Tag: 3BL

NEW YORK and LONDON, October 15, 2024 /3BL/ – AccountAbility has published a new guide to help organizations review and verify their greenhouse gas (GHG) emissions. The guide is designed to complement the AA1000 Assurance Standard v3 and will assist professionals in evaluating GHG emissions data and processes. It also improves how organizations collect, manage, and report this information, which in turn builds transparency and trust in the market.

“Guidance on Assuring GHG Emissions with AA1000AS v3” coincides with increasing demand for greater clarity over GHG emission disclosures, particularly as regulators and stakeholders demand more information from companies on their operations and the impact they have on communities and environment.

AccountAbility CEO, Mr. Sunil (Sunny) A. Misser welcomed the change in mindset related to sustainability globally, with business recognizing the value of sustainability investments, knowledge, and impact.

“Stakeholders are using GHG information to forecast and test an organization’s health. As such, the demand for more reliable GHG emissions data, and the transparency of processes used to collect and calculate these emissions, is growing.” Mr. Misser stated. “As we saw with financial information before it, I have no doubt that this information will be used increasingly to predict a company’s future performance.”

Chair of AccountAbility’s Standards Board, Ms. Amy Springsteel, also welcomed the addition of the Guidance document.

“The release of this guidance document will give reporting companies and assurance providers more certainty over the data required to verify GHG emissions,” Ms. Springsteel said. “Non-financial sustainability assurance professionals can provide an in-depth assessment of whether an organization’s GHG data meets the expected benchmarks of reliability and quality, accuracy and comparability while also ensuring the information disclosed is most relevant to the reporting organization.

“As an example, this guidance document together with the AA1000AS v3 reviews the presence of a target, goal or milestone as well as the mechanisms used to measure its effectiveness and ultimately predict its performance, moving sustainability reporting from backwards looking to forward looking.”

Why Assure GHG Emissions with AA1000AS v3?

GHG data and information, as with other non-financial information, is now being treated with the same rigor and robustness as financial disclosures. Many organizations are expected or required to independently verify their GHG data through third parties. This extra level of assurance builds confidence in the methods used by the organization to calculate GHG emissions, while also standardizing the data in a way that fosters comparability and transparency for carbon accounting and reporting.

AccountAbility Standards Board member Dr. Glenn Frommer, an industry stalwart with decades of experience writing and contributing to international standards development, recognized the value of moving beyond reporting frameworks to provide assurance providers, and reporting organizations deeper value.

“The AA1000AS v3 helps assurance providers attest the subject matter provided in sustainability reports, which helps elevate the reporting organization’s focus on sustainability value and impact to their investors and supply chain,” Dr. Frommer said. “AccountAbility’s assurance standard and the GHG guidance document will ensure organizations contextualize their declared sustainability achievements as opposed to just stating them.”

The AA1000AS v3 and this GHG Guidance can complement other internationally recognized assurance standards and frameworks to enhance a user’s overall assurance process.

About the AA1000AS v3

Intended to go well beyond simple data verification, the AA1000AS v3 focuses on the processes required for responsible and complete assurance engagements based on the AccountAbility Principles of Inclusivity, Materiality, Responsiveness, and Impact.

Companies that follow the AA1000 Principles in their ESG management and reporting and use the AA1000 Standards see the following benefits:

Increased credibility of their sustainability reporting and assurance processes and an improved alignment with external sustainability regulations and standards.Adoption of a common language with investors, which builds confidence in sustainability information and helps investors make better informed decisions. A culture of continuous improvement and innovation.

Read and download the GHG Guidance document

About AccountAbility

AccountAbility is a specialist global Consulting and Standards firm that works with businesses, investors, governments, and multilateral organizations to innovate and advance the global Sustainability/ ESG agenda by improving the practices, performance, and impact of organizations. The firm focuses on delivering practical, effective, and enduring results that enable our clients to succeed.

AccountAbility is a Public Benefit Corporation, operating globally through a highly qualified team from offices in New York, London, Riyadh, and Dubai. The firm is the recipient of multiple business awards from the Financial Times, Forbes, and Capital Finance International, and its website is archived with the United States Library of Congress.

