Daily Archives: August 27, 2022

For Immediate Release: August 25, 2022

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Today, the U.S. Food and Drug Administration and its regulatory counterparts in Mexico the Federal Commission for the Protection from Sanitary Risks (COFEPRIS) and the National Service of Agro-Alimentary Health, Safety and Quality (SENASICA) held the second annual Food Safety Partnership (FSP) Meeting as part of ongoing efforts to help ensure the safety of food imported from Mexico and to advance protections for consumers in both countries.

We are building on the longstanding partnership for the U.S. and Mexico to work together to contain outbreaks of foodborne illness and lessen consumer exposure to foodborne hazards. As we approach the 200th anniversary of U.S.-Mexico relations, keeping this partnership strong is more important than ever, said Frank Yiannas, the FDAs deputy commissioner for food policy and response. Our food supply is global, and no single country can achieve its food safety goals alone. Our shared goal is to proactively use modern technologies, tools and approaches to help protect the global food supply.

Mexico is a primary supplier of fresh fruits and vegetables to the U.S. FDA data shows that about one-third of all agency-regulated human food imported into the U.S. is from Mexico, including 60% of our fresh produce imports. This year, the FDA, SENASICA and COFEPRIS convened in Mexico City to complete several tasks that included: visiting a farm to implement food safety practices, including traceability, and to observe unique growing and harvesting practices; meeting with industry to learn more about their food safety efforts and to discuss collaborations, and lastly; holding the Annual FSP Meeting.

During this years meeting, the agencies reported tangible progress in each workgroup and discussed plans for the coming year to further food safety in both countries. Reported progress and outcomes included:

Additionally, during this years meeting, the FDA, SENASICA and COFEPRIS reviewed Produce Safety Rule (PSR) trainings they had facilitated, including those with cilantro growers in Puebla, avocado growers in Jalisco and bulb onion growers in Chihuahua. The three agencies also worked with EMEX, a mango association, to conduct three PSR trainings for mango producers in Sinaloa, Nayarit and Jalisco. The FDA also provided outreach to SENASICA and COFEPRIS personnel about the FDAs proposed Agricultural Water rule: Standards for the Growing, Harvesting, Packing, and Holding of Produce for Human Consumption Relating to Agricultural Water.

Within the framework of the celebration of 200 years of diplomatic relations between Mexico and the United States, we are honored to be FDA partners, said Francisco Javier Trujillo Arriaga, director in chief of Senasica. We know the importance of what is at stake, and we are convinced that the success stories we have had with producers and marketers of different types will generalize to other environments.

The FDA, SENASICA and COFEPRIS will continue to work closely together to support training for food producers, preventing and responding to foodborne illness outbreaks, and developing and implementing plans to enhance food safety for mutual public health.

In this annual meeting, various activities were carried out that have contributed to a better understanding of the safety systems of both countries, said Federal Commissioner for Cofepris, Alejandro Svarch Prez. In addition, they highlighted that they have allowed for a greater rapprochement between the main actors in the food production chain, with the aim of coordinating efforts and taking advantage of the experience and knowledge available.

The FDA is committed to collaborating and using every tool available to help create a healthier, smarter food supply.

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Boilerplate

The FDA, an agency within the U.S. Department of Health and Human Services, protects the public health by assuring the safety, effectiveness, and security of human and veterinary drugs, vaccines and other biological products for human use, and medical devices. The agency also is responsible for the safety and security of our nations food supply, cosmetics, dietary supplements, products that give off electronic radiation, and for regulating tobacco products.

08/25/2022

Link:

FDA and Mexican Counterparts Report Progress in Food Safety at Second Annual Partnership Meeting - FDA.gov

God help us, Emily Cooper is back. After confirming on January 10 that there would be at least two more installments of Emily In Paris, Netflix has commenced filming the third season, with Lily Collins captured on the streets of Paris shooting with costar Lucas Bravo.

So whats been revealed about the next installment of the Emmy-nominated series thus far? First of all, virtually the entire cast is returning, including Bravo as Gabriel, Camille Razat as Camille, Ashley Park as Mindy, and Philippine Leroy-Beaulieu as Sylvie. Lucien Laviscountwho appeared as Alfie in the most recent seasonhas also been upgraded to a series regular, meaning Emilys messy romantic life is about to get even more complicated.

