SOURCE:DuPont

DESCRIPTION:

When Todd Sears started his career as a Wall Street investment banker in the late ‘90s, he had to be discreet about his sexual orientation and sought another job where he could bring “his whole self to work.” In a more welcoming atmosphere, he opened a lucrative new market for his subsequent employer, catering to lesbian, gay, bisexual and transgender clients, a groundbreaking idea for the time.

Stephen Frost, head of diversity and inclusion for the London Olympics and author of the book The Inclusion Imperative, says this situation is hardly unique: Frost’s research found that people within the LGBT (Lesbian, Gay, Bisexual and Transgender) community who remain in the closet are 10 percent less productive than those who feel they can be themselves.

Having a diverse and inclusive workforce — with people of different races, gender identity or expression, sexual orientation, veteran status, abilities, religions, national or ethnic origins that respect and appreciate differences — is fast becoming an imperative for companies around the world. “Diversity and inclusion is not a ‘nice to have’ feature in an organization,” says Marc Doyle, an executive vice president at DuPont. “It is absolutely critical in healthy, high-performing organizations with a future focus.”

To read the full story, please click here. 

Tweet me:Learn How Employee Diversity and Inclusion Become Competitive Advantages http://bit.ly/2thoxDA

KEYWORDS: Diversity & Inclusion, Employee Resource Group, DuPont

What can we order for you?

SOURCE:Antea Group

DESCRIPTION:

Whether you are panicked or progressing smoothly in your corporate sustainability disclosure reporting this year, Antea Group's team has several insights to help you across the finish line. Read their timely blog here.

About Antea Group

Antea Group is an international engineering and environmental consulting firm specializing in full-service solutions in the fields of environment, infrastructure, urban planning and water. By combining strategic thinking and multidisciplinary perspectives with technical expertise and pragmatic action, we do more than effectively solve client challenges; we deliver sustainable results for a better future. With more than 3,000 employees in over 100 offices around the world, we serve clients ranging from global energy companies and manufacturers to national governments and local municipalities. Learn more at http://us.anteagroup.com. 

Tweet me:.@AnteaGroup Have a Reporting Season Sanity Latte with the Antea Group Corporate Reporting Dream Team http://bit.ly/2sjXo67

Contact Info:

katie.nordenson@anteagroup.com

KEYWORDS: Sustainable Development Goals, Research, Reports & Publications, corporate disclosures, CDP, CDP score, corporate reporting, antea group

SOURCE:3BL Media, LLC

DESCRIPTION:

NORTHAMPTON, Mass., June 13, 2017 /3BL Media/ - When American skin care and cosmetics brand Beautycounter needed to mobilize customers and other key stakeholders to advocate for the safety of ingredients in personal care products, the innovative digital platform Phone2Action delivered immediate engagement.

When the outdoor clothing maker Patagonia wanted to create a way for citizens to express opposition to privatizing public land in Utah, it, too, leveraged the power of the digital advocacy and engagement tools that Phone2Action built for companies seeking a faster, more efficient way to reach policymakers.

The Corporate Responsibility Association, as part of its Innovation Events Series, presents an online event hosted by Phone2Action Co-Founder and CEO Jeb Ory on June 21 at 1 pm ET. Register here.

The webcast, “Leveraging Stakeholder & Employee Engagement to Enhance Your Sustainability Initiatives,” is designed for corporate responsibility and sustainability practitioners, and the public affairs, external relations, marketing and corporate communications teams who take the lead on social impact and environmental issues.

During the CRA webcast, Ory will describe how corporations, trade associations and others seeking rapid deployment of a focused digital advocacy effort can leverage new technologies for immediate engagement.

Additional speakers on the webinar will be Lindsay Dahl, Vice President of Community Affairs at Beautycounter, and Stephanie Klein, Engagement Manager, Phone2Action and Former National Program Manager, US EPA/EnergyStar.

“Beautycounter is devoted to progress. We provide a wealth of empowering information about ways we can all make the world healthier, along with safer products you can trust. We’ve been using the Phone2Action platform to reach thousands of advocates through everyday social media channels,” said Dahl. “Our mission is to get safer products into the hands of everyone, and one way we do this is by asking our clients to ask Congress for more health protective laws on the beauty industry.”

As more companies take public stands on social, environmental and economic issues, they will require new tools to communicate their message and spur action among grassroots stakeholders ranging from employees and customers to community members and investors.

“Jeb Ory and his team have built an innovative solution that dramatically reduces the time and expense involved in targeting, distributing and measuring advocacy efforts,” said Allie Williams, Executive Director of the CRA. “We’re thrilled to have Jeb and Stephanie from Phone2Action, and Lindsay Dahl from Beautycounter share a few case studies with our members on June 21 and welcome them as thought leaders who are making a difference.”

About the CRA

Providing professional development and networking around vital topics, the CRA envisions a world where a thriving business community creates sustainable value for all stakeholders. For information on joining the CRA, please visit corporateresponsibilityassociation.org

About Phone2Action

Phone2Action is the market-leading advocacy and communications platform which helps organizations engage supporters, employees, customers and other stakeholders, empowering them to communicate with their elected officials via the most effective channels. Our platform has facilitated more than 14 million connections with lawmakers through campaigns launched by Fortune 100 corporations and the largest associations and non-profits in the world. Phone2Action was recently recognized as Product of the Year by Campaigns & Elections, and has won dozens of awards since our founding in 2013. For more information, visit www.phone2action.com

CONTACT: Dave Armon of the Corporate Responsibility Association, +1.866.508.0993 ext. 123 or darmon@crboard.org

Tweet me:Join the @TheCROA & @Phone2Action's Jeb Ory on June 21 at 1 pm ET for the Innovation Series webinar http://bit.ly/2timSOj

KEYWORDS: Events, Media & Communications, Innovation & Technology, Corporate Responsibility Association, Phone2Action, Social Impact, sustainability initiatives, Innovation Series

SOURCE:Newmont Mining Corporation

DESCRIPTION:

Business resource groups (BRGs) were introduced at Newmont in 2014. A Business Resource Group (also known as an Affinity Group or Employee Resource Group) is a company-sanctioned organization of employees with a common background, set of interests and/or goals. Each BRG welcomes all employees. Since 2014, 17 BRGs have been established in our operating regions and at the corporate office. Newmont recognizes BRGs as critical partners for ensuring that everyone’s voice is heard and diversity of thought is celebrated and leveraged with participation open to all employees.

There are at least two BRGs in each of our operating regions, with a global presence of our Women and Allies (W&A) BRG. The Women and Allies groups are focused on enhancing the representation and contributions of women through professional development and building a more inclusive workplace culture. The W&A BRGs support internal training, employee engagement and community programs that champion women.

Employees shared their experience of the W&A BRGs in a year-end survey and submitted feedback that will be used to continuously improve BRG programming. One member said, “The W&A BRG has helped me take charge of my career and […] helped me develop leadership skills and connect with people throughout the organization”.

At Newmont’s corporate headquarters, Nevada and Cripple Creek and Victor operations the Newmont VETS have a mission to connect, develop and empower current military members, veterans and families of veterans at Newmont. In addition, the VETS BRGs partners with our Talent Acquisition teams to attract military talent entering the civilian workforce.