Media Contact

Mr. Julian Cardillo
Marketing and Communications Manager, AccountAbility
julian.cardillo@accountability.org

In this episode, we explore the significance and practices of water stewardship, examining its global impact. We hear from experts Mariarosaria Gagliotti, Senior Consultant and Partner at Baden Consulting, Beatrice Bizzaro, Sustainability Consultant at HPC Italy and Water Working Group Leader with Inogen Alliance, C. Rajadurai, Senior Manager at Cholamandalam MS Risk Services, and Joseph Gui, Senior Partner, Anew Global Consulting. The discussion emphasizes the importance of community engagement, innovative technologies, and collective action for achieving water security and resilience.

Listen here:

Apple Podcasts: https://podcasts.apple.com/us/podcast/the-critical-role-of-water-stewardship-in/id1741016993?i=1000673143757Spotify: https://open.spotify.com/episode/2P6J3BUqUzwfuEXrMoKQYp

Elevate teaching experiences with artificial intelligence

With the advent of the artificial intelligence-driven digital age, engineering education laboratories (labs) have to evolve to stay competitive. Universities realize that their teaching methods and tools have to be cutting-edge to attract great talents and create the best industry-ready graduates. Artificial intelligence (AI) is coming of age with applications that help educators provide quality teaching experiences to their students.

Virtual teaching assistant

In-person teaching assistants remain the most valuable resource in engineering labs in all universities and will continue to do so in the future. They have always been a great help in assisting educators in the labs and group discussions. Virtual teaching assistants in the form of a personalized, always available AI tutor and the new medium of delivery, such as virtual reality (VR) assisted learning, are now being studied and leveraged to help engineering students in education laboratories and can complement the valuable work that in-person teaching assistants and educators have been doing. AI teaching assistants using reinforcement learning algorithms can assess the students’ understanding throughout each learning term, find gaps, and fine-tune their responses to help achieve their learning objectives.

In addition to engineering concepts and design applications, students can learn programming skills at their own pace from an AI virtual teaching assistant in languages such as C#, C++, Python, and more. This skill is generally required when students need to automate test sequences using test instruments in the engineering labs or perform engineering data analysis.

Digital twin and simulations

In advanced-level engineering labs in the universities, students get the chance to use computer-aided design (CAD) and simulation tools. These tools are familiar and have been part of modern engineering design processes for many years. Many digital twin simulation tools have become available in commercial markets to replicate components, products, systems, and environments to help test engineering designs, perform upstream tests in the product design cycle, and prevent costly design issues. AI-assisted digital twins help make simulations more realistic and dynamic, like in real-world conditions. When simulations are more realistic, students and researchers can catch more possible problems, make designs more robust, and improve decision-making capabilities in their products.

Lab automation software system

Lab automation software helps simplify and streamline daily tasks in the education lab so educators can focus on teaching. The software can help perform tasks such as pre-configuring all the bench instruments in preparation for every classwork, taking inventory of all test instruments in the laboratory, tracking calibration service dates, keeping records of all maintenance activities, and more.

An AI-enhanced lab automation software can automate mundane tasks such as scheduling lab classes for students, taking their attendance, and even grading their lab exercises. Hence, this will free the educators to focus on teaching their students.

Data analysis and report generation

Sometimes, test data collection and analysis can take up the bulk of the students’ and educators’ work in the engineering lab. A lot of experiments and design verifications are subjected to iterative incremental tests and comparisons with simulated results. All these data need to be aggregated to have a broad and cohesive overview for better analysis of test results.

This is where AI power test automation tools can be harnessed to perform automated testing, analyze large datasets, find and interpret relevant data patterns, and generate the best graphs to showcase test results.

Resource management and security

All education or research labs require some resource management software to track test equipment, safety equipment, fixtures, tools, electronic component materials, and consumable supplies. With the resource management software, all laboratory resources can be tracked centrally and connected to vendors and suppliers to perform remote maintenance to some extent and replenish laboratory consumables.

The resource management software can also provide a secure environment for all data storage, such as laboratory manuals, databases, reference materials, experiment data, and more. All information is fully encrypted and has highly controlled authentication access.

Another big opportunity for resource management is managing all the digital learning resources at any time. Students can take the initiative to explore and learn from all the courses available at their own pace, at any time, and in any location. Figure 2 shows an example of a digital learning resource web interface.

Artificial Intelligence can assist in monitoring lab resources and improve actionable feedback to lab managers, making their labs more productive, secure, safe, and efficient.

