Yesterday, TriplePundit launched a discussion with Pam Yang, an executive coach, speaker and a founder of <a href="https://www.agencydei.com/about">Agency DEI</a>, about her ongoing work and determination to reframe how companies address challenges related to diversity, equity and inclusion. From Yang’s perspective, companies <a href="https://www.triplepundit.com/story/2022/asian-american-women-dei/756491" target="_blank">need to approach their DEI efforts</a> as a progression issue instead of focusing on a "pipeline" of talent, especially when it comes to <a href="http://Yesterday, TriplePundit had a discussion with Pam Yang, an executive coach, speaker and the founder of Agency DEI, about her ongoing work and determination to reframe how companies address challenges related to diversity, equity and inclusion. From Yang’s perspective, companies need to approach their DEI efforts as a progression issue instead of a “pipeline” one, especially when it comes to rewarding the efforts of Asian American women within corporate America. But going beyond securing the best possible data in order to ensure that DEI efforts can actually succeed, 3p asked Yang what employers can do now to ensure that their Asian American employees, especially women, feel valued and welcomed in the workplace. Her high-level response at first comes across as simple and plain-spoken: “Take more time.” But that investment in time requires a three-step approach, as Yang continued to explain. “The strategy for making Asian employees feel valued should be the same as any employee. Take time to center their humanity and their experience; take time to understand the history and context in which their experience exists; and take time to speak with them to learn about their needs and challenges so companies have accurate information to ideate what they can do,” she said. It’s also time, says Yang, to move away from the catch-all phrase, “Asian,” as that does not fully explain the experience of this widely diverse group of individuals. “To start, take time to break down the definition of Asian is critical as it refers to 60 percent of the world’s population on the Asian continent,” added Yang. “South Asian culture is very different from East Asian culture and the challenges those groups experience will differ. Plus, treating Hawaiians and Pacific Islanders as an independent group — we’re one of the few countries to group them together — with unique concerns is necessary as their needs disappear in the broader umbrella grouping.” That “umbrella grouping” is among the reasons why stereotypes and assumptions of Asian American women often persist in U.S. society and within far too many workplaces. “One of the greatest challenges for Asian talent — and others who grew up in cultures or environments that value different leadership and relational qualities — is the wide acceptance of a standardized prototype of leadership in corporate America… i.e., aggressive, assertive, dominant [usually white] men,” Yang continued. Redefining what “leadership” means in the first place is needed if U.S. companies will ever attain a truly inclusive work environment. Again, this is where investment in time is crucial. “For many women, especially Asian women due to the added biased stereotype of their docility, embodying this prototype can hurt them since it runs counter to how women have been traditionally expected to behave. For everyone’s sake, we need to take time to diversify the definition of what makes a good leader and take time to recognize the value in each person’s varied style and approach,” Yang said. How companies could actually take the time to understand the complexities of their employee’s backgrounds will vary. What is often consistent across the varied experiences of Asian American women is that they not only confront the “glass ceiling,” but a ”bamboo” ceiling as well. Underlying factors such as their immigrant upbringing, a legacy of hypersexualization, as well as unfair stereotypes such as “timidity,” add to the challenges explaining why they often rank among the least likely group to be promoted to senior leadership roles. “Taking time to understand how those dynamics and stereotypes show up at your specific workplace, then proactively taking time to identify systemic changes to combat them, is the hard work that needs to be done,” Yang told 3p. The challenge in presenting this approach to companies, however, is whether from a human resources or public relations perspective it is more expedient to simply spend money on yet another “pipeline of talent” program rather than investing time and resources into fully understanding fully the challenges that many Asian American women confront in offices across the U.S.. Yang acknowledged this dilemma herself, asking rhetorically, “The question is, how many companies actually want to take the time to do this kind of hard work, vs. “investing” $XXX,XXX dollars in a talent development program for first-generation students to learn about the biotech industry?” Image credit: Adobe Stock" target="_blank">rewarding and acknowledging the efforts</a> of Asian American women within corporate America.

But going beyond securing the best possible data in order to ensure that DEI efforts can actually succeed, 3p asked Yang what employers can do now to ensure that their Asian American employees, especially women, feel valued and welcomed in the workplace. (Employers interested in disclosing such diversity data <a href="https://docs.google.com/spreadsheets/d/1UHP72-I10CAezIvFuKHaiSotRO8Qni3vd4V23PYud74/edit#gid=1917639207" target="_blank">can do so here</a>.)

Yang's high-level response at first comes across as simple and plain-spoken: “Take more time.”

But that investment in time requires a three-step approach, she continued. “The strategy for making Asian employees feel valued should be the same as any employee. Take time to center their humanity and their experience; take time to understand the history and context in which their experience exists; and take time to speak with them to learn about their needs and challenges so companies have accurate information to ideate what they can do."

Editor's note: Be sure to <a href="https://www.triplepundit.com/category/brands-taking-stands/59911" target="_blank">subscribe</a> to our Brands Taking Stands newsletter, which comes out every Wednesday.

It’s also time, says Yang, to move away from the catch-all phrase, “Asian,” as that does not fully explain the experience of this widely diverse group of individuals, and that is particularly true of Asian American women. “To start, taking time to break down the definition of Asian is critical as it refers to 60 percent of the world’s population on the Asian continent,” Yang added. “South Asian culture is very different from East Asian culture, and the challenges those groups experience will differ. Plus, treating Hawaiians and Pacific Islanders as an independent group — we’re one of the few countries to group them together — with unique concerns is necessary as their needs disappear in the broader umbrella grouping.”

That “umbrella grouping” is among the reasons why stereotypes and assumptions of Asian American women often persist in U.S. society and within far too many workplaces. “One of the greatest challenges for Asian talent — and others who grew up in cultures or environments that value different leadership and relational qualities — is the wide acceptance of a standardized prototype of leadership in corporate America… i.e., aggressive, assertive, dominant [usually white] men,” Yang continued.

Redefining what “leadership” means in the first place is needed if U.S. companies will ever attain a truly inclusive work environment. Again, this is where investment in time is crucial. “For many women, especially Asian women due to the added biased stereotype of their docility, embodying this prototype can hurt them since it runs counter to how women have been traditionally expected to behave," Yang said. "For everyone’s sake, we need to take time to diversify the definition of what makes a good leader and take time to recognize the value in each person’s varied style and approach."

How companies could actually take the time to understand the complexities of their employee’s backgrounds will vary. What is often consistent across the varied experiences of Asian American women is that they not only confront the “glass ceiling,” but what some observers call a ”<a href="https://static1.squarespace.com/static/5e8bce29f730fc7358d4bc35/t/628fef595418d610b1da7f6d/1653600101625/Barely+Breaking+the+Asian+Glass+Ceiling.pdf" target="_blank">bamboo ceiling</a>" as well. Underlying factors such as their immigrant upbringing, a legacy of hypersexualization, as well as unfair stereotypes such as “timidity,” add to the challenges that all women face at work, explaining why Asian American women often rank among the least likely group to be promoted to senior leadership roles.

“Taking time to understand how those dynamics and stereotypes show up at your specific workplace, then proactively taking time to identify systemic changes to combat them, is the hard work that needs to be done,” Yang told 3p.

The challenge in presenting this approach to companies, however, is whether from a human resources or public relations perspective, it is more expedient to simply spend money on yet another “pipeline of talent” program rather than investing time and resources into fully understanding the challenges that many Asian American women confront in offices across the U.S. Yang acknowledged this dilemma herself: “The question is: How many companies actually want to take the time to do this kind of hard work, vs. 'investing” X amount of dollars in a talent development program for first-generation students to learn about the biotech industry?'”

Image credit: Adobe Stock

Asian American Women Face Far More Than a Glass Ceiling in Corporate America 

Discussions about corporate purpose are now having their moment, and for a good reason: It’s clear that companies that enable employees to fulfill their personal purpose through their work reap proven and measurable benefits. These results come in the form of a boost in loyalty and employee retention, higher levels of engagement and productivity, and improved employee health and personal resilience. That’s according to a 2021 McKinsey study on the role of <a href="https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/help-your-employees-find-purpose-or-watch-them-leave" target="_blank">purpose in the employee experience</a>. 

