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Workiva Receives AA Rating by MSCI Highlighting Its ESG Leadership and Commitment to Building a Better Future

Workiva

MSCI ESG Investing, the company that provides in-depth research, ratings and analysis of the environmental, social and governance (ESG)-related business practices of thousands of companies worldwide, has upgraded  Workiva Inc. (NYSE:WK) with a rating of AA as part of their MSCI ESG Ratings Assessment 1. The AA rating designates Workiva as a leader in its industry in managing the most significant environmental, social and governance risks and opportunities.  MSCI ESG Ratings assessment is based on a company’s resilience to financially material ESG risks. It evaluates a company’s exposure to and management of key ESG risks and opportunities compared to its global industry peers, and it provides critical insights that can help institutional investors identify risks and opportunities that traditional investment research may overlook.  “At Workiva, we are building a comprehensive approach to ESG through authentic and purposeful action by supporting our people and customers, protecting the environment, and conducting good business practices,” said Workiva CEO Marty Vanderploeg. “With transparent data, companies who are prioritizing ESG initiatives will be differentiated in their performance and deliver long-term value for their stakeholders.”  Disclaimer Statement  The use by Workiva of any MSCI ESG Research LLC or its affiliates (“MSCI”) Data, and the use of MSCI logos, trademarks, service marks or index names herein, do not constitute a sponsorship, endorsement, recommendation, or promotion of Workiva by MSCI. MSCI services and data are the property of MSCI or its information providers, and are provided “as-is” and without warranty.  MSCI names and logos are trademarks or service marks of MSCI. View additional multimedia and more ESG storytelling from Workiva on 3blmedia.com

July 30, 2021 05:16 PM Eastern Daylight Time

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Residential and Commercial Installations of CO₂-cured Solidia Concrete™

Solidia Technologies

Solidia Technologies' patented processes moves the needle on carbon in two ways: they lower emissions in the production of cement and permanently consume carbon in the production of concrete. Solidia's first application to hit the market are precast concrete pavers. View additional multimedia and more ESG storytelling from Solidia Technologies on 3blmedia.com

July 30, 2021 04:46 PM Eastern Daylight Time

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CNH Industrial Employees Volunteer With Team Rubicon to Assist With Post-tornado Cleanup

CNH Industrial

CNH Industrial employees joined forces with Team Rubicon to support the post-tornado cleanup efforts of the local community in Burr Ridge, Illinois, where CNH Industrial’s North American headquarters are located. The recent tornado damaged homes and brought down many trees as it ploughed through Naperville, Woodridge, Darien and Burr Ridge. CNH Industrial employees came out for an Impact Day, worked at different sites, cleared tree debris and cut down trees that posed a safety concern. Team Rubicon is a close partner with the  CNH Industrial Foundation and CNH Industrial’s brand CASE Construction Equipment and employees frequently volunteer with the veteran led non-profit organization. View additional multimedia and more ESG storytelling from CNH Industrial on 3blmedia.com

July 30, 2021 04:01 PM Eastern Daylight Time

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Celebrating Disability Pride With Accessible Design and Inclusion

Porter Novelli

This week we celebrated the 31 st anniversary of the Americans with Disabilities Act (ADA) and marked the end of Disability Pride Month. The public and private sector took this time to understand the complexity, intersectionality and diversity of disability. Today, we look at three brand activations that honored the disability community through accessible design and inclusion. Earlier this month, Kellogg’s announced it will release revamped packaging that is accommodating people who are blind or visually impaired. For this effort, the cereal brand partnered with NaviLens – a company that creates digital solutions that allow visually impaired users to interact in the world more easily. Through leveraging this technology, the cereal brand will produce boxes that have unique codes on them. These codes can be detected and scanned by smart phones to play back audio on both labeling and allergen information. Kellogg’s tested these codes in 2020, and due to the success, it will permanently print these codes on all boxes in the U.K. in 2022. JCPenney also entered the accessible design space this month. The brand’s new private label, Thereabouts, includes products designed specifically for kids with disabilities. In fact, about 30 percent of the line’s 500 items contain adaptive features. The collection takes into account both sensory and dexterity needs by eliminating tags, applying easy-access opening and more. Michelle Wlazlo, Executive Vice President and Chief Merchandising Officer explains the brand’s motivation by stating, “We believe all kids should feel confident and capable in the clothes they wear, and parents should feel good about the clothes they buy.” Due to the fact the Schick Intuition combines both razor and shaving cream, the brand discovered it is favored by women with visual impairments. Schick embraced this discovery and launched the Content for All initiative in partnership with disability influencer, Molly Burk. This campaign is a dedication to intentionally creating products, content, and social media platforms with accessibility in mind. Brud Fogarty, Schick Intuition’s Brand Manager said the reason for this expansion and advocacy is that the company, “wants to build some brand love by showing people that we are ready to learn, all the time, about how to be more inclusive.” We’ve spoken to the need for representation and the purchasing power of the disabled community, but today’s examples amplifies the business case for inclusive design. Disability touches 53 percent of consumers with $8 trillion in spending power, but only 4 percent of businesses are focused on making offerings inclusive of a disability. The demand for accessible design will continue to grow and the private sector must be prepared to make changes internally and externally to meet them.   View additional multimedia and more ESG storytelling from Porter Novelli on 3blmedia.com