The future of engineering education labs is here

Incorporating AI into Engineering education labs is an obvious choice for educators and lab managers to complement their teaching and make it more engaging during lab classes and off-hours through virtual generative AI tutors. AI-assisted lab design simulations, data aggregation, and analysis can help elevate students’ learning experience to the next level during engineering lessons.

Artificial intelligence can also assist educators and lab managers manage their lab resources, making them more productive, secure, and efficient.

Visit our Keysight education website to learn more about our teaching solutions, lab instruments, and industry-ready courseware.

Explore more about Keysight AI-powered test automation solutions.

Originally published on U.S. Bank company blog

San Francisco’s Mission District is one of the oldest neighborhoods in the city and has been a hub for Latino and immigrant communities for decades. As the city evolved throughout the 20th century and the cost of living in the neighborhood rose, however, many residents and small businesses found it difficult to remain in the Mission. Enter the Mission Economic Development Agency (MEDA), which was founded in 1973 to help build prosperity and equity within the Mission District.

“The Mission District is home to many newcomers and Spanish-speaking Latino community members who have faced numerous challenges in a high-cost area such as San Francisco, which has one of the largest income gaps in the nation and has experienced high rates of displacement,” MEDA CEO Luis Granados said. “Over the years, MEDA has stood by the Mission community through tough times—whether it was the displacement fueled by the dot-com boom, the 2008 Great Recession or the COVID-19 pandemic.”

And for more than two decades, U.S. Bank has invested in the Mission District through its support of MEDA, helping the nonprofit maintain its home within the neighborhood and create opportunities for local residents and small businesses to flourish in the community they love.

“Neighborhoods like the Mission District are what keep San Francisco San Francisco,” U.S. Bank Community Affairs Manager Leena Paxinos said. “It’s a loss of culture if we don’t invest in these communities.”

MEDA’s services range from financial education, homeowner assistance, rent relief, job training and placement to affordable housing development and small business support – all offered in English and Spanish and designed to help build intergenerational wealth within this dynamic, diverse community. Philanthropic support from U.S. Bank and the U.S. Bank Foundation over the years has helped the organization operate and grow its programming.

When MEDA found itself facing displacement from its headquarters location,U.S. Bancorp Impact Finance, a U.S. Bank subsidiary, provided critical financing totaling more than $5 million to help the organization purchase Plaza Adelante and remain in the Mission District. Plaza Adelante opened its doors in 2010 as a multi-tenant neighborhood resource center, with several small businesses joining the MEDA office in the building.

A few years later, recognizing the need for new affordable housing in the neighborhood, MEDA ventured into community real estate development. One project, which MEDA embarked upon with the Chinatown Community Development Corporation, was a 127-unit development at 2060 Folsom St., and Impact Finance delivered nearly $85 million in tax credits and construction loans to help see the project to completion and welcome families and transitional-age youth to their new homes. The project, called Casa Adelante, celebrated its grand opening in 2022.

“MEDA and their commitment to the Mission has been impressive to watch over the years. Their thoughtful approach to development in this neighborhood has included countless hours of visioning with community members and listening to the needs of longstanding residents,” said Lisa Gutierrez, director of business development, affordable housing, for U.S. Bancorp Impact Finance. “MEDA’s approach has helped drive new investment into this diverse community, all while preserving its history and culture and doing all they can to avoid the displacement of residents.”

Recently, U.S. Bank announced a $1 million multiyear contribution to MEDA to offer additional support for its affordable housing community real estate program and help further the organization’s vision of empowering a vibrant, thriving community in the heart of San Francisco.

“This is a catalytic investment in MEDA and will strengthen our ability to meet the emerging needs of our clients: small business entrepreneurs, families looking for permanent housing, students looking for youth leadership and academic support through the Mission Promise Neighborhood initiative, in which MEDA is the backbone agency,” Granados said. “MEDA’s relationship with U.S. Bank has been transformational and helps us support the dreams of our clients in the Mission District, San Francisco and the Bay Area.”

Did you know?

In the 94110 ZIP code, where MEDA is located, the 2023 median household income was $165,712, and the market-rate rent in September 2023 was $3,834, according to the Bay Area Equity Atlas.