Research from Gallup gets even more granular, finding that improving employees’ <a href="https://www.gallup.com/workplace/356093/purpose-driven-organizational-culture.aspx" target="_blank">connection to purpose</a> by just 10 percent delivers an 8 percent decrease in turnover and a more than 4 percent increase in corporate profits. If those numbers surrounding corporate purpose sound like a stretch, consider research from PwC, which <a href="https://www.pwc.com/us/en/services/consulting/library/consumer-intelligence-series/consumer-and-employee-esg-expectations.html" target="_blank">found</a> that a huge majority of consumers — 76 percent — would not hesitate to vote with their wallets and cease doing business with a company that treats its people, the environment or the communities in which it operates poorly.  
  
Corporate purpose, however, still gets the short shrift within many C-suites, which is why the topic is front and center at the upcoming <a href="https://www.3blforum.com/" target="_blank">3BL Forum: Brands Taking Stands</a>, taking place on Tuesday, October 25, 2022, at New York City’s Pier Sixty, where we’ll learn more from more than 60 executives at leading purpose-driven companies.

Candid discussions about the role of purpose within an organization, and whether the continued headwinds many professionals in this space are confronting now will cause brands to abandon their purposes, are among the discussions that are on tap at 3BL Forum. 

The Forum <a href="https://www.triplepundit.com/sponsored-series/59946/3bl-forum-2019-brands-taking-stands-what-s-next-" target="_blank">is unlike any other conference</a>. Attendees will leave Pier Sixty with more than inspiration: As you can see <a href="https://www.3blforum.com/program" target="_blank">in the program planned for the day</a>, you’ll learn how to deploy meaningful change, operationalize ESG and sustainability within your organization, and drive effective, intentional and impactful corporate strategies. A program of high-octane panels and one-on-one executive interviews keenly focused on the how and why, as well as opportunities to network with peer leaders, are what have <a href="https://www.triplepundit.com/sponsored-series/16256/3bl-forum-2018" target="_blank">kept attendees coming back</a> over the past several years. <a href="https://www.3blforum.com/registration" target="_blank">Join us and register today</a>.

For those who wish to attend, we’re still offering a discount of 35 percent off for TriplePundit readers. Purchase your ticket using the discount code 35FORUM2022 <a href="http://Discussions about corporate purpose are now having their moment, and for a good reason: It’s clear that companies that enable employees to fulfill their personal purpose through their work reap proven and measurable benefits. These results come in the form of a boost in loyalty and employee retention, higher levels of engagement and productivity, and improved employee health and personal resilience — that’s according to a 2021 McKinsey study on the role of purpose in the employee experience. Research from Gallup gets even more granular, finding that improving employees’ connection to purpose by just 10 percent delivers an 8 percent decrease in turnover and more than a 4 percent increase in corporate profits. If those numbers surrounding corporate purpose sounds like a stretch, consider research from PwC, which found that a huge majority of consumers – 76 percent - would not hesitate to vote with their wallets and cease doing business with a company that treats its people, the environment or the communities in which it operates poorly. Corporate purpose, however, still gets the short shrift within many C-suites, which is why the topic is front and center at the upcoming 3BL Forum: Brands Taking Stands, taking place on Tuesday, October 25, 2022, at New York City’s Pier Sixty, at which we’ll learn more from more than 60 executives from leading purpose-driven companies. Candid discussions about the role of purpose within an organization, and whether the continued headwinds many professionals in this space are confronting now will cause brands to abandon the purposes, are among the discussions that are on tap at 3BL Forum. The Forum is unlike any other conference in which you may have participated. Attendees will leave Pier 60 with more than inspiration: As you can see in the program planned for the day, you’ll learn how to deploy meaningful change, operationalize ESG and sustainability within your organization, and drive effective, intentional and impactful corporate strategies. A program of high-octane panels and one-on-one executive interviews keenly focused on the how and why, as well as opportunities to network with peer leaders, are what have kept attendees coming back over the past several years. Join us and register today. For those who wish to attend, we’re still offering a discount of 35 percent off. Purchase your ticket using the discount code 35FORUM2022 when you register." target="_blank">when you register</a>.

<a href="https://unsplash.com/photos/1P7UlUrsVmc" target="_blank">Image credit</a>: Max Harlynking via Unsplash

Corporate Purpose: Can It Deliver More for Brands and Stakeholders? Find out at 3BL Forum, Oct. 25

When the U.S. Supreme Court struck down a 50-year abortion rights precedent in the recent Dobbs v. Jackson Women’s Health case, the 6-3 majority ignored ample evidence of economic harm to women. That may seem shocking. However, it simply reflects the fact-free thinking that has supported conservative policymaking and punditry for decades. With the Dobbs decision, fact-free thinking now ripples into the very bedrock principles of corporate diversity, equity and inclusion efforts.

<h2>Smoking, climate science and fact-free policy</h2>

The tobacco industry is a notorious, early example of fact-free policymaking in support of special interests. Led by the conservative organization Heartland Institute, lobbyists have waged a decades-long campaign of denial, confusion and deflection, if not outright lying, in order to undermine trust in public health experts and medical science.

It took decades of work and multiple lawsuits for health experts and their allies to undo the damage to public trust. Meanwhile, Heartland Institute has already moved on to <a href="https://www.heartland.org/topics/alcohol-tobacco/" target="_blank">lobbying on behalf of e-cigarettes</a>.

Heartland has also been <a href="https://www.triplepundit.com/story/2017/educators-push-back-hard-climate-deniers-attempts-influence-teachers/18201" target="_blank">a leading force</a> behind the decades-long movement to <a href="https://www.triplepundit.com/story/2021/exxonmobil-climate-justice/728131" target="_blank">undermine trust in climate science</a> as well as public health experts as two sides of the same coin. Alongside ExxonMobil and others, Heartland is well known for deploying the <a href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2879177/" target="_blank">tobacco playbook</a> in support of the fossil energy industry.

If the aim is to undermine trust in experts who have training, professional credentials and hands-on experience, science is not the only target. During the Barack Obama administration, future President Donald Trump played the anti-expert card to great effect. He launched a loud, long campaign to raise doubts about President Obama’s country of birth. Years later, the relentless braying over a simple, provable fact set the stage for the Trump-led <a href="https://www.triplepundit.com/story/2020/levis-vote/121321" target="_blank">election denial movement</a>, culminating in the violent insurrection of Jan. 6, 2021 and the ongoing series of attacks on experienced election administrators.

<h2>The stage is set for violent attacks on women, girls and other pregnancy-capable people</h2>

Against this backdrop, it is not shocking that the 6-3 supermajority on the U.S. Supreme Court, cemented with three appointments by Trump, ignored the experts on public health when they <a href="https://www.triplepundit.com/story/2022/abortion-fight-reckoning-corporations/748501" target="_blank">overruled 50 years of abortion rights</a> precedent in the Dobbs case last June.

The impact of the Dobbs decision is still rippling out, but it is already clear that business leaders will have to revise their diversity, equity and inclusion policies to accommodate the fact that in many U.S. states, women, girls, and other pregnancy-capable people are now classified as secondary citizens who are not protected by the same laws that protect others.

Editor's note: Be sure to <a href="https://www.triplepundit.com/category/brands-taking-stands/59911" target="_blank">subscribe</a> to our Brands Taking Stands newsletter, which comes out every Wednesday.

Denial of prompt, appropriate treatment while pregnant is not “pro-life.” It is an act of <a href="https://www.triplepundit.com/story/2022/dobbs-pregnant-people/750141" target="_blank">legally sanctioned, government enforced violence</a> against pregnancy-capable people. Regardless of whether or not their pregnancy is a wanted one, all of them are now enrolled in a police state centered around control of the uterus.

