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Here are the Best Workplaces™ in Chicago, Texas, New York, and the Bay Area, according to 1 million employees

Great Place to Work

The debate around the best U.S. region to work—the Midwest, South, East or West coast—can be settled. The results are in: All of them. This year’s analysis of the Best Workplaces in Chicago, Texas, New York, and the Bay Area revealed that it’s not about where you work, but who you work for and what they offer. “Great companies are great regardless of where they are,” says Michael C. Bush, CEO of Great Place to Work®. “Stop asking about the ‘where’ and start looking at the ‘what.’ What these winning companies are doing has nothing to do with where they’re located and everything to do with their values and how they support their people. They offer them meaning, purpose, pride and fairness. Zip code isn’t the differentiator, cultures are.” Great Place to Work determined the Best Regional Workplaces using over 1 million employee survey responses and data from companies that predict the experiences of more than 6.1 million employees. (The Best Workplaces in Chicago ™, Best Workplaces in Texas ™, Best Workplaces in New York ™, and Best Workplaces in the Bay Area ™ are part of the Best Regional Workplace list.) The 330 winning companies of all sizes (small, medium and large) outperform the average U.S. workplace in productivity, retention and recruitment. Employees from winning workplaces are: More than twice as likely to give extra to get the job done Nearly twice as likely to recommend their workplace to friends and family Almost half as likely as their peers to leave their company What drives such loyalty and dedication, which every CEO craves? Topping the list: purpose. “No one should be surprised by this,” Bush says. “‘Purpose’ might be the word of 2022. What do employees want? That. It’s on every leader to make sure every worker, regardless of role and location, understands how what they do affects your organization’s greater purpose. They need to know their work has meaning and matters—that they matter. You better make that crystal clear if you want to earn their trust and keep them on board, and these great workplaces get it and do it.” Top 5 retention drivers The top predictors of retention common in all regions include employees who: Feel their work is meaningful and not “just a job” Are willing to endorse their company to friends and family Take pride in their organization Feel their company is a great workplace The fifth retention driver varies between regions. Employers can double the odds that their employees will stay, if their employees Feel they make a difference (Bay Area) Say it’s a fun place to work (Chicago & New York) Are treated like a full member of the organization, regardless of role (Texas) Regional strengths and improvements A breakdown of the biggest areas of improvement over the past year by region. Texas-based workplaces prioritize fairness at work. Winning companies in Texas prioritized inclusiveness and homed in on fairness and equality. They create a level playing field by avoiding favoritism, promoting the most deserving employees and avoiding politicking and backstabbing. Chicago leaders improved in competence. Winning workplaces in Chicago saw the biggest improvement in leadership competence. They improved the most by involving employees in decisions that affect them, managing work well, and ensuring promotions go to those who deserve them. New York-based workplaces got more innovative. Celebrating innovation, increasing cooperation, and giving discretionary effort (i.e., giving extra to get the job done) saw gains among winning New York workplaces. Bay Area employees got support. Responsibility increased for Bay Area employees, and while it is a compliment to be trusted, employees must also be supported and cared for as their responsibility grows at work. Winning workplaces take care of their people. Visuals available: Regional winners outperform average U.S. workplace; Regional winners offer more supportive workplaces About the Best Regional Workplaces Great Place to Work® selected the Best Workplaces™ in Chicago, Texas, New York, and the Bay Area in 2022 based on feedback collected through America’s largest ongoing annual workforce study of over 1 million employee survey responses and data from Great Place to Work-Certified™ organizations representing more than 6.1 million employees across the United States. Company rankings are derived from 60 employee experience questions within the Great Place to Work Trust Index™ survey. Read the full methodology. To get on this list next year, start here. About Great Place to Work® Great Place to Work® is the global authority on workplace culture. Since 1992, it has surveyed more than 100 million employees worldwide and used those deep insights to define what makes a great workplace: trust. Its employee survey platform empowers leaders with the feedback, real-time reporting and insights they need to make data-driven people decisions. Everything it does is driven by its mission to build a better world by helping every organization become a Great Place to Work For All™. Learn more at greatplacetowork.com and on LinkedIn, Twitter, Facebook and Instagram. Contact Details Great Place to Work Kim Peters +1 415-844-2574 kpeters@greatplacetowork.com Company Website https://www.greatplacetowork.com/

