KeyBank is reinforcing its dedication to advancing economic equity and inclusion through a home ownership workshop scheduled to be held at Calvary Baptist Church this month. This workshop is part of an ongoing collaboration between KeyBank and local member churches of the National Baptist Church Convention, which is recognized as the nation’s oldest and largest African American religious convention. The primary focus of this partnership is to address the Black homeownership gap in Utah by providing regular opportunities for individuals to learn about the pathways to homeownership. Moreover, attendees will have the chance to connect with local subject matter experts from KeyBank during the event.
 
The workshop in July will delve into various essential topics, including the homebuying process, credit and credit scores, and the potential benefits of mortgage refinancing. All local residents are cordially invited to participate in this insightful event.

Home Ownership Class: Saturday, July 22, 2023, 10:00 a.m. to 12 noon
Calvary Baptist Church | Pastor Oscar Moses
1090 South State Street, Salt Lake City, UT 84111
 
“At KeyBank we know that homeownership is instrumental to building wealth and are committed to providing access to and knowledge about pathways to homeownership,” said Brianna Adams, Corporate Responsibility Officer for KeyBank for Utah. “We are grateful to partner with Pastor Oscar Moses and other local faith leaders in Utah to provide additional resources to the community.”
 
“We are excited and appreciative of the newly established partnership between Calvary Baptist Church and KeyBank,” said Pastor Oscar Moses, Calvary Baptist Church. “This is a great opportunity to advance economic education, equity, inclusions, and to create generational wealth within the African American community.”

Dailycsr.com – 25 April 2017 – The Antea Group is hosting a one day long workshop, wherein the “brightest” of “EHS minds” in tech line will come together to collaborate, share about “best practice” and gather insight into “the complex challenges” that come on the way to manage “EHS across global operations”.
 
The EHSxTech workshop will be also co-hosted by “Salesforce”, while “Microsoft, Autodesk” as well as Salesforce will come up with their “special presentations”.
 
Here is a list of topics that will be covered in event, as mentioned by Antea Group:

 
While features speakers are, as mentioned by Antea Group:

 
 
 
 
References:
ethicalperformance.com
http://us.anteagroup.com

Dailycsr.com – 11 October 2016 – On the 9^th of September 2016, the NBS or the “Network for Business Sustainability” and the “Ivey Business School” co-hosted leaders of sustainability in a “breakfast forum and workshop”, whereby the event took in Toronto’s “Ivey's Tangerine Leadership Centre” between “7:30” to “9:30” in the morning, followed by an “optional workshop” that lasted for an hour “from 10:45 – 11:45 a.m.” on the same day.
 
Amsterdam School of International Business’ professor, Lori DiVito, shared insights on her “new NBS study” which examines “eight competitor collaborations in Europe and Canada”. DiVito gave out guidance for firms that were looking for “competitor collaborations”, while the ones wanting to “reduce risk or improve outcomes” could also benefit from the same.
 
Here is a list of other leaders who joined DiVito at the breakfast table, as mentioned by Ethical Performance:

 
 
 
 
 
 
 
 
References:
ethicalperformance.com 

Dailycsr.com – 02 August 2016 – Boasting about the successful initiative of “Breakthrough Leadership for Women workshops”, Caterpillar quotes one such feedback that they received:
“The Breakthrough Leadership for Women workshop was by far the best course I’ve taken at Caterpillar in the nine years I’ve been here. It made me learn about myself, gave me confidence and made me really connect with women at work for the first time.”
 
The said “leadership programme” was created by an employee who works in Caterpillar’s Resource Group under the “Women’s Initiatives Network”. In fact, it turns out to be the “first gender-specific workshop” that targets “high-potential” and “high-performing” women.
 
According to research data, the presence of women leadership in a company makes it perform in a better way. Therefore, Caterpillar has tried to help women to develop their talent so as to “help drive the greatest enterprise returns”. The said workshop deals with women specific challenges that occur in a work place that is led by women leaders. It is an attempt of Caterpillar to strengthen its “female leadership pipeline”.
 
The chosen participants for this workshop displayed “high-potential” who have the ability as well as the “desire” to take charge of higher positions’ responsibilities. The workshop bases itself on “best practices for female leadership development” and takes up the reason that causes the “differentiations in the workplace” and at the same time, it retains the essence of “authentic leadership styles”.
 
Furthermore, Caterpillar informs:
“The objectives of the course are to help women manage gender bias challenges; negotiate conditions for leadership success; align values, aspirations and actions in high stakes situations; network with other women leaders; and develop a personal brand and vision for authentic leadership”.
 
The workshop will allow Caterpillar to be “more inclusive” with a workforce that will be in the hands of “high-potential leaders”, while the latter would have renewed their “confidence and negotiation skills”. Moreover, it also becomes a vehicle to spread “authentic leadership” among women.
 
 
 
References:
http://reports.caterpillar.com

Dailycsr.com – 16 March 2016 – The International Corporate Governance Network, in short the ICSA along with the Institute of Business Ethics has organised a “working group” which has enlisted a few “red flags” that point out “poor culture” in a corporate organisation.
 
The chain of “corporate scandals” taking place in Volkswagen, Tesco and Toshiba led to the need of a healthy corporate culture, whereby emphasising on its importance. Likewise, “recognising early warning signs of poor culture” and consequently dealing with them is not as “straightforward” as it appears.
 
Nevertheless, recently a report that has been published enlists “a number of qualitative indicators” which can be treated as “potential signs of a poor corporate culture”, such as:

 
The said report comes as a conclusion of “a workshop of senior regulators, company directors and executives, and investors” which was organised by “International Corporate Governance Network” and “the Institute of Business Ethics”.
 
According to the findings of the workshop, short term targets imposed by the leaders, which the staff finds “difficult to meet”, cause major amount of corporate stress. Moreover, the said stress soon translates into a gap between the management and the staff, whereby it becomes difficult for the board to arrive at an “accurate picture” of the way the respective business was functioning.
 
Furthermore, the workshop also demonstrated that takeovers that are “poorly implemented” can create cultural multiplicity within the same working group, while in case of “complex legal structures”, the organisation may develop unseen pockets of “bad culture” which may go unnoticed by the board members.
 
Highlighting the “qualitative tell-tale signs” of weak corporate culture, the report also added a list of “indicators” that can be measured by the companies so as to detect the trend of bad corporate culture in its initial stages, whereby the list includes:

 
While the report also noted that:
“...more attention should be paid to the role of human resource departments, which are often charged with the task of embedding culture, and to internal audit, which is well placed to detect when culture is slipping”.






References:
http://auditandrisk.org.uk/