Earlier this year, more than 400 students from across the state participated in Michigan Hospitality Foundation’s (MHF) ProStart Invitational sponsored by KitchenAid. It’s the highest-level competition for Michigan high school students training for culinary and hospitality careers. Through this program, students had the opportunity to compete against other culinary students, with the winning teams receiving an invitation to the 2024 KitchenAid Senior PGA Championship at the Harbor Shores Golf Club in Benton Harbor, Mich. for a unique culinary opportunity.

In the pasta competition, teams of young, aspiring chefs from five high schools were recognized for their pasta creations:

Bay Arenac ISDRCTC YpsilantiGaylord High SchoolAllegan ESADCTC Riverview High School

Last month, these five high school teams were invited to work side-by-side with professional chefs at the KitchenAid Senior PGA Championship. The teams reprised their pasta competition, this time judged by KitchenAid celebrity chefs in front of a live audience. They also had the opportunity to engage in educational sessions led by renowned chefs.

This in-depth experience helped the students gain insight into the hospitality industry and explore diverse career pathways. DCTC Riverview High School was crowned the grand champion with their Red Coconut Curry Pasta creation. Each team member from DCTC Riverview, including their educator, took home a KitchenAid stand mixer, and each participating team received a KitchenAid stand mixer for their classroom.

“The KitchenAid ProStart Pasta Competition took students beyond the kitchen and taught them critical life lessons around preparation, critical thinking, communication, flexibility and teamwork,” said Amanda Smith, executive director of the MHF. “These are all skills that directly relate to their future culinary careers, and experiences like this are invaluable at this point in their education.”

Opportunities in the industry are rapidly growing. Hospitality is currently an $18 billion dollar industry in Michigan supporting 595,000 jobs and ranks among the top 10 fastest growing sectors in the state with 20,000 current job openings. The KitchenAid brand hopes to further develop the next generation of culinary professionals across the state through impactful, hands-on education.

About Whirlpool Corporation

Whirlpool Corporation (NYSE: WHR) is a leading kitchen and laundry appliance company, in constant pursuit of improving life at home and inspiring generations with our brands. The company is driving meaningful innovation to meet the evolving needs of consumers through its iconic brand portfolio, including Whirlpool, KitchenAid, JennAir, Maytag, Amana, Brastemp, Consul, and InSinkErator. In 2023, the company reported approximately $19 billion in annual sales, 59,000 employees, and 55 manufacturing and technology research centers.  Additional information about the company can be found at WhirlpoolCorp.com.

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Transformative medicines have the greatest impact when they reach the people who need them most.

Here, Johanna Mercier, Chief Commercial Officer, shares how Gilead works to help remove barriers to care, improve health equity and increase access to life-changing therapies – all of which underscore our commitment to being a responsible company.

Gilead Sciences, Inc. is a research-based biopharmaceutical company that discovers, develops and commercializes innovative medicines in areas of unmet medical need. The company strives to transform and simplify care for people with life-threatening illnesses around the world. Gilead has operations in more than 35 countries worldwide, with headquarters in Foster City, California.

Originally published by Gilead Sciences

ESG in Action

Governments, regulators and consumers are pressing for change from carbon-based to renewable energy sources. That shift will involve huge upheaval for the world economy and the businesses that drive it. Investors and companies need a framework to analyze and manage the risks and opportunities of the transition.

The Issue

High greenhouse gas (GHG) emitting companies are under pressure to adapt their business operations to a clean-energy future.

The Investment Case

The transition involves multiple risks for corporates. But it also creates opportunities for them to innovate and to leapfrog competitors by preparing successfully for a low-carbon world.

Engagement Is Key*

Based on our climate transition alignment framework, we assess high GHG emitting companies’ transition readiness and engage with their management to help them navigate the new environment. We believe this process is vital to identify transition winners and losers and to support stock and bondholder returns.

Authors

Erin Bigley, CFA| Chief Responsibility Officer

Sara Rosner| Director of Environmental Research and Engagement

Bob Herr| Director of Corporate Governance

Companies emitting high levels of GHG face complex challenges as they prepare for a low-carbon world. Our experience shows how constructive engagement can help support business strategies and investors’ returns.

