New employee-led Asian Inclusion Network in Cincinnati wants to increase awareness and understanding
Months before the coronavirus spread throughout the world, Judy Downs and Bo Zhuo co-founded Duke Energy’s first Asian Inclusion Network.
They formed the AIN employee resource group in Cincinnati to increase awareness and understanding of Asian employees and encourage an inclusive work environment. They had no idea how relevant the support group would become.
Rhonda Gass of Stanley Black & Decker and Klara Jelinkova of Rice University discuss technology’s burgeoning role, how they’re supporting their people, and the importance of self-care.
Since the onset of the COVID-19 crisis, many of the changes reshaping how we work and live rely on technology. Because technology ties so much of every company together, CIOs have had a unique view into what’s been going on and how to manage it.
Do you wonder what it’s like to be LGBTQ+ at Moody’s? Join us to hear from EMEA employees about our inclusive culture and their experiences in our impactful organization!
Moody’s is a global integrated risk assessment firm that empowers organizations to make better decisions. Our data, analytical solutions and insights help decision-makers identify opportunities and manage the risks of doing business with others. We believe that greater transparency, more informed decisions, and fair access to information open the door to shared progress. With over 11,000 employees in more than 40 countries, Moody’s combines international presence with local expertise and over a century of experience in financial markets.
From the moment Milton Hershey founded our company and sought to make chocolate—previously a luxury good—accessible to the masses, we worked to make more moments of goodness in people’s lives.
Over a century later, we’re invited into people’s moments of goodness every day. We’re there for holiday gatherings and campfires; for break-ups and make-ups; for road trips and school trips. It’s a pretty special place to be. Operating sustainably is what wraps each moment in something we can all feel good about.
Since 1909, Milton Hershey School (MHS) has offered children from low-income backgrounds in the U.S. a residential, cost-free, quality pre-K through 12th grade education. Now in its 110th year, it is a place where students’ potential meets life-changing opportunity thanks to our shared founder, whose entrepreneurial spirit and commitment to helping youth succeed blended to create an early “social enterprise.”
As we embark on a new decade, we would like to take this opportunity to recognize women whose efforts have led our company to its current success. We wish to recognize five powerful women essential to breaking new ground and making history both at NRG and in our sector. Continuously improving our business, these women solidify the importance of placing inclusion and diversity at the center of who we are and what we do. Please join us in recognizing the amazing strides they have made and the path they are laying towards a more inclusive industry.
Sylvia Longmire has always been passionate about traveling, but in 2005 she was diagnosed with multiple sclerosis and started using a wheelchair. Determined to continue exploring the world, she started Spin the Globe, a blog and travel agency, to help other wheelchair users research and book accessible travel. Sylvia uses Adobe Acrobat and Adobe Sign to keep her business moving, no matter where she is.
Our ORD Polaris Lounge recently hosted a virtual book launch for Violet Takes Flight, by author Kenyatta Scott and aviation educator Tammera L. Holmes. The story follows Violet on her first plane ride where she meets the pilot, a Black female role model who looks just like her.
By Shanis Windland, Vice President Diversity & Inclusion, VMware
Here at VMware, building a more inclusive and diverse workplace is a company priority. We understand that words matter. What we say (and write), even without ill-will, can have a profound impact on others based on their cultural backgrounds.
As part of our efforts around inclusion, we’re taking a close look to ensure we’re walking the talk to end systemic racism, from changing the way we hire to providing learning and discussion opportunities on difficult topics, such as race and privilege. We’re taking a hard look at what actions we can take in the short- and long-term.