The average household income of MEDA’s clients is $25,000 per year, which places market-rate rental units and homeownership opportunities out of reach for the majority of the residents it serves. Affordable housing programs play an important role in helping low- to moderate-income residents find secure housing in the Mission District.

Originally published in Principal Financial Group 2023 Sustainability Report

Attracting and retaining talent 

Our employees are our most valued asset. We take a comprehensive approach to attracting top talent and prioritize the health and wellness of our employees.

Our approach 

To deliver on our purpose, we must equip our teams with the best talent in the market. We do this by proactively reaching out to top talent for critical roles, collaborating with our marketing team to activate our employment brand on social media channels, and ensuring that we focus on hiring in early career roles that provide opportunities for development and growth.

We strive to bring out the best in our people by investing in what matters to them, which allows us to proactively engage and retain an inclusive workforce at Principal. Our employee value proposition underscores the components most important to our employees, including a tailored and flexible approach to life and work, opportunities for growth and development, and a sense of connection to our purpose.

Learn more about our careers at Principal

Increasing representation in our talent pool 

We believe every candidate should have an equal opportunity for their hopeful position and we promise a fair interview process to select the best-fit candidate. We deliver this promise by using DECIDE training to teach interviewers how to mitigate bias by using a consistent question structure for all candidates to deliver an unbiased interview.

Data helps us identify where we can increase representation for certain groups, how to increase representation throughout the hiring process, and how to target locations where we can find top talent. We also use targeted campaigns to increase diverse candidates in critical roles like women in information technology.

Our actions and performance in 2023 

In 2023, 34% of our U.S. hires were people of color. Globally, 51% of hires were female, 49% were males, and 0.45% were gender non- identifying or non-reporting.

In 2023, approximately 68% of new hires were in international locations, and 32% were in the U.S. The total number of new hires globally was 3,749.

Employee Engagement Index 

Our Engagement Index measures employee satisfaction across our global workforce. In 2023, we maintained a strong level of employee satisfaction and met our 2023 goal with a score of 79% and an 85% response rate. Our score indicates that across the questions that make up our Engagement Index, 79% were positive responses. We assess the results in a variety of ways, including by gender, to ensure we are creating an inclusive work environment and a consistent employee experience that aligns with our employee value proposition and core values.

In 2023 both our female and male employee base had 79% engagement, which is consistent with results in prior years. Our goal remains to reach an Engagement Index of 79% in 2024.

In the U.S., the response rate for our employees of color was an all-time high. In 2023, 74% of our employees of color participated, compared to 57% in 2021. And for the first time, our engagement index score for employees of color was 78%, which is comparable to the engagement index score of white employees at 77%.

Engagement Index

2023 performance: 79% 
2024 goal: 79%

2022 performance: 78%2021 performance: 79%2020 performance: 83%

When setting our annual goals, we take into careful consideration our historical engagement performance data, as well as internal and external trends we’ve observed over the past several years to inform our future goal. We also collaborate with cross-functional teams to ensure our goals align with other enterprise and business level goals.

Additionally, we also use a scorecard to measure talent metrics across several categories—culture, talent attraction, employee retention, and leadership and development—to evaluate how we can provide a valuable and rewarding experience for our employees.

For example, we continued to advance our global mentoring program, including an expanded network, increased awareness of career opportunities, and increased retention to provide a meaningful leadership and development opportunity for our employees. We’ve found that current and past global mentoring program participants (both mentors and mentees) are approximately 50% less likely to terminate their employment with Principal compared to non-participants.1

Overall, between 2022 and 2023, our global turnover improved from 21% to 17%, and our U.S. turnover improved from 13% to 10%.

For a full tenure breakdown see the appendix of the report.

What’s next 

In an effort to gain insights early and effectively, in June we introduced a fully automated, company-wide onboarding survey to our new global employees at their 14th, 60th, and 90th days at Principal. We’ll use employee insights to better understand what has attracted key talent, gaps to their initial productivity, overall satisfaction and lead indicators for under 90-day turnover. We will have more data and insights in 2024 to consider actions on identified themes.

When we look to 2024, we will continue to focus on delivering a personalized employee experience, with a focus on continuing to enhance onboarding, helping employees establish a network, and providing tailored development opportunities.

1Based on available data since the beginning of the program in 2020.

To learn more, read the Principal Financial Group 2023 Sustainability Report.

