Tag: 3BL

Key Points

Marathon Petroleum’s Los Angeles refinery hosted open houses at its Wilmington and Carson sites and welcomed hundreds of community members.The events provided an inside look at the refinery’s operations and its impact on the local community.The refinery hopes this event will become an annual tradition

Marathon Petroleum’s Los Angeles refinery recently hosted open houses at its Wilmington and Carson sites, drawing hundreds of attendees to meet with refinery staff and learn more about the facility. The Wilmington site welcomed the return of the open house after a decade, and the Carson site hosted its first-ever open house event.

Since its founding in 1923, the Los Angeles refinery has grown alongside its Wilmington and Carson communities, building a century-long legacy of partnership. The successful return of the open house at Wilmington, coupled with the debut event at Carson, further strengthens these community ties.

“It was fantastic to see so many familiar and new faces,” said CP Patsatzis, Vice President of Refining at the Los Angeles refinery. “We wanted to revive and introduce this tradition to strengthen our community ties, and the turnout was phenomenal.”

The events highlighted the refinery’s strong commitment to community partnership.

“It’s fantastic for the community to come together and learn about Marathon Petroleum,” Arleen Bocatija Rojas, Council Member for District 4 in the City of Carson, said. “It’s a partnership built on teamwork between the community and business.”

Organizers hope the event becomes an annual tradition.

“It’s fantastic for the community to come together and learn about Marathon Petroleum. It’s a partnership built on teamwork between the community and business.”

Interactive fun and learning

The open houses featured guided tours, food and booths that highlighted the refinery’s range of expertise in areas like engineering, maintenance, safety and human resources. A highlight of both events was the involvement of Summer Youth Program interns, who volunteered their time to engage with community members, and some even showcased what they achieved over the summer.

“Our interns were the stars, demonstrating their knowledge of our industry and their ability to work as a team,” said Luisa Wiggins, a refining engineer and Summer Youth Program coordinator. “Their very presence, coupled with their enthusiasm, really resonated with visitors.”

Sen. Steven Bradford of California Senate District 35 emphasized the broader impact.

“This event shows Marathon’s role as more than just a producer of petroleum products,” he said. “They provide well-paying jobs and contribute significantly to the community.”

A community united

Partnerships with local nonprofits like SBCC Thrive, Century Villages at Cabrillo and the Wilmington YMCA helped make the open houses a success, highlighting the refinery’s commitment to community relations.

“The energy was contagious, and the feedback has been incredibly positive,” said Olga Chavez, Senior Community Relations Representative at Marathon Petroleum. “These events foster mutual understanding and respect between the refinery and the community.”

Mayor Pro Tem Jawane Hilton of District 1 in Carson noted the local impact.

“Marathon supports our schools and community, offering valuable opportunities right here,” he said.

Many employees, including the volunteer planning committee, worked hard to make the open houses a big success.

“The effort put into these events not only highlights our refinery’s deep-rooted commitment to the community but also underscores the refinery’s role as a good neighbor and integral part of the community’s fabric,” Patsatzis said.

Key Points

Marathon Petroleum’s Los Angeles refinery hosted open houses at its Wilmington and Carson sites and welcomed hundreds of community members.The events provided an inside look at the refinery’s operations and its impact on the local community.The refinery hopes this event will become an annual tradition

Marathon Petroleum’s Los Angeles refinery recently hosted open houses at its Wilmington and Carson sites, drawing hundreds of attendees to meet with refinery staff and learn more about the facility. The Wilmington site welcomed the return of the open house after a decade, and the Carson site hosted its first-ever open house event.

Since its founding in 1923, the Los Angeles refinery has grown alongside its Wilmington and Carson communities, building a century-long legacy of partnership. The successful return of the open house at Wilmington, coupled with the debut event at Carson, further strengthens these community ties.

“It was fantastic to see so many familiar and new faces,” said CP Patsatzis, Vice President of Refining at the Los Angeles refinery. “We wanted to revive and introduce this tradition to strengthen our community ties, and the turnout was phenomenal.”

The events highlighted the refinery’s strong commitment to community partnership.

