Tag: 3BL

Yum! Brands

LOUISVILLE, Ky., October 8, 2024 /3BL/ – Today, Yum! Brands, Inc. (NYSE: YUM) released its annual Global Citizenship & Sustainability Report, detailing its advancements in reducing carbon emissions, improving packaging and removing barriers. The Company has a longstanding dedication to responsible business practices, investing strategically in its three priority pillars of People, Food and Planet, which are part of its Good Growth strategy. The strategy is grounded on the idea that the Good priorities and the Growth priorities are closely intertwined and enablers of one another.

“In 2023, we experienced a year of remarkable growth and remained focused on greenhouse gas reduction, sustainable packaging and having a positive community impact,” said Yum! Brands CEO David Gibbs. “Our Good Growth strategy has propelled our sales and restaurant development, which allows us to invest more in areas like renewable energy, supplier pilot programs and technical training for at-risk youth in our communities – the Growth advances the Good.”

This report highlights Yum!’s key accomplishments toward building a more sustainable and equitable world, which has led to its inclusion in the Dow Jones Sustainability Index North America, recognition as one of TIME Magazine’s Best Companies for Future Leaders and named to the USA Today’s 2023 America’s Climate Leaders list.

“We made significant progress in 2023 across our global citizenship and sustainability agenda, and we’re excited about the opportunities ahead,” said Yum! Brands Chief Government Affairs & Sustainability Officer Jon Hixson. “We believe in the power of collaboration to make positive change, and we continue to work closely with our stakeholders and partners to develop innovative solutions and share learnings that drive advancements.”

Highlights from Yum!’s new Global Citizenship & Sustainability Report include:

People

– In 2023, 44% of global corporate leadership roles were held by women, up from the 2018 baseline of 33%.– In 2023, over 7,100 restaurant general managers and assistant restaurant general managers on six continents completed Leading With Heart through Heartstyles, Yum!’s signature leadership and personal development program.– Since 2020, Yum! has reached 204,000 people and utilized and/or committed $71 million of funding for over 30 community impact programs designed to remove barriers through its Unlocking Opportunity Initiative.

Food

– In 2023, over 70% of Yum!-approved suppliers achieved Global Food Safety Initiative (GFSI) Certification.– Sourced over 90% cage-free eggs for the 25,000 restaurants with a 2026 goal.– Endorsed the Antimicrobial Use Stewardship Principles in Poultry, supporting an initiative that includes over 40% of global poultry meat production.

Planet

– On track to achieve Yum!’s 2030 emission reduction goals across both Scopes 1 and 2, as well as Scope 3 as it relates to energy emissions from franchisee-owned restaurants.– Advanced Yum!’s sustainable supply chain work with KFC Europe committing to source 100% sustainable soy by 2025 and Pizza Hut decreasing emissions by 10% in the milk used for its cheese by improving cattle feed.– Invested in sustainable packaging and infrastructure with Taco Bell expanding its recycling program with TerraCycle beyond its own sauce packets and Habit Burger & Grill reducing paper usage with new takeout bags.

For more information and to view Yum! Brands’ latest Global Citizenship & Sustainability Report visit www.yum.com/impact.

About Yum! Brands, Inc.

Yum! Brands, Inc., based in Louisville, Kentucky, and its subsidiaries franchise or operate a system of over 59,000 restaurants in more than 155 countries and territories under the company’s concepts – KFC, Taco Bell, Pizza Hut and Habit Burger & Grill. The Company’s KFC, Taco Bell and Pizza Hut brands are global leaders of the chicken, Mexican-style food, and pizza categories, respectively. The Habit Burger & Grill is a fast casual restaurant concept specializing in made-to-order chargrilled burgers, sandwiches and more. In 2024, CDP, a global organization that runs a leading sustainability disclosure program, ranked Yum! with Climate Change and Water Security scores of A-, and all of Yum!’s CDP scores were a B or higher. Yum! was also named to the Dow Jones Sustainability Index North America, and the company was recognized among TIME Magazine’s list of Best Companies for Future Leaders, Newsweek’s list of America’s Most Responsible Companies and USA Today’s America’s Climate Leaders. Yum! also received widespread recognition in 2023, including being listed on the Bloomberg Gender-Equality Index; and Forbes’ list of America’s Best Employers for Diversity. In addition, KFC, Taco Bell and Pizza Hut brands were ranked in the top five of Entrepreneur’s Top Global Franchises Ranking for 2023.

