KeyBank’s Key4Women program partnered with Micro Enterprise Services of Oregon (MESO) and the Portland Thorns FC to host a business pitch contest for women-owned businesses. While cash awards total $50,000, the grand prize winner will receive $20,000.

Start-ups and existing businesses in specific Oregon and Washington counties are eligible to apply. The businesses must be 51% owned, controlled, operated and managed by a woman or women.

“Women business owners and leaders positively impact our economy and communities in powerful ways every day,” said Rachael Sampson, National Director of Key4Women. “Key4Women is on a mission to advocate, connect and empower them to thrive. MESO and the Portland Thorns are great co-sponsors in this endeavor, and through this pitch contest we look forward to offering two critical supports women-owned businesses often struggle to find or ask for: mentorship and capital.”

Winners will be chosen based on the quality of their presentation, clarity of business vision and mission, the economic impact of the idea, and the value proposition’s soundness. All applicants can receive mentoring after the contest.

Click here to read more about the contest and apply.

Dow released its 2022 INtersections Progress Report, outlining its commitments and actions in delivering value growth, best-in-class performance, and solutions to address global challenges.

The INtersections Progress Report highlights Dow’s performance and management in delivering value for stakeholders and addressing environmental, social and governance (ESG) priorities.

Key highlights include:

• Advancing the company’s strategy to achieve carbon neutrality by 2050
• Partnering across value chains to collect, reuse or recycle plastic waste, meeting customers’ demands for more sustainable and circular products
• Driving diversity, equity and inclusion (DEI) and creating meaningful social impact
• Enhancing governance, transparency and accountability

“Guided by our ambition, we are using our expertise, products, technologies and partnerships to meet the evolving needs of our customers while leading the transition to a more sustainable and inclusive future,” said Jim Fitterling, Chair and CEO of Dow. “Every day we are becoming a stronger, more competitive and future-ready company that is well-positioned to continue delivering value to our customers, employees, shareholders and communities.”

Click here to read the full report.

Kaiser Permanente has shared its approach to making prescription drugs more effective, safe and affordable, urging lawmakers to follow suit.

In addition to controlling costs, the company says ensuring the quality and safety of prescription drugs is paramount. Kaiser prescribes medicines based on evidence, negotiates prices, uses generics and biosimilars, and tracks safety and outcomes.

“The prescription drug market is rife with problems; but many can be overcome with the right public policies in place. Our experience at Kaiser Permanente shows what is possible when evidence, safety, and value are our guides,” said Mary Beth Lang, Senior Vice President and Chief Pharmacy Officer.

The company also supports the following policy changes for lawmakers:

• Encourage prescribing based on evidence and prevent disinformation about the quality and effectiveness of generic drugs and biosimilars
• Ensure healthcare organizations pay for prescription drugs based on value, not on an arbitrary price set by the manufacturer
• Reform the U.S. patent system and other anti-competitive practices, which will help break up monopolies that set high prices and block competition
• Consider creative solutions for preventing drug shortages and improving the resilience of the U.S.’s prescription drug supply chain
• Ensure the FDA can develop and maintain a system for detecting post-market efficacy and safety concerns

Click here to read more.

The White House recently allocated $42.5 billion in federal funds to help close the broadband access gap.

The funds will be granted across all 50 states, the District of Columbia and US territories, allowing 8.5 million American households and small businesses to connect to broadband internet.

Comcast also has a mission to increase connectivity and drive economic mobility. Through Project UP, a $1 billion commitment to bridge the broadband access gap, the company has helped millions of people gain broadband access.

“Unlimited possibilities aren’t possible if there isn’t broadband infrastructure. That alone is not enough. We also need resources to get and keep connected the many who have access but may have issues around adoption — like affordability and lack of digital skills,” said Broderick Johnson, Executive Vice President, Public Policy and Executive Vice President, Digital Equity for Comcast Corporation.

In addition, the company is a founding partner of the Online For All campaign with Civic Nation and the U.S. Department of Education, helping even more people connect to the internet.

Click here to read more about the initiatives.