“It’s fantastic for the community to come together and learn about Marathon Petroleum,” Arleen Bocatija Rojas, Council Member for District 4 in the City of Carson, said. “It’s a partnership built on teamwork between the community and business.”

Organizers hope the event becomes an annual tradition.

“It’s fantastic for the community to come together and learn about Marathon Petroleum. It’s a partnership built on teamwork between the community and business.”

Interactive fun and learning

The open houses featured guided tours, food and booths that highlighted the refinery’s range of expertise in areas like engineering, maintenance, safety and human resources. A highlight of both events was the involvement of Summer Youth Program interns, who volunteered their time to engage with community members, and some even showcased what they achieved over the summer.

“Our interns were the stars, demonstrating their knowledge of our industry and their ability to work as a team,” said Luisa Wiggins, a refining engineer and Summer Youth Program coordinator. “Their very presence, coupled with their enthusiasm, really resonated with visitors.”

Sen. Steven Bradford of California Senate District 35 emphasized the broader impact.

“This event shows Marathon’s role as more than just a producer of petroleum products,” he said. “They provide well-paying jobs and contribute significantly to the community.”

A community united

Partnerships with local nonprofits like SBCC Thrive, Century Villages at Cabrillo and the Wilmington YMCA helped make the open houses a success, highlighting the refinery’s commitment to community relations.

“The energy was contagious, and the feedback has been incredibly positive,” said Olga Chavez, Senior Community Relations Representative at Marathon Petroleum. “These events foster mutual understanding and respect between the refinery and the community.”

Mayor Pro Tem Jawane Hilton of District 1 in Carson noted the local impact.

“Marathon supports our schools and community, offering valuable opportunities right here,” he said.

Many employees, including the volunteer planning committee, worked hard to make the open houses a big success.

“The effort put into these events not only highlights our refinery’s deep-rooted commitment to the community but also underscores the refinery’s role as a good neighbor and integral part of the community’s fabric,” Patsatzis said.

EMERYVILLE, Calif., September 30, 2024 /3BL/ – SCS Global Services (SCS), an international leader in third-party environmental and sustainability certification, has been approved as a verification body for offset projects under the state of Washington’s Cap-and-Invest Program.

Established by the Climate Commitment Act (CCA), Cap-and-Invest sets a limit on overall greenhouse gas (GHG) emissions in the state and requires businesses to obtain allowances equal to their covered emissions. Businesses that are subject to the CCA also have the option to cover a small portion of their emissions using offset credits generated by approved projects.

The program requires that offset projects must result in GHG reductions that are real, permanent, quantifiable, verifiable, and enforceable. These offset projects must be verified by an independent third party before credits can be issued.

With over 30 years of experience in carbon footprint measurement and greenhouse gas verification, SCS will provide third-party verification and validation services to organizations seeking Cap-and-Invest verification.

“SCS Global Services is happy to add Washington’s Cap-and-Invest offset program to our portfolio of carbon offset project verifications. With our extensive experience as one of the first verifiers for California’s Cap and Trade Offset Program, we look forward to extending our expertise and services to our clients in the state of Washington,” said Christie Pollet-Young, Vice President of Climate.

SCS currently verifies domestic and international offset projects under multiple different crediting programs, including those under Verra, CAR, ACR, and CARB. By adding Washington’s new program to our portfolio of verification services, we hope to expand our offerings to customers while providing high quality and high integrity verification under the Cap-and-Invest program.

READ MORE

About Department of Ecology, State of Washington:

To learn more please visit: Offsets – Washington State Department of Ecology

About SCS Global Services: 

SCS Global Services is a global leader in third-party environmental and sustainability verification, certification, auditing, testing, and standards development. 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 and celebrating 40 years in business, 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 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.

EMERYVILLE, Calif., September 30, 2024 /3BL/ – SCS Global Services (SCS), an international leader in third-party environmental and sustainability certification, has been approved as a verification body for offset projects under the state of Washington’s Cap-and-Invest Program.

Established by the Climate Commitment Act (CCA), Cap-and-Invest sets a limit on overall greenhouse gas (GHG) emissions in the state and requires businesses to obtain allowances equal to their covered emissions. Businesses that are subject to the CCA also have the option to cover a small portion of their emissions using offset credits generated by approved projects.