In terms of the plot, given that the shoot is taking place in the City of Light, its also highly likely that Emily made the decision to stay in Paris once again. Those who made it through the last season will remember that it ended on a cliffhanger, with Emily having to decide between taking a senior Chicago-based position with Savoir or leaving the company and working for Sylvies own boutique firm. That means Emily will have to deal with the fact that Gabriel and Camille are now back togetherand living in an apartment directly underneath hersin addition to having a boss who holds her in total contempt.

And while theres no trailer as of yet, the leads have been posting regular updates from Paris. (The big news from Collins? The fact that Emilys apartment now has its own entry on Google maps.) Stay tuned, too, for more paparazzi captures from outside of Paris, with showrunner Darren Star hinting that the production will once again be decamping to the French countryside (and possibly even to London or Berlin).

As for the release date? With filming only due to wrap this fall, Emily In Paris will likely be returning to screens this winter at the earliestwith a 2023 premiere seeming most likely. Plenty of time for Emily to fling that Breton cap into the Seine, then.

Read more here:

Emily in Paris Season 3 Is Officially in Progress - Vogue

Suborbital vehicle to combine with orbital spaceplane for fully reusable space transportation system

HELSINKI China has performed its first repeated use of a suborbital spaceplane as part of efforts to develop a fully reusable space transportation system.

The suborbital vehicle launched vertically from the Jiuquan Satellite Launch Center in the Gobi Desert on Friday, Aug. 26 Beijing time (Aug. 25 Eastern), according to CASC, Chinas main space contractor.

The suborbital spaceplane later landed at Alxa Right Banner airport in Inner Mongolia. The short statement provided neither images of the craft nor information such as time, duration or apogee of the launch.

The launch occurred while an orbital spaceplanelaunched Aug. 4 and an apparent part of a planned two-vehicle reusable systemcontinues to orbit the Earth.

The clandestine mission marks the second flight for the suborbital spaceplane, which was developed by the China Academy of Launch Vehicle Technology (CALT), a major CASC subsidiary.

CASCs statement declared the complete success of the flight test, and represents a leap in the development of Chinas space transportation technology from single-use to reusable.

The first flight took place in July 2021, also launching vertically from Jiuquan and landing horizontally at Alxa Right Banner. CASC stated last year that the vehicle uses integrated aviation and space technologies.

The second flight followed 13 months later, after what CASC describes as inspection and maintenance.

Meanwhile CALTs orbital spaceplane launched from Jiuquan Aug. 4 remains in orbit on its second mission. The suborbital and orbital spaceplanes could be combined to create a fully-reusable space transportation system.

The orbital vehicle could land Aug. 27, according to Orbital Focus, when the spacecrafts ground track takes it over the Lop Nur airstrip in Xinjiang, the location of its landing after its first mission in 2020.

The CASC spaceplane project was apparently unveiled in 2017 when senior CALT official Chen Hongbo told Science and Technology Daily (Chinese) that an under-development reusable spacecraft would be tested in 2020 and ultimately be capable of carrying both crew and payloads.

A once-every-five-year space white paper released by the State Council Information Office in January stated that successful demonstration flight tests on reusable launch vehicles have been carried out, and that China would, continue to strengthen research into key technologies for reusable space transport systems, and conduct test flights accordingly.

Such projects face large technological and other challenges, Bleddyn Bowen of the University of Leicester told SpaceNews ahead of the second orbital spaceplane launch earlier this month.

Spaceplanes and reusable orbital vehicles have come and gone, and come back again. There can be some marginal and varied uses for them but they are extremely expensive compared to conventional rockets because the stresses of atmospheric re-entry wreaks havoc on the materials and structures, Bowen said.

The Chinese development of spaceplane technology will be remarkable if they manage to overcome the problems Dyna-Soar and the Space Shuttle faced, and the challenges SpaceXs Starship is now facing as well.

Other reusable spacecraft or spaceplane projects are under consideration in China. The China Aerospace Science and Industry Corp. (CASIC) is working on its own spaceplane, named Tengyun, while commercial firm Space Transportation last year raised more than $46.3 million for its hypersonic spaceplane plans.