June 15, 2022 07:00 AM Eastern Daylight Time

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Long-Time Indianapolis Fruit Leader Stepping Back

FreshEdge

Indianapolis Fruit, a member of the FreshEdge family of produce and specialty food companies shares that, effective July 4, 2022, John Cunningham will transition from COO of Indianapolis Fruit to Distribution and Retail Advisor. He will focus on deepening customer relationships, mentoring and developing the evolving executive team, and advising on strategic initiatives. “We’re excited for John to continue positively impacting our team and our customers’ business. He has a tremendous track record of elevating performance,” said Daniel Corsaro, President of Indianapolis Fruit Company. “John has been a great member of our family and has been critical to our growth and development! We are very grateful for everything he has done and look forward to the insight and great things that he will accomplish with our evolving leaders,” said Greg Corsaro, President and COO of FreshEdge, LLC, the parent company of Indianapolis Fruit. “I’m excited to announce that after 40 plus years in the produce industry and 19 with Indianapolis Fruit and the FreshEdge Team, I’ve decided to step back. I’m looking forward to enjoying my personal and professional life at a different pace. I’m eager to continue to work with Daniel Corsaro and our team to enhance our retail merchandising and education programs,” said John Cunningham, Indianapolis Fruit Company. Indianapolis Fruit will continue to be led by Daniel Corsaro, President, and the existing executive team. As part of this transition, Ross Nelson will transition from Vice President of Retail Execution to Vice President of Procurement. About Indianapolis Fruit Indianapolis Fruit, a FreshEdge company, distributes fresh produce, value-added, specialty foods, and floral to retail grocers in 20 states across the Midwest, central, and southeastern areas of the United States. Offering more than 3,500 available skus, 500 plus organic items, and a full-service fresh cut division, Indianapolis Fruit continues to deliver on what consumers want. For more information, visit www.indyfruit.com Contact Details Indianapolis Fruit Company Daniel Corsaro, President +1 317-981-3442 dccorsaro@indyfruit.com Company Website https://indyfruit.com/

June 14, 2022 10:44 AM Eastern Daylight Time

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Shareholder to GM: Disclose Child Slave Labor in Your EV Supply Chain