The program requires that offset projects must result in GHG reductions that are real, permanent, quantifiable, verifiable, and enforceable. These offset projects must be verified by an independent third party before credits can be issued.

With over 30 years of experience in carbon footprint measurement and greenhouse gas verification, SCS will provide third-party verification and validation services to organizations seeking Cap-and-Invest verification.

“SCS Global Services is happy to add Washington’s Cap-and-Invest offset program to our portfolio of carbon offset project verifications. With our extensive experience as one of the first verifiers for California’s Cap and Trade Offset Program, we look forward to extending our expertise and services to our clients in the state of Washington,” said Christie Pollet-Young, Vice President of Climate.

SCS currently verifies domestic and international offset projects under multiple different crediting programs, including those under Verra, CAR, ACR, and CARB. By adding Washington’s new program to our portfolio of verification services, we hope to expand our offerings to customers while providing high quality and high integrity verification under the Cap-and-Invest program.

READ MORE

About Department of Ecology, State of Washington:

To learn more please visit: Offsets – Washington State Department of Ecology

About SCS Global Services: 

SCS Global Services is a global leader in third-party environmental and sustainability verification, certification, auditing, testing, and standards development. 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 and celebrating 40 years in business, 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 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.

Originally published in American Airlines’ 2023 Sustainability Report

American is a people business, working to deliver, connect and care for people on life’s journey. The talent and dedication of our more than 140,000 team members are the most important drivers of our success.

Our culture is American’s competitive advantage, and it is centered on attracting the best and brightest talent and investing in their development and well-being. American is also dedicated to fostering an inclusive environment where people from all backgrounds feel welcome and valued. We believe this is critical to our success both today and in the future. We have accomplished much and continue to identify opportunities for further enhancing the team member experience.

Diversity, Equity and Inclusion

Our strength lies in having a team that effectively serves the communities we represent. We are proud to be a place where people of diverse generations, races, ethnicities, genders, sexual orientations, abilities, religions and other backgrounds are genuinely included and valued, strengthening our ability to better serve and connect with our customer base and the communities in which we operate.

Leading the charge on inclusion

American is committed to advancing inclusion at all levels. We’re doing this by holding leaders more accountable for creating a workplace that is truly welcoming. Through ongoing training and open dialogue, we’re equipping our leaders with the skills they need to champion inclusion. This includes building their cultural competence, which allows them to understand, value and collaborate effectively with people from all backgrounds.

That is why our 2023 incentive compensation plan for company leaders included diversity, equity and inclusion (DEI) engagement and education goals. For 2023, these goals were included in the compensation plan. For engagement, the goal was for 93% of leaders at the manager level or above to participate in at least two DEI-related engagement activities or events. (For managing directors and above, the goal was to participate in a leadership capacity.) For education, the goal was for 93% of the company to complete DEI training. We surpassed both thresholds, with 99% of leaders participating in or leading two or more events to develop cultural competence and 98% of team members completing “The Power of Inclusion — Winning Together” training.

Education for all team members is an important part of our journey to realizing the full power of inclusion — from implicit bias training to our web-based inclusion education series that equips team members with the skills to speak up on behalf of others. Many of our other development programs, such as the Women’s Leadership Program, help recruit and retain leaders throughout our company.

American recognizes that every leader shares a responsibility for hiring and developing the best talent while also championing diversity. To select the top candidates and include all perspectives in the process, we seek to interview a diverse slate of qualified individuals for all management-level positions. We also strive to have diverse interview panels for all leadership positions so that we can select the most qualified candidates.

Connecting team members through our Employee Business Resource Groups

Creating a more inclusive environment by engaging team members is a top priority. One way we do this is through our Employee Business Resource Groups (EBRGs), networks for team members to connect, foster professional and personal development, learn through cultural engagement activities, serve our communities and help support American’s business objectives.

American currently has 20 EBRGs with 165 local chapters, and they represent a range of communities with different beliefs, genders, ethnicities and life experiences. They include the Black Professional Network, Professional Women in Aviation, PRIDE (for LGBTQ team members and allies) and Veteran Military, to name just a few. All team members are welcome to join any EBRG.