Additional information on our commitments to advance inclusion, representation, accessibility, and equity within our workplace, business practices, and communities can be found in the 2023 Global Inclusion Report.

Insurance products issued by Principal National Life Insurance Co (except in NY) and Principal Life Insurance Company®. Plan administrative services offered by Principal Life. Principal Funds, Inc. is distributed by Principal Funds Distributor, Inc. Securities offered through Principal Securities, Inc., member SIPC and/or independent broker/dealers. Referenced companies are members of the Principal Financial Group®, Des Moines, IA 50392.​

3783234-102024 

Originally published on Life at HARMAN

​​​What Keeps Him Excited After 33 Years in the Industry?

Abhay has spent much of his career at HARMAN. What keeps him excited after all this time? “We work on difficult-to-solve problems,” he shares, “and the collaboration between teams is fantastic.” This environment of teamwork and innovation keeps him energized. Whether it’s working on a project like Castanet​, HARMAN’s advanced end-point management platform, or addressing complex customer needs, Abhay thrives in the ever-evolving through dedication, growth, and a commitment to solving complex problems, all while continuously learning and collaborating with his team.

Lifelong Learning at HARMAN

HARMAN’s emphasis on continuous learning has been pivotal to Abhay’s growth. The company offers numerous opportunities to sharpen both technical and leadership skills. “We have tech days, boot camps, hackathons, and more,” Abhay explains. These initiatives, coupled with regular career reviews and development plans, have allowed him to stay at the forefront of technology while honing essential skills in communication, team building, and leadership. HARMAN’s learning culture ensures that employees like Abhay are always ready to adapt to the changing landscape of the tech world.​

Collaboration: The Heart of Innovation

In today’s fast-paced, unpredictable environment, Abhay emphasizes the importance of collaboration. Whether it’s working with cross-functional teams in quality, finance, or technical departments, he believes that innovation happens when diverse minds come together. “Every day brings a new challenge that requires teamwork,” he says. This collaborative spirit drives successful projects and brings Abhay immense satisfaction in his work.

Advice for Future HARMAN Innovators

Abhay has some sage advice for those looking to build a career at HARMAN: “Have a growth mindset. Be open to new ways of doing things and take ownership of your work.” His career has thrived on these principles, and he encourages others to embrace change, contribute as a team, and continually seek out opportunities for learning and improvement. Read more about our views on career growth and the intentional path to success! 

Abhay’s Cool Tips for Career Success

Don’t Let the Daily Hustle Drown Innovation: set aside weekly time to brainstorm and innovate. It keeps your creativity sharp.Share & Learn: engage with industry blogs, join knowledge sessions, and be an active speaker. Sharing your insights and learning from others fuels growth.Embrace Your Hobbies: from dancing and cooking to birdwatching, whatever floats your boat—having hobbies is essential for balance and creativity.​ 

A Moment of Pride

Abhay recalls a proud team accomplishment that perfectly balanced dedication with teamwork. During a particularly challenging project, his team had to present a proposal to a prospective client in a different time zone, requiring a call at 2 AM. Despite the unusual timing, the team was well-prepared, showcasing their expertise in answering tough questions. The client was impressed by their deep understanding of the requirements. “It was one of those moments where the power of teamwork shone through,” Abhay says. This success, while outside normal working hours, was a one-of-a-kind occasion—HARMAN’s strong focus on work-life balance ensures that such efforts are recognized and appreciated without becoming the norm.

Beyond the Office: Keeping the Balance

Outside of work, Abhay keeps his mind and hands busy with creative pursuits. He enjoys cooking gourmet meals, working on intricate miniature train models, and exploring zentangle art. These hobbies not only offer relaxation but also fuel his creativity. Staying well-rounded and balanced through activities you enjoy is essential for maintaining energy and inspiration. Additionally, Abhay is an avid reader of blogs and podcasts on the latest technology trends, which helps him stay connected with the ever-changing tech landscape. 

Looking Ahead

For Abhay, his journey at HARMAN is far from over. “There are still miles to go,” he says, grateful for the support of the cross-functional teams and the opportunities that lie ahead. With a passion for solving complex problems and a commitment to collaboration, Abhay’s story is one of growth, innovation, and an unwavering belief that the sky’s the limit.