Companies Face Pressure from Transition Risks

According to the International Energy Agency, demand for oil and gas is set to peak by 2030 as energy generation becomes less dependent on hydrocarbons—a scenario creating multiple business risks for heavy industries. High-carbon emitting companies are under pressure from governments and stakeholders to decarbonize their businesses. They must adapt to a raft of new policies, regulations and reporting requirements. Difficulties in securing financing and insurance will likely make it pricier to obtain capital. Products face obsolescence, and assets may be stranded—made less valuable or outdated.

However, these challenges also provide a spur to adopt new technologies and to improve competitive positioning versus peers.

Assessing Exposure: Creating a Consistent Approach

Given the wide-ranging effects of the transition—both positive and negative—on many aspects of firms’ business models and operations, analyzing and managing investment exposure is an expansive task.

AllianceBernstein’s climate transition alignment framework (CTAF) is one approach to tackling the challenge of pinpointing transition risks and opportunities. It’s inspired by several similar frameworks promoted by experts and industry organizations. But AB’s CTAF isn’t intended to be a mandatory route to net zero emissions, nor a way to assess transition risk through a single backward-looking metric, such as a carbon footprint. Instead, it helps us better understand companies’ unique paths for navigating a lower-carbon future.

The CTAF starts by identifying companies in certain high-impact industries (such as airlines, autos, energy and utilities) that are the biggest drivers of financed emissions in actively managed equity and fixed-income portfolios. Investment teams assess these companies on a five-point scale, tracking their journeys from having no awareness of climate risk (Level 0) to full alignment with a lower-carbon world (Level 5).

Engaging for Action: Clarity and Shared Insight

After our CTAF analysis has helped identify the key facts and where a company stands on its trajectory, we’re better equipped for the next step: engaging with company management.

Recent engagements include firms across the aerospace and defense, oil and gas, and energy utilities sectors. Dialogues have typically been productive for both sides: using our CTAF approach, we’ve been clear about progress we’d like to see in companies’ management of material climate-related transition risks and opportunities. Management teams have been informative, keen to understand our expectations and receptive to our feedback.

For example, we recently engaged the management team of a US energy company involved in hydrocarbon exploration to gain greater clarity on their plans to reach their stated target of achieving net zero by 2040.  The company shared details on their interim target-setting for Scopes 1 and 2 emissions, their exploration of various emissions reduction strategies, and their readiness for expected climate regulatory reporting requirements; we suggested potential starting points for Scope 3 emissions target setting.

That collaborative style of engagement is a far cry from the adversarial approach some might imagine. But in reality, it’s important that these occasions enable an exchange of views. Two-way engagement gives investment teams a clearer understanding of the nuances of each company’s situation—and helps them put the facts into context. This can go a long way toward highlighting risks and opportunities that can be material to a company’s business and performance.

Disclosures are a good example. Investors value meaningful climate-related disclosures both as the basis for making more informed decisions about risks and returns and as proof that corporate management can measure and manage the associated hazards and opportunities. Although companies may be willing to provide the requisite data, these might be problematic to compile, either because of regulatory uncertainties or difficulties in establishing a consistent, robust methodology.

Companies aren’t cut from the same mold, so it’s also important to consider each firm’s specific circumstances, account for its particular industry background and understand its competitive positioning relative to peers. As investors, we want to ensure that companies have a sustainable future—and managing climate risks is part of achieving that future.

We prefer that management makes climate-related changes thoughtfully and achievably in the interests of the business, so our engagements aren’t about idealistic target-setting but about managing material risks and opportunities that can stem from decarbonization.

Voting with Purpose: Will a Proposal Enhance Shareholder Value?

Voting at shareholder meetings puts considerable influence in the hands of investors, so it’s important that we cast our votes responsibly and constructively. Our touchstone is whether a proposal can enhance shareholder value through better management of business risks and opportunities.

To help gauge its likely impact, we evaluate each proposal’s materiality, transparency and prescriptiveness. For issuers that fall under the CTAF, we apply insights and knowledge from our own assessments and engagements to balance the importance of the issues with the regulatory and disclosure constraints companies face.

It’s a considered approach that results in a variety of voting outcomes, as these example voting decisions from 2024 highlight.

Vote in Favor—Encouraging Better Disclosure and Accountability: A US utilities firm received a shareholder proposal to report on the feasibility of integrating targets to reduce greenhouse gas (GHG) emissions into executive compensation. We believed that supporting the proposal would encourage greater disclosure and accountability from management, which in our view had provided substandard environmental reporting disclosure on these material topics.

