sites in 31 countries and employ approximately 35,900 people. Dow delivered sales of approximately $45 billion in 2023. References to Dow or the Company mean Dow Inc. and its subsidiaries. Learn more about us and our ambition to be the most innovative, customer-centric, inclusive and sustainable materials science company in the world by visiting www.dow.com.

For further information, please contact:

Sarah Young
Dow
syoung3@dow.com