Follow us on LinkedIn, Instagram, and Facebook to discover more about the inspiring stories of our HARMAN team members.

Originally published in the 2023 Regency Centers Corporate Responsibility Report

Over the past several years, we have become more intentional in further advancing initiatives that support growth in the diversity of our organization, which we believe is crucial to the continued success of our business. Aligned with our DEI strategic roadmap, Regency continues to focus on improving diversity across our operations and organization, enabling our employees to grow and succeed.

We continue to foster a culture in which everyone is respected, valued, and has an equal opportunity to contribute and thrive. Our 480+ shopping centers are in trade areas throughout the U.S., and our tenants and customers at our centers represent a cross section of those communities. We remain focused on building a workforce that is representative of our centers and the communities in which we operate.

During 2023, our focus has been to create clarity around our overall goals and commitments and develop the action plans needed to get us there. As a foundational step, we hired a dedicated internal resource to help support our DEI and social impact initiatives. We also expanded our early-career outreach and talent diversity efforts by partnering with Project Destined, together with 250+ leading real estate firms and 300+ universities around the country.

Project Destined is a leading non-profit that provides diverse students with opportunities to explore ownership through participation in live real estate deals. Regency’s first group of Project Destined students came to us from Florida A&M University and the University of Miami. The group participated in a live deal pitch competition, where they were judged against other groups that were mentored by various organizations partnering with Project Destined. Regency’s team took home 1st place in their division in early 2024.

We also continued our participation in the Management Leadership for Tomorrow (MLT) Racial Equity at Work Program, enhanced manager training to include inclusive leadership skills, and broadened our philanthropic partnerships aimed to help tackle drivers of systemic disparities in the communities that we serve. Our new partnership with The Ferguson Centers for Leadership Excellence supports empowerment of diverse students to pursue real estate and related sectors.

Regency continues to measure and report quarterly to our Board to ensure accountability, and drive progress such that employee demographics more closely reflect the demographics of the communities we serve. In addition, we track several other critical metrics that measure the effectiveness of our DEI strategy – such as an index to gauge the extent to which our team members feel respected and valued for bringing differing perspectives, ideas, and experiences.

To supplement the quantitative disclosure on this page and in our Appendix we publish our most recently filed U.S. Federal Employer Information Report (Form EEO-1) on our Corporate Responsibility webpage. While we make the EEO-1 report available, we believe the data presented in this 2023 Report is the most meaningful measure of our diversity performance.

28% New Hires from Underrepresented Ethnic Groups

87% of Our Employees Responded Favorably to Being Treated Fairly Regardless of Differences (1)

Read the full 2023 Regency Centers Corporate Responsibility Report

For more about Regency Centers’ commitment to Corporate Responsibility click here

(1) Annual Regency Centers Employee Engagement Survey.

EMERYVILLE, Calif., October 15, 2024 /3BL/ – The rubber plantation group Khok Khian Agriculturist Cooperative Ltd. has catapulted global third-party certifier SCS Global Services’ reach to Thailand for FSC Forest Management, becoming the company’s first client certified to the FSC Forest Management standard in the country. Consisting of a group of farmers managing rubber plantations on private land, the organization is comprised of five cooperatives:

Khok Khian Agriculturist Cooperative Ltd.Ka Bu Yi Ngo Agriculturist Cooperative Ltd.Ku Cham Agriculturist Cooperative Ltd.Pa Phai Rubber Fund Cooperative Ltd.Scupa Farmers Group

“SCS is pleased to certify our first FSC Forest Management client in Thailand,” said Todd Frank, Director, Southeast Asia, SCS Global Services. “Khok Khian has a small but well-maintained group of plantations each with an average area of around 2 hectares (ha) scattered within the village area. By demonstrating responsibly managed rubber plantations and paving a path for plantations across Thailand, they ensured their operations were aligned with FSC guidelines.”

“We are delighted with how the audit was conducted by SCS,” said Nattakit Phintong, Forest Manager, Khok Khian Agriculturist Cooperative Ltd. “The team responsible for our assessment was prompt, responsive, and diligent, and we are very happy to have undergone this process with them. Achieving FSC Forest Management certification brings us recognition for our work from a sustainability standpoint and enables us to pass FSC-certified rubber through the supply chain.”