Vote Against—Unnecessary Emissions-Reduction Targets: Conversely, at another US utility meeting, we voted against a shareholder proposal asking the company to adopt GHG emissions-reduction targets across its full value chain in alignment with the Paris Agreement. Considering the company’s existing comprehensive emissions commitments, backed by state regulators, we believed additional targets were unnecessary.

Abstain—Providing More Time for Progress. A European integrated oil and gas company proposed a commitment to achieving net zero Scopes 1 and 2 GHG emissions by 2050—but omitted about half its overall Scope 3 emissions in its “Scopes 1, 2 and 3” target. We expressed our concerns to company management; however, when it came to the vote, we concluded that shareholders’ interests were best served by giving the company extra time to address the issue.

The 2024 proxy season saw a prominent focus on shareholder proposals related to Scope 3 emissions disclosure and reductions. We generally abstained on Scope 3-related company meeting proposals for the companies we evaluated using CTAF, reflecting the same attempt to balance the importance of comprehensive emissions disclosures with an acknowledgement of regulatory uncertainty and the challenges of measuring and managing such emissions, which take time and resources to address.

Moving Forward

Implementing the CTAF is a multiyear, ongoing assessment process for us. Over time, we’ll apply it to continue monitoring and benchmarking companies’ progress in mitigating material climate transition risk—and to inform our voting intentions.

Of course, we’ll continue to consider the nuances of each individual situation and proposal. But ultimately, we need the companies we invest in to be well prepared for the risks and opportunities of a low-carbon economy.

Additional Contributors: Cole Moore – Investment Stewardship Associate

*AB engages issuers where it believes the engagement is in the best interest of its clients.

The views expressed herein do not constitute research, investment advice or trade recommendations and do not necessarily represent the views of all AB portfolio-management teams. Views are subject to change over time.

Learn more about AB’s approach to responsibility here.

Griffith Foods has been a proud supporter of the Greater Chicago Food Depository for many decades. The Food Depository and its 800 community partners and programs work to end hunger for the 1 in 5 households that are experiencing food insecurity throughout Cook County, where our corporate headquarters is located.

We are proud to support the Food Depository with our expertise, time, and monetary donations. In fiscal year 2023, Griffith Foods contributed $40,000 as lead corporate Hunger Action Month sponsor in September, volunteered to repack thousands of meals for our neighbors, and to honor Dean Griffith, we continued our annual tradition of giving with 44,000 pounds of pancake mix.

Our Research and Development (R&D) team has also worked with the Food Depository to develop seasonings and healthy, low-prep meal recipes, coinciding with the organization’s Nourish Project to expand kitchen, cold storage, shipping, and distribution of nutritious and ready-to-eat meals, in addition to being a resource for community food pantries.

Our Sustainability Journey
At Griffith Foods, we are committed to driving positive impact through a regenerative mindset. Sustainability is connected to everything we do as a business, and by 2030, we are dedicated to significantly improving the future with a singular sustainable business strategy that we call our 2030 Aspirations. To learn more about Griffith Foods and its current sustainability efforts, visit them online and download the 2023 Sustainability Report.

About Griffith Foods
At Griffith Foods, our purpose defines who we are, what we do, and why we exist, highlighting what makes us distinct and authentic in the marketplace. We help our partners meet the evolving needs and desires of consumers in ways that respect and sustain the planet. Our care and creativity mean we’ll find the right mix of global reach and local impact to serve the earth and nourish all of us who call it home.

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AbleEdge system transforms existing and new Eaton loadcenters and meter breakers into modular smart panels to help avoid main panel upgrades Interoperability with leading energy storage and solar providers simplifies safe, scalable and always-on power for home energy infrastructure Next-generation Eaton smart breakers leverage proven technology for home load management, utility demand response programs and virtual power plants 

PITTSBURGH, September 4, 2024 /3BL/ – Intelligent power management company Eaton announces the AbleEdgeTM home energy management system providing homeowners and installers with a comprehensive, quickly installed and fully integrated solution to simplify a safe energy transition. Eaton’s suite of home energy management solutions supports new levels of flexibility and energy resilience with configurations for retrofit and new construction projects powered by its next generation smart breakers, microgrid interconnect device and smart panels.

The residential segment is expected to install 10 gigawatts of storage in the U.S. between 2024 and 2028 (Wood Mackenzie, June 2024). Eaton’s Home as a Grid approach and new AbleEdge technologies simplify the energy transition in homes, providing smart solutions that make it easier to reduce carbon footprint, keep the power on and support the electric grid. Importantly, Eaton’s AbleEdge home energy management system is designed for interoperability with any residential energy storage and solar system in North America through open application programming interface (APIs) and multiple communication options for its microgrid interconnect device.