By Dana Obrist

Safe and affordable housing is imperative, especially in a city where approximately one-quarter of the population lives below the poverty line.

In Jackson, Mississippi, Pearl Street Community Development Corporation (Pearl Street CDC) and Gulf Coast Housing Partnership, Inc. (GCHP) are working together to meet the health, wellness and housing needs of the low-income senior population who may be especially vulnerable.

In 2022 Pearl Street CDC and GCHP began the 21-month historic rehabilitation and complete redevelopment of the former Jackson Southwest Hotel into The Pearl Apartments.

With 76 one- and two-bedroom apartments for income-restricted individuals primarily ages 55 and over, The Pearl is conveniently situated just minutes from Interstate 20, offering easy access to grocery stores, public transportation and modern onsite amenities such as a fitness center and a computer room for residents.

The Pearl is a GCHP Health + Housing Community, which aims to improve residents’ overall health through building design and convenient access to healthcare services. Residents of The Pearl have access to an onsite community health center operated by Jackson-Hinds Comprehensive Health Center. They also have free access to a community health worker who can assist with coordinating medical service, provide appointment and medication reminders, and help connect residents to other health and social services.

“GCHP’s mission to create affordable housing and stronger communities throughout the Gulf Coast is only possible through our partnerships,” said Kathy Laborde, GCHP president and CEO. “We are thankful for Regions Bank’s investment in The Pearl, which will have a lasting and positive impact on the residents of Jackson.”

The Regions Foundation provided $500,000 for GCHP Health + Housing projects across the Gulf Coast, while Regions Affordable Housing provided syndication and sponsorship services in support of The Pearl Apartments redevelopment project.

“The Pearl addresses multiple challenges at once,” said Marta Self, executive director of the Regions Foundation. “GCHP is tackling blight by revitalizing an abandoned building, and creating safe and affordable housing by leveraging public and private funding sources. And the focus on seniors and onsite health services is a great example of how we can foster inclusive and sustainable community prosperity.”

“Regions Bank is honored to be part of a project that reaches beyond just brick and mortar to truly invest in the well-being of the seniors within the Pearl community,” said Rachel Thomas-Phillips, Regions Affordable Housing relationship manager in Jackson. “The development of this project is a celebration of what can be achieved when financial resources are combined with the deep commitment of a community.”

An official ribbon-cutting event was held at The Pearl in August 2024.

“Regions Bank is proud to be part of the reimagining of this highly visible property in Jackson,” said John Howie, Regions Jackson Market Executive and Middle Market Banking leader shared during the event.

About Regions Foundation

Regions Foundation supports community investments that positively impact the communities served by Regions Bank. The Foundation engages in a grantmaking program focused on priorities including economic and community development; education and workforce readiness; and financial wellness. The Foundation is a nonprofit 501(c)(3) corporation funded primarily through contributions from Regions Bank.

Southwire is proud to announce that it has achieved a spot on the list of Top Diversity Employers by DiversityJobs.com for the fifth year in a row. Southwire is one of only 26 companies in the Manufacturing and R&D category to top the list in 2024.

DiversityJobs promotes diversity and inclusion in the workplace by creating a space for diversity-minded employers to engage the best and brightest diverse talent, and the company’s annual Top Diversity Employers list seeks to recognize organizations that are taking active steps to build a diverse and inclusive workforce.