National Legal & Policy Center

Today, Paul Chesser, Director of the National Legal and Policy Center’s (NLPC) Corporate Integrity Project, presented remarks at General Motors Company’s annual meeting to support a shareholder resolution the ethics group filed with the company. The proposal would have required the report to shareholders the degree to which its business – which has become heavily dependent on rare earth metals mining for its electric vehicle production – is dependent on child slave labor. The full text of Chesser’s remarks are below: I’m Paul Chesser, director of the Corporate Integrity Project for National Legal and Policy Center. I, and my organization, have questioned the wisdom of General Motors’ aggressive pursuit of electric vehicles since the early 2010s, when Chevrolet introduced the nonviable, electric Volt. Even with the benefit of millions of dollars in taxpayer subsidies, Chevy could not make the Volt popular. Now there is renewed fanaticism for electric vehicles from corporate management, the corporate media, and the failed Biden administration. But EVs are no more viable now than they were ten years ago, despite the appearance. The only reason they have incrementally gained any popularity is because of the Biden administration’s attacks on the oil and gas industry. Any product can gain popularity when the government inflicts blow after blow against its primary competition. As a viral video from ten years ago stated, “If I wanted America to fail…I’d make cheap energy expensive, so that expensive energy would seem cheap.” Government is also making this happen by delivering millions of dollars in subsidies for EV charging infrastructure and battery manufacturing, among other market distortions. Americans are furious with this policy, especially every time they refill at the gas pump. Whether you acknowledge it or not, GM is complicit in this disastrous policy that this unpopular administration dismisses as an energy “transition.” You know, the way they dismissed our current inflation woes as “transitory” just a few months ago? Just as the administration and the Fed missed the obvious telltale signs of a longer-term problem, so also is GM’s leadership missing the big picture on EVs, in exchange for a short-term benefit, which will come at the expense of shareholders. Almost certainly you will see a very different-looking, less EV-friendly Congress come November. In fact, you will likely see great hostility towards this so-called energy “transition.” GM may get away with some minimal benefit now, but what you may gain in short-term market share, your propaganda will lose long-term. For example, regarding our shareholder resolution, GM loses the moral high ground on EVs because their components are heavily dependent on metals mined in Third-World countries, many of which are owned or controlled by the communist Chinese, who are among the worst abusers of human rights. Our resolution seeks transparency about GM’s supply chain for eliminating the possibility that child labor is used in mining these metals that are needed for EVs. GM’s response in the proxy is less-than-assuring, by citing things like “codes of conduct,” “statements,” “policies,” and “standards” that suppliers are allegedly required to sign on to. Sorry, but hiding behind bureaucratic jargon is no substitute for first-hand scrutiny and accountability about your supply chain. We urge shareholders to vote for GM to produce more meaningful and transparent information about how its vulnerable supply chain operates. END REMARKS “General Motors, in its aggressive pursuit to mass produce electric vehicles in order to surpass Tesla, has both a human rights problem and a China problem,” Chesser explained. “The company hides behind platitudes and claims that its suppliers must sign ‘promises’ to not use child slave labor in its metals mining, but those are no substitute for direct scrutiny and verification. GM must be more transparent about its supply chain vulnerabilities if it is going to pursue this economically questionable product line.” NLPC has filed more than two dozen shareholder resolutions this proxy season, and appeared at the annual meetings of Berkshire Hathaway, Disney, Coca-Cola, Amazon, Twitter, Meta, and many others. ### Please visit http://www.nlpc.org. Founded in 1991, NLPC promotes ethics in public life and government accountability through research, investigation, education, and legal action. Contact Details National Legal and Policy Center Dan Rene +1 202-329-8357 drene@nlpc.org Company Website http://www.nlpc.org

June 13, 2022 03:59 PM Eastern Daylight Time

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Velocity Global and Oracle Join Forces to Enhance the Future of Work

Velocity Global

Partnership delivers ideal global workforce management solutions Velocity Global now part of Oracle PartnerNetwork (OPN) Provides shared and new clients global Employer of Record (EoR) solution Velocity Global, a leading provider of global talent solutions, announced today that it will be partnering with Oracle to enhance the future of work for companies around the world. Oracle’s unparalleled approach to supporting international workforces combined with Velocity Global’s work platform gives clients and prospects the resources needed to succeed with increased efficiency. “This is the beginning of an exciting, robust relationship with Oracle that will lead to enormous efficiencies for our existing and future shared clients. Oracle’s long-standing reputation in technology along with their client-focused approach to revolutionize the future of work mirrors our own, and we’re thrilled to blaze this trail together,“ said Annie Thompson, Vice President of Strategic Partnerships at Velocity Global. “Velocity Global’s impact on the future of work as a leading Employer of Record redefines how global businesses hire and operate, and Oracle is proud to forge this collaboration in an effort to take our shared vision to uncharted heights,” said Dan Haller, Group Vice President, NAA Alliances, Strategic Partnerships, and Resale, Oracle. Through Oracle PartnerNetwork (OPN), both companies will offer and pair their respective solutions to streamline the client experience. The Global Work Platform TM delivers Velocity Global’s capabilities as the largest global EoR, with solutions in over 185 countries and all 50 United States, to manage supported talent and provide compliance, payroll, and benefits regardless of state or international borders. Additional information on how existing and potential clients can access these new solutions can be found on Velocity Global’s page on Oracle PartnerNetwork. Trademarks Oracle, Java, and MySQL are registered trademarks of Oracle Corporation. ### About Velocity Global Velocity Global accelerates the future of work for anyone, anywhere, anyhow. Its Global Work Platform™ simplifies the employer and talent experience through its proprietary cloud-based talent management technology, backed by personalized expertise and unmatched global scale. The platform offers a full suite of talent solutions, including global Employer of Record and Contractor Management, to help companies onboard, manage, and pay talent in more than 185 countries and all 50 United States. Thousands of brands rely on Velocity Global to build international teams without the cost or complexity of setting up foreign legal entities or state registrations. Velocity Global was named a “Leader” in Global Employer of Record services by prominent analyst firm NelsonHall. Founded in 2014, the company has hundreds of employees across six continents. For more information, visit velocityglobal.com. About Oracle PartnerNetwork Oracle PartnerNetwork (OPN) is Oracle’s partner program designed to enable partners to accelerate the transition to cloud and drive superior customer business outcomes. The OPN program allows partners to engage with Oracle through track(s) aligned to how they go to market: Cloud Build for partners that provide products or services built on or integrated with Oracle Cloud; Cloud Sell for partners that resell Oracle Cloud technology; Cloud Service for partners that implement, deploy and manage Oracle Cloud Services; and License & Hardware for partners that build, service or sell Oracle software licenses or hardware products. Customers can expedite their business objectives with OPN partners who have achieved Expertise in a product family or cloud service. To learn more visit: http://www.oracle.com/partnernetwork. Contact Details Velocity Global Janessa Rivera +1 720-650-4348 news@velocityglobal.com Company Website https://velocityglobal.com/

