New Networking Group Expands CBRE’s Engagement with Military Experienced Professionals

SOURCE: CBRE Group, Inc.


Los Angeles, CA, November 18, 2014 /3BL Media/ – CBRE Group, Inc. has added CBRE Military to the lineup of networking groups serving its more than 23,000 employees across the U.S. The group’s mission is to bridge the gap between military life and the corporate world for current and prospective employees with military experience.

CBRE Military aims to build upon the success of the company’s Junior Military Officer (JMO) program, founded in 2012. Through the JMO program, 540 military experienced candidates have connected with CBRE volunteers who have a similar military background. The job candidates and CBRE volunteers work together to identify potential job placement with CBRE or a client’s business. Now, through CBRE Military, the program scope is broadening to provide networking, development opportunities and mentoring to ensure CBRE employees with military experience are in fulfilling roles that best suit their skill sets and career goals. 

Grayson Gill, Chief Operations Officer for Asset Services, and Scott Reppert, Managing Director for GCS, were involved with the JMO program from its inception, and have been named the Co-Executive Sponsors for CBRE Military. 

“Our military experienced employees are vital to the success of our business and our operations,” said Mr. Gill. “CBRE Military will work to recruit, develop and retain these employees in a way that sets them up for success in our corporate environment while speaking to their military background.”

Raising CBRE Military to official networking group status further solidifies CBRE’s commitment to provide an environment that welcomes and embraces the talents, needs and interests of military experienced employees. CBRE has received several accolades for its military recruitment and retention efforts:

  • Ranked #53 on Victory Media’s Top 100 Military Friendly® Employers list for 2015
  • Designated as a Military Spouse Friendly Employer® for 2015
  • Named a Top Veteran-Friendly Company by U.S. Veterans Magazine for 2014
  • Recognized as a Most Valuable Employer for Military by for 2014 

“We are proud to be recognized as an employer of choice for those who have served or are currently serving in our armed forces, but we know our work is not done,” said Jennifer Ashley, Global Director, Human Resources. “CBRE Military signifies another step toward ensuring we do our very best to meet the needs of our military experienced employees throughout their career.” 

About CBRE Group, Inc.
CBRE Group, Inc. (NYSE:CBG), a Fortune 500 and S&P 500 company headquartered in Los Angeles, is the world’s largest commercial real estate services and investment firm (in terms of 2013 revenue).  The Company has approximately 44,000 employees (excluding affiliates), and serves real estate owners, investors and occupiers through approximately 350 offices (excluding affiliates) worldwide. CBRE offers strategic advice and execution for property sales and leasing; corporate services; property, facilities and project management; mortgage banking; appraisal and valuation; development services; investment management; and research and consulting. Please visit our website at www.cb​​​.


Robert McGrath

Tweet me: .@CBRE networking group expands engagement with #military experienced professionals #CSR

KEYWORDS: Diversity and Human Resources, Diversity, CBRE Group, CBRE, CBRE Military, networking group, Military Spouse, Veterans

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SAP to Advance Student Application Development Skills Globally With Cloud Program



November 17, 2014 /3BL Media/ – SAP NEWSBYTE – SAP SE (NYSE:SAP) announced the launch of a student cloud program that supports computer science, entrepreneurship and business studies at universities and colleges worldwide. SAP will provide eligible and selected students and faculty with complimentary access to a developer license for SAP HANA® Cloud Platform, an open standards-based platform-as-a-service from SAP. SAP HANA Cloud Platform helps enable students and faculty to build modern user-friendly applications that can be consumed via mobile, tablet or desktop via SAP Web IDE. Students and faculty will also be able to integrate analytics into their mobile applications. This announcement was made at SAP TechEd && d-code, being held November 11–13 in Berlin. 

“Empowering the next generation of software developers is a strategic initiative for SAP and we want to ensure students around the globe have access to our cutting-edge software that is dramatically changing the landscape of the business world,” said Steve Lucas, president, Platform Solutions Group, SAP. “By working closely with students and faculty SAP hopes to make software and application development a more strategic part of university curriculums worldwide.” 

“To inspire student developers and entrepreneurs globally, SAP University Alliances is also announcing an ambassador program in conjunction with the student cloud program,” said Ann Rosenberg, vice president, SAP University Alliances. “This is an exclusive honor for four regional ambassadors to serve as a student developer evangelist for one year, providing them an opportunity to be recognized as a leader in cutting-edge innovation. They will inspire others with their innovative apps leveraging SAP HANA Cloud Platform and may be showcased at SAP events as well as through social media.” 