“It is an honor to be included on this list yet again,” said Jackie Lowery, vice president of talent management for Southwire. “I joined Southwire in 2023, and receiving this recognition not just once or twice, but for five years in a row, demonstrates the reputation we have earned as an inclusive workplace for all of our team members.”

This achievement is made possible through the company’s ongoing diversity, equity and inclusion (DEI) efforts and inclusive recruitment practices, which combine to create a work environment where different backgrounds and perspectives support positive relationships and collective success.

“The integration of inclusion is a critical success factor. Our team members don’t just show up to work at Southwire; they show up to see themselves represented and supported at all levels,” said Sharita Spruill, director of talent acquisition. “We’re proud of the work we have done to foster an environment that values and empowers our team members and communities, because belonging takes all of us.”

Southwire’s six Employee Resource Groups (ERGs) — Women’s Network, Spectrum, Multigen, T.E.A.M., Veterans Network and ALLIED — provide opportunities for team members to connect and drive Southwire’s DEI mission forward. The company’s commitment to DEI is essential to its strategic plan, to create generational sustainability and to promote continued growth in the industry.

To explore career opportunities with Southwire, please visit www.careers.southwire.com. To learn more about Southwire’s DEI initiatives, please visit the company’s website at www.southwire.com/dei.

By Jeff Simmons

Originally published by Fast Company

From the world’s largest food companies to consumers, we are focused on finding ways to reduce our impact on climate change. For some, the solution has been to give up a staple on tables across the country—the burger.

But I’m here to let you in on a secret. You can have your burger without the side of guilt. That’s because the cow’s environmental footprint just changed.

Some of the world’s largest food companies have set significant climate commitment goals, yet the path to achieve this is one of the industry’s biggest challenges. That’s because it’s difficult to capture the reduction value of Scope 3 emissions—indirect emissions that occur in the value chain. These food companies must not only consider their role in getting the glass of milk on your table, but the footprint of the cow too.

A response to methane

It’s clear we all want a choice in what we eat. Demand for animal-based protein isn’t declining— it’s growing. The Food and Agriculture Organization of the United Nations recognized both the need for more animal protein production to address global hunger, while also reducing emissions. In livestock, they’ve identified nine measures to reduce methane emissions 25% by 2030, and to increase livestock productivity 1.7% per year globally by 2050. Cattle are a key part of the answer to addressing some of the world’s biggest societal issues: hunger and climate. The cow is no longer the culprit—the cow is the how.

The biggest opportunity to make a difference in emissions is inside the animal—enteric methane. Methane is shorter lived than carbon dioxide (CO2), lasting about a decade in the atmosphere, but is 27 times more potent at trapping heat. With methane, smaller reductions can create a bigger impact. But you can’t have environmental sustainability without also creating economic sustainability, meaning sustainable practices must also be profitable on the farm to create widespread adoption.

The U.S. Food and Drug Administration (FDA) recently completed its comprehensive, multi-year review safety and efficacy review of our product, Bovaer® (3-NOP), a first-in-class methane-reducing feed ingredient, for use in lactating dairy cattle. The product suppresses the methane-inducing enzyme in the cow’s rumen. By giving one tablespoon of Bovaer to each lactating dairy daily, we can lower methane emissions by around 30%, equal to 1.2 metric tons of carbon dioxide equivalent (CO2e) emissions each year. These reductions create a new opportunity for dairy farmers to be financially rewarded for reducing their dairy’s carbon footprint. Feeding one million cows Bovaer would reduce emissions by the equivalent of removing more than 285,000 cars from the road for a year.

Other climate tools

Climate neutral farming keeps U.S. farmers globally competitive so that they can continue to produce more food with a lower, and ultimately balanced environmental footprint. Access to this technology now gives farmers another tool to implement. It starts with innovations in feed, like Bovaer, and other on-farm solutions, implementing tools like our tool UpLook, an insights-based engine designed to measure and monitor greenhouse gas emissions, and Athian’s first-of-its-kind voluntary livestock carbon insetting marketplace to create the necessary ecosystem to help farmers reduce, measure, and monetize their emission reductions, delivering value through the entire food chain.

