Latest news with #Inclusion
Yahoo
2 hours ago
- General
- Yahoo
North Boone Unified Track & Field Team wins state championship
POPLAR GROVE, Ill. (WTVO/WQRF) — A big shoutout to North Boone High School's Unified Track & Field Team. Thursday, the team won the State Unified Track & Field Meet for Class 1A at Eastern Illinois is the fourth time North Boone has won the State meet is run by the Special Olympics. Unified teams combine athletes with and without intellectual disabilities. They are also co-ed teams. The goal is to promote social inclusion, friendship and job North Boone! Copyright 2025 Nexstar Media, Inc. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
The Hill
2 days ago
- Politics
- The Hill
16 states sue over research grant cuts
Attorneys general from 16 states filed a Thursday lawsuit against the Trump administration's cuts to research grants funded by the National Science Foundation (NSF). Earlier this month, the NSF said it would no longer reimburse indirect costs for research exceeding 15 percent. The move comes after an April announcement that struck more than $200 million in funds for studies exploring Diversity, Equity, Inclusion, and Accessibility (DEIA) in addition to misinformation. The coalition of states says that a federal law requires the NSF to increase the 'participation of women and underrepresented minorities' in science, technology, engineering, and math (STEM). 'This administration's attacks on basic science and essential efforts to ensure diversity in STEM will weaken our economy and our national security,' New York Attorney General Letitia James said in a statement on the lawsuit. 'Putting politics over science will only set our country back, and I will continue to fight to protect critical scientific research and education,' she added. Alongside New York, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maryland, Massachusetts, Nevada, New Jersey, New Mexico, Oregon, Rhode Island, Wisconsin, and Washington are each listed as plaintiffs in the legal battle. The NSF did not immediately respond to The Hill's request for comment on the legal challenge. The state's lawsuit comes as a group of 13 schools sued the NSF over slated changes. 'Research projects with more narrow impact limited to subgroups of people based on protected class or characteristics do not effectuate NSF priorities. NSF will continue to support research with the goal of understanding or addressing participation in STEM, in accordance with all applicable statutes and mandates, with the core goal of creating opportunities for all Americans,' the foundation wrote in an April statement. 'NSF will continue to support basic and use-inspired research in S&E fields that focus on protected characteristics when doing so is intrinsic to the research question and is aligned with Agency priorities,' it adds.
BreakingNews.ie
2 days ago
- Business
- BreakingNews.ie
40% of large businesses in Ireland lost employees due to diversity policy changes
40 per cent of large enterprises in Ireland have experienced employee resignations due to recent changes to their Diversity, Equity, and Inclusion (DEI) policies in Ireland, according to a new survey. The survey, from global technology, engineering, and consulting service provider Expleo, got responses from 200 business and IT decision-makers in Ireland. Advertisement It found that the issue of DEI is having a profound impact on businesses in Ireland as they weigh up following global trends, versus doubling down on their existing policies. The research, conducted by Censuswide, found that large enterprises in Ireland are divided on how to address DEI. While 49 per cent said they are increasing their commitment to DEI – and 56 per cent said it is fundamental to the success of their organisation – some 42 per cent believe there is too much focus being placed on it. This uncertainty is already impacting employees, with 47 per cent of decision-makers admitting that individuals are worried about DEI becoming less important. Advertisement Since November 2024, 40 per cent of organisations operating in Ireland have already eliminated, or have planned to eliminate, DEI targets completely. And, of those who include employee pronouns in email signatures, 50 per cent are removing them. Furthermore, almost half (49 per cent) of enterprises who have operations in the US are removing references to DEI that may get them into difficulty Stateside. Managing director for Ireland, Expleo, Phil Codd: said: 'Committing to DEI is not easy. Shortcomings on targets can be demoralising and subject to board scrutiny. But if we abandon targets, we effectively stop holding ourselves to account. 'However, we do have reason to be optimistic. A significant proportion of enterprise leaders said they are increasing their commitment to DEI in Ireland. Advertisement "These are the businesses who are going against the grain and making choices that are not only principled, but commercially smart. In doing so, they are positioning themselves as true leaders who are capable of attracting top talent in an employee market where DEI matters more than ever. 'We see first-hand at Expleo, by enriching our workforces, diversity brings tangible value to organisations by widening perspectives and challenging accepted norms. "It is fundamental to the innovation we bring to our clients and our own revenue growth as a challenger in the IT services space in Ireland. It should be ingrained in the DNA of every organisation. It is time for companies to boldly go forward and embrace DEI at a time when it is under attack.'