A number of Chinese rocket companies have also created presentations including small spaceplanes launching atop concepts for liquid rockets.

Continued here:

China makes progress in reusability with secretive second flight of suborbital spaceplane - SpaceNews

While students were away for the summer, Wesleyans Physical Plant staff were hard at work on new construction and renovations across campus, projects that improve the universitys ability to offer a high-quality education.

Im incredibly proud of the team that has accomplished so much on our campus this summer. Their efforts will improve the sustainability of our campus and will benefit many future generations of Wesleyan students, faculty, and staff. Im grateful to the entire Wesleyan community for their help in prioritizing these critical projects and for the continued flexibility during ongoing construction projects, said Andy Tanaka 00, Senior Vice President, Chief Administrative Officer and Treasurer.

All of Wesleyans major construction projects which include the Public Affairs Center, Neighborhood Preschool, and campus-wide steam to hot water conversion are on time and budget, according to Alan Rubacha, Assistant Vice President for Construction and Infrastructure. I would say unequivocally that Wesleyan had one of the best summers ever in terms of progress towards our goals of new building construction, campus maintenance and achieving carbon neutrality, Rubacha said.

In addition, 32 major maintenance projects ranging from the replacement of aging porches and floors in wood frame residences to other repairs in residence halls across campus were completed this summer. Twenty classrooms have also been updated.

Our facilities must be there to support our academic endeavors. Wesleyans Facilities Operations Team works every day to support the universitys curricular and co-curricular priorities. I am grateful to the team that accomplished so much this summer to get the campus in shape for the year ahead, said Luigi Marcone, Assistant Vice President for Facilities Operations.

New Public Affairs Center and Science Center

The new building projects underway are proceeding according to plan, including the Public Affairs Center (PAC) and new science building.

The PAC project involves a complete remodel of the current building, which was constructed in 1927 as a dormitory. The project also includes demolition of the existing East and West additions, which were added in 1954, and removal of the concrete and brick plaza. As part of the PAC renovation, a new gallery will be built. The gallery, located in between the PAC building and Olin Library, is currently undergoing installation of a limestone exterior surface with stone sourced from Indiana. The project will be completed in Spring 2024.

The PAC construction project alone has been a major job creator and economic driver for the region. There have been about 90,000 work hours on the construction project, Rubacha said. Of those hours, 50 percent of the work has been done by tradespeople from underrepresented communities, and 90 percent of the work has been sourced from local contractors (within a 25-mile radius of Middletown.)

In addition to the ongoing PAC construction project, the university is currently accepting bids for the new science building, Rubacha said. The proposed 190,000 square-foot-facility would be built East of Shanklin and Hall-Atwater Laboratories; nestled between Church Street and Lawn Avenue. Designed by Payette Architects, the state-of-the-art building would replace the 56-year-old Hall-Atwater Laboratory, and include 39 research and support labs, nine teaching labs, 10 classrooms, a vivarium, renovated greenhouse, outdoor spaces, and the Advanced Instrumentation Lab. The new science building is designed to use about a third of the energy per square foot that Hall-Atwater uses today, making this building a critical component of Wesleyans energy master plan.

Pending successful bid negotiations, excavation of the site will start later this Fall. Important preparations have already been completed, including relocating water, data, and medium voltage electrical services from the site of the new building.

Hot Water Conversion

In September 2021, President Michael S. Roth 78 issued Rubacha and his team a challenge could they accelerate the conversion from century old steam pipes, an antiquated and non-renewal energy distribution system, to a much more modern and efficient low temperature hot water system? The answer was yes.

Rubacha said they finished both Phases 3 and 4 of the project, putting them well ahead of schedule. This summer the team completed conversions of Olin Library, Clark Hall, and Allbritton Halls and installed over 3,000-ft of underground pipe from the power plant to the base of Foss Hill. The new hot water pipes are cheaper to install than replacing the old steam system, are 30 percent more efficient, and allow easy access to future renewable technologies. We are absolutely on the path to becoming carbon neutral. This was an important step that could not be missed, Rubacha said.

New Neighborhood Preschool

The new 7,000-sq.-ft. Neighborhood Preschool, located at Long Lane, will start providing daycare services the first week in October. The new building will consolidate two outdated facilities one of which will be demolished to make way for the new science building. The new daycare is an enormously important project for Wesleyan and the wider community. The new facility will deliver high-quality service for the parents of our faculty, staff, and Middletown community, Rubacha said.