Achieving recognition for our DEI accomplishments

Several leading organizations and publications that monitor DEI performance recognized American for our work in this area over the past year. We received a perfect score on the Human Rights Campaign Foundation’s Corporate Equality Index for the 21st consecutive year since this index’s inception. We also received a perfect score on the 2023 Disability Equality Index for the eighth straight year. Additionally, our DEI efforts have received the highest scores on the Seramount Inclusion Index, and we were honored to have the Dallas Business Journal recognize American’s Chief Diversity Officer with a 2023 Leader in Diversity award.

Promoting fairness through a commitment to pay equity

American has long championed pay equity, and we are committed to pay parity for the same job regardless of gender, race or ethnicity. Our team members covered by collective bargaining agreements have built-in pay equity as part of those agreements. Therefore, we have focused our pay equity efforts on the remaining portion of our workforce — made up of management and support staff — who do not belong to unions.

American uses Syndio’s workplace equity platform, which helps us analyze and address pay gaps in our workforce. Our approach begins by placing each team member in one of approximately 50 “similarly situated groups” (SSGs) across American based on the type of work they do. We then identify factors that can drive compensation variation within each SSG, such as an individual’s specific pay scale, seniority or experience.

In 2021, American became the first airline to receive Fair Pay Workplace’s inaugural pay equity certification, which is based on a company’s identification and remediation of pay equity issues. This Seattle-based organization is working to dismantle pay disparities based on gender, race and ethnicity to create sustained fair pay. It is backed by an independent alliance of equity experts from academia, business and technology. American was recertified in both 2022 and 2023, and we remain one of only a handful of large U.S. companies in any industry to be certified. The Rules and Standards for Certification are available to the public.

Among the certification requirements, American regularly undergoes a seven-point review of our remediation plan by Fair Pay Workplace. We have also pledged not to ask job candidates about their prior compensation or expectations for starting pay, which Fair Pay Workplace has identified as among the largest sources of pay gaps.

Read more

Originally published in American Airlines’ 2023 Sustainability Report

American is a people business, working to deliver, connect and care for people on life’s journey. The talent and dedication of our more than 140,000 team members are the most important drivers of our success.

Our culture is American’s competitive advantage, and it is centered on attracting the best and brightest talent and investing in their development and well-being. American is also dedicated to fostering an inclusive environment where people from all backgrounds feel welcome and valued. We believe this is critical to our success both today and in the future. We have accomplished much and continue to identify opportunities for further enhancing the team member experience.

Diversity, Equity and Inclusion

Our strength lies in having a team that effectively serves the communities we represent. We are proud to be a place where people of diverse generations, races, ethnicities, genders, sexual orientations, abilities, religions and other backgrounds are genuinely included and valued, strengthening our ability to better serve and connect with our customer base and the communities in which we operate.

Leading the charge on inclusion

American is committed to advancing inclusion at all levels. We’re doing this by holding leaders more accountable for creating a workplace that is truly welcoming. Through ongoing training and open dialogue, we’re equipping our leaders with the skills they need to champion inclusion. This includes building their cultural competence, which allows them to understand, value and collaborate effectively with people from all backgrounds.

That is why our 2023 incentive compensation plan for company leaders included diversity, equity and inclusion (DEI) engagement and education goals. For 2023, these goals were included in the compensation plan. For engagement, the goal was for 93% of leaders at the manager level or above to participate in at least two DEI-related engagement activities or events. (For managing directors and above, the goal was to participate in a leadership capacity.) For education, the goal was for 93% of the company to complete DEI training. We surpassed both thresholds, with 99% of leaders participating in or leading two or more events to develop cultural competence and 98% of team members completing “The Power of Inclusion — Winning Together” training.

Education for all team members is an important part of our journey to realizing the full power of inclusion — from implicit bias training to our web-based inclusion education series that equips team members with the skills to speak up on behalf of others. Many of our other development programs, such as the Women’s Leadership Program, help recruit and retain leaders throughout our company.