June 13, 2022 07:01 AM Mountain Daylight Time

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CleverTap Completes Acquisition of Leanplum

CleverTap

CleverTap, world’s No.1 retention cloud, today announced it has completed its acquisition of San Francisco based Leanplum, a leading multi-channel customer engagement platform. The acquisition, originally announced on 19th May, was closed in a record time of 3 weeks. With this acquisition, CleverTap has strengthened its footprint in the US and Europe. CleverTap will combine the product stack of both organizations and extend its world-class solutions and technology to all its customers and prospects worldwide. Momchil Kyurkchiev, Co-Founder of Leanplum, has joined CleverTap’s leadership team as Chief Strategy Officer. With the completion of the acquisition, CleverTap also welcomes marquee investors Norwest Partners, Shasta Ventures, Canaan, and Kleiner Perkins as its shareholders. The acquisition becomes revenue accretive for CleverTap from June 1st 2022. “We are very excited to welcome Momchil and all Leanplum employees to the CleverTap family and expect full integration of the two companies, including an integrated product in the market to get completed over the next 3-4 quarters,” says Sunil Thomas, CleverTap Co-founder and Executive Chairman. “With this acquisition customers will now have a wide variety of product features and options to choose, from the best of both product line-ups (A/B Testing, Segmentation,Campaigns, Journeys etc.). At the same time, the acquisition provides a much bigger growth, exposure and learning opportunities for employees and collectively we will now become a dominant force with a large global footprint”. “The Martech landscape the world over is evolving at an exponential rate and hyper-personalized digital engagement at scale is the need of the hour. I am sure that together, Leanplum and CleverTap will address this need and continue to drive innovation in this space. CleverTap and Leanplum individually have had a robust presence in terms of geographical reach, industries, and categories. Collectively we will now become a dominant force with a large global footprint,” says Momchil Kyurkchiev, Chief Strategy Officer at CleverTap. “As we expand globally, we are looking to retain as well as grow 100% of the Leanplum customers by bringing all combined capability on one platform in due course. We also plan to increase our headcount in the US and Europe. Together, we aspire to be recognized as a SaaS talent powerhouse built on a strong people-first culture driven by values and equality,” added Sunil. About CleverTap CleverTap is the modern, integrated retention cloud that empowers digital consumer brands to increase customer retention and lifetime value. CleverTap drives contextual individualization with the help of a unified and deep data layer, AI/ML-powered insights and automation enabling brands to offer hyper-personalized and delightful experiences to their customers. 1200+ customers in 60+ countries and 10,000+ apps, including Gojek, ShopX, Canon, Mercedes Benz, Electronics Arts, TED, Jio, Premier League, TD Bank, Carousell, Papa John’s, and Tesco, trust CleverTap to achieve their retention and engagement goals, growing their long-term revenue. Backed by leading venture capital firms, including Sequoia, Tiger Global Management, and Accel, the company is headquartered in Mountain View, California, with offices in Mumbai, Singapore, Sofia, São Paulo, Bogota, Amsterdam, Jakarta and Dubai. For more information, visit clevertap.com or follow on LinkedIn and Twitter. Forward-Looking Statements Some of the statements in this press release may represent CleverTap’s belief in connection with future events and may be forward-looking statements, or statements of future expectations based on currently available information. CleverTap cautions that such statements are naturally subject to risks and uncertainties that could amount in the actual result being absolutely different from the results anticipated by the statements mentioned in the press release. Factors such as the development of general economic conditions affecting our business, future market conditions, our ability to maintain cost advantages, uncertainty with respect to earnings, corporate actions, client concentration, reduced demand, liability or damages in our service contracts, unusual catastrophic loss events, war, political instability, changes in government policies or laws, legal restrictions impacting our business, impact of pandemic, epidemic, any natural calamity and other factors that are naturally beyond our control, changes in the capital markets and other circumstances may cause the actual events or results to be materially different, from those anticipated by such statements. CleverTap does not make any representation or warranty, express or implied, as to the accuracy, completeness or updated or revised status of such statements. Therefore, in no case whatsoever will CleverTap and its affiliate companies be liable to anyone for any decision made or action taken in conjunction with the information and/or statements in this press release or any related damages. Contact Details Sony Shetty sony@clevertap.com Company Website https://clevertap.com/