Cigna Pharmacy Management, which manages pharmacy benefits for Cigna Healthcare, is adding four new biosimilars to its formularies, supporting patient access and improving affordability.

Cigna Healthcare will prefer the following biosimilar products alongside HUMIRA on its national preferred, standard, performance, and legacy commercial formularies, effective Sept. 1, 2023:

• Cyltezo (Boehringer Ingelheim), the first FDA-approved interchangeable biosimilar to HUMIRA, a low-concentration formulation
• Adalimumab-adaz (Sandoz), high-concentration formulation, unbranded
• Hyrimoz (Sandoz), high-concentration formulation

The company will also add Hadlima (Organon), both high- and low-concentration formulations, as preferred alongside HUMIRA on its value, advantage, and total savings formularies.

“Cigna Healthcare is committed to driving greater value and lower costs where clinically appropriate for our customers and clients, and expanding access to treatment options for people that need specialty medications is core to that commitment,” said Katy Wong, Chief Pharmacy Officer, Cigna Pharmacy Management. “By placing clinically effective biosimilars on our formularies in the same position as HUMIRA, we’re ensuring that physicians and patients have choice and flexibility, as well as lower health care costs through healthy competition.”

The Cigna Group released its 2022 environmental, social and governance (ESG) report, highlighting the company’s progress in making health more sustainable, accessible and equitable.

The report outlines the following achievements:

• Joined the RE100 pledge, committing to source renewable electricity for 100% of the organization’s global electricity needs by 2030
• Expanded paid caregiver leave benefit from four weeks to eight weeks
• Doubled the number of no-cost employee assistance program (EAP) visits available to employees and their household members per year

“Driven by our purpose, we approach today’s global health challenges with urgency, optimism and a confidence that we will continue to make a positive impact. This year’s publication, which is our 10th annual report, is a reflection of the passion and hard work that our colleagues around the world do each and every day,” said Nancy Ryan, Global ESG Lead at The Cigna Group. “While our efforts are ongoing, this report celebrates the goals we’ve met and inspires us to do even more as we build a healthier world for all.”

Cigna’s framework for ESG was built on the following four pillars: Healthy Society, Healthy Workforce, Healthy Environment and Healthy Company.

Click here to read the full report.

BASF has opened the Biodegradation and Microplastics Center of Excellence at its site in Wyandotte, Michigan, helping customers across North America achieve their sustainability goals.

The center aims to provide holistic, tailored solutions directly to customers through scientific studies and consulting, increasing speed-to-market for circular economy products, and advocating sustainability. The site also includes a biodegradation laboratory.

“The Wyandotte site houses a broad range of business, manufacturing and R&D activities within BASF. I’m excited to see the center at the site furthering BASF’s support to our customers and our company’s goals toward a sustainable future,” said Benjamin Knudsen, Vice President of Research North America. “I am convinced our Center of Excellence differentiates BASF as a regional leader in biodegradable and microplastic product solutions because our expertise is committed toward shaping sustainable innovations and supporting circular economy strategies.”

Click here to read more.

Accenture Federal Services has been awarded $98 million from the Defense Health Agency to operate and enhance the Joint Medical Common Operating Picture (MedCOP).

MedCOP provides medical command and control situational awareness for the Department of Defense, combatant commands, and the Armed Services.

Accenture Federal Services will deliver cloud, cybersecurity, DevSecOps, agile software development, field service engineering, user adoption, and training support across the Armed Services.

“A common operating picture is arguably one of the most effective tools in creating a shared understanding of the battlespace,” said Kevin Heald, an Accenture Federal Services managing director and national security portfolio lead. “Accenture Federal Services is honored to be tapped to lead data synchronization across multiple network domains and deliver near real-time collaboration and information sharing globally inside and outside the medical community.”

Click here to read more about the award.

Abbott’s Global Sustainability Report highlights its progress toward achieving its 2030 Sustainability Plan. The plan aims to improve the lives of 3 billion people annually by the decade’s end, helping them live their healthiest lives.