“We’re providing flexible, cost-effective options to add solar and energy storage at home that minimize equipment and maximize functionality, without replacing your electric panels. We first delivered pioneering smart breakers to enable new levels of intelligence and scalability, and our AbleEdge ecosystem will transform new and existing Eaton home infrastructure. Now, you can rely on Eaton for even more flexibility in home energy systems,” said Paul Ryan, general manager of Connected Solutions and EV Charging at Eaton. “And we’re working closely with the biggest names in home solar and energy storage to accelerate a more sustainable, electrified future.”

Eaton’s AbleEdge home energy management system will make it easier to install distributed energy resources (DERs), extend battery life and enable a seamless transition to backup power sources during grid outages. The company’s modular approach reduces equipment count and installation time through a complementary and fully integrated suite of solutions that can be added to any Eaton BR loadcenter and meter breaker. The AbleEdge ecosystem will include:

Eaton AbleEdge smart breakers leveraging industry-first technology for load management to help extend battery lifeEaton AbleEdge microgrid interconnect device enabling a seamless transition from grid power to energy storage system that can be retrofitted into existing Eaton meter breakersEaton AbleEdge critical loads and combiner box panels with flexible configurations accommodating nearly endless installation and retrofit requirements

Eaton will demonstrate its innovative products and solutions enabling safe, reliable and sustainable power – including the AbleEdge home energy management system – at RE+ 24 booth D32011 in Anaheim, California from September 10 through 12.

Learn more about Eaton’s AbleEdge home energy management system and Home as a Grid approach.

Eaton is an intelligent power management company dedicated to protecting the environment and improving the quality of life for people everywhere. We make products for the data center, utility, industrial, commercial, machine building, residential, aerospace and mobility markets. We are guided by our commitment to do business right, to operate sustainably and to help our customers manage power ─ today and well into the future. By capitalizing on the global growth trends of electrification and digitalization, we’re accelerating the planet’s transition to renewable energy sources, helping to solve the world’s most urgent power management challenges, and building a more sustainable society for people today and generations to come.

Eaton was founded in 1911 and has been listed on the New York Stock Exchange for more than a century. We reported revenues of $23.2 billion in 2023 and serve customers in more than 160 countries. For more information, visit Eaton.com. Follow us on LinkedIn.

Contact:

Kristin Somers  
+1.919.345.3714  
Kristincsomers@eaton.com

Regina Parundik  
Cobblestone Communications  
+1.412.559.1614  
Regina@cobblecreative.com

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Originally published on August 1st, 2024 on LinkedIn

At Sysco, we’re not just about delivering great products; we’re also committed to developing the next wave of supply chain leaders. Our Future Leaders program, developed in 2022, is a testament to this commitment. Future Leaders is an initiative cultivating a pipeline of Field Operations leaders through immersive experiences and comprehensive training. This 40-week program offers a defined progression plan for newly hired college graduates, many of whom started as supply chain interns.

Since its inception, we have: 
– Welcomed 25 Future Leaders to our site-based program 
– Created diverse career opportunities, securing permanent roles for the initial 9 participants; ranging from Supervisors to Finance Managers and Category Planners 
– Expanded to 16 active participants across 9 Sysco locations nationwide

We are proud to say that our management trainees are well-prepared to lead and innovate in the ever-evolving world of supply chain management. We look forward to seeing how they will shape the future of Sysco and the industry at large!

About Sysco

Sysco is the global leader in selling, marketing and distributing food products to restaurants, healthcare and educational facilities, lodging establishments and other customers who prepare meals away from home. Its family of products also includes equipment and supplies for the foodservice and hospitality industries. With more than 76,000 colleagues, the company operates 340 distribution facilities worldwide and serves approximately 730,000 customer locations. For fiscal year 2024 that ended June 29, 2024, the company generated sales of more than $78 billion. Information about our Sustainability program, including Sysco’s 2023 Sustainability Report and 2023 Diversity, Equity & Inclusion Report, can be found at www.sysco.com.

For more information, visit www.sysco.com or connect with Sysco on Facebook at www.facebook.com/SyscoFoods. For important news and information regarding Sysco, visit the Investor Relations section of the company’s Internet home page at investors.sysco.com, which Sysco plans to use as a primary channel for publishing key information to its investors, some of which may contain material and previously non-public information. In addition, investors should continue to review our news releases and filings with the SEC. It is possible that the information we disclose through any of these channels of distribution could be deemed to be material information.