Climate neutral livestock farms are the future, and will happen this decade. Making the U.S. farmer more profitable and competitive, helping food companies achieve their Scope 3 emissions goals, and giving consumers what they also want—more environmentally conscious animal protein options—environmentally friendly dairy choices from milk and yogurt to cheese, ice cream, and more.

Jeff Simmons is president and CEO of Elanco Animal Health.

Apply to the Most Innovative Companies Awards and be recognized as an organization driving the world forward through innovation. Extended deadline: October 11.

Continue reading here

In 2004, the PNC Foundation was faced with a challenge: it had focused grantmaking on meeting the unique needs of the communities in the company’s 12 markets. While this enabled custom solutions to local challenges, the PNC Foundation struggled to clearly articulate the impact its philanthropy was driving.

Recognizing the need to align grantmaking with one cause, the PNC Foundation first turned to employees for input. Overwhelmingly, employees expressed a passion for early childhood education. This led to the launch of PNC Grow Up Great, a $500 million, multi-year, bilingual initiative aimed at preparing children from birth to age five for success in school and life. Fast forward to today, Grow Up Great is celebrating its 20th anniversary, having positively impacted more than 10 million children through grants and educational programs across the U.S.

We invited Sally McCrady, Chair and President of the PNC Foundation, to share how Grow Up Great has sustained lasting impact over two decades. She highlighted the program’s strategic direction, driven by strong leadership engagement, active employee volunteerism, and a commitment to asking, “Is this going to help children?” By staying true to this mission and fostering a culture of service, Grow Up Great has become a powerful force for early childhood education, inspiring long-term success both within PNC and in the communities it serves.

Listen for insights on:

Managing a philanthropic initiative so it remains relevant and impactfulWorking alongside and supporting partners in growing their capabilities and offeringsEngaging employees through skills-based volunteerism

Listen to this and other episodes of Purpose 360 Podcast here.

Purpose 360 Podcast is a masterclass in unlocking the potential of purpose to ignite business and social impact. Hosted by Carol Cone, CEO of Carol Cone ON PURPOSE, Purpose 360 illuminates the impact of purpose, from engaging employees and fostering deeper consumer loyalty to inspiring product innovation and increasing market share.

Carol Cone ON PURPOSE (CCOP) is a pioneering social impact consultancy helping companies, brands, and nonprofits harness the power of purpose to advance their business and societal impact. CCOP’s proven approach, developed over decades and hundreds of purpose assignments, meets clients at any point on their purpose journey to unlock opportunities to build reputation, inspire and engage employees, ignite organizational culture for innovation and growth, while supporting the greater good.

Marathon runners understand that the human body provides energy from different forms throughout a race to be able to keep running. When energy reserves start to wane, the runners find hydration stations to fill back up and keep pace throughout the race. The energy grid also requires energy reserves to stabilize demand during peak times, and energy storage systems (ESS) provide that capability. Integrating ESS is critical to grid modernization as this shift is reshaping how the world generates, distributes, and consumes electricity.

Grid modernization is focused on transforming the current electrical energy infrastructure to meet the demands of the 21st century and beyond. This change of the grid and energy industry is complex and ongoing. Collaboration between utilities, technology companies, policymakers, and consumers is essential to overcome the challenges and seize the opportunities presented by grid modernization. Key to this transition will be the integration of multiple technologies into the energy grid, including energy storage.

History of energy storage in the power grid

Energy storage systems are most known for battery energy storage systems (BESS), but that is not where ESS started. Pumped hydroelectric storage started in the late 19th century in Europe and grew throughout the 20th century in regions with suitable water systems. The oil crises that spread throughout the late 20th century spurred research into alternative energy storage sources. Advances in battery technology transformed BESS from being primarily lead-acid to lithium-ion chemistries.