American recognizes that every leader shares a responsibility for hiring and developing the best talent while also championing diversity. To select the top candidates and include all perspectives in the process, we seek to interview a diverse slate of qualified individuals for all management-level positions. We also strive to have diverse interview panels for all leadership positions so that we can select the most qualified candidates.

Connecting team members through our Employee Business Resource Groups

Creating a more inclusive environment by engaging team members is a top priority. One way we do this is through our Employee Business Resource Groups (EBRGs), networks for team members to connect, foster professional and personal development, learn through cultural engagement activities, serve our communities and help support American’s business objectives.

American currently has 20 EBRGs with 165 local chapters, and they represent a range of communities with different beliefs, genders, ethnicities and life experiences. They include the Black Professional Network, Professional Women in Aviation, PRIDE (for LGBTQ team members and allies) and Veteran Military, to name just a few. All team members are welcome to join any EBRG.

Achieving recognition for our DEI accomplishments

Several leading organizations and publications that monitor DEI performance recognized American for our work in this area over the past year. We received a perfect score on the Human Rights Campaign Foundation’s Corporate Equality Index for the 21st consecutive year since this index’s inception. We also received a perfect score on the 2023 Disability Equality Index for the eighth straight year. Additionally, our DEI efforts have received the highest scores on the Seramount Inclusion Index, and we were honored to have the Dallas Business Journal recognize American’s Chief Diversity Officer with a 2023 Leader in Diversity award.

Promoting fairness through a commitment to pay equity

American has long championed pay equity, and we are committed to pay parity for the same job regardless of gender, race or ethnicity. Our team members covered by collective bargaining agreements have built-in pay equity as part of those agreements. Therefore, we have focused our pay equity efforts on the remaining portion of our workforce — made up of management and support staff — who do not belong to unions.

American uses Syndio’s workplace equity platform, which helps us analyze and address pay gaps in our workforce. Our approach begins by placing each team member in one of approximately 50 “similarly situated groups” (SSGs) across American based on the type of work they do. We then identify factors that can drive compensation variation within each SSG, such as an individual’s specific pay scale, seniority or experience.

In 2021, American became the first airline to receive Fair Pay Workplace’s inaugural pay equity certification, which is based on a company’s identification and remediation of pay equity issues. This Seattle-based organization is working to dismantle pay disparities based on gender, race and ethnicity to create sustained fair pay. It is backed by an independent alliance of equity experts from academia, business and technology. American was recertified in both 2022 and 2023, and we remain one of only a handful of large U.S. companies in any industry to be certified. The Rules and Standards for Certification are available to the public.

Among the certification requirements, American regularly undergoes a seven-point review of our remediation plan by Fair Pay Workplace. We have also pledged not to ask job candidates about their prior compensation or expectations for starting pay, which Fair Pay Workplace has identified as among the largest sources of pay gaps.

Read more

Pizza Hut Indonesia

Pizza Hut Indonesia Advancing Sustainability! 

As part of our Pizza Hut Peduli 8P — Renewable Energy initiative, we’re excited to announce our new collaboration with Voltron to install electric vehicle charging stations at selected Pizza Hut restaurants. This milestone was marked by the MoU Signing Ceremony with Boy Lukito, CEO of Pizza Hut Indonesia, Abdul Rahman Elly, Founder & CEO of Voltron Indonesia, and Hariyadi Kaimuddin, CEO of HAKA AUTO.

This initiative underscores our commitment to a greener future by advancing renewable energy solutions. The charging stations are currently in development and will be launched soon—bringing us closer to making sustainable energy more accessible for everyone.

Stay tuned as we continue to power positive change!

SAVANNAH RIVER WATERSHED, S.C., September 30, 2024 /3BL/ – In honor of World Rivers Day, International Paper (IP) and the National Fish and Wildlife Foundation (NFWF) are celebrating their longstanding collaboration through the Forestland Stewards Partnership. This partnership, supporting grantees like The Longleaf Alliance, underscores the critical intersection of water quality and sustainable forestry management to maintain healthy ecosystems for people and wildlife.