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SAIC has a long history of delivering innovative solutions to our customers, creating a career-destination workplace for employees, being a good steward of the environment, and doing it all with an unwavering commitment to the right thing.   

We deliver on these elements through our exceptional workforce. As we seek to advance the power of technology and innovation to serve and protect our world, a critical part of our business strategy is attracting, continually developing and retaining top talent — advancing new engineering, science and IT solutions cannot happen without it. To deliver these solutions and bring value to shareholders, customers and employees, we provide meaningful work and purpose, as we:

Develop solutions for our customers’ most challenging problemsDeliver value to our business through meaningful diversity, equity and inclusion effortsNurture people throughout the talent lifecycle through upskilling and job rotation to improve retention and fill critical skill gapsCreate a culture of empowerment where people can be their authentic selves and do their best work for our customersProvide benefits and programs that enhance employees’ experiences and their well-being

Creating a Culture of Exceptional Value

Our vision for diversity, equity and inclusion at SAIC is straightforward:

We commit to creating a workplace where we value, respect and empower everyone to reach their full potential.We foster a culture of diversity, equity and inclusion that celebrates our differences and promotes collaboration, innovation and growth. We strive to create leadership teams that reflect the diversity of the teams they lead and that reflect the diversity of the customers they serve.We work every day to be a company that is diverse, inclusive and a leader in promoting the business value of DE&I in our industry and beyond.

Why It Matters

At SAIC, we know diverse teams deliver better solutions to our customers toughest problems. We also know that when employees see a reflection of themselves in their leadership, and our customers see a reflection of themselves in our workforce, we are more likely to attract and retain the top talent we need to deliver on our commitments.  

To this end, our focus in FY24 was employee engagement, employee development and talent acquisition.

In FY21, we set goals to achieve parity in the representation of women and people of color between leader and non-leader roles by the end of FY26.  In FY23, we achieved our parity goal for women in leadership, and in FY24, we sustained it at 28%. In FY24, we continued our progress improving parity for people of color in leadership by 2% for a total of 25% of leaders being people of color. Also notable from FY24, based on our population of full-time, non-executive employees, our gender pay gap continues to be approximately 1% for the compensation of women relative to men.

We are committed to filling every role within SAIC with the most qualified candidates. We develop a diverse leadership team from our existing workforce by fostering diverse candidate slates for leadership roles; ensuring our job descriptions, recruiting tools and processes help eliminate the potential for bias; and providing training, educational resources and leadership development programs for all our employees, including our AcceleratHER Women’s Leadership Academy, Leadership 365 for Aspiring Leaders, Developing Frontline Leaders, McKinsey Leadership Essentials, Management Accelerator and Executive Leadership Program and Connected Leaders academy for Asian, Black, Hispanic and Latino cohorts. 

To ensure equitable access to opportunities, we train leadership, hiring managers and recruiters on the benefits of improved parity and inclusion; we use diverse talent communities and sourcing tools; and we leverage our advertising and marketing efforts to make sure we reach a diverse pool of candidates. Through these efforts, women make up 32% and people of color make up 57% of our job candidates. 

Our Employee Resource Groups are the cornerstone of our employee engagement initiatives. To date, just under 13% of our workforce belongs to one of the seven affinity groups, providing opportunity, content, engagement and resources specifically focused on the unique needs of their membership. All employees are welcome to join any of these employee-led organizations where allyship is fostered and encouraged.  

At SAIC, we believe small and diverse businesses are essential for maintaining a robust, dynamic contractor ecosystem, and play an integral role in the types of supply chain efforts required to meet the unique needs of our government customers. We work to expand our partnerships with diverse small businesses and suppliers, hosting outreach sessions, and mentoring and providing contract opportunities to those that drive innovation. The company’s small business outreach program tracks its’ spend with small business diverse-owned suppliers in several categories such as Disadvantaged, Women-Owned, Veteran-Owned, Service-Disabled Veteran Owned, HUBZone, Alaskan Native Corporations and Indian Tribes. In FY24, we spent over $420 million with these small, diverse-owned businesses. 