CFA and Butterfields

The piano studio, located on the basement level of Music Studios in the Center for the Arts Complex, has experienced issues with flooding over the years, jeopardizing valuable musical instruments. Over the summer, crews excavated the perimeter of the building and connecting tunnels to remove the failed waterproofing materials from the original construction. The crews then added new water proofing, footing drains, and pump chambers to remove the ground water. Similar work was done at the Butterfield Complex to help prevent flooding.

There has been a touch of upheaval in the physical environment of campus, but with refreshed landscaping in key locations, upgraded parking lots, and improved classrooms, the entire community will benefit.

When our students come back, they are going to enjoy the campus experience. We will be out of everyones way well ahead of Arrival Day, and I think the spaces people use on campus will be better than ever, Rubacha said.

Continue reading here:

University Making Progress on New Construction and Renovations - Wesleyan University

Before they crouch into their stances, LSUs offensive linemen turn to the players beside them and give one another a fist bump. They do this almost every play, rep after rep during practice, trying to build unity through a subtle movement.

Head coach Brian Kelly brought the tactic with him from Notre Dame. He developed a reputation there for producing offensive lines with NFL-caliber players, and the fist bump acts as a way for them to make sure theyre on the same page before the snap.

As an o-line, you have to be one unit, sophomore center Garrett Dellinger said. We have to be together.

Whether or not the offensive line can come together is perhaps the biggest question mark on the team a week from the season opener against Florida State. Everything LSU wants to do offensively starts with the line, and the group lost every full-time starter from a unit that struggled last year.

While LSU feels comfortable playing seven or eight linemen, Kelly said Thursday night were a work in progress. The first-team offense has a true freshman at left tackle, a center who never played the position, at least one transfer and a promising but unproven guard/tackle.

August has been an eventful month for Ali Gaye.

Theyve never played a game together. But there are options.

First and foremost, [we have to] find the guys that allow us to be physical up front, Kelly said. I think that's where we're going. This might not be the most athletic offensive line that I've coached, but it can be physical.

Improving the offensive line, a weakness for much of the last decade, has been a priority since Kelly arrived. He wants a group that can win at the point of attack to create rushing lanes. Last season, LSU ranked second-to-last in the Southeastern Conference at 114 yards rushing and allowed 38 sacks.

Without a returning starter, offensive line coach Brad Davis tried to create competitive depth. Davis, the only assistant retained from the previous staff, inherited a unit last summer that showed signs of complacency with veterans set in their spots. He wanted every player to earn their position again, and theoretically competition would make everyone better.

There's no more showing up, punching in, punching out, doing the bare bones minimum and expecting to get great results, Davis said in February. Where we are right now is if guys want to play and guys want to get on the field, they have to earn their way. That's something that wasn't the case when I showed up.

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Brian Kelly has been complimentary of freshman tight end Mason Taylor since the beginning of preseason practice, but his praise reached a high

Davis cross-trained about half of the linemen on the roster, an approach he also used last fall. The idea created versatile options who could fill multiple roles and replace injured players, possibly ensuring LSU always has its best five on the field. The depth chart became an organizational tool for most of camp, Dellinger said, while Davis tried players at different spots.

He makes sure that when he speaks to one person, everyone is listening, Dellinger said. When he's talking to me, he's making sure that every other person that has a chance to play center is listening.

The first piece to fall into place was top 50 freshman Will Campbell, who took over at left tackle halfway through spring practice. Then Dellinger became the starting center months later, filling the most uncertain spot on the line. Dellinger had spent his first year as a tackle, guard and occasional extra run-blocking tight end.

Somewhat by design, the rest of the positions have multiple options. East Tennessee State transfer TreMond Shorts and FIU transfer Miles Frazier both former tackles are competing at guard. Anthony Bradford, a 6-foot-5, 345-pound redshirt junior, could play right guard or right tackle. Or senior Cameron Wire might end up at right tackle.

Week Zero of the college football season is here. Zero hour. All the predictions, speculation, conjecture, tea leaves and Magic 8 Balls will s

Kelly likes the guards size in particular.