June 13, 2022 06:31 AM Eastern Daylight Time

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Dan Varroney at the 2022 Leading Entrepreneurs of the World Conference

1BusinessWorld

Author of the groundbreaking new book, Reimagining Industry Growth, and founder of strategic consulting firm Potomac Core, thought leader, speaker, advisor and strategist, Daniel A. Varroney shared a compelling keynote presentation on the opening day of the 2022 Leading Entrepreneurs of the World Conference on Partnership Strategies. In his Leading Entrepreneurs of the World session, Dan Varroney recommended concrete actions that help industries develop Pre-Competitive Solutions which over time lead to accretive growth. He shared a blueprint to harnessing the power of leading industry associations as strategic partners. By utilizing those partnerships, business leaders will become able to leverage the collective strength of the supply chain to overcome challenges, address uncertainty, mitigate risks, and position their industries for growth. In an era of chronic uncertainty, the most successful partnerships embrace a rising tide that lifts all boats strategy. Dan Varroney’s book, Reimagining Industry Growth, is now available for order at major online retailers ( Amazon, Barnes and Noble, Books-A-Million, Indie Bound, and Wiley.) All news and content distribution in partnership with News Direct. About Potomac Core A strategic consultancy that applies research driven strategies to reimagine new growth pathways for Industries and Professions. Founded in 2012 in Arlington, Virginia, we help transform organizations into the important role of real time business solution providers. Potomac Core About Leading Entrepreneurs of the World As part of 1BusinessWorld, Leading Entrepreneurs of the World is one of the largest and most comprehensive entrepreneurial platforms and events in the world and features entrepreneurs, founders and business leaders presenting on cutting-edge topics and the latest industry developments. Leading Entrepreneurs of the World About 1BusinessWorld 1BusinessWorld is a global business ecosystem, network and marketplace that provides entrepreneurs, business owners and professionals with the information, tools, resources and connectivity needed to succeed throughout their company’s growth journey, toward a better business world. Our vision is based on the reality that we live, work and do business in one global interconnected business environment, and hence our motto: “One World, One Business World”. Our mission is to encourage and support global communication and collaboration among entrepreneurs, professionals, and businesses. 1BusinessWorld Contact Details Media Enquiries +1 212-220-6677 info@1businessworld.com Company Website https://1businessworld.com