Zawya
3 days ago
- Business
- Zawya
Allianz Egypt strengthens strategic partnership with the Egyptian Paralympic Committee to empower National Champions and elevate their global presence
Allianz Egypt continues its support for Paralympic sports, in line with its commitment to an inclusive and diverse sporting culture, through its partnership with the Egyptian Paralympic Committee and the Egyptian Society. Cairo, Egypt: Allianz Egypt, a leading insurance provider and affiliate of the SanlamAllianz alliance, has reaffirmed its long-term commitment to the Paralympic movement by extending its strategic partnership with the Egyptian Paralympic Committee until 2028, under the umbrella of Allianz Group's global alliance with the International Paralympic Committee. This renewed collaboration underscores Allianz Egypt's ongoing dedication to supporting and empowering Egyptian Paralympic athletes, while promoting the values of diversity and equality in sports. As part of its broader sustainability agenda, the company places Paralympic sports at the heart of its corporate social responsibility framework, reinforcing its role as a responsible investor and trusted partner dedicated to creating real value for society. Dr. Hossam El-Din Mostafa, Chairman of the Egyptian Paralympic Committee, commented: "Since the inception of our partnership with Allianz Egypt, we have witnessed genuine and impactful support, extending beyond sponsorship into strategic, long-term development. This collaboration has created an enabling sports ecosystem that allows our athletes to compete at the highest levels and elevate the profile of Paralympic sports in Egypt." Charles Tawadros, Chief Executive Officer of Allianz Egypt and Managing Director of Allianz Life Assurance Company – Egypt, added: 'We recognize the transformative power of sport in fostering inclusive and resilient communities. Our commitment is demonstrated through strategic partnerships with leading sports organizations both nationally and internationally. Our ongoing collaboration with the Egyptian Paralympic Committee exemplifies this dedication, playing a significant role in nurturing and empowering Egypt's Paralympic athletes'. He continued: 'As part of this partnership, Allianz Egypt proudly supports five Paralympians across key disciplines, including Para powerlifting, swimming, and badminton. Notable athletes like Sherif Osman and Fatma Mahrous, who secured silver medals at the Tokyo 2021 and Paris 2024 Paralympic Games, highlight the success of our collective efforts. Beyond sponsorship, we're committed to providing the essential resources and a supportive environment that empower these athletes to train effectively and compete at the highest level'. Allianz Egypt remains committed to supporting athletes across all categories, extending its efforts to both Paralympic and Olympic athletes alike. In 2024, the company provided a personal accident insurance policy for the Egyptian Olympic delegation, offering comprehensive coverage that includes surgical procedures, physical therapy, and all sports-related injuries. This initiative reflects Allianz Egypt's leading role as a key sponsor of Paralympic sports in Egypt and reinforces its dedication to championing athletes at every level. About Allianz Allianz Egypt belongs to the 'SanlamAllianz' Alliance. The Alliance represents a strategic partnership between Sanlam Group, the largest non-banking financial services company in Africa, and Allianz Group, multinational German insurance company. The alliance serves as a catalyst for the expansion strategies of both groups in the African market, with a shared vision of driving growth and delivering comprehensive insurance services and solutions that cater to the diverse needs of their clients. Established in 1976 as Arab International Insurance Company (AIIC), Allianz Egypt Insurance Company became part of the Allianz Group in 2001. In 2004, the company underwent a restructuring and adopted its current brand names; Allianz Insurance Company, providing Medical Insurance and Property & Casualty Insurance services to individuals and businesses, and Allianz Life Assurance Company, providing life insurance services to individuals and businesses, relying on a network of 19 branches and strategic partnerships with major banks in the country.
Hospitality Net
3 days ago
- Business
- Hospitality Net
Every Story Counts: How Leonardo Hotels is Embracing Diversity
Leonardo Hotels will be marking Diversity Day on 27 May by demonstrating how diversity is an integral part of everyday working life. This will involve the portrayal of genuine stories and honest points of view and the showcasing of an environment which fosters uniqueness. Berlin - On the face of things, diversity sounds like a big word. But Leonardo Hotels defines it in entirely simple terms as people with stories to tell, teams with character and jobs offering scope for personality. At Leonardo Hotels, diversity is brought to life by the employees themselves and by their individual pathways, experiences and perspectives. Some have striven to achieve a flexible work-life balance. Others are taking on an active role in shaping their work divisions despite disability or perhaps even using their impairment to exert an influence. Then there are those who are passing on knowledge after many years at the company. However, the main focus is always on people, on what makes people what they are and on what is important to them. We look at personality, potential and individual life realities. Whether it's about diversity, development or work-life balance: it's not about fitting in, but about growing. We don't want a one-size-fits-all profile - we want people who get the support they need from us to be successful with Leonardo Hotels. Anke Maas, Director Human Resources at Leonardo Hotels Central Europe Diversity has many facets Leonardo Hotels sets store by a work environment in which authentic collaboration, flexibility and true participation are all standard attributes rather than extras. Having a perfect curriculum vitae is not