Also caught up <a href="https://jezebel.com/non-pregnant-women-and-girls-are-being-denied-lifesavin-1849606994" target="_blank">in the violent aftermath</a> of the Dobbs case are people of all ages who rely on pregnancy-suppressing drugs to treat other health conditions. To cite just one recent example, a 14-year-old girl was suddenly <a href="https://www.sacbee.com/news/nation-world/national/article266756371.html" target="_blank">denied a longstanding prescription</a> for her lifesaving medication two days after Arizona reinstated an abortion ban that became a law more than 150 years ago when Arizona was still a territory.

<h2>The impact of Dobbs on DEI was predictable</h2>

All of this pain and suffering was preventable if the six conservative justices had taken expert knowledge under consideration in the Dobbs case. 

Yet to be seen are the long-term impacts on the corporate social responsibility movement in general and DEI programs in particular. However, the experts who weighed in on Dobbs provide a hint of things to come. 
  
As described by Shadi Bushra of the highly regarded academic rating firm <a href="https://www.onlineu.com/press" target="_blank">OnlineU</a> (formerly Guide to Online Schools), the plaintiff in Dobbs prevailed in part by arguing, without evidence, that there was “no way to gauge <a href="https://www.onlineu.com/magazine/reversal-of-roe-slow-down-women-economic-empowerment" target="_blank">the impact of abortion access</a> on economic factors such as gender-based inequities in hiring, pay, and labor force participation.”

That line of argument was not only free of facts. It was patently false.

Bushra noted that over 150 economists filed an amicus brief in favor of the defense in Dobbs. The brief demonstrated that there actually is a strong, longstanding body of expert knowledge on the impact of abortion access on the well-being of women.

“’[T]here is a substantial body of well-developed and credible research that shows that abortion legalization and access in the United States has had — and continues to have — a significant effect on birth rates as well as broad downstream social and economic effects, including on women’s educational attainment and job opportunities,’” Bushra wrote.

“Among other points, the brief argued that access to abortion had a bigger impact on women’s labor force participation than access to birth control, leading to increased wages," Bushra added. "The economists found that reproductive rights access was especially beneficial for Black women, who currently earn 63 cents for each dollar a white man earns."

Bushra also cited a New York Times interview with Rosalind Petchesky, the researcher cited in the 1992 Supreme Court decision that reaffirmed Roe v. Wade. “There’s no question that legal abortion makes it possible for women in all classes and races to have some control over their economic lives and ability to work outside the home,” Petchesky told the Times.

<h2>What now, corporate leaders?</h2>

It is too late to undo the suffering and trauma of the months since Dobbs, and the months to follow. However, corporate leaders who profess to support DEI should take a closer look at that <a href="https://www.supremecourt.gov/DocketPDF/19/19-1392/193084/20210920175559884_19-1392bsacEconomists.pdf" target="_blank">amicus brief</a>, reassess their support for office holders or candidates who simply make up their own facts to gain and keep power, and work toward the restoration of a legal framework for abortion that respects the living, breathing people who happen to be born with a uterus.

That’s going to take some doing, but it has to be done. The poison of fact-free policymaking has already spread from an insurrection-fostering former president to <a href="https://www.triplepundit.com/story/2021/corporate-defenders-us-capitol/709846" target="_blank">members of the U.S. Congress</a> over the past two years, and from there into state legislation. 

Don’t be fooled by the black robes and the aura of legitimacy. The Dobbs decision is simply the latest manifestation of an authoritarian power grab, now cloaked in the trappings of constitutional law with none of the substance. Corporate leadership has been asleep at the wheel, but it’s not too late to wake up.

Image credit: <a href="https://unsplash.com/photos/FmaOo3ISIME" target="_blank">Sarah Penney</a> via Unsplash

How Anti-Science Set the Stage for Dobbs and the End of DEI

When perusing through the raw numbers, Asian American women certainly appear to be a rising force across corporate America. But while they may be visible within U.S. offices, their accomplishments and contributions <a href="https://www.triplepundit.com/story/2022/companies-aapi-community/744191" target="_blank">largely go unacknowledged</a> and unappreciated by many companies. That’s the finding of a <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/asian-american-workers-diverse-outcomes-and-hidden-challenges" target="_blank">McKinsey repor</a>t, which last month concluded that Asian American women comprise less than 1 percent of any promotions from the senior vice president level to the C-suite.

Asian Americans are often viewed as a monolith when their reality is vastly different. In fact, Asian American women currently experience some of the most drastic income inequality in the U.S. For example, more than 20 percent of South Asian women who are not permanent U.S. residents earn less than $30,000 a year. Further, several “Asian” ethnicities, among them Chinese, Hmong, Laotians, Nepalese and Pakistanis, have higher poverty rates than the overall U.S. average of 12 percent. Chinese Americans account for approximately one-third of all Asian Americans who live in poverty.

In addition to the tropes and stereotypes that linger within the workplace, part of the challenge is understanding the experience of Asian American women in the workplace day after day. Enter Pam Yang, an executive coach, speaker and a founder of <a href="https://www.agencydei.com/about" target="_blank">Agency DEI</a>, her ongoing work, and determination to reframe how companies approach diversity, equity and inclusion.

Editor's note: Be sure to <a href="https://www.triplepundit.com/category/brands-taking-stands/59911" target="_blank">subscribe</a> to our Brands Taking Stands newsletter, which comes out every Wednesday.

The goals of Yang and Agency DEI include moving U.S. corporate culture toward more transparency around workforce data. Such information is crucial, says Yang, so that employees, customers and other stakeholders have the information they need so that they can trust the companies for which they work and from which they buy goods and services. In order to cement that trust, Yang says it’s important to hold companies accountable to their DEI (diversity, equity and inclusion) efforts while offering prospective employees the best possible information to make informed employment decisions. From Yang’s point of view, such disclosure should be a requirement, not cherry-picked information released solely on a company’s terms. (Employers interested in disclosing such diversity data <a href="https://docs.google.com/spreadsheets/d/1UHP72-I10CAezIvFuKHaiSotRO8Qni3vd4V23PYud74/edit#gid=1917639207" target="_blank">can do so here</a>.)

To do that, Yang says workforce data needs to be in one centralized place. She and the team at Agency DEI are starting with the advertising industry, in which she has more than 15 years of experience. Centralized and standardized data, insists Yang, will enable workers to make those “apples to apples” comparisons. In the long run, this increase in transparency, and consistency, will allow all stakeholders to see how DEI is progressing across companies, as well as view where ongoing problems on this front need to be addressed.

Companies have long framed their DEI efforts as important to their “pipeline of talent.” But from Yang’s perspective, companies need to take on their DEI efforts as a progression issue, not a pipeline one.

“Since the Civil Rights Act ‘banned’ employment discrimination in 1964, the rationale for why there’s a lack of diversity in almost every arena —work, education, military, etc. — has centered around there not being enough ‘qualified’ diverse people," Yang told 3p. "As a result, the most common solutions have focused on ‘expanding’ the pool through recruitment efforts often at the junior levels, generating interest in particular pursuits and fields often at younger ages, early-stage talent development, etc."

“But, discrimination has never been a consequence of age or inexperience," she continued. "It is a feature of human behavior regardless of age, gender, race, creed and can impact people at every stage of their development. So, it makes zero sense that we have focused the supermajority of our time and resources on pipeline programs, except for the fact that they’re easier to [act on] and [publicize] and thus virtue signal that ‘we’re doing something.'”

One result of this dynamic, says Yang, is that diversity in corporate leadership is actually decreasing, not increasing. “We see decreases in representation for every non-white, non-men group from the professional levels to the C-Suite, i.e. there’s an inverse correlation between the increasing representation of men and white people compared to the decreasing representation for women and non-white people,” said Yang, adding that Agency DEI’s research has backed up her conclusion.

“If diverse recruitment and development programs were really the answer and they’ve been around for as long as the issue of diversity has existed, surely, we wouldn’t be having the same conversation six decades after the Civil Rights Act passed," Yang added. “If we don’t solve the problem of progressing the endless stream of ‘qualified’ diverse people, we will never get away from the red herring of the seemingly unsolvable, six-decade-long problem of ‘not enough diverse talent.'” 