July 30, 2021 01:31 PM Eastern Daylight Time

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Deckers Brands Partners With FDRA As a 2021 Sustainability Strategic Partner

Deckers Brands

Deckers Brands is proud to be a 2021 Sustainability Strategic Partner for Footwear Distributors and Retailers of America (FDRA). As a Sustainability Strategic Partner, we will work together to drive change within the footwear and apparel industry. FDRA defines shoe sustainability as shoe design, development, manufacturing, distribution, and selling processes that minimize negative environmental impacts, conserve energy and natural resources, are safe for employees, communities, and consumers, and are economically sound. We are excited to come together with other industry leaders to collaborate on reducing our collective environmental footprint. We will join 300+ footwear professionals over the course of August and September as a key supporter of the Shoe Sustainability Summit.  We are better together.  This summit will bring together diverse brands—all of which bring different knowledge, skillsets, and knowhow – and collectively we will inspire industry change. Please find more information on Deckers Brands’ Environmental, Social, and Governance program at  https://www.deckers.com/ responsibility. Please find more information on FDRA’s Shoe Sustainability Summit at  https://www. shoesustainability.com/. View additional multimedia and more ESG storytelling from Deckers Brands on 3blmedia.com

July 30, 2021 01:11 PM Eastern Daylight Time

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Leading the Way on Volunteering

NortonLifeLock

By Kimberly Bishop, Corporate Responsibility Volunteering is both critical to a thriving community and important as it teaches valuable skills applicable to the workplace, such as teamwork, problem-solving, and leadership. Volunteering helps give us a deeper understanding of ourselves, provides a sense of purpose, and strengthens relationships. As the pandemic forced us to use technology to navigate daily life, NortonLifeLock leadership championed the opportunity to establish a culture of giving, one where we continue to serve our communities by volunteering virtually. Our leaders took action and have provided overwhelming support and participation. Our leaders understand the importance of taking the time to give back to our communities and the impact that can be made when we all give together. Vincent Pilette, our CEO, led the management team, shown above, in a volunteer event to support the  Kids in Need Foundation. The foundation works to ensure all students in America have access to a quality and equal education. Fifteen volunteers packed bags full of school supplies for 45 students. Volunteers also heard from Kristine Cohen at Kids in Need who talked more about education access and how properly resourced learning environments empower teachers and students to succeed. Natalie Derse, our Chief Financial Officer, hosted an event for her Finance team. More than 50 people participated in the live event to kick off the project supporting  Pencils of Promise, a global nonprofit also working towards equitable education access. After the kickoff event, team members formed smaller groups to build a virtual lesson plan to teach basic math, finance, or life-skills. Sixteen educational videos were made by NortonLifeLock employees, like  this one  on currencies around the world and  this one  on big mac economics. Ron Lescinskas, VP of Business Operations, led his team in writing letters to seniors facing isolation and Kara Jordan, Chief People and Culture Officer, led her team in an event that supported American Indigenous Business Leaders (AIBL) by packing and sending needed supplies. In addition to hosting team-building volunteer events, we also volunteer regularly, demonstrating our culture of giving to our employees. As an example, Kara Jordan, Mark Giles our Head of Transformation, and Krista Todd our Chief Marketing Officer recently volunteered to run one-on-one mock interviews with  Year Up  students virtually. Year Up works to close the opportunity divide by providing young adults from non-traditional backgrounds with education, training, and experiences that empower them to reach their full potential. I am so impressed with how NortonLifeLock leaders across departments and divisions have championed virtual volunteering, bringing their teams together to support our communities, and look forward to an even more impactful year. View additional multimedia and more ESG storytelling from NortonLifeLock on 3blmedia.com

July 30, 2021 12:36 PM Eastern Daylight Time

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Oportun CEO, Raul Vazquez - Democratizing Credit, Compassionate Leadership, and Navigating an IPO

Oportun

“We are developing a novel approach to take on a difficult social issue…"  Our CEO, Raul Vazquez, recently appeared on the Wharton Fintech Podcast, hosted by Miguel Armaza, where Raul shared his leadership style, personal journey, hobbies and more. He also dove deep on our business, with some noteworthy quotes (above and below) beginning at the 22 minute mark:  “We’re taking capital, that’s available on Wall Street, and putting it into low- and moderate-income communities that historically have struggled significantly to have access to capital…”  View additional multimedia and more ESG storytelling from Oportun on 3blmedia.com

July 30, 2021 12:31 PM Eastern Daylight Time

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Illumina Celebrates National Intern Day

Illumina

"Happy  #NationalInternDay  to the 73 interns at  Illumina  and to all interns everywhere - the leaders and innovators of tomorrow! We’re fortunate to have this talented group helping us fulfill our mission of unlocking the power of the genome to improve human health. Thank you!" - Francis DeSouza, CEO of Illumina Thanks for sharing this moment with us,  Paras S.  and happy  #nationalinternday  to you and all of our amazing intern cohort!   View additional multimedia and more ESG storytelling from Illumina on 3blmedia.com