The NewYou BRG serves as a catalyst for positive change toward improved health and wellness in the workforce while adding business value through greater employee morale, productivity and relationships. In 2016, the group initiated a global employee “Fitness Challenge for Charity” to promote friendly competition among co-workers. A fun way to engage in physical activities while raising money for local charities, the event had nearly 400 employee participants.

The Diversitas BRG, at our Denver offices, has a mission to support diverse views, cross-cultural collaboration, engagement, development and multicultural awareness. As part of its initiatives, the Diversitas buddy program helps connect recent employees from various states within the US, countries and cultures with BRG members to support their transition into Colorado. Beatrice Opoku-Asare, Director of Global Inclusion and Diversity, reflected on her own experience with the program: “I personally benefited from this program especially with support in winter transitioning. Sometimes it’s the most simple things that an employee like myself who has just moved to Colorado from our Ghana operations would not think about – like clearing out your sprinkler line before the onset of winter.”

Though each BRG is unique in its approach, all are focused on creating an inclusive environment where employees have the opportunity to contribute, develop and work together to deliver our strategy.

Tweet me:.@Newmont uses Business Resource Groups (BRGs) to increase #Inclusion and #Diversity in the #workplace. http://bit.ly/2skgqsS

KEYWORDS: Diversity & Inclusion, Social Justice, Newmont, Denver, Global, BRG

SOURCE:Bloomberg

DESCRIPTION:

Dear Secretary-General Guterres and Executive Secretary Espinosa,

I am submitting the attached statement from U.S. subnational and non-state actors to affirm and demonstrate Americans’ collective commitment to the Paris Agreement and to supporting climate action to meet the nationally determined contribution made by the United States under that accord.

The bulk of the decisions which drive U.S. climate action in the aggregate are made by cities, states, businesses, and civil society. The federal role, ideally, is to coordinate and support those efforts.  In the absence of a supportive federal coordinating role, these actors will more closely coordinate their own decarbonization actions. Collectively, they will redouble their efforts to ensure that the U.S. achieves the carbon emissions reductions it pledged under the Paris Agreement.

Click here to read the full letter.

Tweet me:Read the official letter submitted to the UN for the America's Pledge @mikebloomberg #parisagreement #wearestillin http://bit.ly/2sfKRR6

KEYWORDS: Environment, Energy, Bloomberg, philanthropy, Leadership, climate, Mike Bloomberg, Bloomberg Dot Org, Bloomberg Philanthropies, Paris Agreement, We Are Still In

For employees at Allen Steam Station, community service is personal

SOURCE:Duke Energy

DESCRIPTION:

Employees at Allen Steam Station have a history of service, but last year, plant manager Brent Dueitt decided he wanted to do more. So, he trusted Adam Toney with building relationships and finding new ways employees could help. 

Toney, who coordinates safety procedures at the plant’s work control center, has worked for Duke Energy for nine years, and lives in Belmont, N.C., with his wife, Amy, and sons, Jackson, 5, and Brooks, 2. Leading the community service team to improve his town, located 15 miles west of Charlotte, was a perfect fit. 

“He lives right here in the community, so it was a great opportunity,” Dueitt said. “He has really taken the project and ran with it.”

Walking into the plant, it’s hard to miss the fliers advertising upcoming fundraisers including lunch sales, raffles and tournaments. The 10-member community service group meets each month to plan activities.

The Allen plant celebrates its 60th anniversary in June, and like most plants, the employees have always given back to their community. They regularly participate in established fundraisers and volunteer events benefitting organizations like the United Way, Steve’s Coats for Kids and holiday gift drives. 

This year, in addition to raising $23,000 for the United Way of Gaston County through a golf tournament, the committee donated more than $2,000 in school supplies to Belmont Middle School, helped Belmont Central Elementary purchase 93 Chrome Book laptops, and raised $1,000 to buy a park bench for Stowe Park. The bench, installed in February, features a small plaque recognizing the employees’ donation and is well used on weekends when Main Street is bustling and the park is full of children playing. 

That was the first project employees worked on with the City of Belmont, and they have more planned.

When Toney asked Belmont City Manager Adrian Miller if there was anything else his team could help with, Miller told him about vandalized slides in Davis Park. Three slides were wrecked in October 2016, forcing the city to remove the slides and board the gaps in the playground equipment. It would cost about $5,000 to customize replacement slides.

The money wasn’t in the city’s budget, but Toney brought the problem to the committee. 

“I took my kids out there,” Toney said, “and I thought, ‘We have to do something about this.’”

The committee organized a softball tournament for late April to raise $5,000. For seven months, Toney planned the event, secured donations and sponsorships and signed up more than 100 players to fill 11 teams. Duke Energy fielded two teams.

Duke Energy vendor ARC Energy played in the tournament in addition to grilling and giving away hot dogs Friday night while another vendor, Sunbelt, handed out free bottled water as temperatures reached 90 degrees on Saturday. Sunbelt and Envirovac were also Home Run Sponsors providing 100 softballs for the tournament.

The tournament surpassed its fundraising goal by more than $1,000. The committee decided to give the extra to another playground in need at Belmont Central Elementary. For the past year, a fourth grader has been raising money to buy a swing set for second and third graders, which would cost the school about $12,000.

“That little girl has been raising money for more than a year,” Toney said. “And it’s not even for her own swing set.”

With the help of her parents, teachers and classmates, the girl raised roughly $6,500 through fundraisers and raffles. Between the softball tournament earnings and two fundraisers at Allen Steam Station, the community service team plans to donate $4,000.

Toney said he hopes by giving back, people will see that Duke Energy employees care about the towns they live and work in.

“My kids go to school in Belmont, I’m friends with people who live here, and most of our kids go to the same school,” Toney said. “So, we try to do what we can.”

Tweet me:Allen Steam Station employees have a history of service but @DukeEnergy plant manager Brent Dueitt wanted to do more http://bit.ly/2ti3Kjl

KEYWORDS: Social Impact & Volunteering, Responsible Business & Employee Engagement, Allen Steam Station, Duke Energy

SOURCE:Booz Allen Hamilton

DESCRIPTION:

The people of Booz Allen – an army of problem solvers who are passionate about their service to clients’ missions and the communities in which they live and work—are leading groundbreaking innovations. This summer, learn about the people creating impactful change in the world – check in on June 14 for the launch of “The Spark of Innovation” video series.

What is The Spark of Innovation?

The collection of 2-3 minute videos will capture Booz Allen problem solvers discussing their approach to tackling tomorrow’s biggest challenges, one innovation at a time. These stories span geographies and industries, but all reflect a shared desire to change the world. Below is a preview of what’s to come:

• Why Space Matters
  All over the country, Booz Allen’s offices are looking more and more like the open seating, modular floor plans you’d see at the campuses of the biggest companies in Silicon Valley. Together with WorkDesign Magazine and Agilquest, Kurt Scherer, principal and director of the Washington, D.C. Innovation Center discuss the future of office design and the impact that space has on firm culture and innovation.
   
• Out-Innovating Hackers: Car Companies Come to Booz Allen
  The world’s major automakers put aside competitive differences and rely on Booz Allen’s Alexandra Heckler and Josh Laredo to run a cyber threat intelligence sharing portal from the floor of the DC Innovation Center. Heckler and Laredo explain the challenges of building Auto-ISAC from the ground up and what it’s like to be at the organization’s epicenter of activity.
   