The plan is based on the following priorities:

• Making access and affordability core to new product innovation
• Transforming care for chronic disease, malnutrition and infectious diseases
• Advance health equity through partnership

Abbott is making its health technology more accessible, personal and convenient to more people by delivering its next-generation continuous glucose monitoring system FreeStyle Libre 3, launching an improved version of the NeuroSphere MyPath digital health app, and launching its Panbio HIV Self-Test in 14 countries.

The report also highlights how Abbott is building tomorrow’s diverse and innovative workforce, responsibly connecting data, technology and care, creating a resilient and responsible supply chain, and protecting a healthy environment.

Click here to read the full report.

Women in leadership represent a significant gap in today’s succession planning and hiring pipelines.

ADP shared five strategies for women in leadership to overcome barriers at the “Understanding Leadership Barriers” panel at Women@Work 2023.

The strategies include:

1. Develop your talent pipeline to support dimension: Hire for an additive benefit to your team, not based on pedigree
2. Broaden your DEI metrics: Include metrics in areas like female representation, promotional goals and hiring across all levels
3. Leverage neutral bias monitors: A neutral bias monitor sits in and observes conversations, identifying where bias may occur and steering the conversation back on track
4. Create affinity groups with executive feedback: Groups focused on uplifting women serve to empower, support networking and improve inclusivity
5. Support leaders with coaching: A coach can help advance women in leadership by giving them feedback and providing perspective

Click here to read more.

Mastercard has welcomed six fintechs to the Start Path in Solidarity Program, which is dedicated to supporting underrepresented founders.

For startups, seed and angel investments are crucial to growth. However, in the U.S., startups with at least one Black founder receive a lower percentage of deal counts and venture dollars.

Through the Start Path in Solidarity Program, Mastercard provides companies with stage-relevant support, including enterprise partnership readiness training, a dedicated mentor and introductions to investors and Mastercard customers.

The following fintechs have been welcomed to the program, joining 21 other companies:

• Allison (Birmingham, Ala.): Enables community banks and credit unions to onboard new deposits by launching regulatory-compliant products and services
• Binkey (Washington, D.C.): Unlocks the future of savings and payments for patients and healthcare consumers
• Cyvatar (Irvine, Calif.): Accelerates the future of cybersecurity through smart, measurable, managed security subscriptions that turbocharge compliance and fortify business defense
• Freeing Returns (Atlanta, Ga.): Offers nationwide retailers a total retail loss solution to maximize profitability and efficiency
• Gemini Energy Solutions (Washington, D.C.): Helps small business and nonprofits audit their energy usage to make positive change
• ShearShare (Buffalo, N.Y.): Provides space-as-a-service, usage-based insurance, and portable healthcare for the second largest industry for freelancers and independent contractors

The program is part of Mastercard’s commitment of $500 million to help close the racial wealth and opportunity gap in America.

A lack of representation in talent recruitment teams hinders progress toward goals in workplace fairness. Homogeneity in recruitment teams leads to biases and limited perspectives, which can result in unconscious bias in the hiring process.  

Representation is also essential in interview panels. An interview panel built on a foundation of workplace fairness includes various groups, including people of color, women, women of color, LGBTQ+ individuals, veterans, people with disabilities and different ages. 

According to Fair360’s 2023 Top 50 Companies for Diversity survey, 100% of companies that rank in the Top 10 have women and people of color in their interview panels. However, out of all participating companies, only 18% reported a requirement to include LGBTQ+ people in interview panels and 20% for people with disabilities.  

READ: 5 Best Practices for Establishing Diverse Hiring Panels 

Benefits of Representation in Talent Recruitment Teams 

Representation in talent recruitment teams brings numerous benefits to organizations: 

• Attracting a divergent pool of candidates: When candidates see representation within the recruitment team, they feel included and are more likely to apply for positions within the organization. 
• Reducing unconscious bias in hiring decisions: By having team members with different backgrounds, experiences and perspectives, biases can be identified and mitigated, leading to fairer hiring practices. 
• Enhancing cultural competence: Recruiters from various backgrounds are better equipped to understand and appreciate candidates’ unique experiences and needs from different communities. 