We still have to pick up gains and movements, Kelly said. But we should be able to knock you in the mouth with those three guys.

Importantly, LSU built depth behind them. Redshirt junior center Charles Turner, redshirt sophomore tackle Marcus Dumervil and four-star freshman Emery Jones complete the primary rotation. Junior Marlon Martinez and redshirt sophomore Xavier Hill, both of whom started games last season, are also still on the roster.

The offensive line has a lot to prove after the last two seasons, and it may be difficult to create chemistry with a remade group. But the unit has to come together for LSU to effectively run the offense.

The players understand. So during practice, they turn and give one another a fist bump.

Read more:

LSUs offensive line is still a work in progress before the season. But it has options. - The Advocate

Five years ago, Charlottesville created an oversight board toinvestigate citizen complaints against the police department, but the city has yet to produce a meaningful, independent system to hold law enforcement accountable.

The board has never heard a case, despite three requests from the public to review individual incidents.

Currently, the Police Civilian Oversight Board can only review investigations that have been completed by the police departments Internal Affairs Division.

In 2020, the General Assembly approved a law giving local citizen police oversight panels, like the one in Charlottesville, fuller investigative powers.

After the law passed, city council expanded the boards authority to receive and process complaints independently, review police practices and internal investigations, issue findings, write public reports, and make recommendations. But before the board can exercise that new power, council needs to approve the operating procedures that govern exactly how the board will function.

"These delays in between ordinances and operating procedures, they dont help, said Hansel Aguilar, executive director of the board, while discussing the publics trust in the city and its police department.

Part of the holdup has been that the board has never heard a case.

It was agreed that conducting its first hearing would provide both the PCOB and council with more information about how hearings are conducted in practice, said city councilmember Michael Payne in an email to VPM News. [T]hat would give us more insight into how to craft specific operating procedures.

Councilmembers asked the board to complete a pending internal affairs review request that was initiated by a member of the public more than a year ago.

Payne said people involved in that case agreed to mediation earlier this month, so its been closed, and the board conducted a mock hearing instead. Meanwhile, the board received two other review requests from the public that the panel is still deciding whether to hear.

Payne said the procedures must be revised and reviewed by legal experts, but he expected they could be adopted before the end of this fall.

The Police Civilian Review Board, which is now called thePolice Civilian Oversight Board, was born out of calls for reforms after the 2017 Unite the Right rally, when community members criticized police for not doing enough to protect citizens. A larger problem, centered on police not treating citizens equitably, was highlighted in a 2020 study that found Black males represented a larger portion of people jailed in Albemarle-Charlottesville Regional Jail than their white counterparts.

Harold Folley is a lifelong resident of Charlottesville and local advocate with the Legal Aid Justice Center and The Peoples Coalition. He helped write the boards operating procedures, which were first presented to council on April 18.

And so, that's what the frustration is, like, we were so involved with this, and now, you still dragging your feet on it, he said earlier in August, around the time of the Unite the Right anniversary. That's been a very disheartening thing for The People's Coalition.

Folley said the 2020 study underscores the urgency of increasing police accountability. He suggested council is too focused on perfecting the process.

You know, my whole thing is, it's gonna be messy the first time, right? Like pancakes, right? Folley said. Your first pancake is the worst pancake you can make. I am saying that sometimes, you have to make it messy to find out how to straighten it.

Aguilar said hes confident the expanded powers under the new ordinance will allow the board to make real progress toward increasing transparency and gaining public trust.

At least how its written, the ordinance is one of the strongest ordinances we have in the commonwealth right now, he said.

View original post here:

Charlottesville's police oversight board still a work in progress after five years - VPM News

2021 Corporate Responsibility Report

Northampton, MA --News Direct-- Baker Hughes

As we shape the future of the energy industry, we believe unique ideas and perspectives fuel innovation and our differences make us stronger. We value differences in gender, race, ethnicity, age, gender identity, sexual orientation, ability, cultural background, religion, veteran status, experience, and perspective across the globe. We believe that everyone has the right to be treated with fairness, dignity, and respect so that all employees can feel safe to be their authentic selves. We take a strong stance against discrimination in any form and provide avenues for employees to report and address concerns without fear of retaliation. In addition, we continue to focus on attracting, retaining, and advancing diverse talent worldwide.