The integration of renewable energy sources like wind and solar has also driven the need for ESS. Utility-scale ESS has become increasingly common, playing a critical role in grid stabilization and enabling further renewable energy generation. Other storage technologies like flow batteries, thermal energy storage, and compressed air energy storage are also gaining traction. The history of energy storage is a journey from curiosity to necessity and will continue to play an indispensable role as the world transitions through grid modernization to a cleaner, more sustainable future.

Energy storage systems supporting grid modernization

Several energy storage systems are playing a pivotal role in enhancing the power grid’s reliability, efficiency, and sustainability, including:

Lithium-ion batteries: Lithium-ion battery technology has seen rapid growth due to its high energy density, fast charging capabilities, and declining costs. It is also a more versatile chemistry, suitable for applications from electric vehicles to grid-scale storage. Lithium-ion also plays a key role in renewables by quickly storing excess solar power and wind energy for later use.Pumped hydroelectric storage: Pumped hydroelectric storage is a mature technology that has proven reliability and long duration storage capabilities. It is ideal for large-scale energy shifting by balancing daily and seasonal energy fluctuations. Its only restriction is that it requires specific geographical conditions for implementation.Flow batteries: Flow batteries can store energy for extended durations, making them suitable for seasonal energy shifts. They also possess deep discharge capabilities without performance degradation. However, they remain an emerging technology still under development and gaining commercial visibility.Compressed Air Energy Storage (CAES): Similar to pumped hydroelectric storage, CAES can store energy for extended periods and requires specific geological formations for air compression. One key benefit of CAES is its ability to efficiently convert energy with minimal losses.Thermal energy storage: Thermal energy storage can retain energy for days or even months. It includes multiple forms, like molten salt, ice, and hot water storage. Thermal energy storage is compatible with solar thermal and geothermal energy, providing integration with renewable heat sources.

There are several other emerging technologies like solid-state batteries, hydrogen storage, and gravity-based storage that are being evaluated for implementation at scale. These technologies, whether individually and in combination, are modernizing the grid into a more stable and resilient system.

Benefits and challenges of energy storage for grid modernization

More advanced ESS is critical in transforming the traditional power grid into a smarter and energy-efficient network. Grid modernization brings numerous benefits to the system and users alike. Utility providers benefit as energy storage can improve grid efficiency by shifting power consumption to off-peak hours and optimizing the use of existing grid infrastructure—reducing overall strain on the current grid network. ESS is also critical to the integration of renewable energy sources by smoothing out the excess renewable energy during periods of high generation and releasing it during high demand or low generation. This can help defer the need for new power plants.

Users benefit as energy storage can provide backup power during outages, reducing the frequency and duration of blackouts. ESS can also help lower operating costs by optimizing the use of energy resources and reducing the need for expensive peak-load generation.

While energy storage offers significant benefits for grid modernization, some challenges remain for acceptance and implementation to grow. The initial investment in ESS can be significant, although costs are decreasing over time as development continues to advance. Some energy storage technologies have relatively short storage durations, which can limit their effectiveness in managing long-term energy stability. The mining, production, and disposal of batteries can have negative environmental impacts. Integrating ESS into the existing power grid requires careful planning and coordination to ensure system interoperability.

Addressing these challenges will be crucial for the successful deployment of energy storage systems and the modernization of the power grid. Successful implementation requires collaboration between utilities, technology providers, regulators, standards developers, and customers.

The Road Ahead

The transformation of the grid and energy industry is complex and ongoing. The full potential of energy storage systems for grid modernization can be realized by investing in infrastructure upgrades, developing innovative technologies, and increasing visibility of energy storage availability. This will ensure the world can create a more resilient, efficient, and sustainable energy grid for the future. Like a well-trained marathon runner, the power grid will have a stable supply of energy sources going forward.