July 30, 2021 12:01 PM Eastern Daylight Time

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Driving Diversity: How business leaders can spur workplace change

Family Features Editorial Syndicate

The spotlight on inequality is driving increased dialogue and inspiring change on social and cultural levels, and the same is true of the business community. According to the U.S. Senate Committee on Small Business and Entrepreneurship, just 18% of businesses in the U.S. are minority-owned, even though minorities make up almost 40% of the population. However, a study conducted by The UPS Store, Inc. shows small businesses and their customers are also doing their part to promote inclusion and diversity. Among small business owners with employees, 47% are actively trying to increase the diversity of their workforce, according to the survey. This momentum is particularly evident among younger small business owners, ages 18-45 (58%). Business leaders can continue promoting this effort by introducing practices such as: Communicating clearly about expectations Set a policy of zero tolerance for discriminatory behavior and communicate it clearly throughout your business. Conduct a thorough audit of your typical communication channels to ensure your message is clear and consistent so there is no confusion about your expectations. This can include emails, signage and orientation materials. It’s important to recognize this won’t be a one-and-done exercise. Commit to issuing periodic reminders to reinforce your expectation for an inclusive culture. Leading by example Once your expectations have been defined, it’s up to you to demonstrate how they should be followed. This means taking stock of your business and any areas where you may not be upholding these standards. Ask for input from trusted advisors. You might even consider an audit by a third party to identify any discrepancies. Chances are, you’ll find at least one or two areas for improvement. Take swift and decisive action to make necessary changes, whether it means updating policies, modifying recruitment practices or other adjustments. Creating programs that support minorities One way businesses can turn intent into action is to create programs specifically designed to encourage minority participation. When it comes to inclusive ownership, franchising is leading compared to other industries, with nearly one-third (30.8%) of franchises being minority-owned compared to 18.8% of non-franchised businesses, according to an International Franchise Association study. One example is The UPS Store Minority Incentive Program, which provides eligible participants nearly $15,000 off the franchise fee for their first center. This program, which applies to Asian, Black, Hispanic/Latino and Native American franchisee candidates, is both an opportunity for aspiring entrepreneurs and a solution meant to help consumers support minority-owned businesses. In addition, these new franchise owners will open a new store design with a focus on modern, tech-forward and open concept features. To learn more about the program and apply, visit theupsstorefranchise.com.* Making training relevant for your business The concept of diversity training isn’t new for many businesses, but it may be time to reassess your approach. Reciting a list of generic best practices to a senior leadership team does not constitute as training. Instead, consider creating a training session (or better yet, a series) that addresses the unique nuances of your business and culture. Work to incorporate principles of inclusion that relate to specific scenarios your staff may encounter and involve everyone at each level of the organization in the training. Eliminating practices that exclude certain groups Many traditional business practices completely overlook the good that can be gained from a more inclusive approach. In some cases, such as creating a time-off policy that accommodates holidays across different cultures, the benefits are in the form of employee morale. In other cases, such as flexible schedules for working parents, it may be the difference between successfully hiring the best candidate versus settling on someone who may not be the best fit for the position. Implementing feedback systems Learning better and doing better is an ongoing process, not a project to check off as completed. Part of refining your culture and creating a truly inclusive environment is enabling employees to report their concerns without fear of repercussions. Engaging your workforce, asking for input and genuinely listening may alert you to areas for improvement you never knew existed. Creating a more inclusive workplace won’t happen overnight, but taking necessary steps can benefit your business as well as your workforce. *This information is not intended as an offer to sell or the solicitation of an offer to buy a franchise. It is for informational and design purposes only. The UPS Store, Inc. will not offer you a franchise unless and until it has complied with the applicable pre-sale registration and disclosure requirements in your state, as applicable, and provided you with a Franchise Disclosure Document. Franchise offerings are made by Franchise Disclosure Documents only. Leverage Consumer Support of Minority Business Owners As the pandemic recedes, small business owners and entrepreneurs are still looking to receive support from their communities and peers. A majority of consumers have committed within the past year to buy more products and services from small businesses, according to a survey by The UPS Store, Inc. In particular, consumers indicated plans to buy more from women-owned, Black-owned and veteran-owned businesses. For entrepreneurial business leaders who aspire to own their own businesses, resources are available to help achieve that goal while providing consumers another avenue for supporting these types of businesses. One example is The UPS Store Minority Incentive Program, which offers eligible participants approximately 50% off the franchise fee. The program provides individuals the opportunity to turn their dreams of small-business ownership into reality by offering established brand strength, world-class training programs and a strong network of successful, helpful franchisees. Source: The UPS Store Contact Details Family Features Michael French +1 888-824-3337 mfrench@familyfeatures.com Company Website https://www.theupsstorefranchise.com/

July 30, 2021 11:44 AM Eastern Daylight Time

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