June 09, 2022 04:25 PM Eastern Daylight Time

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Shareholder Confronts Salesforce CEO’s, Directors’ Hypocrisy

National Legal & Policy Center

Today, Paul Chesser, Director of the National Legal and Policy Center’s (NLPC) Corporate Integrity Project, presented remarks at Salesforce Inc.’s annual meeting to support a shareholder resolution the ethics group filed with the company. The proposal would have required the board to implement a policy to require the chair of the board of directors to be an independent member. Currently Marc Benioff holds the roles of both Chairman and co-CEO. The full text of Chesser’s remarks are below: I’m Paul Chesser, director of the Corporate Integrity Project for National Legal and Policy Center. Salesforce’s Chairman and CEO roles should be separated for good governance practice, but also in order to rein in the unaccountable Marc Benioff, who uses the company as his own personal political advocacy tool, and has for many years. There is ZERO evidence that anyone tries to rein him in. All indicators are that this board of directors is a facade – all for show, with no meaningful accountability for Mr. Benioff. There is seemingly no progressive cause that he isn’t willing to throw his considerable corporate weight behind, without consequence to him. I’m sure if he had to answer to a board that cared at all about the company’s reputation, instead of rubber-stamping Mr. Benioff’s political views, he wouldn’t be so bold. He has famously meddled in religious conscious and personal liberty issues in states like Indiana, North Carolina, and Georgia. He issues economic threats when he does so. He has vocally opposed pro-life laws in Georgia and Texas. He is strident and arrogant with his advocacy. He has zero respect for religious liberty or the U.S. constitution – showing utter disdain for the First, Second and Tenth Amendments, among other American governing principles. Then there’s his personal integrity, or lack thereof. Of course, Mr. Benioff’s signature issue is climate change. Yet he perpetuates the fraud that Salesforce, whose big service is cloud computing on massive, power-eating server farms, is at “100-percent renewable energy” in its operations. If that was true, instead of the accounting and carbon indulgence shell game that it actually is, then Salesforce would be bankrupt. Then there’s Mr. Benioff’s hypocrisy. He thinks planting thousands of trees in China helps offset Salesforce’s greenhouse gas sins, but says nothing about that communist government’s ongoing build-out of coal-fired power plants. And of course, like every other cowardly Big-Tech CEO, he says nothing about China’s genocide and human rights abuses. Back home in the U.S., while he advocates for the little people to curtail their fossil fuel use as they pay $6 dollars a gallon for gasoline, he travels in his own personal jet, for which Salesforce reimbursed him $834,000 dollars during the past year for alleged “business use.” Did that include the Davos trip, Mr. Benioff? The company also covered for the cost of his personal security to the tune of more than $1.4 million dollars this past year. Certainly this amount of security includes arming your protection with semiautomatic weapons. Yet Mr. Benioff banned companies that sell such guns from using Salesforce products. He also wants a ban on the popular defense weapon, the AR-15, which is among the country’s best-sellers for law-abiding citizens who look to protect themselves and their families. Again, Salesforce takes care of the hypocrite Benioff, while the little people must fend for themselves. END REMARKS “While he has serious competition, there is perhaps no one who uses his Big Tech company more to advance his personal progressive political agenda than Marc Benioff,” Chesser explains. “Unfortunately he has gotten away with it for years, due to cowardly responses from state politicians who feared big businesses’ threats to ‘boycott’ or leave their states. However, that trend is changing, as Gov. DeSantis has shown in Florida in response to Disney’s political activism.” NLPC has filed more than two dozen shareholder resolutions this proxy season, and appeared at the annual meetings of Berkshire Hathaway, Disney, Coca-Cola, Amazon, Twitter, Meta, and many others. ### Please visit http://www.nlpc.org. Founded in 1991, NLPC promotes ethics in public life and government accountability through research, investigation, education, and legal action. Contact Details National Legal and Policy Center Paul Chesser +1 703-237-1970 pchesser@nlpc.org Company Website http://www.nlpc.org