Tomorrow, we’ll discuss with Yang the specifics of how companies can truly recruit, welcome, retain and acknowledge the accomplishments and achievements of Asian Americans, especially Asian American women, who remain underrepresented in leadership positions across corporate America.

Image credit: Adobe Stock

For Asian American Women, DEI Needs to Be Addressed as a Progression Issue, Not a Pipeline One

Energy companies have long turned to gas flaring to dispose of excess natural gas, largely because it was thought to eliminate methane, a greenhouse gas that is 25 to 80 times <a href="https://climate.mit.edu/ask-mit/why-do-we-compare-methane-carbon-dioxide-over-100-year-timeframe-are-we-underrating" target="_blank">more potent</a> than carbon dioxide, <a href="https://www.triplepundit.com/story/2020/methane-leaks-climate-action/707231" target="_blank">depending on the source</a> cited. The practice of flaring has continued with the rationale that it’s impossible to capture all natural gas at any extraction site, even though <a href="https://www.triplepundit.com/story/2022/capturing-methane-power/749116" target="_blank">the technology exists</a> to capture methane at its source. 

The surging demand for energy, therefore, means that companies within this sector will do what is most expedient: flaring when necessary to dispose of excessive natural gas that cannot be trapped. It all seems logical enough, considering that the sector has claimed that the process destroys methane at a rate of 98 percent — an impressive number at any level.

But there’s a problem: A team of researchers at the University of Michigan recently <a href="https://www.science.org/doi/10.1126/science.abq0385" target="_blank">concluded</a> that flaring eliminates methane at a lesser ratio, specifically a tad over 91 percent. That may not seem like a huge discrepancy, but when considering the potency of methane, this team of researchers says the gap results in a five-fold increase of methane emissions above current assumptions. “Therefore, flaring is often not as efficient as presumed — or methane plumes simply are not combusted at all,” the researchers wrote in their report.

To put it another way: Flaring isn’t a tool to mitigate climate change. Actually, it could be fueling it far more than previously believed.

The University of Michigan team reached their conclusions by sampling flaring data across three basins in the U.S. that host the lion’s share of gas flaring. Two of those basins are in Texas while another is located in North Dakota. Combined, they account for about 80 percent of all gas flaring within the U.S. energy sector.

So, while energy companies may have been stating the case for flaring logically and with confidence, there’s been one problem, says this research team: such data was outdated, and in fact, some of it dated as far back as the 1980s.

“Most flare studies have been conducted in laboratory or testing facility settings such that sensitivities to various parameters (e.g. flare tip design, fuel composition, etc.) can be assessed under controlled conditions,” Genevieve Plant, the lead author of the study, <a href="https://gizmodo.com/methane-flaring-estimates-fossil-fuel-production-1849602223" target="_blank">told Gizmodo’s Molly Taft in an email</a>. “There have been limited studies of ‘real-world’ flares such that it was not known if these controlled experiments captured flare performance under field operating conditions and over the lifetime of a flare.”

In other words, what may be tested and verified in a laboratory isn’t necessarily going to work in the field — and is often not even reported in the first place — with rather dubious results for meaningful climate action.

This research doesn’t only result in a black eye for energy companies and the government regulators tasked with ensuring they stay compliant. It’s a setback for public health as well. In a study published the same day as the University of Michigan team’s findings, <a href="https://www.science.org/doi/10.1126/science.ade2315" target="_blank">another set of researchers</a> from Brown University and the University of Arizona pointed out that around 500,000 people live within three miles of these three basins, and they are exposed to a “cocktail of co-pollutants that present risks of acute and/or chronic health impacts.”

Image credit: <a href="https://www.pexels.com/photo/low-angle-view-of-illuminated-tower-against-sky-at-night-327041/" target="_blank">Pexels</a>

Gas Flaring Is Fueling a Far Larger Methane Problem That We Thought

It has become clear that more people want to do what they can to shop, drive, eat and live more sustainably. One roadblock, however, is finding information about certain sustainability data points like carbon emissions to make the best possible day-to-day decisions.

While we are more dependent than ever on our smartphones, the size of the screen doesn’t always make gleaning this information the most seamless process, and toggling between tabs on a device can still be a hassle. Plus, there are lingering questions over the reliability and veracity of the various sources of sustainability data that are readily available at our fingertips. Google, however, says users will have access to more of this data, quickly and easily.

During the company’s annual Search On event last week, the company revealed that certain Google searches will soon pair results with relevant sustainability data. For now, such information will fall <a href="https://blog.google/products/search/new-ways-to-make-more-sustainable-choices/" target="_blank">within three pillars</a>: clothing, food and transportation.

Focusing on secondhand clothing certainly makes sense, though the proliferation of “pre-owned” clothing on thrifting apps that originate from fast fashion brands are complicating the appeal of buying used apparel <a href="https://www.triplepundit.com/story/2022/gen-z-millennials-secondhand/749476" target="_blank">for younger consumers</a>. Nevertheless, Google has promised that consumers on the hunt for new additions to their wardrobe will be able to see what used clothing options are available within Google Search later this year — a solid effort when considering estimates suggest the global garment industry generates about <a href="https://www.weforum.org/agenda/2020/01/fashion-industry-carbon-unsustainable-environment-pollution/" target="_blank">10 percent</a> of the planet’s total emissions.

When it comes to making food choices, Google’s plans for sustainability data appear to be more robust. Soon (a timeframe that so far Google has not defined exactly), when searching for recipes like “chicken curry,” or “lentil tacos,” the company has promised that consumers will be able to quickly compare the emissions per pound of food with data from the United Nations.

Finally, the comparison of vehicles is where the upcoming sustainability features within Google’s search function could shine. Consumers researching leading automakers’ cars and trucks, including electric vehicles (EVs), will be able to quickly sort out information such as fuel and electricity costs per year. In the case of EVs, buyers will be able to compare range and charging speeds. Meanwhile, Google says it has <a href="https://blog.google/products/search/new-ways-to-make-more-sustainable-choices/" target="_blank">improved its maps and navigation features</a> so that drivers can find the most fuel-efficient routes for getting from points A to B.

“Search interest in terms like electric vehicles, solar energy and thrift stores reached new highs globally over the past year — suggesting that people are looking for ways to practice sustainability in their daily lives,” Hema Budaraju, the director of Google Search, wrote on the company's blog, <a href="https://blog.google/products/search/new-ways-to-make-more-sustainable-choices/" target="_blank">explaining</a> what is driving these upcoming changes.

Other changes Google has made to reflect its users’ increased interest in sustainability include <a href="https://www.blog.google/products/travel/find-more-sustainable-travel-options-with-new-search-tools/" target="_blank">filters for flights and hotels</a> so users can book more responsible options for their travel plans.

Image credit: <a href="https://unsplash.com/photos/UWVJaDvXW_c" target="_blank">Solen Feyissa</a> via Unsplash

Soon, ‘Googling It’ Will Make Sustainability Data Fast and Easy

When Sheryl Lee Ralph won an Emmy this year for her role as Barbara Howard in Abbott Elementary, she lifted her voice in triumph, singing a verse from Dianne Reeves’ “Endangered Species.” She sang, “I am an endangered species/ But I sing no victim's song/ I am a woman; I am an artist/ And I know where my voice belongs.” During her <a href="https://www.youtube.com/watch?v=g5Z0DRd7E4s" target="_blank">post-win interview</a>, she encouraged young artists, “Find your voice, and put it where it belongs.”

Anyone who watched Ralph’s win can attest that it was one of the truly inspiring moments of the show, and not only because Ralph is only the <a href="https://people.com/tv/jackee-harry-celebrates-sheryl-lee-ralph-emmys-win-full-circle/" target="_blank">second Black woman</a> to win an Emmy for outstanding supporting actress in a comedy series. (Jackée Harry won two Emmys for that category in the ‘80s for her performance in NBC's 227.) Ralph was truly shocked to win — so shocked that she didn’t get out of her seat until she was helped up by those at her table.