SAP will also be providing online support and training to eligible and selected students and faculty to help provide smooth best-practice application development. 

The SAP University Alliances program exposes students to leading SAP technologies and experts through networking and educational activities, social media and partner networking. The program reaches students worldwide, increasing their access to SAP solutions, careers and opportunities. SAP University Alliances also conducts popular innovation sharing events like SAP InnoJam events and application development programs globally. 

For more information, visit the SAP News Center. Follow SAP on Twitter at @sapnews

Media Contact:
Julia Fargel, +1 (650) 276-8964,, PST
Cathrin von Osten, +49 (6227) 7-63908,, CET 

Any statements contained in this document that are not historical facts are forward-looking statements as defined in the U.S. Private Securities Litigation Reform Act of 1995. Words such as “anticipate,” “believe,” “estimate,” “expect,” “forecast,” “intend,” “may,” “plan,” “project,” “predict,” “should” and “will” and similar expressions as they relate to SAP are intended to identify such forward-looking statements. SAP undertakes no obligation to publicly update or revise any forward-looking statements. All forward-looking statements are subject to various risks and uncertainties that could cause actual results to differ materially from expectations. The factors that could affect SAP’s future financial results are discussed more fully in SAP’s filings with the U.S. Securities and Exchange Commission (“SEC”), including SAP’s most recent Annual Report on Form 20-F filed with the SEC. Readers are cautioned not to place undue reliance on these forward-looking statements, which speak only as of their dates.


Tweet me: .@SAP to advance student application development skills globally with cloud program. #SAPHANA

KEYWORDS: Education, Technology, SAP, SAP HANA® Cloud Platform, student cloud program, Software

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Top 10 GRI Sustainability Aspects for the Metals Products Sector

Sustainability – What Matters in the Metals Products Sector?

SOURCE: Governance & Accountability Institute, Inc.


November 17, 2014 /3BL Media/ – Recent research conducted by the Governance & Accountability Institute attempts to answer important questions for company managements in the Metals Products Sector, by examining the disclosure practices of 14 global peer organizations publishing GRI reports in the sector.

The top 10 Global Reporting Initiative (GRI) aspects that were determined to be material by the managements of reporting organizations in the Metals Products Sector are:

  1. Materials
  2. Overall (Environmental)
  3. Water
  4. Prevention of Forced and Compulsory Labor
  5. Freedom of Association and Collective Bargaining
  6. Indigenous Rights
  7. Security Practices
  8. Child Labor
  9. Emissions, Effluents and Waste
  10. Anti-Competitive Behavior

Results:  The complimentary report examining 35 sectors including top 10 GRI aspects, and top/bottom 10 GRI performance indicators can be downloaded here:

The full rankings for all 84 GRI performance indicators and all 37 GRI Aspects for each of the 35 sectors examined are available for purchase at:

Organizations included in the Metals Products Sector study are:

Acerinox SA, Acindar Grupo Arcelor Mittar, Alcoa, APERAM, ArcelorMittal, ArcelorMittal USA, BHP Billiton, Componenta, CSC STEEL HOLDINGS BERHAD, Elval, Essar Steel, Franke Artemis Group, Halcor, Inscape Office Furniture Corporation, JSW Steel Ltd., La Farga Group, Metair Investments Limited, METALLOINVEST,NLMK (Novolipetsk Steel), Novelis, NUCOR Corporation, Nyrstar, OutoKumpu, PELLICONI, Qatalum, Qatar Steel Company, Rautaruukki, SABAF, SAIL, Sandvik, SKF Group, SSAB, STX Metal, Talvivaara, Tata Steel, The Doe Run Company, Umicore, USIMINAS, V & M do Brasil, Xstrata, Copper Canada, Xstrata Copper Peru, Yamana Desenvolvimento Mineral

About G&A Institute (
G&A Institute is a New York-based, private sector company providing sustainability-focused services and resources to corporate and investment community clients, including: Issue Counseling & Sustainability Strategies; Sustainability Reporting; Materiality Assessments; Stakeholder Engagement; Benchmarking; Investor Relations; Communications; Coaching, Team Building & Training;  Issues Monitoring & Customized Research; Third Party Recognitions.  G&A is the exclusive Data Partner for the GRI in the United States of America, the United Kingdom and the Republic of Ireland.

