NEW YORK /3BL Media/ - Verizon today released its first-ever Human Capital Report, outlining the company’s commitment to attract the best talent, develop its employees to their full potential and inspire employees to build their careers at Verizon.
The report provides a blueprint for how Verizon keeps its more than 133,000 employees around the world engaged in an increasingly competitive labor market. It also focuses on how it is building on past successes to upskill its V Team to continue to lead in the age of 5G technology and beyond.
New Partnership Provides Access to Hundreds of Job Opportunities
March 15, 2021 /3BL Media/ - More than 2.5M women have left the workplace between February 2020 and January of this year, according to the U.S. Labor Department. Sodexo, a food service and facilities management company and the 19th largest employer in the world, announced today a partnership with Santa Clara-based - Women Back to Work, to help bridge the employment gap for women and provide access to hundreds of current management opportunities.
Shawn Ray, Financial Analyst at Sappi North America’s headquarters in Boston, felt a personal connection when he decided to participate in the 2019 “Pan-Mass Challenge.”
“I ride to make a difference,” said Shawn. “My family has been participating for the better part of 10 years now, and I was lucky enough to join the team. Since losing my grandmother and mentor, Carol Ryan, to cancer in 2014, I knew that I had to get involved, and riding in the Pan-Mass was the best decision I have ever made.”
Sappi North America received a $100,000 training grant in September from the Minnesota Office of Higher Education and Department of Labor and Industry. The grant allows Sappi to strengthen the local workforce by providing advanced technical training to employees, while improving functions and safety at its Cloquet Mill. SNA has participated in the grant program six times and continues to offer the opportunity for up to 25 employees each year to join a training cohort. Through the years, this grant has provided on-site training to more than 100 employees.
This past year was very special for safety in Sappi North America (SNA). Our employees achieved their best-ever lost time injury frequency rate (LTIFR) result at 0.25. Everyone stepped up to make this achievement possible. For the entire year, we had only six lost-time injuries, and during the second quarter of the year, we had zero lost-time injuries—our ultimate goal and the first time it was ever achieved. On May 19, 2019, our Cloquet Mill employees operated 1.3 million hours without a single lost-time incident.
“We are all in it together,” says Jay Arnston, fiberline control room operator and president of the USW Local Chapter 11-63 at the Cloquet Mill. “It wasn’t always that way,” he says, describing his many years of union involvement with Sappi and previous owners of the mill. “But we’ve come a long way. There is a lot more transparency, and we are informed about a lot of the decision making.”
Gildan recently announced the release of its 2019 ESG report, highlighting the progress made by the Company towards fulfilling their vision of Making Apparel Better®. An essential part of achieving this vision rests on Gildan’s Genuine Responsibility® program, which has been designed around three core pillars. Today, Gildan focuses on the first pillar, Caring for Our People, as the Company looks back on some of its 2019 highlights.
Safety is the top priority at Sappi. Across all regions, we are committed to zero workplace injuries. The metric we use to measure our progress toward meeting our goal is known as lost time injury frequency rate (LTIFR), which measures injuries resulting in lost time per 200,000 employee hours of exposure—equivalent to 100 full-time employees per year.
10 actions to help people stand up against racism and social injustice
Recent events involving racial inequity and injustice have shown us that racism is still very much alive. Change starts with each of us and we can play a role in addressing the far-too-prevalent discrimination against Black individuals—both now and in the future, forever.
Some companies are helping their people take action. And many are looking to strengthen their existing diversity and inclusion programs to create long-term, collective impact.