Quinta Brunson, creator and star of Abbott Elementary, for which she also writes and directs, <a href="https://www.youtube.com/watch?v=OGDCqNK9uUE" target="_blank">told Seth Meyers</a> that Ralph had been satisfied with her nomination and didn’t expect to win. Brunson speculates that as Ralph remained in her seat, she may have even thought the win was a dream. Yet, standing on that stage, she expressed one of the most inspiring and polished speeches of the night. “I could cry right now, because it was beautiful seeing her be the most herself in that moment too,” Brunson said.

<h2>Being seen by Hollywood, 45 years later</h2>

Ralph’s ability to wow an audience at the drop of a hat is a testament to her prowess as an actress. She has played Rita in Oliver &amp; Company, Dee Mitchell in Moesha and Deena Jones in Broadway’s Dreamgirls, for which she received a Tony nomination. In an <a href="https://people.com/music/2022-emmy-awards-all-about-endangered-species-song-sheryl-lee-ralph-sang/" target="_blank">interview with People</a> before the Emmys, Ralph recounted how, while working alongside Robert De Niro, he recognized her talent. And he advised her that Hollywood is not looking for the Black girls, so she had better wave that red flag and let them know she’s here, because she deserves to be seen. Ralph said, 30 years later, with an Emmy nomination, she felt seen.

Even through the industry’s gatekeeping, this year's Emmy night included some <a href="https://www.harpersbazaar.com/culture/film-tv/a41182277/black-women-won-big-2022-emmys/" target="_blank">notable triumphs</a> for Black women. Lizzo won her first Emmy for best competition series. Zendaya won a second Emmy for lead actress in a drama series. And Brunson won the Emmy for best writing for a comedy series. She is <a href="https://collider.com/quinta-brunson-second-black-woman-writing-comedy-series-emmy-win/" target="_blank">only the second</a> Black woman to win an Emmy in this category, and the first to win it without a writing partner.  

Firsts and seconds like these carry with them a shadow of disappointment, as diversity, equity and inclusion (DEI) expert <a href="https://www.kimcrowderconsulting.com/" target="_blank">Kim Crowder</a> told TriplePundit in an email. The fact that other Black women have not been recognized is a failure of the system. “Sheryl Lee Ralph had her acting debut 45 years ago, and only now has been recognized by the Emmys and is only the second Black woman to win in this category,” Crowder told us. “Her moment was beautiful, and she stood in her power during her acceptance speech. Sadly, this lack of recognition from Hollywood's most prestigious award entities is not uncommon.”

<h2>The state of DEI in film and TV</h2>

A <a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/black-representation-in-film-and-tv-the-challenges-and-impact-of-increasing-diversity" target="_blank">report from McKinsey &amp; Co.</a> dives into the entertainment industry’s troubles representing Black women, and Black creators in general. “A complex, interdependent value chain filled with dozens of hidden barriers and other pain points reinforces the racial status quo in the industry," the report reads. It identifies about 40 pain points that Black professionals face as they navigate their careers in film and television. 

Black off-screen talent has, for the most part, been responsible for creating opportunities for other Black off-screen talent. In film, those projects tend to have smaller budgets, even though they secure higher earnings per dollar of budget. McKinsey calculates a $10 billion lost revenue opportunity if film and TV don’t correct their racial inequities — a 7 percent increase to the assessed baseline. 

The Academy of Television Arts &amp; Sciences, the group that puts on the annual Emmy Awards, has at least taken one notable step toward inclusion. In 2021, the Academy <a href="https://www.latimes.com/entertainment-arts/tv/story/2022-09-08/2022-emmys-awards-nominations-television-academy-diversity" target="_blank">engaged a third party</a> to conduct a DEI-related survey of the organization. The results are staggering. While 92 percent of white male respondents said they felt positive about the academy’s diversity, only 46 percent of Black women and women of color did. The scores for “belonging and inclusion” were similar among Black women and women of color in the industry. 

The analysts were blunt in their assessment. “There appears to be a deep-seated resistance in the Academy’s culture to moving forward, changing the way things have always been done, and creating a new future for television," they wrote.  

<h2>Building checks and balances into the entertainment industry’s DEI efforts</h2>

Crowder emphasized the significance of simple actions and behaviors. Jimmy Kimmel’s joke, for example, where he was lying on stage during Brunson’s acceptance speech, crossed a line. “It demonstrated how those with privilege through race, gender and socioeconomic status miss why it is important not to center attention on themselves,” she told us.

McKinsey offers some steps of accountability for the entertainment industry. Within these recommendations are checks and balances, such as public transparency about goals, ties to executive bonuses and establishing an independent organization to promote diversity. Beyond the massive revenue boost, McKinsey notes that investing in change will help advance racial equity in broader society. If $10 billion isn’t a motivator, the potential of those externalities certainly should get the engines revving. 

Image credit: <a href="https://unsplash.com/photos/8LlJNFLTEm0" target="_blank">Jake Blucker</a>/Unsplash

Will Black Women Remain ‘Endangered Species’ in the Entertainment Industry?

Physicians prescribe medication and design treatment and therapy plans for their patients based on the most recent clinical trial research available, much of which is utilized by the U.S. Food and Drug Administration to evaluate safety and efficacy. But how can a provider create equitable, evidence-driven patient plans when large subsets of the population — namely women and people of color — are not equitably represented in clinical research trials?

<a href="https://www.fda.gov/consumers/minority-health-and-health-equity/clinical-trial-diversity" target="_blank">Across the healthcare landscape</a> in the United States, the quality of care for diverse populations is severely hindered when those same diverse populations are excluded from clinical trials. This absence of representation can create major gaps in treatment. Clinical trials that disproportionately test their products on white males, for example, run the risk of creating a product that may not serve the rest of the patient population as effectively. 

Medical technology company <a href="https://www.bostonscientific.com/en-US/Home.html" target="_blank">Boston Scientific</a> is among the organizations working to reverse the under-representation of women and people of color, specifically Black patients, in clinical trials. Its aptly named <a href="https://www.knowyourhealth.com/en-US/About-Close-the-Gap.html" target="_blank">Close the Gap</a> program aims to level the medical playing field. The holistic program touches many pain points to address health inequities, but Boston Scientific Medical Director Dr. Paul Underwood said proper representation in clinical trials is not to be overlooked.

“By promoting clinical research in diverse communities, you’re promoting a higher quality of care in those communities as well,” Dr. Underwood told TriplePundit. “Clinical research allows us to look at practice patterns and understand who’s being treated and who’s not being treated.”

The Phoenix-based clinical physician-turned-medical director said understanding the demographics and epidemiology of patients in a particular ZIP code, for example, can prove to be an extremely useful tool to monitor if the patients enrolling in clinical trials are representative of the populations in that location. 

The approach Boston Scientific has taken through Close the Gap has evolved as the team builds on nearly 20 years of progress. Close the Gap’s team of medical professionals and health equity experts now work directly with clinical teams with the aim of creating a roadmap for achieving diversity in clinical trials, Dr. Underwood said. They’ve built dashboards and datasets with fields for demographic information. As patients are enrolled into trials, Boston Scientific researchers can see this data in real time to understand how sites are progressing with enrolling diverse populations. 

The company is not starting from scratch. Back in 2017, the Boston Scientific-sponsored <a href="https://news.bostonscientific.com/2017-05-12-New-Data-from-PLATINUM-Diversity-Study-Presented-at-SCAI-2017-Provide-Important-Insights-Beyond-Traditional-Clinically-Reported-Endpoints" target="_blank">Platinum Diversity Trial</a> sought to better understand how social, clinical, behavioral, and economic determinants affect quality of care and health outcomes for patients with coronary artery disease. Whereas clinical trials in cardiology have a track record of featuring disproportionately low numbers of women and people of color, the first-of-its-kind Platinum Diversity exclusively studied women and people of color. The study monitored 1,501 patients across 52 sites representing understudied populations, with initial findings released in 2017. "The most vulnerable populations who are at the greatest risk of heart disease are the ones who are being studied in clinical trials the least,” Dr. Underwood, who was part of the study team, said at the time — and despite recent progress, the overall sentiment remains true today. 