Khok Khian Agriculturist is actively supported by the Rubber Authority of Thailand (RAOT), which plays a pivotal role in the integrated management of Thailand’s rubber industry.

“RAOT is pleased to support the development and creation of new opportunities in the rubber market,” said Panatpon Kosiyapor, Director of the RAOT, Narathiwat Province. “We are proud to have been a part of uniting five farmer institutions through SCS’ audit process and ensuring a strong cooperation to provide FSC-certified rubber to the market.”

Established as a central organization, RAOT ensures justice, transparency, and integration between rubber farmers and related businesses. It manages funds, promotes Thailand as a rubber manufacturing hub, and supports smallholder groups in obtaining FSC certification. By stabilizing rubber prices, promoting substitute plantations, and enhancing services, RAOT aims to improve income levels and the quality of life for rubber farmers.

READ MORE

About SCS Global Services

SCS Global Services is a global leader in third-party environmental and sustainability verification, certification, auditing, testing, and standards development, currently celebrating its 40th year of services. Its programs span a cross-section of industries, recognizing achievements in climate mitigation, green building, product manufacturing, food and agriculture, forestry, consumer products, and more. Headquartered in Emeryville, California, SCS has representatives and affiliate offices throughout the Americas, Asia/Pacific, Europe, and Africa. Its broad network of auditors are experts in their fields, and the company is a trusted partner to companies, agencies, and advocacy organizations due to its dedication to quality and professionalism. SCS is a California-chartered Benefit Corporation, reflecting its commitment to socially and environmentally responsible business practices. SCS is also a Participant of the United Nations Global Compact and adheres to its principles-based approach to responsible business. For more information, visit www.SCSGlobalServices.com.

Contact Information

Madhumita Mohan
Marketing Manager, Natural Resources
mmohan@scsglobalservices.com

KeyBank and the Elmwood Park Zoo in Norristown, Pennsylvania recently announced that they have formed a new community partnership that provides funding for Zoo-On-Wheels, a mobile zoo program that makes more than 400 visits to schools and community groups throughout Pennsylvania’s Montgomery county each year. The three-year sponsorship contract enables the bank to have KeyBank branding on a Zoo-On-Wheels vehicle, plus receive admission and hosting opportunities at the zoo for clients, community members and employees. With KeyBank’s support, the zoo will add the new Zoo-On-Wheels vehicle to its fleet in January, enabling the zoo to provide even more mobile programming to the community.

“As a community-minded bank, KeyBank believes in investing in organizations that add to the health and vitality of the communities where we do business ,” said Youseff Tannous, KeyBank Eastern Pennsylvania Market President. “Our new sponsorship with Elmwood Park Zoo is a great way to support the educational initiatives the zoo provides to the community, including its Zoo-On-Wheels program. It also enables us to promote KeyBank’s brand, entertain clients, show our support for Montgomery County, and enjoy all that the zoo offers to local residents.”

KeyBank announced the new partnership to its employees at a special event held at the zoo on October 1, 2024. Zoo leaders, board members and approximately 150 KeyBank Eastern PA staff and their families enjoyed refreshments and a private viewing of animal exhibits.

“We are so grateful to KeyBank as a community partner,” said Elmwood Park Zoo Executive Director and CEO Al Zone at the event. “We strive to be a zoo for everyone, and our Zoo-on-Wheels program enables us to be that by taking the zoo out into the community. Our educational team has done a great job building up the program in recent years, but we can’t do it alone. We need community partners like KeyBank who believe in supporting non-profits and the communities they serve.” Zone went on to say that the zoo is celebrating 100 years in operation this year and was also the first Autism-certified zoo in the world.

About Elmwood Park Zoo

Elmwood Park Zoo was established in 1924 when a local farmer transferred 16 acres and a small menagerie to the Borough of Norristown. Today, the Zoo is owned and operated by the Norristown Zoological Society, a non-profit organization whose mission is to foster an appreciation for wildlife and the environment that will inspire active participation in conservation. Under the Society’s careful management, Elmwood Park Zoo has attained elite status as one of only 230 institutions accredited by the Association of Zoos and Aquariums. The Zoo’s accreditation was renewed in September 2022.