SAIC + DIVERSITY

We create a culture where everyone has opportunity and can thrive in an environment where they can be their authentic selves. Third parties consistently acknowledge SAIC’s inclusive workforce:

Forbes list of 500 Best Employers for DiversityForbes America’s Best Employers for Women 2024LATINA Style’s Top 50 Best Companies for LatinasNewsweek America’s Greatest Workplaces for DiversityNewsweek America’s Greatest Workplaces for Women 2024Fair360 Noteworthy Companies for 2024

Learn more about SAIC’s commitments in the SAIC’s 2024 Corporate Responsibility Report.

Our Scotts brand has kicked off a multi-year partnership with Every Kid Sports, a national nonprofit organization, to financially support income-restricted families by funding youth sports registration fees through The Every Kid Sports Pass, with the goal to provide expanded access to natural green spaces.

“Scotts believes in the power of the outdoors and connecting kids and their families to green spaces to play, thrive, learn and grow and we’ve been dedicated to this mission for more than a decade,” John Sass, Vice President, Chief Creative Officer of ScottsMiracle-Gro, says. “We’re proud to be partnering with Every Kid Sports to help more kids enjoy youth sports because we are all mentally, physically and emotionally stronger when we are able to get outdoors and enjoy natural green spaces.”

Scotts will award a grant totaling at least $150K by 2026 to fund registration fees for approximately 800 kids in areas including Columbus, Phoenix, and Philadelphia.

To bring this partnership to life and celebrate the joy of getting outside and playing on natural grass, Scotts recently hosted a Soccer Field Day in Columbus, Ohio. Scotts, alongside athletes from the Columbus Crew, hosted Every Kids Sports families for a soccer clinic which helped more than 60 kids get outside and get active with Crew 2 players.

The event took place on the natural turf field at McFerson Commons, as a part of the Columbus Crew’s Summer of Soccer Fan Fest.

Let’s get outside, play and GroMoreGood, together.

About ScottsMiracle-Gro
With approximately $3.6 billion in sales, the Company is the world’s largest marketer of branded consumer products for lawn and garden care. The Company’s brands are among the most recognized in the industry. The Company’s Scotts®, Miracle-Gro®, and Ortho® brands are market-leading in their categories. The Company’s wholly-owned subsidiary, The Hawthorne Gardening Company, is a leading provider of nutrients, lighting, and other materials used in the indoor and hydroponic growing segment. For additional information, visit us at www.scottsmiraclegro.com

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The production line for the new electric compact wheel loader was inaugurated at the CNH plant in Lecce, Italy.

The model, conceived and designed in the Puglia plant’s R&D centre, will be produced in CASE and New Holland liveries with the 12EV and W40X models respectively. From here, it will reach markets around the world, meeting the growing need for sustainable, zero-emission machinery in the construction and agricultural sectors.

The new model completes the company’s range of compact electric vehicles, which already includes the two mini electric excavators produced in Cesena. CNH is responding to the rapidly growing demand for alternative powertrains, driven by the requirements of sectors such as agriculture and livestock farming, in search of high-performance yet silent and zero-emission machines that can operate safely indoors and near animals.

The new electric compact wheel loader, which has been successfully presented at major international trade fairs such as ConEXPO in Las Vegas and Agritechnica in Hanover, offers significant advantages in terms of low noise and zero emissions. These characteristics make it particularly suitable for operating in closed environments, where CO2 emissions are not permitted, on night-time construction sites and in all applications that are sensitive to noise pollution. Furthermore, this type of machine guarantees high performance and lower operating costs than diesel-powered vehicles.

Ciro Casapulla, Head of Construction Product Development, explained the new electric model in detail, emphasising how innovation has always been made in Lecce, and how this, in the case of electrification, entails a paradigm shift: “We have not just replaced the diesel engine with batteries. We have completely revised the design, also drawing on technologies and calculation techniques typical of the aerospace sector. Firstly, by lightening the weight, removing it where it wasn’t needed, in a reasoned and calibrated way to increase performance and preserve the machine’s autonomy.”

The new electric model has a range of three to six hours depending on the type of application. Recharging can be done with the domestic power socket with the standard 230V on-board charger or with the optional fast charger, which can recharge the 23-kWh lithium-ion battery from 20% to 80% in just 1 hour, the duration of a lunch break, thus enabling continuous use throughout the working day. 

The new electric compact wheel loader, 100% Made in Italy, highlights CNH’s commitment to investing in technologies for the development of alternative and sustainable propulsion, while reaffirming the strategic centrality of the Lecce plant in the company’s production landscape.

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