June 09, 2022 12:35 PM Eastern Daylight Time

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LIXIL Establishes LIXIL Public Partners as First Public Sector Engagement Platform to Strengthen Collaboration on Water, Sanitation & Hygiene

LIXIL

LIXIL, maker of pioneering water and housing products, today announced the establishment of LIXIL Public Partners (LPP), the company’s first dedicated public sector engagement platform. LPP will explore synergies and expanded collaboration with the public sector for the delivery of innovative household solutions in water, sanitation, and hygiene. These efforts will build on existing initiatives such as LIXIL’s SATO brand of safe, affordable sanitation and hygiene solutions, and work to tackle America’s sanitation challenges. Erin McCusker, Leader of SATO, has been appointed as Senior Vice President, with concurrent responsibilities to lead the newly founded LPP unit. McCusker will be responsible for developing business strategies and operating models designed to serve the mutual interests of global partners and LIXIL by introducing innovative products and solutions for improved access to water, sanitation, and hygiene globally. Among governments and geographies across the world, there has been an enhanced focus on social and environmental challenges, including a mandate to provide solutions and resources for issues in water, sanitation, and hygiene. Recognizing the importance and immense opportunity of jointly tackling these challenges, LPP will leverage and maximize the synergies of LIXIL’s technologies and team of experts to provide innovative solutions. In line with LIXIL’s Global Sanitation and Hygiene Corporate Responsibility commitment to improve access to sanitation and hygiene for 100 million users by 2025, LIXIL will strengthen business-to-government channels and operational models for public, private, and community stakeholders. ”With our global presence, expertise in delivering consumer-centric solutions, and experience in developing long-lasting partnerships with development agencies and others, we are uniquely positioned to be the preferred partner to the public sector in household water, sanitation, and hygiene,” said McCusker. “Globally, acceleration is needed to achieve targets set by SDG 6, and commitments such as the White House Action Plan on Global Water Security towards sustainable management of water and sanitation for all. These goals will only be reached by doing things differently, and driving toward more effective collaboration between the public and private sector.” McCusker joined LIXIL in 2018, bringing her extensive strategy and public-private partnership expertise. She will concurrently continue her role leading SATO, a social business, sanitation, and hygiene solution provider for underserved communities that has improved access to toilets and hand washing for an estimated 35 million users in over 44 countries.¹ Under McCusker’s leadership, SATO has shipped over 1 million units for three consecutive years. Most recently, she led strategic engagement with USAID, resulting in LIXIL being awarded approximately $10 million to establish the new Partnership for Better Living. ¹Source: Progress on household drinking water, sanitation and hygiene 2000-2020: Five years into the SDGs. Geneva: World Health Organization (WHO) and the United Nations Children’s Fund (UNICEF), 2021 ( https://washdata.org/ ) LIXIL (TSE Code: 5938) makes pioneering water and housing products that solve everyday, real-life challenges, making better homes a reality for everyone, everywhere. Drawing on our Japanese heritage, we create world-leading technology, and innovate to make high quality products that transform homes. But the LIXIL difference is how we do this; through meaningful design, an entrepreneurial spirit, a dedication to improving accessibility for all, and responsible business growth. Our approach comes to life through industry-leading brands, including INAX, GROHE, American Standard, and TOSTEM. Approximately 55,000 colleagues operating in more than 150 countries are proud to make products that touch the lives of more than a billion people every day. Contact Details Carly Sylvester lixil@hotpaperlantern.com Company Website https://www.lixil.com/

June 09, 2022 11:00 AM Eastern Daylight Time

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New Survey Shows the Next Generation Embraces Remote Work for College to Career Transition