• Beat Awake to Stay Awake
  Michael Jacob and André Nguyen, now Booz Allen employees, talk Beat Awake, which they conceived as interns at last year’s Booz Allen Summer Games. Beat Awake pairs up to smartwatches and leverages biometric data to determine anomalies in heartrate that might indicate a driver is falling asleep, alerting the driver when this occurs. The pair describe how Beat Awake could prevent drivers from falling asleep at the wheel.
   
• School’s in for Summer
  Alexe Weymouth has built a flourishing and unique summer intern program at Booz Allen. In 2016, the program attracted 3,000 applicants for just 300 positions. But what does it take to lure away talent from Silicon Valley firms? Alexe reflects on her own journey at Booz Allen and some of the most memorable experiences of the last few summers.
   
• From Store Shelves to the Battlefield: How Commercial Products Can Solve Tough Government Challenges
  Jason Eller spends most of his time in Booz Allen’s Advanced Prototyping Lab developing systems and demonstrations for government and commercial clients. The lab has become known for taking unusual, technically challenging ideas that are out of scope of active contract work and turning them into functioning prototypes. Jason talks about using Commercial Off the Shelf (COTS) products to solve issues the US government faces.
   
• Holy Hackathon
  For years, Booz Allen has been taking advantage of the hackathon model to promote collective ingenuity across the private and public sectors. Brian McCarthy reflects on the value of hackathons and why it’s so satisfying to set aside weekend R&R to gather with strangers and solve the world’s most pressing problems.

Booz Allen Hamilton, a values-driven organization with a guiding purpose to empower people to change the world, remains focused on providing long-term solutions to its clients’ ever-evolving challenges. Want to learn more about Booz Allen’s Culture of Innovation? Visit: https://www.boozallen.com/s/insight/publication/building-a-culture-of-innovation.html

Tweet me:.@BoozAllen problem solvers explain what it’s like to be on the frontlines of tomorrow’s challenges http://bit.ly/2skX86J

KEYWORDS: Innovation & Technology, Booz Allen Hamilton, Problem Solvers, Culture, Spark of Innovation

Jackie Robinson Scholar and Jackie Robinson Foundation summer intern provides a first-person account of her visit to the MLBPA office

SOURCE:Major League Baseball Players Trust

SUMMARY:

Melissa Bellerjeau, a Jackie Robinson Scholar and Jackie Robinson Foundation summer intern, provides a first-person account of her visit to the MLBPA office on June 7.  During her visit, Melissa, a Temple University journalism major, was joined by fellow JRF summer interns, Justin Mollison, a student at Vanderbilt University studying biomedical engineering, and Madison Johnson, a student at the University of Pennsylvania studying political science.

DESCRIPTION:

A Visit to the MLBPA
By MELISSA BELLERJEAU

On Wednesday, June 7, 2017, I had the pleasure of visiting the Major League Baseball Players Association's headquarters in midtown Manhattan at the invitation of Melissa Persaud, Director of the Major League Baseball Players Trust, which is a sponsor of the Jackie Robinson Foundation where I am an intern this summer. I was joined by: my fellow JRF Scholar interns Justin Mollison, a student at Vanderbilt University studying Biomedical Engineering, and Madison Johnson, a student at the University of Pennsylvania studying political science, as well as JRF President Della Britton and Director of Programs Damian Travier. During our visit, we were asked questions about ourselves and the Foundation. The visit was special to me as a JRF Scholar because our sponsors do so much for us and we don't often get to thank them in-person or learn much about them. But on Wednesday, we had the opportunity to get to know the history of the MLBPA and establish personal connections that I believe will last for years to come. I know that if Jackie Robinson were here today, he would be pleased by the charitable work the MLBPA is doing worldwide and of the relationship between the MLBPA and JRF. In his words, “A life is not important except in the impact it has on other lives.”

We were very fortunate to meet MLBPA Executive Director Tony Clark, the first former baseball player and the first African-American to hold that position; Judy Pace Flood, the famed actress and widow of Curt Flood, both an iconic player and crucial figure in labor rights for MLB players; Omar Minaya, the first Hispanic general manager in MLB, and Chris Young, a Red Sox outfielder. Young noted how inspired he was by meeting us JRF Scholars. This struck me – because I was so inspired by him and the other people we met during our visit to the Players Association offices. There I sat with people whose calling is representing players' interests within the professional sport of baseball, which I imagined to be all-consuming, and I found them to be equally as devoted to service, caring for others, and inspiring the next generation of leaders, including my fellow Jackie Robinson Foundation scholars and me.

Continue reading at MLBPlayers.com.

Tweet me:.@JRFoundation Scholar & summer intern, Melissa Bellerjeau, shares her take on visit to the @MLB_Players HQ http://bit.ly/2tiGVw6

KEYWORDS: Education, Diversity & Inclusion, Jackie Robinson, Jackie Robinson Foundation, Major League Baseball Players Association, MLBPA, the Players Trust, Temple University, jounalism major, school of journalism

SOURCE:America's Charities

DESCRIPTION:

Between January and April 2017, more than 1,500 employee donors across the country participated in America's Charities' Snapshot 2017 workplace giving survey, sharing what they value, how they make decisions about charitable giving and volunteering, and how their giving impacts their relationships with their employers.

Six Key Findings:

1. The workplace remains an effective conduit to support charitable giving and volunteering.
2. Employee engagement is an important recruitment and retention strategy.
3. Charitable choice is essential for donors and volunteers.
4. Technology plays a key role in effective corporate giving and volunteer programs.
5. Some of the highest expectations of workplace donors and volunteers present the greatest challenges to nonprofits.
6. There is alignment between company and employee expectations.

On June 15, 2017 at 2pm EDT, you're invited to a webinar exploring these six key findings and other preliminary learnings from America's Charities' new Snapshot 2017 research on employee donors' attitudes, perceptions, and motivators regarding workplace giving and employee engagement. 

Click here to register for the webinar.

Tweet me:.@AmerCharities: Register! June 15 Webinar: #EmployeeGiving Donor Attitudes, Perceptions & Motivators http://impact.ac/2slsIBj #Snapshot2017

KEYWORDS: Events, Media & Communications, Philanthropy & Cause Initiatives, America's Charities, Crowdfunding, Fundraising, Giving Trends, Research, Snapshot 2017, corporate giving, reports & publications

SOURCE:21st Century Fox

DESCRIPTION:

High school students from long-time 21st Century Fox nonprofit partner, Ghetto Film School, had the unique opportunity to hear their short film scripts read by Hollywood talent and receive feedback from top industry executives last week at the school’s annual Table Read event in New York. Sponsored by 21CF and co-hosted by National Geographic Global Networks CEO Courteney Monroe, the table read served as both a celebration and fundraiser for Ghetto Film School, which teaches filmmaking to teenagers from underserved communities in NY and LA, and creates a unique pipeline for original and underrepresented voices in Hollywood.

GFS students had two scripts read by talent, including actors Christian Slater and John Leguizamo, and each reading was followed by a discussion moderated by NYU Tisch Film School’s Dr. Sheril Antonio, with additional feedback given by producer Robert Carlock. After revisions, students will film one of the scripts at the Frick Collection in New York City and will travel to Israel this summer to film the other. 