On the G&A Institute web site there is additional information available on the Fact Sheet: What Matters Project (  The resulting “most important” to “least important” ranking for the 35 sectors is available to media on a case-by-case basis please contact:  Peter Hamilton (

# # #

Tweet me: Top 10 #GRI #Sustainability Aspects for the Metals Products Sector

KEYWORDS: Reports, Business & Trade, Metals, Metals Products, Metals Products Sector, G3.1 Guidelines, G4 guidelines, GRI, GRI Aspects, materiality, sustainability reporting

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Quiz: What You Don’t Know About South American Energy

Quiz by Joe Eaton

SOURCE: The Great Energy Challenge


South America has vast energy resources, but how much do you know about the needs and reserves of its individual countries?

Visit The Great Energy Challenge Energy Quiz Hub and put your energy IQ to the test.


About The Great Energy Challenge
Energy is an issue that touches every person on the planet. That’s why National Geographic, in partnership with Shell, has launched The Great Energy Challenge.

The Great Energy Challenge convenes and engages influential citizens and key energy stakeholders in solutions-based thinking and dialogue about our shared energy future.

It’s a call to action to become actively involved, to learn more and do more—to change how we think about and consume energy so that we can all help tackle the big energy questions.

Tweet me: Quiz: What You Don’t Know About South American Energy @NatGeoGreen #energy

KEYWORDS: Energy, Alternative Energy, National Geographic, South America, Great Energy Challenege

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Americans Believe That They Will Soon Be Living In A Keyless Society

by Sangeeta Haindl

SOURCE: Justmeans


Nearly one quarter of Americans spend three or more minutes looking for those elusive keys every day – that’s over 18 hours a year! So, it’s not surprising that 62 percent believe that eventually they will be living in a keyless society and that the younger generation, aged 18 to 34 are more likely to hold this view. These are just some of the interesting findings from research commissioned by Schlage®, a brand of Allegion plc, which is a company focused on latest electronic lock innovation.

The survey by Schlage, conducted online by Harris Poll, surveyed 2,000 U.S. adults and found that a majority of Americans (65 percent) would consider a keyless electronic lock if they could more easily access their home without compromising security, while over half (53 percent) believe having a keyless lock on their door would save them time…as two-thirds admit they’ve been locked out of their home because they’ve misplaced, lost or forgotten their keys!

To continue reading, click here

Photo CreditSchlage

Sangeeta Haindl writes on social innovation, social enterprise, and social entrepreneurs. She is the owner of Serendipity PR, in London, U.K., where she works with high-profile brands and organizations in the public, non-profit, and corporate sectors, winning awards for her work from the communications industry. She describes herself as a Spiritual Entrepreneur, Conscious Explorer, and Futurist. She enjoys helping others, paying it forward, and being a mum. 

Tweet me: 25% of Americans spend 3+ mins looking for their keys every day…over 18 hours a year! Go keyless via @Justmeans

KEYWORDS: Social Innovation and Entrepreneurship, Technology, schlage, Keyless society, Electronic Lock, smart lock technology, Harris Poll, home security

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Workplace Boost: Powering Diversity and Inclusion Around the World

How do organizations build a diverse and inclusive culture? Let’s explore.



Innovation flourishes in a diverse environment. So how do organizations build a diverse and inclusive culture? In this article, we take a look at BNY Mellon’s latest global diversity and inclusion initiatives.

Launched by Chairman and CEO Gerald Hassell, BNY Mellon’s latest workplace-oriented diversity and inclusion campaign took the form of a relay — from East to West – across the company’s global footprint. BNY Mellon, known as the Investments Company for the World, employs some 50,000 people in 35 countries and 100 markets. The 2014 campaign is centered on the firm’s commitment to investing in, developing and engaging its employees.

Powering Diversity and Inclusion Around the World, the 2014 campaign theme, offers country-by-country opportunities for employees to celebrate the firm’s many accomplishments to advance a diverse and inclusive workplace. The campaign continues through November 21.

“We continue to make excellent strides in advancing diversity and inclusion while growing our brand and reputation in the marketplace as a coveted employer for the world’s best talent,” said Jyoti Chopra, BNY Mellon’s Global Head of Diversity and Inclusion.