To safeguard water quality and protect vulnerable wildlife, an initiative is underway to restore the ephemeral and seasonal wetlands embedded within the longleaf pine forests of the Savannah River watershed in South Carolina. These critical wetlands, which play a vital role in filtering water and providing habitat for at-risk species, have degraded over time, threatening the ecosystem and the drinking water supply for over 500,000 residents in the area.

The restoration project, led by the University of Georgia’s Savannah River Ecology Lab and supported by NFWF and IP’s grantee, The Longleaf Alliance, focuses on revitalizing these wetlands and surrounding longleaf pine forests to improve their ecological function. Healthy, sustainable forests are key to maintaining water quality, and the restoration of these wetlands will help ensure the longevity of the watershed’s health.

IP is also part of the Savannah River Clean Water Fund, which is working in the same area to protect and responsibly manage forests to improve water quality. The Fund is a collaborative initiative in partnership with The Nature Conservancy aimed at protecting and managing forests to safeguard water quality across the Savannah River Watershed.

These wetlands and longleaf pine forests are crucial for filtering water that flows into the Savannah River, a significant source of drinking water for the region. They also provide critical habitats for rare amphibian species, such as the gopher frog, which spend much of their life in the upland forests but rely on the seasonal pools for reproduction. However, the longleaf pine ecosystem has suffered due to fire suppression and other factors, leading to the degradation of these wetlands and a decline in the gopher frog population.

“On World Rivers Day, we are proud to stand with our partners and grantees who help restore the forestry landscape,” said Sophie Beckham, IP Vice President and Chief Sustainability Officer. “At International Paper, we recognize that healthy forests and wetlands are the backbone of thriving ecosystems and vital water resources. Our commitment to projects like restoring the Savannah River watershed will ensure that these critical ecosystems continue to provide clean water and support diverse wildlife for generations to come.”

These restoration efforts are part of a broader initiative to help landowners manage their forests sustainably. By encouraging practices that support water quality and wildlife, NFWF, IP, and their partners aim to restore and maintain healthy forests, ensuring they continue to provide critical ecosystems, especially for rare amphibian species like gopher frogs. Healthy forests, particularly those in the longleaf pine ecosystem, are essential for protecting water resources and preserving biodiversity.

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About International Paper 
International Paper (NYSE: IP) is a global producer of sustainable packaging, pulp and other fiber-based products, and one of the world’s largest recyclers. Headquartered in Memphis, Tenn., we employ approximately 39,000 colleagues globally who are committed to creating what’s next. We serve customers worldwide, with manufacturing operations in North America, Latin America, North Africa and Europe. Net sales for 2023 were $18.9 billion. Additional information can be found by visiting internationalpaper.com/.

About the National Fish and Wildlife Foundation 
Chartered by Congress in 1984, the National Fish and Wildlife Foundation (NFWF) protects and restores the nation’s fish, wildlife, plants and habitats. Working with federal, corporate, foundation and individual partners, NFWF has funded more than 6,800 organizations and generated a total conservation impact of more than $10 billion. NFWF is an equal opportunity provider. Learn more at nfwf.org.

Earlier this year, Xfinity joined forces with World Champion and U.S. Olympian, Breaking, Victor Montalvo, to launch our newest Hispanic advertising campaign, “Light the Way,” which airs nationwide on Telemundo and NBC.

A tribute to our Hispanic heritage, the ad depicts Victor at different stages of his life and tells the story of his journey to become a World Champion B-Boy and the support he received from his Latino family and community along the way. The ad ends with Victor’s role in passing his community’s strength along to light the way for the next generation, helping build a better future for us all, our Team of Tomorrow. Victor’s story is part of our collective Latino experience — our parents and grandparents and great-grandparents made life-changing decisions to give us a better opportunity here in the United States, and we are committed to do the same.

To celebrate the launch of his campaign, Victor visited dance students at a magnet school for the arts in Miami, where he spoke about his personal journey to becoming a world champion in breaking and shared advice that he’s learned from his journey. Later, he led a breaking demo with the students, and partnered with Comcast’s Project UP to surprise all students in the dance program with free laptops.

I had the chance to chat with Victor about his Xfinity campaign, his journey to Team USA, and how being connected to the Internet helps to keep him inspired.

Q: “Light the Way” showcases the community that helped you on your journey to becoming a breaking world champion — what does this campaign mean to you?