After supporting GFS in the Bronx for many years, 21CF helped open GFS LA as Founding Partner in 2014, and covers 100% of core operating costs so that all other donations go directly to programming for students and young artists. Students receive a rigorous college-level training in the artistic and technical aspects of storytelling, with hands-on experience in writing scripts, pitching story ideas, shooting on location, and editing a finished piece—all completely free of charge to students. 21CF also provides students with open access to content, resources, and learning opportunities with talent, executives, and filmmakers across the company, giving students a unique opportunity to learn from and contribute to the film and tv industry.

Learn more about Ghetto Film School and visit impact.21cf.com for more information about 21CF Social Impact. 

Tweet me:.@NatGeo's Courteney Monroe & @KatieCouric host @GhettoFilm's annual Table Read event in New York http://bit.ly/2skEdsR @21CF_Impact

KEYWORDS: Philanthropy & Cause Initiatives, Diversity & Inclusion, National Geographic, ghetto film school

SOURCE:Duke Energy

SUMMARY:

More than 70 NC organizations receive support for high-impact programs and initiatives

DESCRIPTION:

CHARLOTTE, N.C., June 14, 2017 /3BL Media/ — Duke Energy is continuing its commitment to students and the workforce of the future by investing $2.7 million in more than 70 education and training initiatives across North Carolina.

The 2017 grants, from the Duke Energy Foundation, will enhance educational programs focused on science, technology, engineering and math (STEM), childhood reading proficiency and workforce development.

“Our goal is to build a brighter future for the communities we’re fortunate to serve,” said David Fountain, Duke Energy’s North Carolina president. “That begins with smart investments in the people who will successfully move our industry, workforce and state forward.”

Examples of this year's grant recipients include:

• Enable America VetConnect, Eastern NC, to provide disabled veterans, wounded warriors and spouses with job-seeking training and support.

“Duke Energy’s steadfast support of our transitioning military families and disabled veterans continues to make our mission a reality in the lives of many,” said Richard Salem, chairman and CEO of Enable America’s VetConnect program. “We are proud to be a Duke Energy partner, working side by side in providing “hands on” employment assistance programs; truly, “good things happen when people have jobs.”

• Winston Salem Foundation – Project Impact, Forsyth County, to help accelerate the reading performance of at-risk first graders.

“Thanks to Duke Energy’s support of Project Impact and Early Steps, we will significantly expand our reach next year – multiplying the impact of a program that builds reading skills in our district’s highest-need first graders,” said Cynthia Barber, reading interventionist coordinator.

• NC Agricultural and Technical State University, Guilford County, to support the Helping Orient Minorities to Engineering (HOME) program that attracts and retains minority students in engineering and computer science.

“Duke Energy’s support of the HOME Program enables us to attract, retain and educate more high-achieving students in Engineering and Computer Science and to develop the engineering leaders of tomorrow,” said North Carolina A&T College of Engineering Dean Robin Coger. “We’re very grateful to have Duke Energy as a partner in this work, which is not only important for our students, but critical for the future of our state and nation.”

• Richmond Community College Foundation, Richmond and Scotland County, to expand the curriculum for the Electric Utility Substation and Relay Technology program and help build a skilled workforce for the energy industry.

“When Richmond Community College recognized the power industry’s need to train the next generation of utility workers to replace those approaching retirement age, Duke Energy was on board to help us establish a program that would meet a demand and offer our students an opportunity for high skill, high wage jobs,” said Dr. Dale McInnis, Richmond Community College president. “Duke Energy has been a key partner in the establishment, growth and success of our Electric Utility Substation and Relay Technology program, which is unlike any other two-year associate degree program in the country.”

• Read and Feed, Wake County, to support a mobile, after-school literacy program for low-income elementary school children in Raleigh’s highest needs communities.

“We are grateful to Duke Energy for their support of Read and Feed and our mission to build children's confidence and competence with individualized tutoring,” said Kati Mullan, executive director, Read and Feed. “Their grant will allow us to implement tablets and digital learning into our program curriculum this Fall, which will be an exciting and interactive tool for our children and volunteers.”

Click here for a full list of 2017 Duke Energy Foundation North Carolina grant recipients.

About The Duke Energy Foundation
The Duke Energy Foundation provides philanthropic support to address the needs of the communities where its customers live and work. The foundation provides more than $30 million annually in charitable gifts. The foundation’s education focus spans kindergarten to career, particularly science, technology, engineering and math (STEM), early childhood literacy and workforce development. It also supports the environment and community impact initiatives, including arts and culture.

Duke Energy employees and retirees actively contribute to their communities as volunteers and leaders at a wide variety of nonprofit organizations. Duke Energy is committed to building on its legacy of community service. For more information, visit http://www.duke-energy.com/foundation.

Duke Energy is a Fortune 125 company traded on the New York Stock Exchange under the symbol DUK. More information about the company is available at duke-energy.com. 

The Duke Energy News Center serves as a multimedia resource for journalists and features news releases, helpful links, photos and videos. Hosted by Duke Energy, illumination is an online destination for stories about people, innovations, and community and environmental topics. It also offers glimpses into the past and insights into the future of energy.

Follow Duke Energy on Twitter, LinkedIn, Instagram and Facebook.

Media contact:
Grace Rountree
24-Hour:800.559.3853 
Twitter: @DE_GraceR

Tweet me:.@DukeEnergy awards grants to #educational programs in NC http://bit.ly/2tmn7Yw @ncatsuaggies @wsfoundation

KEYWORDS: Education, STEM, Duke Energy, workforce development, Training, North Carolina, North Carolina A&T, Winston-Salem Foundation, children's literacy

SOURCE:CSRHub

DESCRIPTION:

The following is part 1 of a 3-part series on “Big Data.”

“Big Data” is a useful tool for rating corporate social responsibility (CSR) and sustainability performance.  We believe that the Big Data system that CSRHub has developed is one answer to dealing with the rise in new ratings systems (it seems there is a new one announced each month) and with the disparities in scores that occur among these different systems.

In 2001, Doug Laney (currently an analyst for Gartner), foresaw that users of data were facing problems handling the Volume of data they were gathering, the Variety of data in their systems, and the Velocity with which data elements changed.  These “three Vs” are now part of most definitions of the “Big Data” area.

Ratings in the CSR space appear to be a candidate for a big data solution to its three “V” problems.

• Volume: There are many sources of ratings.  CSRHub currently tracks more than 530 sources of CSR information and plans to add at least another 30 sources over the next six months.  Our system already contains more than 120,000,000 pieces of data from these sources that touch more than 150,000 companies.  We hope eventually to expand our coverage to include several million companies.
• Variety: Each of these 530+ sources uses different criteria to measure corporate sustainability and social performance.  A number of comprehensive sustainability measurement approaches have been created.  Unfortunately, each new entrant into the area seems compelled to create yet another system.
• Velocity: With hundreds of thousands of companies to measure and so many measurement systems, the perceived sustainability performance of companies constantly changes.  Many of the available ratings systems track these changes only on a quarterly or annual basis.

Most systems for measuring the CSR and sustainability performance of corporations rely on human-based analysis.  A researcher selects a set of companies to study, determines the criteria he or she wishes to use to evaluate their performance, and then collects the data needed to support the study.  When the researcher can’t find a required data item in a company’s sustainability report or press releases, he or she may try to contact the company to get the data. 