In the next blog post of the grid modernization series, we will explore solar power. Bookmark this post and check back again next month for a link to the next blog post. Read all blog posts in this series on grid modernization and network communications.

Originally published in Principal Financial Group 2023 Sustainability Report

Inclusion in the workplace: Growth in diversity

We are committed to attracting and retaining a workforce with broad perspectives that is well-positioned to serve the diverse needs of our customers.

To measure progress against our strategy and ensure equal employment opportunity, we track representation within our U.S. employee population with an aspiration of aligning to market availability. To determine availability benchmarks, as a federal contractor we reference the Census EEO Tabulation created by the U.S. Census Bureau, OFCCP, and other agencies, which provides a single resource for statistical demographic data by location.

We track and report representation within our U.S. employee population to ensure fair and equitable treatment for all. We’re proud of the progress we’ve made and understand this is a journey.

In 2023, we made additional progress against availability benchmarks: 

Increased the number of women in leadership positions to 41.0%, compared to availability benchmarks of 43%. Increased the number of people of color in leadership positions to 10.1%, compared to availability benchmarks of 13%.Increased the number of people of color in non-leadership positions to 18.1%, compared to availability benchmarks of 19%.Increased the number of persons with disabilities to 5.0%, compared to availability benchmarks of 7.0%.Increased the number of veterans to 3.2%, compared to availability benchmarks of 5.5%.

Our goal1 is to achieve and sustain availability benchmarks. Considering external and internal historical trends, we’re on track to achieve availability benchmarks which are our goals by 2026.

Within our leadership bands, people of color in senior management positions increased to 23%, up from 18% in 2022. Additionally, people of color in management positions increased to nearly 8%, up from 7% in 2022. In our total U.S. workforce, we’ve seen a 4.2% increase of people of color, from 15.6% in 2022 to 16.3% in 2023. Additionally, in 2023 persons with disabilities made up approximately 5% of our U.S. workforce, up from 4.5% in 2022, and veterans made up approximately 3.2%, up from 3.1% in 2022.

Global representation We continue to track and report gender representation across our global workforce. In 2023, women made up 54% of our global workforce, 30% of our IT department, and 26% of our engineering workforce. In the U.S., approximately 61% of employees promoted in 2023 were women, up from 56% in 2022. Globally, our workforce spans five generations. The average age of our global workforce is 42.

11% growth of persons with disabilities in our U.S. workforce from 2022 to 202323% people of color in senior management positions in the U.S. in 20233% growth of veterans from in our U.S. workforce from 2022 to 202354% women across our global workforce in 2023

We continue to track and report demographic information for our U.S. and global workforce, where available and aim to add other dimensions of diversity as we enhance system capabilities. This allows us to continue making progress toward our diversity goals.

Scored 100 out of 100 on the Disability Equality Index (DEI) for our disability inclusion efforts 
Disability:IN (July 2023)Recognized as a 2024 Military Friendly Employer 
Military Friendly (November 2023)Recognized as one of 2024 Best Places to Work in IT for the 22nd consecutive year 
Computerworld (November 2023)

Global employee representation by gender and employment category2

Job Category: Executives

Female: 5; 38%Male: 8; 62%

Job Category: Senior Management

Female: 4; 29%Male: 10; 71%

Job Category: Management

Female: 1,313; 47%Male: 1,500; 53%

Job Category: Professionals and administrators

Female: 9,321; 55%Male: 7,668; 45%

Total Workforce

Female: 10,643; 54%Male: 9,186; 46%

Recognized as one of The Best Employers for Women 2023 
Forbes (July 2023)

Named a 50 Out Front: Best Place to Work for Women and Diverse Managers Diversity MBA (July 2023)

Inclusion in the workplace: Pay equity 

One of the guiding principles of our global pay philosophy is to be market driven. This means that total pay is set and administered in alignment with the external labor markets in which we compete for talent. We use third- party market data to help ensure base salary and incentives are appropriately aligned. We obtain this data through our annual participation in salary surveys administered by unaffiliated consulting firms. Employees receive an annual compensation statement that explains the components of their pay and how their performance influences the awards they receive.