More recently, the company launched the ELEGANCE study, an international patient registry and post-market clinical study aiming to enroll no less than 40 percent women and 40 percent underrepresented minorities — specifically Black and Hispanic patients — diagnosed with peripheral artery disease.

<h2>Barriers to equity in clinical trials</h2>

Medical companies working toward FDA approval of therapies may point to longer trials due to lengthy recruitment periods to assure diversity in the research. But the Platinum Diversity trial myth-busts the notion that recruiting diverse patients prolongs the research process, Dr. Underwood said. On the contrary, he mentioned the thoughtful investigators participating in the trial led to faster recruitment of patients. 

Plainly, diverse populations are often omitted from clinical trials because they are not asked to participate. Whether it’s explicit or implicit bias, women and people of color are too often kept on the sidelines. For example, studies show that when both white and Black patients are asked to participate in a trial, each group’s acceptance rate stands at roughly 50 percent. The difference, of course, is that Black patients are less likely to be asked to join in the first place, Dr. Carmen Guerra, vice chair of diversity and inclusion in the University of Pennsylvania’s department of medicine, <a href="https://www.clinicaltrialsarena.com/analysis/clinical-trial-diversity-its-time-to-quit-talking-and-start-doing/" target="_blank">recently told</a> Clinical Trials Arena.

In the medical field, bias can also be a two-way street — in other words, participation from Black people and other people of color may be lower because of distrust in the medical system stemming from <a href="https://www.nejm.org/doi/full/10.1056/NEJMpv2035827" target="_blank">historic and modern-day</a> racism and inequities seen in the industry. Close the Gap seeks to ameliorate that distrust through everyday awareness raising. Further, the program’s team of medical professionals and health equity experts seek to diversify not only their patient populations, but also the physicians they partner with, the investigators they recruit, and ancillary services like steering committees and core labs. Diversity at every step can help promote a comfortable space for people of color to participate in trials. 

<h2>A changing tide: “More eyes looking”</h2>

Despite wreaking worldwide devastation, the COVID-19 pandemic was most sharply felt in the United States by communities of color. <a href="https://www.cdc.gov/coronavirus/2019-ncov/covid-data/investigations-discovery/hospitalization-death-by-race-ethnicity.html" target="_blank">Data from the U.S. Centers for Disease Control and Prevention (CDC)</a> highlight that Black or African American, Latino, American Indian and Alaska Native people experienced higher rates of COVID-19-related hospitalization and death compared with white populations. This revelation is yet another reminder that health inequities remain prominent today — and thankfully it is attracting more attention.

For his part, Dr. Underwood said he’s seen a “tremendous amount of progress” made in closing the health disparity gap — and he hopes the disparities revealed through the pandemic can help spur more urgent change.

“Now that we have more eyes looking at it and more heads thinking about it, we have a much greater chance of having a meaningful impact than perhaps in the past,” he said.

If companies remain unconvinced of the medical benefits clinical trial diversity can reap for all populations, the financial incentives should grab their attention. Beyond providing more equitable care and treatment options it’s just good business, Dr. Underwood said. “Everybody sees that having diversity is an advantage,” he told us. “Companies that are successful at figuring this out will have a greater impact on the marketplace than those that don’t.”

After all, the FDA through the 2012 Food and Drug Administration Safety and Innovation Act (<a href="https://www.fda.gov/regulatory-information/selected-amendments-fdc-act/food-and-drug-administration-safety-and-innovation-act-fdasia" target="_blank">FDASIA</a>) has signaled its prioritization of clinical trial diversity (though the law recommends diversity as opposed to requiring it). If a company can devise a strategy to promote and enhance diverse enrollment, the FDA may be less likely to delay product approval due to inadequate data representation. 

Though Dr. Underwood said he misses caring for patients one-on-one, he calls his transition from practicing cardiologist to medical director “fantastic.” He feels that he, and his company, have a responsibility for people “anywhere in the world,” not just those in his waiting room. “We must challenge ourselves to always be mindful of what can we do as a company to improve diversity, so we can reach all of the people who may have the illness,” he said.  

This article series is sponsored by Boston Scientific and produced by the TriplePundit editorial team.

Image courtesy of Boston Scientific

Why Clinical Trial Diversity is So Important — and What the Healthcare Sector Can Do

This week the <a href="https://sciencebasedtargets.org/" target="_blank">Science-Based Targets initiative</a> (SBTi) launched what it's calling the world's first emissions targets standard for farming, forestry and other kinds of land use. Companies in the forest, land and agriculture sectors must pledge to end deforestation by 2025 to have their targets certified as science-based under <a href="https://sciencebasedtargets.org/sectors/forest-land-and-agriculture" target="_blank">the new guidance</a>. They must also commit to reducing their overall emissions and using land-based solutions to sequester carbon. These sectors are responsible for <a href="https://www.sciencedirect.com/science/article/pii/S2211467X21000699" target="_blank">22 percent</a> of global greenhouse gas emissions, the largest sector emitter after energy.  
  
Until now, few companies accounted for land-based emissions in their science-based targets or climate disclosures, largely due to the lack of available guidance. The new SBTi guidance provides land-intensive businesses with the carbon accounting tools necessary to help prevent some of the catastrophic impacts of climate change. 

TriplePundit spoke with Martha Stevenson, senior director of strategy and research at World Wildlife Fund (WWF) and senior advisor for the SBTi, about what makes up the new standard and what business leaders can expect.

“We break down the emissions into two categories: land use change and land management," she explained. "Land use change includes clearing forests and grasslands for new pasture or plantations, and that accounts for 11 percent of emissions globally. Land management, on the other hand, includes the management of livestock, feed, methane, manure, fertilizer application and runoff. It also includes tractors and other farm and forestry equipment.”

Stopping deforestation and land-use change is critical to reducing emissions and slowing climate change, Stevenson said. “Soils could be storing carbons based on a number of things, like how regenerative the land management practices are or releasing carbon if you have significant fire or disease, and those numbers can shift year over year," she told us. 

Christa Anderson, director at WWF and co-lead of the SBTi land-use project, agreed. “The next few years are critical in our efforts to address the climate crisis, and this guidance addresses 22 percent of global emissions that have largely been ignored to date," she told us. "The food, land and agriculture sector has the potential to both cut emissions and enhance carbon sinks at the pace to keep the goal of limiting climate change to 1.5 degrees Celsius within reach.”

Certain land-intensive companies that have already committed to science-based targets will be required by SBTi to comply with the new land-use guidelines. Companies that have set emissions reduction targets with SBTi that are also within land-intensive sectors (e.g., food and forestry) or those with land-related emissions that contribute 20 percent or more of their overall emissions will now be required to set targets in accordance with the new standard. 

When asked about the tangible practices that can be immediately implemented to slow emissions, Stevenson said: “The most important thing is to stop land use change. This is what we need most immediately to achieve a 1.5-degree increase in global temperatures. We have to do this rapidly.”

There's also a compelling business case for players in land-intensive sectors to account for their impacts and begin to reduce them. “This is the first time that the companies will be required to set targets from forestry and ag, but a lot of the practices are good for soil health anyway. A lot of the practices are win-wins," Stevenson said. 

The new guidelines provide users with a number of mitigation pathways, most of which are related to deforestation. Additionally, companies are required to both reduce and remove carbon. The removals do not function as offsets, because the companies must also significantly reduce carbon emissions and improve their land-based carbon sinks. The guidance is not prescriptive of how a company removes and reduces carbon, but it does provide strict guidelines regarding how carbon removals can be counted. Stevenson noted that it is critical that carbon accounting is transparent and fair for farmers, foresters and other land-based business operators, and that their rights and opportunities are respected. 

 Through the new guidance, SBTi is providing land-intensive companies tools with which to implement climate-smart practices and offering these companies science-based pathways for cutting emissions to ensure that global warming is limited to 1.5 degrees Celsius.