A: This campaign is special to me because it tells my story, and I never thought anyone would ever care to tell my story to the world. On the set, I felt emotional, remembering how I started this journey and not expecting to be where I am today — a Latino representing Team USA. I also love that the campaign’s message is about inspiring the next generation. It’s a really good feeling to be part of an ad about our Latino story that is so positive and brings joy and excitement about the Olympic Games to others.

Q: Tell me more about your family — what part have they played in your path to Team USA?

A: I would not be where I am today without my family. My parents are both from Mexico — Puebla and Ciudad Juarez — and they moved here to put me and my siblings on the path to success. My dad and his twin brother used to break in Mexico and taught me and my siblings; I started when I was about 6, and later became more serious about it when I was 10. My family and community have spent long hours helping me train, looking out for me, and lifting me up when I’ve been down. And when we celebrate, it’s the best — everyone comes over and we have a carne asada cookout and there’s music and dancing — my family’s love and support is what keeps me going.

Q: Your career is taking you all around the world — is it hard being away from your family while you’re training?

A: Absolutely. I live for our video calls — thanks to the Internet, I can keep them close. For me, connectivity means staying close to their joy and inspiration. I was excited to find out that Comcast rolled out their Xfinity Athlete Connections program, so I can stay connected with my family, no matter where I am.

Q: The Olympic Games Paris 2024 is the first in history to include breaking as a sport, and you made history as one of the first breakers to qualify. How did you feel when you found out?

A: It was truly surreal to learn I had qualified. Growing up, because I was so immersed in the breaking scene, I never really thought much about the Olympics. But I remember when the world was watching Usain Bolt break his own record, and there’s no question that having the chance to compete in the Olympics is life changing. Historically, people have stereotypes of breaking, but now the world is going to see what it’s all about — pop culture, self-expression, music, and fun. We’re bringing something new to the table and I’m thrilled to be a part of it.

Q: What were your goals for this year’s Olympic Games?

A: From a competitor’s standpoint, this was the toughest competition in the breaking scene among the top 16 Breakers on earth, so you have to be on point – there is no room for mistakes. Still, breaking is dynamic and soulful, and it’s about peace, love, community, and having fun, so my biggest goal was to have fun, meet other athletes, enjoy myself, and get inspired. I really wanted to enjoy the whole experience, and not overthink it — overthinking can mess you up. So win or lose, I tried my best to win, but I also wanted to make sure to find the joy in it.

Q: Your Xfinity spot also talks about inspiring the Team of Tomorrow; what’s your advice to the next generation?

A: It was awesome to spend some time with the next generation of dancers in Miami on the same day “Light the Way” launched, and I loved being able to share in the free laptop surprise with them. My advice to anyone who is pursuing their dream is to stay consistent, always be a student of your sport, and learn from your losses – you will get there.

As a Latino living in the United States, it was truly inspiring to spend time with Victor during the filming of our “Light the Way” spot and to work with him throughout the campaign creative process. He has a clear vision for his creativity that weaves in the influence of our Latino culture and his upbringing into a panoply of moves, athleticism, and beats that makes us all proud to see him represent Latinos at the Olympic Games Paris 2024. Comcast is a proud partner of Team USA and we’re thrilled to be able to provide Xfinity connectivity to tens of millions of Americans, bringing the fastest connection to Paris – and the joy and thrill of the Olympic and Paralympic Games to everyone’s home. 

Jose Velez Silva is VP of Multicultural Strategy, Operations and Community Engagement.

We are thrilled to announce that Yang Lu– who was recently promoted to Tapestry’s Chief Information Officer (CIO) – has also been named one of the “50 Outstanding Asian Americans in Business” by the Asian American Business Development Center!

This prestigious honor is a testament to Yang’s leadership role in spearheading technology integrations and modernizations across our organization, and also recognizes her passion for our Equity, Inclusion, and Diversity initiatives. In addition to her CIO role, Yang is the Executive Sponsor of our Asian Heritage Alliance employee business resource group.

Congratulations, Yang, on this incredible achievement!

Learn more about Tapestry and how we support our people to achieve their professional goals here.