Some research firms try to streamline this process by sending out a questionnaire that covers all the things they want to know.  Then, they follow up to encourage companies to answer their questions and follow up again after they receive the answers, to check the facts and be sure their questions were answered consistently.  An NAEM survey showed that its members were seeing an average of more than ten of these results in 2011. This number has continued to grow and some large companies say they receive as many as 300 survey requests per year.

NAEM Green Metrics That Matter Report—2012 for 35 members.

Both the direct and survey-driven approaches to data gathering are reasonable and can lead to sound ratings and valuable insights.  However, both are limited in several important ways:

• The studied companies are the primary source of the data used to evaluate them.  While analysts can question and probe, they have no way to determine how accurately a company has responded.
• Different areas of a company may respond differently to analyst questions.  It’s hard to determine objectively from the outside, which area of a company has the right perspective and which answer is correct.
• When companies get too many surveys and requests for data, they stop responding to them.  This “survey fatigue” leads to gaps in the data collected.  Note that only a few thousand large companies have full-time staff available to answer researcher questions.
• Often analysts cannot financially justify studying smaller companies.  There is little interest in smaller companies from the investor clients who pay for most CSR data collection.  As a result, most analyst-driven research covers a subset of the world’s 5,000 largest companies.  There are only a few data sets bigger than this, and they cover only limited subject areas.  There is very little coverage for private companies, public organizations, or companies based in emerging markets.

Large Companies Get Heavy ESG Attention

• A human-driven process will always involve a certain amount of interpretation of the data.  This in turn can lead to biases that are hard to detect and remove.
• Each human-driven result is based on its own schema and therefore they are hard to compare.  Companies do not understand why their rating varies from one system to the next and this reduces their confidence in all ratings systems.

It may be useful to take a look at some details of one company’s approach to a “Big Data” based analysis of CSR ratings. Our next post explains how CSRHub applies its methodology to address “Big Data” problems while also noting that every system has some limitations.

Bahar Gidwani is CEO and Co-founder of CSRHub.  He has built and run large technology-based businesses for many years. Bahar holds a CFA, worked on Wall Street with Kidder, Peabody, and with McKinsey & Co. Bahar has consulted to a number of major companies and currently serves on the board of several software and Web companies. He has an MBA from Harvard Business School and an undergraduate degree in physics and astronomy. He plays bridge, races sailboats, and is based in New York City.

CSRHub provides access to the world’s largest corporate social responsibility and sustainability ratings and information.  It covers over 17,400 companies from 135 industries in 134 countries. By aggregating and normalizing the information from 530 data sources, CSRHub has created a broad, consistent rating system and a searchable database that links millions of rating elements back to their source. Managers, researchers and activists use CSRHub to benchmark company performance, learn how stakeholders evaluate company CSR practices, and seek ways to improve corporate sustainability performance.

Tweet me:Using #BigData to Rate #CSR : One Company's Approach @CSRHub http://bit.ly/2soI1JF

KEYWORDS: Environment, Responsible Business & Employee Engagement, Big Data, Corporate Social Responsibility, Bahar Gidwani, CSR rating, Doug Laney, ehs, esg, Gartner, sustainability performance, NAEM Green Metrics That Matter Report—2012, CSRHUB

SOURCE:Ray C. Anderson Foundation

SUMMARY:

As Amory Lovins says, “if it exists, it must be possible.” Nutrient cycling exists. That means it must be possible for mankind to create a manufacturing system that works just as well.

DESCRIPTION:

“Remember you are dust, and to dust you shall return.” It’s a phrase that many Christians recognize. It comes from Genesis 3:19, uttered by God to Adam just after he got his Eden eviction notice. Roman Catholics in particular recognize it because we hear it every Ash Wednesday when we get dirt rubbed on our foreheads.

For the purposes of the fourth front of Mount Sustainability though, I’m going to call it a biblical shout-out to the North Star of closed-loop manufacturing. That’s right, I’m talking about nutrient cycling!

Read more.

Tweet me:“If it exists, it must be possible.” Nutrient cycling exists. @AmoryLovins @RockyMtnInst http://bit.ly/2tmGyRe Closed Loop Recycling

Contact Info:

Valerie Bennett
Ray C. Anderson Foundation
+1 (770) 317-5858
valerie@raycandersonfoundation.org

KEYWORDS: Responsible Production & Consumption, Environment, #Ecocentricity, Ray C. Anderson Foundation, closing the loop, circular economy

by Andy Boes

SOURCE:Common Impact

DESCRIPTION:

I’m not exactly the poster child for Diversity, Equity, and Inclusion (DEI). Aside from the long, tied-back hair and subtle earring that project a superficial divergence from the norm, I appear to be the mainstream standard for privilege: straight, white, cisgender male from a socioeconomically stable upbringing. The assessment is on point: I am privileged.  As such, it may come as a surprise that I am the one writing about DEI.  So, before I share my current DEI work at Common Impact, let me share my story. 

My younger sister, Tori, lives with autism. The society that so freely afforded its opportunities to me quickly closed its doors and minds to my sister.  While Tori and I were in elementary school, we moved to a new school district near Seattle.  Almost immediately, I was labeled a “high-performer” and challenged beyond the mainstream curriculum, while my sister was relegated to a utilities closet to be forgotten until the expiration of the school day. The same teachers that told me that I was special turned a blind eye to my sister—a student who more significantly needed their support.  My parents quickly moved her to a different school that could effectively meet her needs. You may be compelled to blame the thoughtless educator, but the problem is systemic: ultimately, many teachers and institutions are not equipped to serve students that diverge from the “norm”. We live in a system built to help people like me succeed and marginalize those who are different.

A week after graduating college, I left home to spend two years serving with the Peace Corps in rural Peru. Living and working as an outsider with a distinct cultural identity impressed upon me both the value of diversity and the complexity of inclusion. I remember thinking that I’d be “integrated” into Peruvian culture as soon as I could speak the language.  Our language was just the surface of our differences.  My perception of how the world works was colored by values and experiences that were entirely different from those of my new neighbors. Ultimately, it took almost two years to be considered an “insider” in my host community.

It is with this experience—and a healthy dose of Socratic humility to remind me that all I know is that I know nothing—that I approached DEI at Common Impact.  Over the past few months, I’ve examined our work to understand how our intrinsic appreciation of DEI can be translated from values to action and, ultimately, to results.

There are many components of DEI that Common Impact already embodies. We draw talented professionals out of their comfort zones and ask that they navigate the unfamiliar—namely the mission-driven, resource constrained environment of a nonprofit. In a recent event that I helped facilitate in New York, corporate volunteers expressed shock at how effectively nonprofits that serve our communities’ most vulnerable populations are able to do so much with so little. The opportunity to work within that different mindset, if only for a morning, helps volunteers flex an unfamiliar muscle and leaves them with an increased ability to reconcile discomfort and difference.

Skills-based volunteering also generates an opportunity in which traditionally underrepresented groups can emerge as leaders through their contributions on projects with nonprofit partners. Common Impact stretches the current corporate definition of “high performer” – that label that so divided my experience growing up from that of my sister – and taps into untapped groups in order to lift up the capabilities and talents of oft-overlooked employees. 