SBTi Launches New Standard for Food and Forestry

The nine-to-five in-office experience as some once knew it likely isn’t coming back — at least not for five days a week. Employees’ expectations about work have changed, enabled by technology, sparked by the pandemic and accelerated by a renewed value of time for personal passions that once went to long commutes and in-person obligations. As the workforce transforms, so too should our ways of fostering mentorship.

Traditionally, in-person connectivity allowed people to meet with peers and leaders in the workplace. In my experience, fruitful mentorship has come from meaningful and transparent communication, and experiences that made me feel a true sense of belonging in the workplace. While I’d like to believe that my drive and intelligence alone helped me succeed, I know that my mentors and sponsors were instrumental in getting my foot in the door and that they played a huge role in my success throughout my career.

In today’s virtual environments, connectivity can feel more challenging than ever as it can be harder to foster emotional transparency and trust. To account for that, the way we cultivate coaching, mentorship and sponsorship will need to change.

<h2>How companies can foster mentoring</h2>

The first step is to acknowledge that coaching, mentorship and sponsorship are meant to be different. A coach helps a person succeed in their day-to-day role to help them achieve their career goals, while a mentor shares their own experience and learnings to help someone develop — the key is to cultivate the right mentorship at the right time in a person's career. And different still is sponsorship, where someone in a position of power deliberately opens doors and advocates for opportunities and career progression for those they sponsor.

In my own experience, coaching and mentorship at PwC have been integral for not only my own development but also for building on the firm's culture of belonging. I’ve seen the firm create strategies for intentional support, and that doesn’t happen overnight. It requires accountability and leadership-driven initiatives across all levels of career progress. Acknowledging that societal, systemic inequities have created an uneven playing field for achievement is also important. Further, it requires understanding that mentees from different backgrounds need different things from their mentors to succeed.

Deliberate planning and programming can help mitigate that. PwC’s <a href="https://fisher.osu.edu/news/thrive-introducing-underrepresented-students-careers-accounting" target="_blank">Thrive initiative</a> guides entry-level and experienced Black and Latinx associates through an innovative, two-year experience of workshops, networking and leadership engagement. At the experienced level, Enrich is designed to help women and racially/ethnically diverse employees identify additional skills and cultivate mentor relationships that can help them toward the journey of becoming a partner, the owners and leaders who drive and oversee the firm’s strategy. In addition to the benefits to mentees, both programs help reinforce to mentors the importance of taking the extra step to become sponsors. 

PwC has also created pathways beyond the firm by collaborating with more than 2,200 leaders across various industries and organizations. For example, <a href="https://www.ceoaction.com" target="_blank">CEO Action for Diversity &amp; Inclusion</a> launched a <a href="https://www.ceoaction.com/media/press-releases/2022/ceo-action-for-diversity-inclusion-introduces-mentoring-initiative-for-diverse-executives/" target="_blank">first-of-its-kind</a> mentorship initiative in March 2022 that brings C-suite mentors and senior, diverse leaders from signatory organizations together to help navigate the many factors that play into professional advancement.

PwC’s strategy enables employees to receive mentorship and coaching throughout their career journeys that set them up for success.  

<h2>Challenges and opportunities in the new workplace</h2>

People thrive when their daily experience matches their personal values — a balanced workload, flexibility, a sense of purpose and belonging and meaningful relationships. But remote work has made it harder for people to develop those connections. What can companies do to cultivate relationship building while navigating the siloed nature of remote work? 

Here are some ideas:

<ul><li>Deliberate teaming: Fostering more opportunities for employees and teams to bond is vital to keeping the doors for mentorship open, especially given the nature of remote work.</li>
	<li>Intentional referrals: Sponsors can use their influence to provide opportunities for mentees by referring them to programs they could not otherwise access.</li>
	<li>Inclusion networks: Creating spaces for people of shared backgrounds or interests to organically connect can help create strong relationships.  </li>
	<li>Cross-company mentorship: Working with external companies to pair mentees with leaders from different organizations, such as the initiative launched by CEO Action for Diversity &amp; Inclusion, can expand networking circles.</li>
	<li>Expanded networks: Creating opportunities for informal gatherings can be a great way to get various levels of staff together and helps them get visibility with other teams or leaders they wouldn’t necessarily work with in their day-to-day. </li>
</ul><h2>The future of mentorship</h2>

A good mentor experience can be a boost for employees to get them from where they are on their career journeys, to the ultimate destination they aspire to reach. Leadership development is powerful, but when it is combined with intentional coaching, mentorship and sponsorship, we can change outcomes at dramatically higher rates. 

Image credits: <a href="https://unsplash.com/@surface" target="_blank">Surface</a>/Unsplash

Mentorship in a Virtual World: Why You Need It and How Companies Can Provide It

"There is no future for us in fossil fuels." There’s nothing trite about these words uttered by Samoan climate activist <a href="https://www.globalcitizen.org/en/content/global-citizen-prize-winner-brianna-fruean/" target="_blank">Brianna Fruean</a>. Whole countries are at risk of being <a href="https://www.sciencetimes.com/articles/36859/20220329/countries-disappear-due-rising-sea-level-will-homeland-survive-disaster.htm" target="_blank">swallowed by rising seas</a> if swift and drastic action isn’t taken to slow the climate crisis. One of these nations — the South Pacific archipelago of Vanuatu — has stepped forward to hold the rest of the world accountable by petitioning for a non-proliferation treaty on fossil fuels.

Some may consider it a <a href="https://www.theguardian.com/world/2022/sep/24/vanuatu-makes-bold-call-for-global-treaty-to-phase-out-fossil-fuels" target="_blank">bold request</a> on the part of a country with a population <a href="https://www.worldometers.info/world-population/vanuatu-population/" target="_blank">just over 320,000</a> and <a href="https://www.worldometers.info/gdp/vanuatu-gdp/" target="_blank">less than a billion</a> (USD) in annual gross domestic product. But by continuing business-as-usual, the world’s carbon super-producers are sentencing <a href="https://www.activesustainability.com/climate-change/countries-risk-disappearing-climate-change/" target="_blank">small island developing states</a> like Vanuatu to annihilation.

The islands of the South Pacific are particularly vulnerable to rising seas due to their low-lying positions. Kiribati, an atoll which lies less than two meters above sea level, is already <a href="https://www.iberdrola.com/sustainability/kiribati-climate-change" target="_blank">"sinking" into the ocean</a> and is projected to be the first country to disappear completely. Likewise, their neighbors in Samoa, Fiji, the Solomon Islands, the Maldives, the Marshall Islands and more are facing imminent destruction. None of these countries contribute greenhouse gases proportionate to the <a href="https://www.triplepundit.com/story/2022/climate-change-greenhouse-gases/750301" target="_blank">Big Five</a> (the United States, China, Russia, India and Brazil), yet they stand to pay the ultimate price for climate change.

Together, the islands of the South Pacific contribute <a href="https://beta.nsf.gov/science-matters/pacific-islands-front-line-battle-against-climate-change" target="_blank">a mere 0.03 percent</a> of global greenhouse gas emissions. On its own, Vanuatu is already considered <a href="https://www.eenews.net/articles/tiny-island-nation-lays-out-big-plans-for-climate-change/" target="_blank">carbon negative</a> as its forests and and oceans sink far more carbon than it produces. But the tiny nation isn’t stopping there — its goals include converting to <a href="https://www.ecowatch.com/vanuatu-climate-action-pollution-reduction.html" target="_blank">100 percent renewable electricity by 2030</a> with the ultimate goal of <a href="https://www.vanuatuicj.com/NDC" target="_blank">phasing out</a> almost all fossil fuels on the islands.