Pay equity is central to our compensation practices and policies. We conduct an annual global pay audit with a credible third-party to identify unexplained differences in pay between employees doing similar work in commensurate positions. On a global level, our pay audit includes a gender pay gap assessment, and in the U.S., our pay audit includes both a gender and a racial pay gap assessment. While we do not currently disclose the specific results of our pay audit, we continue to be proud of our gender and racial pay equity performance, which support that our pay aligns with our stated non- discriminatory compensation philosophies.

To promote pay transparency, we continue to post the minimum and maximum salary ranges for all open positions in the U.S.—both internally and externally. We believe that disclosing the salary range for all U.S.-based open positions is not only crucial to giving individuals more agency—especially women and people of color—but it’s also a necessary step to reducing pay disparities, creating a fair application and recruitment process, and finding highly qualified candidates. As of December 31, 2023, the ratio of the annual total compensation of the CEO to the annual total compensation of the median employee was 194:1.

Read more about our employment policies and global pay philosophy

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.

1Goals are subject to change as/if availability benchmarks change. Goals are currently established for Principal Financial Group U.S. workforce only.

2Includes 15 individuals who did not report their gender. Figures presented here include our global workforce.

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.​

3777749-092024

We’re dedicated to cutting our absolute Scope 1 and 2 GHG emissions by 28% by 2030, with a long-term goal of reaching net zero by 2050. In celebration of Zero Emissions Day, and as part of our ongoing commitment to a sustainable future, we’re proud to highlight that we’ve reduced emissions by 18% since 2019.

About Regency Centers Corporation (NASDAQ: REG)

Regency Centers is a preeminent national owner, operator, and developer of shopping centers located in suburban trade areas with compelling demographics. Our portfolio includes thriving properties merchandised with highly productive grocers, restaurants, service providers, and best-in-class retailers that connect to their neighborhoods, communities, and customers. Operating as a fully integrated real estate company, Regency Centers is a qualified real estate investment trust (REIT) that is self-administered, self-managed, and an S&P 500 Index member. For more information, please visit RegencyCenters.com

View original content here.

Originally published on U.S. Bank company blog

Last month, U.S. Bancorp Impact Finance provided a $2 million equity-equivalent investment (EQ2) in Raza Development Fund (RDF) to help fund community health centers in Latino neighborhoods across the state of California. The partnership was one of many investments – ranging from New Market Tax Credits transactions to successful expansions of financial solutions across various U.S. Bank business lines – that Impact Finance has made in the past six years in RDF, the largest national, Latino-focused Community Development Financial Institution (CDFI).

“This transformative investment in Comunidad Sana, our health equity initiative, not only allows us to expand our reach but also strengthens the essential work of community health centers. These centers are lifelines in underserved communities, providing critical health services and ensuring that quality care is accessible to all. By deepening our commitment to health equity, we are fostering healthier communities, reducing disparities, and laying the foundation for long-term, systemic change,” said President & CEO Annie Donovan.

Driven by a mission to close wealth and opportunity gaps in Latino and other under-resourced communities across the United States, RDF provides financial solutions to community-based organizations focused on health, education, affordable housing, climate resilience, homeownership and entrepreneurship.

In addition to the EQ2 investment to support Raza’s Comunidad Sana Fund, which plans to deploy capital to Federally Qualified Health Centers and other community health centers in Latino communities across the state of California, Impact Finance and RDF in August 2024 closed on a $10 million Racial Equity Direct Purchase Bond through U.S. Bank’s Impact Capital Program that will help support RDF lending programs within the state of California.