Despite the benefits, achieving representation in talent recruitment is a challenge. Bias within recruitment practices is one such obstacle. Unconscious biases can influence recruiters’ decision-making, resulting in continued homogeneity. 

WATCH: The Impact of Implicit Bias During the Hiring Process 

Fostering Inclusive Recruitment Practices  

Actively seeking out and developing talent for recruitment roles can have a domino effect, increasing the representation of incoming employees. 

According to Fair360’s 2023 Top 50 Companies for Diversity survey, 100% of companies ranking in the Top 10 reported that their recruitment teams seek out people of color, women, women of color, LGBTQ+ individuals, veterans and people with disabilities during the recruitment process.  

The Hershey Company (No. 3 on the Fair360 2023 Top 50 Companies for Diversity list) makes it a priority to assemble candidate slates that are 50% diverse for every externally sourced role. 

Fair360 data also showed that 100% of companies in the Top 10 use diverse interview panels for Level 1, Level 2 and Level 3 management. Level 1 management are CEOs and their direct reports. Level 2 includes all individuals in management positions. Level 3 are managers in positions in two levels below level 1. 

All manager-level and higher roles at Medtronic (No. 2 on the Fair360 2023 Top 50 Companies for Diversity list) must have a diverse slate of candidates and a panel of people from various backgrounds to interview each candidate.  

Strategies for Increasing Representation in Recruitment Teams 

Organizations can implement several strategies to increase representation in their talent recruitment teams:  

• Set goals: Establish clear representation goals for your recruitment team, specifying the desired inclusion of underrepresented groups. Make these goals measurable and track progress regularly. 
• Bias awareness and training: Provide comprehensive training to your recruitment team members on unconscious biases, stereotypes and the importance of representation. Raise awareness about potential biases in the recruitment process and equip your team with strategies to mitigate them.
• Expand candidate sources: Broaden your sources beyond traditional channels to reach more candidates. Engage with various communities, organizations and networks to attract a wide range of candidates. Leverage social media platforms and job boards that specifically target underrepresented groups. 
• Revise job descriptions: Review your job descriptions to ensure they are inclusive and do not contain any biased language or requirements that may discourage underrepresented candidates. Highlight the organization’s commitment to equity and inclusion. 
• Blind resume screening: Implement blind resume screening, where personal identifying information such as name, gender or ethnicity is redacted during the initial screening process. This helps mitigate unconscious bias and focuses on qualifications and skills. 
• Partner with organizations: Collaborate with organizations focused on fairness, universities or professional associations to tap into their networks and gain access to different applicants. Participate in career fairs and events for underrepresented groups.

Alicia Petross, Chief Diversity Officer at The Hershey Company, was welcomed to the National Organization on Disability’s (NOD) Board of Directors.

The NOD helps increase employment opportunities for individuals with disabilities. Through programs and services, NOD helps organizations understand the competitive advantages of hiring people with disabilities.

“Being part of the NOD Board and working closely with the team and member organization only fuels my passion to drive employment opportunities for all, at Hershey and throughout the country,” Petross said.

Hershey has received the NOD Leading Disability Employer Seal since 2016, which recognizes companies for demonstrating positive talent outcomes for people with disabilities.

The company celebrated Petross’ achievement on LinkedIn.

EY’s Mobility Consumer Index (MCI) revealed that consumer interest in electric vehicles (EVs) is at an all-time high in the United States.

The MCI is a global survey of over 15,000 consumers from 20 countries. It provides insights into the shifts in journey patterns, modal choices, vehicle buying and transition to electric mobility. It also assesses the car-buying journey and offers insights into attitudes toward mobility choices and sustainability.

“The EY Mobility Consumer Index answers the most pressing questions around mobility in the US. The MCI takes an in-depth look at the tipping point for vehicle electrification, how soon autonomous and shared mobility will take off, and overarching societal implications,” said Steve Patton, EY Americas Mobility Sector Leader. “On the heels of government legislation aimed at mitigating consumer concerns and driving increased collaboration between private and public sectors, this year’s data demonstrates that the US is at a true precipice when it comes to mainstream EV adoption. We can expect to see more EVs, both commercial and consumer, on the road.”