Chopra notes recent highlights as shared points of pride for all employees:

  • Growth of the company’s internal and external diverse talent pipeline, with several hundred experienced level candidates identified.
  • Increased client and business engagement around diversity and inclusion through educational forums and symposia. Examples range from client events in London to diversity-oriented workshops for clients in Tokyo and New York.
  • External marketplace recognition as a place where diverse talent can excel and grow. BNY Mellon earned 22 external diversity awards last year, double the number from the prior year, and for 2014 BNY Mellon has accepted 20 awards to date.
  • Unconscious Bias diversity e-learning course for all employees worldwide.
  • A Global Diversity and Inclusion Council led and sponsored by BNY Mellon Chairman and CEO Gerald Hassell. The Council includes 40 leaders from all lines of business, business partner groups and regions.
  • Five employee-powered resource groups represent a vibrant and thriving employee community at BNY Mellon, with membership consisting of more than 20 percent of the company’s employees. With nearly 140 chapters globally, these groups add fuel to the company’s diversity and inclusion agenda. Each employee resource group has an Executive Sponsor, with a chapter structure and shared resources for year-round programming and employee leadership development opportunities.

HEART–focuses on increasing awareness of the needs of those with disabilities

IMPACT–focuses on the recruitment, development and advancement of multicultural employees

Prism–fosters an open and supportive environment for lesbian, gay, bisexual and transgender employees and their allies

VetNet–supports our desire to hire service members and veterans and to help with their transition to civilian life

WIN–focuses on the professional development of women

With the highest level of executive support and sponsorship at BNY Mellon, the 2014 campaign offers a strong fit for advancing the company’s diversity strategy as a business imperative for building collaboration across a diverse global workplace. With a groundswell of employee involvement starting with the launch in the company’s Asia-Pacific region, BNY Mellon is accelerating its diversity and inclusion across the globe. Learn more: or

Tweet me: Workplace boost: How do organizations build a diverse and inclusive culture? Let’s explore with @BNYMellon

KEYWORDS: Diversity and Human Resources, Business & Trade, #DiversityLeadership, BNY Mellon, diversity, inclusion, Employee Engagement


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Meet Amgen Scholar Alumni Imaani Easthausen

SOURCE: Amgen Foundation


Imaani Easthausen

Annandale-on-Hudson, NY

“It’s really cool to be in an environment to conduct research with other undergrads. I can be involved in the core of what’s going on in the decision-making process.”

  • Host University: University of California at Los Angeles (UCLA)
  • Home University: Bard College
  • Amgen Scholar Year: 2014
  • Major: Biology 
  • Expected Graduation: 2015


Journey to Science

Like many young scientists, Imaani Easthausen grew up curious about everything. She never ran out of questions, and always dug deeper in search of answers. She’d be the first to admit, the more she learned, the more confused she became, realizing that new answers just brought on a new set of questions. But one thing was clear to Imaani, a gay woman of color: Society often turned its back on her and her gay single mother.

All the racist and sexist remarks only fueled this future scientist to push harder and farther. In addition to obtaining an M.D.-Ph.D. in molecular biology, to research and create life-saving medicines, Imaani wants to make sure the right questions are being asked in the lab and for the right reasons. She wants to ask questions that get at what’s best for the greater good. 


Academic and Professional Ambitions

Why did you apply to the Amgen Scholars Program?

“Coming from a small liberal arts school, I knew becoming an Amgen Scholar would provide me with the hands-on research experience I couldn’t get back home. This experience offered me the chance to understand what it means to be a scientist on a daily basis.”

What did you work on in the lab?

“My research was all about figuring out how organ tissues know how to stop growing, specifically in relation to cancerous tumor growth. Over the summer, I had the chance to run a drug screening in order to identify compounds that are effective in reducing tumors associated with the Hippo signaling pathway (HSP). Since the HSP is involved in regulating tissue growth, if there’s a problem with it, then tissues will grow uncontrollably.”

What’s the larger significance of your Amgen Scholars research? What’s your ultimate career goal?

“I think a lot of questions being asked in the lab are removed from today’s most urgent social issues. I want researchers to think critically about the questions they’re asking: Where are these questions coming from? I’d rather have scientists look at how social issues such as racism and socioeconomic disparity are implicated in disease, instead of purely at funding. For this to happen, society will need to step up and identify research questions that are integrated with issues of social justice.”

What’s been the most rewarding part of your experience?

“The best part of this lab has really been the mentorship. I’m in a much smaller lab, so I have had the chance to gain more hands-on experience with big projects. It’s really cool to be in an environment to conduct research with other undergrads. I can be involved in the core of what’s going on in the decision-making process.”