Still, we recognize that we have a long way to go until the diversity that we seek is firmly rooted in our organization and our partners.   As we speak, Danielle and our Board of Directors are working to build a team that is more representative of the population that Common Impact serves. We are investing in our staff’s ability to recognize implicit-bias. We are seeking avenues through which we can broaden our networks and truly understand the rhythms and needs of all parts of our community. While the moral mandate is enough motivation, this work also enables us to more effectively fulfill our mission.

This journey, though far from over, has left me with three key reflections:

1. Good intentions are not sufficient. It’s one thing to say that we value diversity; it’s another thing to actively and deliberately engage with it. I’m proud to work for a firm that is stepping beyond passive good intentions and actively exploring ways to bring that theory into practice.
2. Diversity, equity, and inclusion are inextricable. Developing a diverse team is but a step of the process, and it must be accompanied by intentional inclusion of the diverse talent we hire. Once a new staff member is hired, the entire team must create an environment in which that new member of the team can thrive. It’s not simply a matter of the new hire acclimating to the status quo, but the entire organization actively working to evolve the culture.
3. We are all responsible. It’s a daunting but critical step to acknowledge that we all play a role in building an inclusive and just society. By honestly reflecting on the prejudices that inform our choices, we start to understand those implicit biases and can actively defy them. Chimamanda Ngzoi Adichie [1] puts it eloquently:

“If we do something over and over again, it becomes normal. If we see the same thing over and over again, it becomes normal. If only boys are made class monitor, then at some point we will all think, even if unconsciously, that the class monitor has to be a boy. If we keep seeing only men as heads of corporations, it starts to seem ‘natural’ that only men should be heads of corporations.”

A humble willingness to challenge our preconceived notions is surely insufficient in a world that is far from equity, but it’s not a bad start.

Both professionally and personally, I am committed to maintaining an open mind and carefully reflecting on what I can do to contribute to the actualization of a society that cherishes differences and affords everyone the opportunity to realize their potential. I’m grateful that Common Impact is working to do the same, and look forward to experiencing and sharing our own growth in the coming years.

--

[1] Adichie, Chimamanda Ngozi, We Should All Be Feminists

We encourage readers to check out our most recent post on Everyday Diversity, that calls out Common Impact's role in reaching these seemingly far off goals of true diversity, equity, and inclusion, looking at our sector, our partners, and our organization.  We hope that you join us in sharing your journey and experiences along the way. 

Tweet me:.@CommonImpact staff member, Andy Boes, reflects on his ongoing journey with diversity, equity and inclusion http://bit.ly/2rs5vhp

KEYWORDS: Diversity & Inclusion, Gender Equality, equity, Common Impact, DEI, cross-sector collaboration

SOURCE:Bloomberg

DESCRIPTION:

The 50 Reefs Initiative brings together leading scientists and conservation practitioners from around the world to identify the top 50 coral reefs least vulnerable to climate change that are capable of regenerating in the future. They recently met to discuss their regional expertise and local strategies to inform a global strategy ensuring the survival of reef ecosystems around the world.

The following Q&A is the second in a series with three experts about their experiences with coral reefs and why they are a part of the 50 Reefs Initiative.

We talked with Sangeeta Mangubhai, who joined the Wildlife Conservation Society in 2014 and is the Director of the Fiji Country Program. Originally from Fiji, she completed her PhD in Coral Reef Ecology in 2007 at Southern Cross University in Australia. She has 17 years of environmental management and science experience from the Indonesia, the South Pacific, East Africa and Australia. Her skills include multi-objective marine protected area design and management, marine spatial planning, ecosystem-based management, coral reef fisheries, environmental policy, governance and climate change. Specialist in designing monitoring programs to understand impacts of disturbances on coral reefs communities, and the ‘return of investment’ of conservation strategies and interventions. She is currently an adjunct scientist with the New England Aquarium, a member of the World Commission on Protected Areas, editor on the journal Pacific Conservation Biology and on the Executive Committee for the Women in Fisheries Network – Fiji.

To read the full story, click here.

Tweet me:50 Reefs Q&A: Prevention is better than a cure @bloombergdotorg #50reefs http://bit.ly/2sfElK4

KEYWORDS: Environment, Philanthropy & Cause Initiatives, Bloomberg, philanthropy, 50 reefs, oceans, Mike Bloomberg, Bloomberg Dot Org, Bloomberg Philanthropies

SOURCE:Shire Pharmaceuticals

DESCRIPTION:

Given that there are 30 SeriousFun camps and programs around the world, there are often opportunities for Shire employees to volunteer in their own backyard. Such is the case for Shire office employees in Southern California, where the SeriousFun camp The Painted Turtle is only a 45-minute drive away. On Saturday, May 13, The Painted Turtle hosted Corporate Volunteer Day and twelve Shire employees spent their morning helping to prepare the 174-acre site for the arrival of campers and their families. All SeriousFun Children’s Network camps provide life-changing experiences for children living with serious illnesses, totally free of charge.

Volunteers participated in outside projects such as landscaping, housekeeping, cabin preparation, painting, and trail maintenance. Some participated in organizing costume cabinets for the many skits put on by the campers or creating stuffed turtle pillows! At The Painted Turtle, each camper receives a custom turtle pillow created by volunteers that they take home and often use during hospital stays or while in treatment centers as a source of comfort and positive memories of camp.

Beth Glessner, Shire Regulatory Inspection Management and Intelligence Specialist in Westlake Village, California, built bedrails for the “Well Shell,” an area where campers may receive treatments or hangout if in need of a rest. “Being a part of creating an environment for the campers to enjoy this summer is a satisfying feeling, especially when the service is an honor.”

The day concluded with lunch prepared by camp staff and a tour of the facility where volunteers visited the specially designed gymnasium, pool, ropes course, and fishing pond.

Shire employees in Southern California have a history of commitment and active participation with The Painted Turtle and SeriousFun Children’s Network; Shire’s Los Angeles and Van Nuys facilities have actively supported the camp for nearly 10 years through volunteer participation and corporate sponsorships. To learn more about Shire’s partnership with SeriousFun, visit SeriousFun’s website.

Tweet me:#Volunteers from @Shireplc help prepare @PaintedTurtleCA #camp for the season http://bit.ly/2soF0sP @SeriousFunCamps

KEYWORDS: Social Impact & Volunteering, Health & Healthcare, Shire, Painted Turtle, SeriousFun Camps, summer camp

WLC 2017, now in its 11th year, is sponsored by The MGM Resorts Foundation and provides two days of networking, professional development opportunities and keynote presentations from nationally-recognized speakers

SOURCE:MGM Resorts International

DESCRIPTION:

LAS VEGAS, June 14, 2017 /3BL Media/ – The MGM Resorts Foundation is proud to welcome Jen Welter, the first female coach in the National Football League (NFL), to WLC 2017.  This is the 11th year for the non-profit event which will be held at MGM Grand Conference Center in Las Vegas, NV Aug. 7 and 8.

When Welter was hired by the Arizona Cardinals in 2015, she became the first woman to hold a coaching position of any kind in the NFL, breaking what was once seen as an impenetrable glass ceiling in the male-dominated sport.  It was undoubtedly a tough hurdle for a woman to clear, but Welter had already made history in 2014 when she signed with the Texas Revolution indoor football team, becoming the first woman to play a contact position in men’s professional football. 