The index revealed that 48% of car buyers in the U.S. intend to purchase an EV within the next 24 months. These findings mark a 19% increase from the 2022 MCI.

EV intent is also growing globally. The U.S. jumped five spots in an EV readiness ranking, landing at No. 7. China, Norway and Sweden are the top three.

Click here to read more.

Comcast announced a $4.5 million, three-year grant to Per Scholas, a nonprofit with a mission to advance economic equity through tech training and career building.

The funding will help over 10,000 adults across 15 markets launch new tech careers, empowering underrepresented and low-income individuals. The grant aims to help individuals earn a collective $450 million in new wages.

The grant will also support Per Scholas’s expansion to three new markets needing skilled technologists for digital economies.

“The key to closing the digital divide goes beyond just mere access to the Internet,” said Dalila Wilson-Scott, EVP and Chief Diversity Officer for Comcast Corporation & President of the Comcast NBCUniversal Foundation. “With nearly one-third of U.S. workers lacking the basic digital skills needed to function and compete in our increasingly digital job market, we need urgent focus on digital literacy and technical skilling — particularly in communities of color. ”

The partnership between Per Scholas and Comcast has resulted in more than 2,500 trained learners across a dozen markets since 2021, empowering nearly 1,700 graduates to launch tech careers.

Click here to read more.

TIAA has been recognized among the 2023 Best Companies for representation by Black Enterprise Magazine, a business, investing and wealth-building resource for African Americans.

The ranking recognizes companies demonstrating the importance of equitable access and its role as a world-changing business imperative.

“Now, more than ever, DEI must be placed high on the corporate agenda,” the Black Enterprise Magazine wrote. “In fact, our post-pandemic era is marked by two powerful, opposing, and defining forces: companies committed to addressing systemic inequities versus conservatives lashing out against the actions of so-called ‘woke’ institutions. Against this backdrop, we found it vital to identify those publicly traded corporations dedicated to creating more dynamic workforces, diverse corporate governance, expansive supply chains, and inclusive management.”

The 2023 ranking is the first after a five-year hiatus.

Jessica Austin Barker, Chief Digital and Client Experience Officer at TIAA, has been named to the Queer 50 by Fast Company and Lesbians Who Tech & Allies.

The Queer 50 recognizes women and nonbinary people transforming business, tech and beyond.

“After a challenging year of anti-LGBTQ legislation and rhetoric, the list is a celebration of queer representation and influence in the highest ranks of massive companies and spheres of tech and entertainment,” Fast Company wrote.

TIAA celebrated Barker’s accomplishment on LinkedIn.

During Pride Month, Sysco said it celebrates and acknowledges the LGBTQ+ community within the company while fulfilling its purpose of connecting people through food and promoting care for one another.

“All individuals, regardless of their sexual orientation or gender identity, should be treated with respect, dignity and fairness,” Adrienne Trimble, Chief Diversity and Culture Officer said in the post.

“We are thrilled to announce the availability of Sysco Shop in Spanish, demonstrating our service commitment to the Spanish-speaking community and allowing us to deliver one of our most frequently requested features,” said Judy Sansone, Sysco’s Executive Vice President and Chief Commercial Officer. “Digital transformation is foundational to our Recipe for Growth strategy, which aims to enhance and modernize our customers’ overall experience.”

Other enhancements include personalized offers, intelligent product recommendations, delivery tracking, enhanced photos and product descriptions and improved search quality results.

Click here to read more. 

KPMG recently released its 2023 Women’s Leadership Summit Survey, which shows that most executive women have seen an exponential surge in workplace stress.

In its fifth year, the annual study collected insights on mental health in the workplace and the importance of prioritizing well-being. More than 1,500 executive women participated in the survey, coming from leading companies across the U.S. and having participated in the KPMG Women’s Leadership Summit in the past.

The summit builds a pipeline of women leaders on the path to the C-suite through leadership development content, access to today’s top leaders and year-long networking opportunities.