About KeyBank/KeyCorp

KeyCorp’s roots trace back nearly 200 years to Albany, New York. Headquartered in Cleveland, Ohio, Key is one of the nation’s largest bank-based financial services companies, with assets of approximately $187 billion at June 30, 2024. Key provides deposit, lending, cash management, and investment services to individuals and businesses in 15 states under the name KeyBank National Association through a network of approximately 1,000 branches and approximately 1,200 ATMs. Key also provides a broad range of sophisticated corporate and investment banking products, such as merger and acquisition advice, public and private debt and equity, syndications and derivatives to middle market companies in selected industries throughout the United States under the KeyBanc Capital Markets trade name. For more information, visit https://www.key.com/.

CALLAO, Peru, October 15, 2024 /3BL/ – DP World, a global leader in logistics and supply chain solutions, has been awarded the Women’s International Shipping & Trading Association (WISTA International) Corporate Diversity Award for 2024. The award recognizes the efforts of DP World Callao in Perú to promote diversity and inclusion within the workforce.

Carlos Merino, CEO of DP World Ecuador, Perú and Colombia, said: “We are honored that DP World Callao has been awarded this recognition from WISTA. The award reflects our unwavering commitment to breaking unconscious biases and fostering a culture of diversity and inclusion throughout the maritime industry. Our aim is to inspire and encourage more women to join and thrive in our industry.”

The award was presented by WISTA International President, Elpi Petraki, at the WISTA Annual General Meeting in Limassol, Cyprus. Founded in 1974, WISTA International is a global organization that works towards minimizing the existing gender leadership gap in the maritime, trading, and logistics sectors. Their Corporate Diversity Awards, launched in 2020, recognize excellence in organizations that cultivate diversity among their workforces.

DP World Callao is a leading provider of intelligent logistics solutions in Perú, and its dedication to diversity is aligned with DP World’s global initiatives. Since conducting their first Diversity and Inclusion Diagnosis in 2020, DP World Callao has implemented a robust action plan focused on recruitment, gender equality and work-life balance. The dedicated committee uses annual budget to implement strategic initiatives, like “Woman Truck” and “Mentor Her,” to successfully promote gender equality, while comprehensive training programs address unconscious biases and harassment prevention.

Since implementing its diversity program, DP World Callao has achieved a 3% increase in the representation of women in its workforce by 2023, underscoring its commitment to advancing diversity and ethical conduct in the maritime sector.

Sarah Mouriño, Senior Director of Sustainability for DP World Americas, said: “At DP World, sustainability isn’t just about environmental stewardship—it’s about creating inclusive, equitable workplaces that reflect the diversity of the communities we serve. This award from WISTA is a testament to our ongoing commitment to making meaningful strides in workforce diversity, not just at DP World Callao, but across the Americas.”

DP World Callao’s work to promote diversity has won them previous awards. These include the Gender Equality Best Practice award from OSITRAN, Perú’s public transport infrastructure regulator; and a certification from AEQUALES, an organization dedicated to managing corporate equity and diversity in Latin America.

Operating since 2006, DP World Callao is Perú’s largest container terminal, serving as a vital connection for Peruvian businesses to global markets. With over $1 billion in investments, cutting-edge digital infrastructure, and a state-of-the-art terminal, DP World Callao continues to lead in productivity and innovation across South America.

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DP World Americas Media Contact:

Melina Vissat, Director of Communications 
M: (+1) 704-605-6159 
E: melina.vissat@dpworld.com

About DP World

Trade is the lifeblood of the global economy, creating opportunities and improving the quality of life for people around the world. DP World exists to make the world’s trade flow better, changing what’s possible for the customers and communities we serve globally.

With a dedicated, diverse and professional team of more than 113,000 employees from 160 nationalities, spanning 78 countries on six continents, DP World is pushing trade further and faster towards a seamless supply chain that’s fit for the future.

We’re rapidly transforming and integrating our businesses — Ports and Terminals, Marine Services, Logistics and Technology – and uniting our global infrastructure with local expertise to create stronger, more efficient end-to-end supply chain solutions that can change the way the world trades.

What’s more, we’re reshaping the future by investing in innovation. From intelligent delivery systems to automated warehouse stacking, we’re at the cutting edge of disruptive technology, pushing the sector towards better ways to trade, minimizing disruptions from the factory floor to the customer’s door.

WE MAKE TRADE FLOW 
TO CHANGE WHAT’S POSSIBLE FOR EVERYONE.

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