Velocity Global

Seven out of ten U.S. college-aged adults are likely to consider an entirely remote job One out of four never expect to hold a traditional 9-to-5 office job, and 85% see themselves holding a side gig Nine out of ten express anxiety about entering the workforce A survey released today by Velocity Global, the leading provider of global talent solutions, shows that U.S. college-aged adults embrace remote work in their career transition plans. The College to Career Survey examined 1,000 college-aged respondents’ attitudes on remote work and their work-life balance expectations as they prepare to transition into the workforce. “The next generation wants to work remotely, balance their ‘personal’ and ‘work’ lives, and prioritize flexibility and mental well-being. Companies should take notice: The old way of doing business is over,” said Sarah Fern, chief people officer at Velocity Global. “Put simply, students want the flexibility to work with anyone, anywhere, anytime, and they expect employers to meet them where they are.” Key findings on remote work: 69% of respondents are somewhat or extremely likely to consider a job that is entirely remote 80% of students would consider taking less money for their job if it allowed a remote option The majority (57%) say being remote increases their productivity Nine out of ten respondents report work-life balance as being either the most important factor (53%) or a somewhat important factor (37%) in selecting a career Fewer than 1 in 5 (18%) say they prefer to work from an office five days per week Fewer than half (44%) of respondents plan to have a traditional (Monday-Friday, 9-to-5) in-person job, and 1 out of 4 (23%) never expect to hold a traditional office job Impacts on emotional well-being: The survey also found a large impact on the emotional well-being of respondents as a result of the move to remote work and learning over the last several years. 56% of respondents acknowledged remote work/study negatively impacted their mental health “a lot” (14%) or “somewhat” (42%) 86% reported a high level of stress or anxiety about entering the workforce, including 35% who indicated they are “very” anxious about entering the workforce, and an additional 51% said they are “somewhat” anxious about doing so Participation in the gig economy: An overwhelming majority of students intend to supplement their primary job with a side gig. 85% of respondents said they either definitely (27%) or possibly (58%) expect to have a side gig in addition to their primary job “That number is staggering, and the C-suite needs to harness the possibilities of tomorrow’s workforce who have varied interests, skills, and allegiances,” said Fern. “Talent is telling us how they will succeed, and it includes full-time, part-time, contract, and freelance work - and sometimes a combination of these. It is entirely possible for you to get the best from your talent while they also pursue other interests. It works for both of you.” International results: The survey also gathered input from 500 students and recent graduates in the United Kingdom (U.K.) and 500 in Brazil, with very similar results. 72% in the U.K. said they would consider an entirely remote position, and a staggering 85% in Brazil say the same 84% of respondents in the U.K. and 82% in Brazil said they would be willing to consider a position that paid less money if it offered the flexibility to work from anywhere “These trends with college students and recent graduates in the U.S. are mirrored in other parts of the world, highlighting the accessibility of a global workforce. In the U.K. and Brazil — where Velocity Global clients increasingly seek supported talent — work flexibility is seen as one of the most compelling factors considered when entering the job market,” said Fern. Methodology: This survey was conducted on behalf of Velocity Global by Rep Data. All selected samples were subjected to stringent quality control standards, including technological controls such as automatic geographical IP detection, tracking and deduplication, open-end pre-screening, and re-captchas. Rep Data sourced multiple suppliers to ensure a representative sample, each supplier possessing its own unique recruitment model and incentive structure, which increased sample source diversity and quality. About Velocity Global Velocity Global accelerates the future of work for anyone, anywhere, anyhow. Its Global Work Platform TM simplifies the employer and talent experience through its proprietary cloud-based talent management technology, backed by personalized expertise and unmatched global scale. The platform offers a full suite of talent solutions, including global Employer of Record and Contractor Management, to help companies onboard, manage, and pay talent in more than 185 countries and all 50 United States. Thousands of brands rely on Velocity Global to build international teams without the cost or complexity of setting up foreign legal entities or state registrations. Velocity Global was named a "Leader" in Global Employer of Record Services by prominent analyst firm NelsonHall. Founded in 2014, the company has hundreds of employees across six continents. For more information, visit velocityglobal.com. Contact Details Velocity Global Chris McGrath +1 720-650-4348 news@velocityglobal.com Company Website https://velocityglobal.com/

June 09, 2022 07:00 AM Mountain Daylight Time

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