“RDF values U.S. Bank as a key partner and strong supporter of our mission,” said Donovan. “Our collaboration encompasses various forms of financial support, knowledge sharing and strategic partnerships. Our relationship with U.S. Bank exemplifies the power of these collaborations. Through shared values and a commitment to advancing economic opportunity, we’ve built a partnership that allows us to amplify our collective impact.”

Lastly, through U.S. Bank’s Community Development Entity, Impact Finance provided RDF a $100,000 grant to support the organization’s upcoming 25th anniversary, a two-day Latino Leadership Summit to be held in Los Angeles, and a landscape study of Latino-led and Latino-serving CDFIs.

“These recent opportunities help expand the existing relationship between U.S. Bank and RDF, and more importantly help support the mission for the largest Latino-focused CDFI in the country,” said U.S. Bancorp Impact Finance Vice President Garrett Murdock.

CDFIs play a critical role in bringing investment and resources to underserved communities and to organizations that may not have access to traditional financing. Last year, Impact Finance committed $534 million in loans to CDFIs and other community development intermediaries.

“We are proud of the longstanding partnership with U.S. Bank. Over the years, U.S. Bank has been a trusted ally in supporting our mission and innovation, and together we continue to deliver exceptional financial solutions that make capital available to our underserved communities,” said RDF Chief Financial Officer Tony Lopez. “U.S. Bank has taken the time to understand our mission and connect with our team and the communities we serve. This strong relationship has not only empowered RDF to be a responsible steward of capital but also created impactful opportunities that benefit the people and communities at the heart of our work.”

Combining the financial strength and expertise of institutions like U.S. Bank with the deep local knowledge and mission-driven focus of CDFIs, helps create lasting, positive change, Donovan said.

“Together, we’re shaping a future where opportunity and financial inclusion are accessible to all,” she said.

Tomorrow’s women in tech are getting a boost in their career journeys, with inspiration, encouragement, and support through a partnership between AMD in Dublin and Connecting Women in Tech (CWiT). At an event in 2023, Ruth Cotter, Senior Vice President, Marketing, Communications and HR at AMD, met with the AMD Women’s Forum (AWF) in Ireland to discuss the exciting initiatives underway to encourage girls and women in STEM and close the gender gap.

CWiT is a network of more than 20 companies with a mission to attract, retain, and promote women in tech. This mission closely aligns with that of AWF, which advocates for girls and women in STEM fields and inspires them to pursue careers in the technology industry.

CWiT membership requires a commitment to getting involved in initiatives, and in 2023, these included supporting the volunteer organization “Teen Turn,” the STEM teacher internship program, and the STEM engagement initiative “Digital Futures.”

It is essential to introduce girls to STEM at a young age and build their confidence to promote gender equality and foster diversity and inclusion in the workforce. That’s exactly what Teen Turn does: through this organization, young girls from disadvantaged backgrounds or areas are empowered to develop essential problem-solving skills, critical thinking, and creativity, preparing them for future careers in industries that drive innovation.

In 2023, AMD hosted transition-year Teen Turn girls (secondary students aged 15 to 16) in our Dublin office for two weeks during the summer, giving them the opportunity to gain experience working in tech.

To inspire innovative learning, in partnership with the Dublin City University STEM Teacher Internship Programme, AMD funds two interns per year for 12 weeks, primarily in engineering. This provides teachers with hands-on engineering experience they can draw on to demystify and excite young children about STEM.

As part of the Digital Futures Initiative, AMD engineers also visit schools and share an engaging presentation that illustrates what it is like to have a career in tech. Digital Futures is a program developed to raise students’ awareness of the diversity of career opportunities in the technology sector and promote STEM careers throughout Ireland. In 2023, more than 1,000 young people joined to find out more about STEM careers.

Learn more at https://www.amd.com/en/corporate/corporate-responsibility/diversity-belonging-inclusion.html.

Originally published in AMD 2023-24 Corporate Responsibility Report.