Welter – who holds a Ph.D. in psychology and master’s degree in sport psychology – has written a book called, “Play Big: Lessons in Being Limitless from the first Woman to Coach in the NFL,” detailing her experiences as a professional coach. 

It’s scheduled to be released Oct. 3 but WLC attendees will get a sneak preview of those lessons when Welter addresses what organizers expect to be a sell-out crowd of more than 1,000. She will use her love of football to share unique insights on authentic leadership, the power of sports and the mental acuity it takes to achieve what others may say is impossible. 

Each year, proceeds from the WLC, after costs, are donated to a nonprofit organization devoted to the welfare and development of women and children in Las Vegas. Dress for Success Southern Nevada, the local nonprofit that provides gently used professional clothing and career counseling services to empower women to achieve economic independence, recently received a $25,000 gift from the 2016 conference.

 “A trailblazer in every sense of the word, Jen Welter serves as a powerful role model and inspiring reminder that anything is possible and barriers are meant to be broken,” said Dawn Christensen, the conference’s organizer and director of National Diversity Relations for MGM Resorts. “I think conference attendees will benefit greatly from hearing the leadership stories she plans to share with us.”

The conference sold out earlier this month, the fourth year in a row that registration has reached capacity. No doubt, the demand signals that women are seeking the professional guidance, inspirational programming and networking opportunities WLC provides, Christensen said. 

Welter played professional football for more than 14 years as a linebacker, mostly with the Dallas Diamonds of the Women's Football Alliance. She helped lead them to four championships. Her on-field experience dates back to her time on the rugby pitch at Boston College.

Conference background:

The 2017 Women’s Leadership Conference theme is “Women Inspiring Women.” The conference will offer a wide range of learning opportunities, career guidance and personal growth tools, including:

• Exposure to diverse and nationally recognized speakers and accomplished women role models. 
• Two days of career-oriented workshops that will give women hands-on opportunities to develop skills based on their career needs. 
• Three distinct learning tracks: Emerging Leaders, Emerging Executives and Executives.

WLC is open to women of all ethnicities, professions and social backgrounds, locally and nationally, and men who support them. The MGM Resorts Foundation is the conference’s presenting sponsor. 

Registration costs $485 and includes the full conference and all workshops and lectures, a networking reception, and continental breakfasts and lunches catered by MGM Grand. Time is also allotted for attendees to build key professional relationships with other women attending while enjoying the hospitality and entertainment of MGM Grand and other MGM Resorts International destinations.

Participating sponsorships are available to organizations or companies who share the vision and goals of this conference. Current sponsors include: The Coca-Cola Company, Las Vegas Convention and Visitors Authority, Bank of America, Everi Payments Inc., Cashman Photo Enterprises, Las Vegas Metro Chamber of Commerce, R&R Partners Foundation, Cirque du Soleil, Agilysys, Inc., L3 Technologies, Inc., sbe, Las Vegas Springs Preserve, Winston & Strawn LLP and Large Vision Business Network Mixer. Conference supporters include Caesars Entertainment, McCarran International Airport, America First Credit Union, Deloitte & Touche LLP and Phyllis A. James.

For more information about WLC, please visit mgmresortsfoundation.org/WLC. 

About MGM Resorts International 
MGM Resorts International (NYSE: MGM) is one of the world's leading global hospitality companies, operating a portfolio of destination resort brands including Bellagio, MGM Grand, Mandalay Bay and The Mirage. The Company opened MGM National Harbor in Maryland on December 8, 2016, and is in the process of developing MGM Springfield in Massachusetts. MGM Resorts controls and holds a 76 percent economic interest in the operating partnership of MGM Growth Properties LLC (NYSE: MGP), a premier triple-net lease real estate investment trust engaged in the acquisition, ownership and leasing of large-scale destination entertainment and leisure resorts. The Company also owns 56 percent of MGM China Holdings Limited (SEHK: 2282), which owns MGM MACAU and is developing MGM COTAI, and 50 percent of CityCenter in Las Vegas, which features ARIA Resort & Casino. MGM Resorts is named among FORTUNE® Magazine's 2016 list of World's Most Admired Companies®. For more information about MGM Resorts International, visit the Company's website at www.mgmresorts.com. 

About The MGM Resorts Foundation
The purpose of The MGM Resorts Foundation is to collect and distribute monies and assets donated by employees of MGM Resorts (NYSE: MGM) for the aid and support of qualified community nonprofit programs, agencies or organizations designated exclusively by MGM Resorts employees. In addition, the Foundation collects and distributes donations to the Foundation by third-party non-employees to support charitable, scientific, literary, and educational activities approved by the Foundation's Board of Directors and organized by MGM Resorts employees to benefit qualified non-profit charitable organizations designated by the Foundation's Board.

MEDIA CONTACT:
Sonya Padgett
MGM Resorts International 
702-692-6807
spadgett@mgmresorts.com

Callie Driehorst
MGM Resorts International
702-692-6814
cdriehorst@mgmresorts.com

Tweet me:.@jwelter47, first female coach in #NFL History, will speak at @mgmresortsintl Foundation’s @WLCLV http://bit.ly/2spCeU5

KEYWORDS: Events, Media & Communications, Diversity & Inclusion, WLC, MGMCares, Jen Welter

Fortune to honor 50 companies creating positive social impact through core business activities

SOURCE:Shared Value Initiative

DESCRIPTION:

For the third year in a row, Fortune will publish the Change the World List which spotlights the top 50 companies that address major social problems as a core part of their business strategy and innovation activities. The Shared Value Initiative and our parent organization, FSG, serve as research partners on this list and are seeking company nominations for 2017 which will be published in September. To be considered for the 2017 Change the World List, please complete the nomination form by June 30, 2017.

CRITERIA
Companies (501c3 organizations will not be considered) with $1Bn+ in revenue will be evaluated on 3 essential criteria:

1. Measurable contribution to societal impact
2. Scale of business results
3. Degree of innovation relative to the industry

REVIEW PROCESS

Fortune, FSG, the Shared Value Initiative, and Michael E. Porter of Harvard Business School will seek and review nominations for the 2017 list, which Fortune's journalists will report and vet. Fortune editors will conduct the final selection and ranking of companies based on all reporting, expert recommendations, and analysis provided.

Tweet me:Fortune Change the World list will highlight companies using the power of profit to change the world-nominate today! http://bit.ly/2sPwn7i

KEYWORDS: Awards, Ratings & Rankings, CSR Awards, 2017 Fortune Change the World list, Shared Value Initiative, Fortune, FSG, Harvard Business School

The Company Credits Customers for the Achievement

SOURCE:National Grid

DESCRIPTION:

Waltham, Mass., June 14, 2017 /3BL Media/ — National Grid, a major energy delivery company that provides service to more than 1.3 million electricity customers in Massachusetts, was today named one of the most energy efficient utilities in America by The American Council for an Energy-Efficient Economy (ACEEE).

ACEEE’s first Utility Energy Efficiency Scorecard  ranks the country’s 51 largest US electric utilities for energy efficiency programs and policies, and focused the scorecard on three areas: energy efficiency program performance, program diversity and emerging areas, and energy efficiency- related regulatory issues. The report applauds the company for excelling in all three areas.