Accountability for DEI progress begins at the executive level, where each member of the Executive Leadership Team (ELT) develops and executes an annual DEI plan that is specific to the opportunities in their respective area of responsibility. The Chief DEI Officer meets with each leader semi-annually to review their plan and progress. Our executive-level Global Diversity, Equity and Inclusion Council meets quarterly to track progress against our goals, and to identify new opportunities to create a more inclusive and diverse culture. DEI progress is reviewed by the Human Capital and Compensation Committee of the Board of Directors.

We advanced our DEI programs and culture in 2021 in multiple ways. First we established a common framework and definitions, defining four strategic focus areas: diverse workforce, inclusive culture, supplier diversity, and engaging with customers and communities. Then we implemented new processes and tools to manage this important priority.

To help teams across the organization measure their progress, we introduced a new DEI Dashboard with common metrics for representation, hiring, promotions, attrition, gender, race/ethnicity, disability, and veteran status. We also established a DEI Community of Practice, which provides a forum for leaders and HR professionals to collaborate, share best practices, and learn from one another.

Story continues

Diverse workforce

To attract and retain a diverse workforce, we must ensure that Baker Hughes maintains access to and supports a diverse pipeline of talent.

We are managing our DEI priorities by improving our data collection and enhancing our reporting. Beginning with our US-based employees, we invited people to update their demographic information in the HR portal. This voluntary self-identification on gender, race/ ethnicity, veteran status, disability status, and sexual orientation helps to better inform and position support of an equitable work environment for all employees at Baker Hughes. For example, this information informs which benefits, programs, and resources can best support our employees. We plan to expand voluntary self-identification to other countries in 2022, subject to local regulation.

Our overall workforce demographic data is provided in this table, and we publish a summary of our EEO-1 report on our Companys website.

Women at Baker Hughes

2019

2020

2021

Board of Directors

22%

33%

33%

Senior leadership

21%

17%

18%

All employees

17%

18%

19%

Women in STEM roles*

11%

People of color in US who identifyas women

25%

Age Diversity at Baker Hughes

2019

2020

2021

Under 30*

10.2%

30-50*

70.4%

Over 50*

19.4%

*New 2021 metric

In 2021, the percentage of people who identify as women in our workforce, in senior leadership positions, and on our Board of Directors was 19%, 18%, and 33%, respectively. Specific to the US, 36% of Baker Hughes employees identify as people of color.

Globally, our most visible diversity opportunity is increasing representation of women in our workforce and leadership, while an additional focus in the US is increasing minority representation. In 2021, we did not see significant shifts in the percentage of those who identify within these categories. While this was partly a function of limited hiring across the organization, we recognize that we have much more to do. We also began to collect and report on age diversity for the first time, as well as women in STEM roles and people of color in the US who identify as women.

During the year, we continued to advance projects to improve our DEI performance. For example, we have enacted a number of talent acquisition initiatives, such as launching pilot projects on blind resumes and debiasing job descriptions, interview templates, and assessments. We also expanded our talent acquisition focus to include executive search services with strong track records in locating diverse candidates.

Inclusive culture

Our Global DEI Council was established in 2021 to increase accountability on this strategic priority. Our DEI Community of Practice facilitates sharing best practices across the enterprise. We reinforce our inclusive culture with tools, resources, and learning opportunities that raise awareness, foster inclusive behaviors, and build cross-cultural competencies.

Our DEI Community of Practice facilitates sharing best practices across the enterprise. We reinforce our inclusive culture with tools, resources, and learning opportunities that raise awareness, foster inclusive behaviors, and build cross-cultural competencies.

Through a collaborative partnership with the Baker Hughes Global Learning team, the DEI Community of Practice designed learning paths for leaders, employees, and our HR community on topics ranging from basic DEI fundamentals to training on unconscious bias.

Our inclusive culture is further reinforced by our Employee Resource Groups (ERGs), groups of employees who have joined together based on shared interests, characteristics, or life experiences. These groups can have a powerful influence on driving change by elevating the conversation and awareness around key issues and engaging with the communities where we operate. All employees are welcome to join ERGs either as members of represented communities or as allies. In 2021, total ERG membership increased by 24%. This effort has enhanced our DEI focus and fostered closer connections between employees in communities around the world.