the goal. The emphasis is instead very much on equality of opportunity, on possibilities for development and on the courage to embark on new routes. This approach includes cooperation arrangements with bodies and providers such as the Berlin Workshops for the Disabled (BWB). Leonardo also works with a Munich-based project which seeks to integrate disabled persons into the world of work (MiA) and with Elbe Workshops in Hamburg, which has a similar aim. Flexible working time models are in place too. Permitting part-time employment, allowing staff to work near to where they live and offering tailored solutions for parental leave all enable greater compatibility between individual life situations and the daily routine. Instead of just talking about diversity, the company has given people the chance to relate their own stories. Steffee Rony Pais, a Front Office Agent at the Leonardo Hamburg Altona, joined Leonardo Hotels in 2023. She has grown both personally and professionally since this time. As an Indian woman in Germany, it means a lot to me to be part of a team which goes beyond accepting cultural diversity and actually celebrates it. I am free to add my own convictions and ideas to the mix and to join in conversations which transcend everyday working life in an environment in which I can really be myself. a Front Office Agent at the Leonardo Hamburg Altona, joined Leonardo Hotels in 2023. She has grown both personally and professionally since this time. René Gundermann made a conscious decision to move from office work to housekeeping. Thanks to the Berlin Workshops, he has now become part of the team at the Leonardo Royal Berlin Alexanderplatz. René has mental health issues and is particularly appreciative of the environment in which he works. I am accepted for who I am. This isn't something which I take for granted. I'm learning to be more forgiving of myself . His conclusion is: ' It's worth persevering .' made a conscious decision to move from office work to housekeeping. Thanks to the Berlin Workshops, he has now become part of the team at the Leonardo Royal Berlin Alexanderplatz. René has mental health issues and is particularly appreciative of the environment in which he works. . His conclusion is: ' .' Eloy Sebastia is a Loyalty Club Assistant at Leonardo Hotels Central Europe's Head Office in Berlin. He combined parental leave with part-time employment following the birth of his third child and now works two days a week. The topic of enjoying a work-life balance is a key notion here , he says. This flexibility lets him spend valuable time with his family whilst also maintaining his professional commitment. He stresses: I am very grateful for this degree of support and understanding. is a Loyalty Club Assistant at Leonardo Hotels Central Europe's Head Office in Berlin. He combined parental leave with part-time employment following the birth of his third child and now works two days a week. , he says. This flexibility lets him spend valuable time with his family whilst also maintaining his professional commitment. He stresses: Simone Haselier secured her first administrative position in the hotel sector with Leonardo Hotels. After completing training as a cook, she progressed to a number of chef de cuisine roles. She then switched to the Human Resources Department upon completion of a Bachelor Professional qualification. The move from operations to administration was not an easy one, but Simone was fortified by the shift. I not only received extreme support, but also was also encouraged to stay exactly as I am - with my values, issues and priorities . She is now Director of Learning & Development and knows: Personality is not a risk at Leonardo Hotels. It is a prerequisite. The secure framework I am experiencing here has given me the courage to show myself and to develop further. secured her first administrative position in the hotel sector with Leonardo Hotels. After completing training as a cook, she progressed to a number of chef de cuisine roles. She then switched to the Human Resources Department upon completion of a Bachelor Professional qualification. The move from operations to administration was not an easy one, but Simone was fortified by the shift. . She is now Director of Learning & Development and knows: Helmut Passenheim, an ex HR manager, remains active despite having retired and he continues to pass on his valuable expertise. Promoting cohesion and good teamwork and achieving joint successes were important to me when I was in my job, and it is still important to me to pursue the same goal now in my temporary position . A day of routine rather than a campaign day At Leonardo Hotels, diversity is not linked with any special day. It represents a fundamental attitude which leaves a lasting impact. International recruitment measures are backed by structured integration programmes. Regular training on diversity topics and mental health and involvement in pride parades, the Purple Light Up Campaign and inter-faith holidays all form part of the company's HR Strategy. Staff initiatives such as LeoDo (social commitment) and the Leonardo Senior Club (for former colleagues) show that diversity extends beyond the contract of employment. As a signatory to the Charter for Diversity, Leonardo Hotels Central Europe has pledged itself visibly to an open, equal and modern world of work. Our aim is to help create a hotel sector that is just as colourful as the people who leave their mark on it. Every story counts, and we are proud of every single one of them. Torsten Kraft, Team Lead for Talent Management and the company's Diversity Officer About Leonardo Hotels Founded in 2006 as the European arm of the Fattal Hotel Group, Leonardo Hotels has since grown into a leading name in the hospitality industry. With a diverse portfolio consisting of Leonardo Hotels, Leonardo Royal Hotels, Leonardo Boutique Hotels, Leonardo Limited Edition Hotels and NYX Hotels, we offer a range of unique experiences tailor-made for the modern traveler. The Group owns and manages over 300 hotels across 21 countries.