“National Grid is proud to serve communities and customers who are the true leaders in energy efficiency. Without them, this tremendous achievement would not be possible,” said Marcy Reed, president of National Grid Massachusetts. “We are honored by this recognition and committed to providing our customers options to obtain affordable and sustainable energy.”

National Grid scored 45.5 out of 50 possible points across all categories. Notably, the company received a perfect score for utilizing tools approved by state and federal regulators to establish robust energy efficiency programs. On average, utilities surveyed for the scorecard earned less than half of the total available points in this category. The company also received a near- perfect score for program performance.

Other contributing factors to this recognition were National Grid’s:

• Comprehensive, diverse energy efficiency programs
• Innovative pilot programs, one of which offers economic incentives for peak demand reductions
• Innovative program offerings, such as incentives for smart thermostats and heat pump water heaters

National Grid has long been recognized as a leader in energy efficiency.  Last month, the company was credited by the ACEEE for its partnership with the city of Boston for offering innovative energy efficiency programs to diverse populations and cited the programs as a key factor in reducing energy waste. Last October, the ACEEE named Massachusetts the most energy efficient state for the sixth consecutive year and recognized National Grid for its role in that achievement due to its energy efficiency programs. To learn more about National Grid’s legacy of energy efficiency and its plans for the future, read National Grid CEO Dean Seaver’s eBook, “The Democratization of Energy.”

About National Grid 

National Grid (LSE: NG; NYSE: NGG) is an electricity, natural gas, and clean energy delivery company that supplies the energy for more than 20 million people through its networks in New York, Massachusetts, and Rhode Island. It is the largest distributor of natural gas in the Northeast. National Grid also operates systems that deliver gas and electricity across Great Britain. 

National Grid is transforming its electricity and natural gas networks to support the 21^st century digital economy with smarter, cleaner, and more resilient energy solutions. Read more about the innovative projects happening across our footprint in our US President’s eBook, The Democratization of Energy.

For more information please visit our website: www.nationalgridus.com. You can also follow us on Twitter, watch us on You Tube, friend us on Facebook and find our photos on Instagram.

CONTACT: 781-907-3980

Tweet me:.@nationalgridus named one of the most #energy efficient utilities in America by ACEEE http://3bl.me/sp4rqr

KEYWORDS: Awards, Ratings & Rankings, Energy, ACEEE, National Grid, utility companies, customers, Most Energy Efficient Utility in U.S

SOURCE:Booz Allen Hamilton

SUMMARY:

Innovation Center Director Kurt Scherer talks tech innovation and the future of work during a video roundtable hosted by AgilQuest and Work Design Magazine. As a follow up to the video, we sat down with Kurt for a Q and A to discuss why space matters. See full write-up below.

DESCRIPTION:

Every company’s innovation journey is different. Have you ever wondered how they arrive at their approach and what they hope their impact will be? In this first installment of a six-part video series, Innovation Center Director Kurt Scherer shares the company’s philosophy, transformative approach to innovation, and why space matters.

Q: For people who say that innovation is a fad, or just a buzzword, what do you say?
All organizations have two purposes – to innovate and to execute. Organizations must meet their purpose or stay in business, and to do that they should evolve. So, whether you call it innovation doesn’t matter, because all groups of people – humans that are driving organizations – should understand how to change. You can call that evolution change management, or lean management, or agility, or innovation – it’s still about change and impact. And so, if the word innovation falls out of favor sometime in the future it’s going to be replaced with something else that means essentially the same thing. But there must be some philosophy around how an organization or a group of people continue to evolve. Or else you’ll cease to exist.

Booz Allen had experienced tremendous growth through the 2000’s and that growth prompted the firm’s leadership to ask: what do we have to do to continue to be as relevant as possible to our clients in the future? We could choose to be like every other consultancy or contractor and try to compete and lower costs and cut people. But we believed that competing on cost would only serve to engage the firm in a race to the bottom. Instead, we chose to be different. But to be different we realized that we would have to change our culture.

Q: Let’s talk about the Innovation Center.  When Booz Allen was building the Innovation Center, what did we want the space to do?
We looked at some Innovation Centers across the country and noticed that many of them tended to look like museum spaces—with old computers and great artifacts—but nobody working. So, one of our design principles was that we wanted the Innovation Center to be a working space. We wanted to show off our legacy of innovation, but also have it be a place where real work was being done. Another design principle was that we wanted to make sure that we had a different feel than most Booz Allen spaces to date. We certainly wanted it to be open and collaborative. We wanted it to be on the ground floor. One entire wall is glass – and that creates a very real idea of transparency. We wanted to let people on the sidewalk see that we are getting work done here, and show that Booz Allen as a firm is transparent.

We wanted it to be world-class, because we wanted to use it to show our clients what we are doing.  We’re now able to bring clients into the conference room and show that we’re doing analytics, we’re doing cyber, we’re doing consulting, we’re doing data science, and we’re making things. There’s no better place to show that than a space like this. We also wanted to have space where our teams and our clients could feel differently—they could walk in and feel a sense of “wow.”

From a technology standpoint, we wanted to provide the best means of collaboration possible. One of the best pieces of technology we have in here are the mobile whiteboards. You wouldn’t normally think of that as a technology – but it is. Ninety-five percent of our walls are write-able. And these elements are representative of our principles around trust, sharing and ease of collaboration.

We had an opportunity where we brought in a team from the Department of Energy and a team of energy entrepreneurs—the cultures were dramatically different. But by bringing them together in the Innovation Center we realized that there were some opportunities to understand the other side’s perspective.

Bringing people together so that you can understand the other side’s problems, and work towards a solution and look for that third alternative piece, that is innovation. It’s how you take what you know and apply it in a new way to something else.

And some of the comments we’ve gotten from project teams that work in the center are that the space enables that flow, that ability to learn quickly. Because we’re all sitting laptop-to-laptop, we’re working together – it makes the work better. It makes it more fun, as well.

Q: Do you foresee this being a model for Booz Allen spaces?
I would love to say yes. Yes! I think the things we’ve learned will inform and evolve how we think about space and how we work. I think what we’ve learned is too powerful to ignore.

Q: What do you see as the future of the workplace? How do you see this evolving?
The future of the workplace is very exciting. We have moved beyond having a defined space where people work in a small cubicle to understanding the power of connection and sharing and collaboration. There’s no question that the types of problems that need to be solved among high-performing teams must have the help of collaborative technologies like monitors and white boards.

As we look toward the future of the workplace I strongly believe that we’re going to see elements of the whole person. It’s not just about sitting down with a laptop—it’s connecting with people. It’s feeling engaged. It’s having a sense of joy. It’s working out of a sense of achievement and purpose, not fear. It’s choosing to engage on things and bringing a diversity of thought to the problems. All those things can be enabled by where you work –everything from what the environment looks like, to the ability to have some choice in whether you’re sitting in a booth or at a table, or on a beanbag. And so, I think we’re onto something with that, and I think we’re headed the right way.

Want to learn more about Booz Allen’s Culture of Innovation? Visit: https://www.boozallen.com/s/insight/publication/building-a-culture-of-innovation.html

Tweet me:.@BoozAllen #Innovation #VideoSeries: Why Space Matters - A Q&A with @Kurt_Scherer http://bit.ly/2sppw7D #problemsolvers

KEYWORDS: Innovation & Technology, Booz Allen Hamilton, Innovation Center, Problem Solvers, Innovation Video Series