Originally published on U.S. Bank company blog

Part of Pete Bardonaro’s job as a Small Business specialist sales manager is understanding the unique needs of his clients and finding solutions for those needs.

That concept also carries over to his work as president of the Englewood Little League in the Dayton, Ohio area and its Challenger Baseball League, which is an adaptive league for children with disabilities.

The Challenger league has boys and girls as young as 4 and up to 22 years old if they’re still in high school. Bardonaro and other league officials create special equipment, such as a mechanical bat that players can swing by pushing a button, to enable players to participate.

Bardonaro’s story is part of our Beyond the Banker series highlighting things that U.S. Bank colleagues do in addition to their jobs at the bank. Click the link above to watch a short video featuring Bardonaro and some of the Challenger Baseball League players. 

SAN FRANCISCO, November 4, 2024 /3BL/ – Across a six-state region, 33 nonprofits received a total of $6.4 million in grant funding from Wells Fargo’s Invest Native Initiative (5:00) to strengthen housing access and affordability, small business growth, financial health, and sustainability in Native communities. The funding is part of Wells Fargo’s two-year effort focused on collaborating with Native organizations and communities in Arizona, Montana, New Mexico, North Dakota, South Dakota, and Wyoming.

“We continue to listen and learn from the leaders already doing the work in Native communities,” said Darlene Goins, president of the Wells Fargo Foundation. “With philanthropic investment in the mission, staff and capacity of Native-serving and Native-led organizations, we can help create positive outcomes for families, small businesses, and communities – respecting the culture, expertise and traditions within Tribal communities. With these grants, Wells Fargo delivers on its $20 million Invest Native commitment and will continue to support locally-led efforts that advance prosperity in Native communities.”

Grantees share that Invest Native funding is anticipated to deliver tangible community outcomes, including:

Producing 156 homes for purchase and 102 rental homesServing an estimated 2,000 small businesses, including more than 1,500 sole proprietor businessesSupporting businesses in creating 322 jobs and preserving 477 jobsFacilitating debt reduction for 1,000 participants, with total debt reduction exceeding $1 millionProviding financial counseling or coaching to more than 8,000 Native peopleTraining of 27 community-based organizations on climate resiliency topics

In addition, Invest Native supports strengthening nonprofits and coalitions by building their capacity to serve. As an example, Mountain Plains Community Development Corporation leveraged its grant funds as seed funding and reports providing more than $1.5 million in loans to small businesses. A different grant supported the hiring of executive directors for two additional Native-led, Native serving housing coalitions in Montana and in the Southwest. A capacity-building grant in South Dakota supported the development of a new housing subsidiary for the South Dakota Native Homeownership Coalition, which helps Native people become homeowners.

Wells Fargo is working with Enterprise Community Partners and its Native-led and experienced Tribal Nations team to provide strategic guidance, technical assistance and training, peer convening, and program evaluation to maximize the impact of the initiative.

“It is exciting to see how the grantees leverage Invest Native support to fulfill needs in their communities by expanding services, furthering their geographic reach, and building new programs,” said Jennie Rodgers, Enterprise VP and Rocky Mountain, Tribal Nations, and Rural Communities Market Leader for Enterprise Community Partners. “We’re honored to continue supporting Wells Fargo as they forge ahead in supporting collaborative, creative, resilient Native-led work.”

The 33 organizations that received funding in 2024 include:

Arizona

Arizona Native Asset Coalition CorporationChange LabsHonor WaterNááts’íilid InitiativeNahata Foundation, Inc.Nalwoodi Denzhone CommunityNative Public MediaRed Feather Development GroupSeeds of Harmony, Inc.

Montana

Kids Co-op, MontanaNACDC Financial Services, Inc.Native American Development CorporationPlenty Doors Community Development CorporationSalish and Kootenai Housing AuthoritySalish Kootenai College

New Mexico

Native Community CapitalNavajo Townsite Community Development CorporationNew Mexico Community CapitalPueblo of Acoma Housing AuthorityPueblo of Jemez Housing AuthoritySouthwest Tribal Housing Alliance

North Dakota

Sacred Pipe Resource CenterSAGE Development Authority

South Dakota

Akiptan, Inc.Black Hills Community Loan Fund, Inc.Buffalo Nations Grasslands AllianceFour Bands Community Fund, Inc.Lakota FundsMazaska Owecaso Otipi FinancialOyate Teca ProjectSicangu Community Development CorporationSouth Dakota Native Tourism Alliance/Pine Ridge Chamber of Commerce

Wyoming

Wind River Development Fund

About Wells Fargo
Wells Fargo & Company (NYSE: WFC) is a leading financial services company that has approximately $1.9 trillion in assets. We provide a diversified set of banking, investment and mortgage products and services, as well as consumer and commercial finance, through our four reportable operating segments: Consumer Banking and Lending, Commercial 3 © 2024 Wells Fargo Bank, N.A. All rights reserved. For public use. Member FDIC. Banking, Corporate and Investment Banking, and Wealth & Investment Management. Wells Fargo ranked No. 34 on Fortune’s 2024 rankings of America’s largest corporations. In the communities we serve, the company focuses its social impact on building a sustainable, inclusive future for all by supporting housing affordability, small business growth, financial health, and a low-carbon economy. News, insights, and perspectives from Wells Fargo are also available at Wells Fargo Stories.

Additional information may be found at www.wellsfargo.com 
LinkedIn: https://www.linkedin.com/company/wellsfargo

Media Contact Information
Erin Devaney, 704-635-0690
erin.devaney@wellsfargo.com

###

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

Por segundo año consecutivo, Jazz Pharmaceuticals Iberia ha sido reconocida como una de las 100 mejores empresas para trabajar en España, logrando un impresionante puesto número 15 en el ranking general; un salto significativo de 56 puestos desde nuestra posición del año pasado en el puesto número 71. Además, Jazz ocupa el tercer puesto más alto entre las compañías farmacéuticas que aparecen en la lista Top 100.

Elaborado por la revista de negocios Actualidad Económica, este ejercicio de clasificación anual se deriva de un cuestionario preparado en colaboración con consultores y expertos en Recursos Humanos. Se centra en la experiencia del empleado e incluye categorías como: Gestión del talento; Remuneración y compensación; Medio ambiente; Responsabilidad social corporativa (RSC); y Formación.

Continue reading here / continúa leyendo aquí.

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

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

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

Continue reading here.

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

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

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

The benefits of hiring neurodivergent talent are profound:

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

AI’s influence on the tech talent and recruiting landscape

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

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

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

Neurodivergent skills and the future of tech

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

For example:

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

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

Conclusion: The future of tech demands neurodivergent talent

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

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

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

View original content here.

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

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

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

The benefits of hiring neurodivergent talent are profound:

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

AI’s influence on the tech talent and recruiting landscape

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

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

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

Neurodivergent skills and the future of tech

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

For example:

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

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

Conclusion: The future of tech demands neurodivergent talent

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

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

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

View original content here.

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

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

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

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

Read the full article here.

By Ellen R. Delisio

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Originally published by Adweek 

By Adweek Staff

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

Continue reading here

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

Logitech Blog

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

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

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

Privacy Overview

This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.