“We call for the development of a fossil fuel nonproliferation treaty to phase down coal, oil and gas production in line with 1.5C and enable a global just transition for every worker, community and nation with fossil fuel dependence,” Nikenike Vurobaravu, the president of Vanuatu, <a href="https://www.theguardian.com/world/2022/sep/24/vanuatu-makes-bold-call-for-global-treaty-to-phase-out-fossil-fuels" target="_blank">told the U.N. General Assembly</a> on Saturday, referring to the global push to cap temperature rise at 1.5 degrees Celsius. 
<figure role="group"><img alt="Vanuatu outdoor market" data-entity-type="file" data-entity-uuid="a4726d30-494c-4b7e-9706-eaf8e4bea7e2" src="/sites/default/files/inline-images/Vanuatu%20outdoor%20market.jpg" width="1500" height="904" loading="lazy" /><figcaption>An outdoor market in Port Vila, Vanuatu.</figcaption></figure>Vurobaravu also asked that the International Court of Justice give an opinion on whether there is a legal obligation to safeguard current and future generations from the climate crisis. While this request won’t likely generate restitution for the damage that has already been done, the hope is that it will amplify calls for help from countries stricken by climate disaster as well as bolster lawsuits on behalf of those seeking climate justice.

Michael Poland, the campaign director for the non-proliferation treaty, spoke with <a href="https://climatechangenews.com/2022/09/23/vanuatu-calls-fossil-fuel-non-proliferation-treaty-un-general-assembly/" target="_blank">Climate Home News</a>, saying: “Vanuatu has now built a growing coalition of more than 80 nations who are backing their call for an advisory opinion from the International Court of Justice. This initiative, and their call for a fossil fuel treaty, is part of their efforts in pushing for governments to pursue all legal avenues possible towards climate justice.” More than 65 cities and other governments are backing the treaty so far, as is the World Health Organization and, surprisingly, the Vatican.

Average sea levels rose 19 centimeters between 1901 and 2010, much of it due to melting sea ice in the Arctic. At the current rate of emissions, oceans are expected to rise <a href="https://www.un.org/en/global-issues/climate-change" target="_blank">another 24 to 30 centimeters by 2065</a> and up to 63 centimeters by the end of the century. Many parts of Kiribati will be <a href="https://cop23.com.fj/kiribati/#:~:text=For%20Kiribati%E2%80%94a%20Pacific%20archipelago,could%20be%20underwater%20by%202050." target="_blank">gone by 2050</a>. There is little time to act if Vanuatu and the islands of the South Pacific are going to be preserved.

Activist Brianna Fruean <a href="https://www.theguardian.com/world/2022/sep/24/vanuatu-makes-bold-call-for-global-treaty-to-phase-out-fossil-fuels" target="_blank">spoke to The Guardian</a> in response to the proposed treaty. “They’ve heard the call from our youth that there’s no future for us in fossil fuels and listened. It’s time for other world leaders to do the same.” <a href="https://350.org/pacific/" target="_blank">Kalo Afeaki</a>, an activist based out of New Zealand, echoed her sentiment, also via The Guardian: “We need countries to be bold because we have run out of time. The future scares me … we need countries to endorse the fossil fuel nonproliferation treaty and we need them to do so now.”

Image credits: <a href="https://unsplash.com/photos/YkMC1mqegTw" target="_blank">Monika MG</a> and <a href="https://unsplash.com/photos/m1Pk_ZqcG-Y" target="_blank">Adli Wahid</a> via Unsplash

Island Nation of Vanuatu Pushes for a Non-Proliferation Treaty on Fossil Fuels

September 29 is the U.N.’s International Day of Awareness of Food Loss &amp; Waste. It’s an important day of visibility for an issue at the heart of the climate crisis: food waste is responsible for 8 percent of all greenhouse gas emissions, and as a country would be the third largest emitter behind the U.S. and China. It’s a day of hope: this year has seen a boom of food tech investment, along with noble waste reduction commitments from a host of government organizations, retailers, and food producers.

There are multiple angles from which to attack the food waste problem, with the most attention going to reuse and rescue (diverting or upcycling food that is about to go to waste). The most important focus area for food waste, <a href="https://www.epa.gov/recycle/preventing-wasted-food-home" target="_blank">according to the EPA</a>, is prevention – and in that department, industry has its work cut out. 

<h2>Want to prevent food waste? Start with better data.</h2>

Preventing food waste might sound like a no-brainer. Not only does it meet sustainability goals, but it also helps the bottom line: a <a href="https://champions123.org/publication/business-case-reducing-food-loss-and-waste" target="_blank">study found that</a> for every dollar retailers invested in food waste reduction, they received a 5-fold return. Both retailers and brands can prevent waste with better forecasting, streamlined operations, and increased sell-through of food products. But these initiatives require new ways of doing business: namely, transparency and collaboration among retailers, suppliers, and partners. And, that means solving the data problem.

Actionable data is required to figure out new tactics at all levels of the food waste challenge, including establishing baselines for improvement, identifying hotspots that need action, monitoring progress, and sharing success stories. Using data, retailers can explore shrink by department and stores – finding, for instance, that waste is particularly prevalent in low sales volume departments like <a href="https://pacificcoastcollaborative.org/food-waste/" target="_blank">prepared foods and bakery</a>. Solutions might include improved ordering, store layouts that increase product turnover, or discounts on food that is close to its expiration date. But most companies in food retail don’t yet have easy access to this information.

"The biggest obstacle we've seen to system wide collaboration to reduce food waste is the lack of a structured, formalized process for data reporting and sharing, one that is simple and scalable for food businesses. But now voluntary agreements like the Pacific Coast Food Waste Commitment in the U.S. and other similar collaborations around the world – where data are shared in a transparent, pre-competitive format – are helping to overcome this, allowing businesses to work together to share best practices and insights that benefit their entire industry," - Jackie Suggitt, Director of Capital, Innovation &amp; Engagement at ReFED.

<h2>Why food waste has a data problem</h2>

The reality is, being data-driven isn’t easy without the right tools in place. Data obstacles plaguing the retail industry include:

Implementation challenges: There is no easy way for retailers to implement waste reporting across all their stores, warehouses, and distribution centers. Data is spread out, there’s no clear playbook for collecting it, and reporting is onerous. These challenges are even harder on smaller retailers with fewer resources.

Organizational challenges: Most retail organizations lack clear ownership over food waste reporting. And even if information is collected, there’s no incentive to share it externally, with lingering skepticism that this might result in a negative public image or give away competitive secrets.

Standardization challenges: It may sound like a small detail, but standardization is arguably the biggest data challenge of all. Every retailer reports food waste with their own units (from dollars to pounds to cases) and at their own pace (often annually, which isn’t frequent enough). Thich makes aggregating data to serve the broader industry nearly impossible.

<h2>Tech companies and nonprofits can work together to close the data gap</h2>

Here’s the good news: new technologies and innovative solutions have arrived to solve the enormous problem of data capture, standardization, and sharing. 

There must be public private partnership between retailers, nonprofits, and solutions providers to collaborate and share knowledge around reducing waste. Additional working groups can be formed to encourage pre-competitive data sharing amongst groups of retailers and CPGs, facilitating transparency and safely overcoming competitive concerns.

Finally, the industry must create international standards around food waste measurement and reporting. The <a href="https://flwprotocol.org/" target="_blank">Food Loss and Waste Protocol</a> is a standard used to calculate waste that is gaining traction as a singular playbook across the industry. The Food Waste Policy Action Plan, <a href="https://foodwasteactionplan.org/" target="_blank">a partnership between organizations</a> like the NRDC, Harvard Food and Law Policy Clinic, WWF, and others, have advocated for international standards for date labeling, another thorny issue where inconsistencies can lead to wasted food.

The causes (and solutions) of food waste are not simple. Technology that enables greater visibility and transparency, aligned with programs to encourage collaboration industry-wide, can help solve one of the biggest unsolved threats to the climate today.

Interested in having your voice heard on 3p? Contact us at <a href="mailto:editorial@3BLMedia.com?subject=3p%20guest%20article%20pitch">editorial@3BLMedia.com</a> and pitch your idea for a guest article to us. 
  Image credit: <a href="https://pixabay.com/photos/supermarket-stalls-coolers-market-949913/" target="_blank">ElasticComputeFarm</a> via Pixabay

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We report the business case for sustainability.

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