The survey found that stress at work continues to escalate, executive women prioritize self-care and women want more employer support on mental health and well-being.

Ninety-one percent of executive women have seen a surge of stress in the workplace compared to before the pandemic due to increased workloads and expectations.

Seventy-nine percent of executive women said wellness has been critical to their job success over the past couple of years, and 71% say employers need to do more for leaders supporting their employees’ mental health and well-being and their own.

Click here to read the full report.

Abbott shared three ways to encourage children to eat nutritious and sustainable food to support a healthy relationship with food and ensure a food supply for future generations.

Teaching kids about nutrition helps encourage healthy habits to take into adulthood. Education on sustainability also helps ensure future generations can thrive.

Here are ways to teach children how to support the environment while focusing on good nutrition:

1. Eat at least one plant-based meal a week
2. Shop locally and look for in-season produce
3. Grow food at home in your garden

“Simple actions such as choosing seasonal produce or swapping animal-based proteins with plant-based choices can spark a conversation with your child about how the foods you eat and the planet’s health are interconnected,” Abbott wrote. “Over time, these practices can result in positive attitudes and habits that your child will carry with them into adulthood.”

Click here to read more.

ADP shared ways to show up with professional advocacy for women during its Women@Work 2023 “Access, Advocacy and Self-Actualization” panel.

The session, moderated by Laura Brown, President of Major Account Services and ADP Canada, featured a discussion with successful women leaders and entrepreneurs on how leaders can best support professional development and how women can foster empowerment in the workplace.

The panelists discussed key strategies for supporting women in the workplace, including:

1. Creating opportunities and access for women
2. Understanding various forms of allyship
3. Encouraging self-advocacy for personal growth
4. Making professional advocacy a daily commitment

“More than ever today, employees are expecting their leaders to promote inclusion to support their career development and support their overall well-being,” Brown said.

Click here to read more about the session.

Raj Sharma, Vice Chair of Consulting at EY Americas, shared the importance of empathy in the workplace in an interview with Forbes.

The COVID pandemic caused a shift in organizational focus, with empathy toward the frontlines. According to the 2023 EY US Empathy in Business Survey, empathy drives psychological safety, allowing for experimental failure to generate new ideas.

“The survey finds workers feel that mutual empathy between company leaders and employees leads to increased efficiency (88%), creativity (87%), job satisfaction (87%), idea sharing (86%), innovation (85%) and even company revenue (83%),” Sharma said.

Sharma also commented on the creativity and innovation that a safe environment can bring. “When people feel valued and trust their leaders, it frees them emotionally to do their best work. Empathy has been so valuable and an underrated leadership tool when a company is undergoing transformation, and that’s why this research is so important,” he said.

However, employees feel leaders can often be disingenuous.

“Half (52%) of employees currently believe their company’s efforts to be empathetic toward employees are dishonest […] and employees increasingly report a lack of follow-through when it comes to company promises,” Sharma said. “Simply ‘talking the talk’ is no longer enough, and our survey further shows the importance and necessity of authentic and “actionable” empathy in the workplace. Leaders should be working to create better connections and relationships with co-workers, and that will in turn help motivate them and feel supported.”

Click here to read the full article.

Allergan Aesthetics, an AbbVie company, announced 20 women entrepreneurs would receive funding and mentorship through the BOTOX Cosmetic and IFundWomen grant program.

The recipients will participate in a 10-week Crowdfunding Accelerator Program and learn from experts. The program will coach awardees on network mapping, content marketing, social media, public relations and crowdfunding for their business.

Coaches include leaders from IFundWomen and BOTOX Cosmetic.

“There were so many remarkable applications that featured thoughtful business solutions,” said Carrie Strom, President, Global Allergan Aesthetics and Senior Vice President at AbbVie. “BOTOX Cosmetic was born out of the entrepreneurial spirit and its more than 20-year history is rooted in people seeing a challenge and finding an answer.  Each of the women selected to receive a grant saw a need for change, and set out to make a positive difference in the world. We are thrilled to celebrate them and support their businesses.”

More than 6,500 women submitted applications, each one reviewed by a panel.