The ERGs provide learning and development opportunities, professional mentoring and networking, a sense of community, and opportunities for volunteer service.

Some examples of the projects led by our ERGs during 2021 include:

International Womens Day Choose to Challenge social media campaign

Annual Juneteenth celebration

A panel discussion on The Role of Unconscious Bias in a Multicultural Workplace

An International Day of Persons with Disabilities event with comedian, disability advocate, and bestselling author Maysoon Zayid

A virtual cruise across Latin America

A Mens Health Awareness Month campaign

A global Pride celebration and the Companys second annual Virtual Pride Parade

STEM coaching sessions for children

Marine Toys for Tots holiday gift drive

Underlying these initiatives and development opportunities is a firm commitment to strive for a workplace free from discrimination. This basic human right is clearly outlined in our Code of Conduct and is communicated to all employees annually as a condition of employment. We prohibit discrimination or harassment against any employee or applicant based on race, color, religion, national or ethnic origin, sex (including pregnancy), sexual orientation, gender identity or expression, age, disability, veteran status, or other characteristics protected by law (see our Fair Employment Practices Statement).

We are committed to providing a work environment free from all forms of harassment and bullying, including sexual harassment, and furthering workplace health and safety. Our holistic program for managing human rights, labor rights, and nondiscrimination is detailed in the Principles section of this report.

View additional multimedia and more ESG storytelling from Baker Hughes on 3blmedia.com

View source version on newsdirect.com: https://newsdirect.com/news/2021-baker-hughes-progress-in-diversity-equity-and-inclusion-918505043

Link:

2021 Baker Hughes Progress in Diversity, Equity and Inclusion - Yahoo Finance

Good morning from Magic Kingdom! Its a beautiful, sunny day here so lets start making our way around the park.

Think of the happiest things! Its the same as having wings! Wed love this new mug in the Emporium for our morning coffee.

The very popular 50th anniversary Cinderella Castle ornaments are back in stock in the Celebration room.

A few new pieces of Disney Parks Collection jewelry made its way into the Emporium today, including a 3 piece necklace, Mickey & Minnie stone earrings, a gold charm necklace, and gold Minnie heart bow earrings.

A new pair of Vera Wang ears are sparking in a case at Uptown Jewelers, but these will set you back a cool $600.

Lets go check in on progress at TRON where pathways are becoming more distinct along the construction site.

Interior light fixtures inside the locker area can be seen from down below. Their geometric shape reminds us of the lighting over at Guardians of the Galaxy: Cosmic Rewind in the waiting room.

The extended awning over at Tomorrowland Light & Power Co. is also getting cleaned up as it appears closer to completion.

Weights could be seen on some of the vehicles this morning that were testing along the track.

As we continued our ride on PeopleMover, we noticed some new trees planted by the recently cleared train tracks that gives a much prettier view.

Walk-up opportunities were available today at Bibbidi Bobbidi Boutique, which soft-opened yesterday. The official opening for the boutique is scheduled for August 25.

There are plenty of the new Haunted Mansion Lego sets at Memento Mori on the shelves. Did you pick one up yet?

Over in Frontierland, Cutest Guardian of the Galaxy Groot and Halloween Marvel characters magnets are on the shelves at Frontier Trading Post.

There are a bunch of cute new AirPod cases on MaDe Kiosks inside at Big Top Souvenirs.

New cases include Figment, EPCOT, 50th anniversary, snacks, Stitch, Disneys Animal Kingdom, Disneys Hollywood Studios, & Magic Kingdom AirPod case variations.

Its Halloween for Christmas! These spooky Halloween MARVEL characters & Mickey Pumpkin ornaments are also available at Big Top Souvenirs near the MaDe Kiosks.

If you wanted one of these 50th anniversary Magic Kingdom Starbucks totes, they are back on the shelves at the Emporium and Main Street Bakery.

Thanks for following along today!

For the latest Disney Parks news and info, follow WDW News Today onTwitter,Facebook, andInstagram.

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PHOTO REPORT: Magic Kingdom 8/24/22 (Construction Progress in Tomorrowland, $600 Vera Wang Ears, & More) - WDW News Today