To learn more about the Amgen Scholars Program, please visit our website and check out the #AmgenScholars hashtag on Twitter.

Visit and follow @AmgenFoundation to stay up to date with all STEM-related news from the Amgen Foundation.



Tweet me: “This offered me the chance to understand what it means to be a scientist on a daily basis.”– Imaani #AmgenScholars

KEYWORDS: Philanthropy, Business & Trade, Amgen Foundation, Imaani Easthausen, Amgen Scholars Program, University of California at Los Angeles, UCLA, Bard College, biology

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Outerwall Supports Veterans Today and Everyday

SOURCE: Outerwall


On this, the 95th anniversary of Veterans Day, my colleagues at Outerwall and I offer our respect and heartfelt appreciation to the men and women who have served or are currently serving our country.

Outerwall actively supports veterans throughout the year as part of our commitment to creating an inclusive and diverse culture within our company, which then extends to the communities outside the workplace.

Supporting Veterans Starts from Within

At Outerwall, we strive to create a culture which embraces diversity, encourages inclusion and maximizes each individual’s potential for creativity and innovation. The result is that these different talents and perspectives make us a better company and strengthen our community.

One of the ways we create a culture of inclusion is through our Business Resource Groups (BRGs). BRGs are created by Outerwall employees who share a community identity (e.g., women, lesbian gay bisexual transgender) or life stage (e.g., veterans, millennials, working parents). Outerwall BRGs are dedicated to fostering a diverse, welcoming and supportive work environment.

I have the highest respect for the men and women who serve in the military and their families; thus I jumped at the opportunity to be the executive sponsor for the Armed Forces and Allies (AFA) BRG. Also, I have a personal connection to the military having served in the Air Force as a Computer Systems Development Officer.

The mission of the AFA is to promote Outerwall as a military friendly company that encourages, supports and promotes members and veterans of the Armed Forces, their families and allies. The AFA provides career support and mentorship opportunities, sponsorship of deployed military families, education services, market place initiatives and community involvement.

In commemoration of Veterans Day, Lorraine Thomas, Development Director for the VA Puget Sound Fisher House, is visiting our Bellevue, Wash., office today to speak with Outerwall employees about recent successes and future goals for Fisher House Foundation. Fisher House Foundation is a network of comfort homes where military and veterans’ families can stay at no cost while a loved one is receiving treatment.

Outerwall Support of Veterans Extends into the Community

Helping others is core to who we are as a company. In fact, 28% of Outerwall employees volunteered in 2013. Employees across the company — whether they work with Redbox, Coinstar, ecoATM or in New Ventures — share a commitment to helping veterans.

Outerwall Supports Fisher House Foundation

In honor of Veterans, Sounders FC and Outerwall have teamed up to support Fisher House Foundation. Each time Sounders FC score a home goal during the 2014 MLS Cup Playoffs, Outerwall and Sounders FC will donate $1,500 to Fisher House. The donations will support military families at both the Veteran Affairs Puget Sound Fisher House and the Joint Base Lewis-McChord Fisher House.

In addition, Outerwall honored veterans continuously throughout Monday’s game with field level LED signage displaying the message “Outerwall thanks veterans for creating a better everyday. We’re inspired by you.”

Earlier this year, Outerwall donated $15,000 and NASCAR tickets to Fisher House Foundation in honor of our AFA BRG.

Growing Veterans

On September 11, in honor of the National Day of Service and Remembrance, Outerwall employees worked with Growing Veterans and 21 Acres Center for Local Food and Sustainable Agriculture.

Together, these organizations are helping veterans reintegrate while also teaching them how to grow food through sustainable agriculture. Our employees learned about sustainable farming practices, while removing non-native plants and cleaning up a greenhouse on 21 Acres’ Veteran half-acre. In addition, Outerwall gave a $5,000 grant to Growing Veterans.

National Veterans Transition Services, Inc.

This summer our leadership team volunteered with the NVTS’s Project REBOOT which assists members of the military in making the social and career transition from years of service by addressing their fears and “re-booting” their skills. We were honored to speak with veterans and provide insights about how to re-enter the job market.

These are just a few of the ways Outerwall is giving back to veterans who have given so much to all of us. We remain committed to helping veterans and their families as they come back home to live and work beside us.

KEYWORDS: Volunteerism & Community Engagement, outerwall, Veterans, military


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