Diversity and Inclusion

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Government of Canada Invests More Than $150,000 to Advance Gender Equality in Manitoba

August 14, 2022 (updated August 14, 2022) Published by Dennis Velco

WINNIPEG, MB, Aug. 9, 2022 /CNW/ – Indigenous women, women with disabilities, members of LGBTQ2 communities, as well as newcomers, Black, racialized, and migrant women are all disproportionately impacted by longstanding inequities. Through support for Manitoba-based organizations that advance gender equality and work to break down barriers, individuals in these communities will be able to fully participate in the economic, social, and democratic life in Canada.

Today, the Honourable Marci Ien, Minister for Women and Gender Equality and Youth, visited the Rainbow Resource Centre and announced more than $150,000 for two Manitoba-based organizations to advance gender equality in their communities:

$26,390 for the Institute for International Women’s Rights – Manitoba to conduct research and make policy recommendations to ensure that Manitoba’s COVID-19 recovery is responsive to and supportive of the needs of marginalized communities
$127,144 for the Rainbow Resource Centre to strengthen its capacity and improve the inclusiveness of policies and practices with respect to sex, sexual orientation, gender identity, and expression.

These projects will improve the wellbeing of women and gender-diverse individuals and will help ensure that women and gender-diverse individuals and their families and communities can prosper—creating a more inclusive Canada for all.

Quotes

“As a society, we cannot progress if women and gender-diverse individuals continue to face barriers that prevent them from fully accessing economic, social, and leadership opportunities. I applaud the Rainbow Resource Centre, the Institute for International Women’s Rights – Manitoba, and all other organizations working to advance gender equality in Canada. It’s through collaboration that we’ll make a difference.”

The Honourable Marci Ien, P.C., M.P., Minister for Women and Gender Equality and Youth

“Capacity building is often neglected by funders who prefer to support outcomes related to service delivery. We are deeply grateful that Women and Gender Equality Canada understands the importance of strengthening internal processes to support long-term sustainability and success. The $127,144 funding will help the Rainbow Resource Centre nurture inclusive spaces for the 2SLGBTQ+ community to thrive.”

Noreen Mian, Executive Director of the Rainbow Resource Centre

“The Institute for International Women’s Rights – Manitoba (IIWR-MB) is exceedingly grateful for the opportunity to hire our first staff member, who is focused on bringing a Gender-Based Analysis Plus perspective to Manitoba and building capacity for an intersectional feminist recovery. The IIWR-MB is rooted in five values, one of which is collaborating with the wider community to raise issues related to gender equity, justice, and power within governments, institutions, and systems in order to achieve our vision of a world where dignity, gender equity, and justice are actualized for all people. The funding provided allows us to take action within our values towards such a world.”

Teruni Walaliyadde and Christine Williams, Co-chairs of the Institute for International Women’s Rights – Manitoba

Quick Facts

The Institute for International Women’s Rights – Manitoba project is funded through the Women’s Program, while the Rainbow Resource Centre project is funded via the Equality for Sex, Sexual Orientation, Gender Identity and Expression Program.
Women are less likely than men to participate in the labour force, partly because women take on a greater share of unpaid domestic and care responsibilities while being more likely to hold part-time or temporary jobs. As a result, women, particularly older women, have less earning ability and lower overall economic security.
Since November 2015, the Government of Canada has significantly increased funding to women’s and equality-seeking organizations, providing more than $488 million to over 1,100 projects to ensure that everyone can participate fully in Canadian society.
Budget 2022 demonstrates the Government of Canada’s continued commitment to supporting an inclusive response to and recovery from the COVID-19 pandemic and support for women and LGBTQ2 communities. Key gender equity investments in this budget include:
- $539.3 million over five years to work with provinces and territories to enhance services and support to prevent gender-based violence and support survivors
- $25 million over two years to establish a national pilot project for the Menstrual Equity Fund to help make menstrual products available to Canadians in need
- $100 million over five years to support the implementation of the Federal LGBTQ2 Action Plan to support an equal Canada for LGBTQ2 people.
Since April 2020, approximately $300 million in emergency COVID-19 funding has been committed to organizations supporting individuals experiencing gender-based violence.
- This includes over $230 million provided to date to over 1,300 women’s shelters, sexual assault centres, and other organizations that provide critical support and services to those experiencing gender-based violence.
- This funding has helped ensure continuity of services throughout the pandemic and is enhancing the capacity and responsiveness of gender-based violence organizations.
- Because of this funding, more than 1.3 million individuals experiencing violence have had a place to go and access to support during the pandemic.
Budget 2021 provided $55 million over five years to bolster the capacity of Indigenous women and 2SLGBTQQIA+ organizations to provide gender-based violence prevention programs aimed at addressing the root causes of violence. A call for proposals for this funding closed in March 2022, and Women and Gender Equality Canada will be announcing the recipients this fall.
Other recent investments to support LGBTQ2 communities include $15 million over three years, starting in 2021–22, for a new, distinct LGBTQ2 Projects Fund dedicated to supporting community-informed initiatives to overcome key issues facing LGBTQ2 communities. Recipients of this fund will be announced this fall.

Associated Links

Follow Women and Gender Equality Canada:

SOURCE Women and Gender Equality Canada

CONTACT: Johise Namwira, Press Secretary and Issues Manager, Office of the Minister for Women and Gender Equality and Youth, 873-353-0985, Johise.Namwira@cfc-swc.gc.ca; Media Relations, Women and Gender Equality Canada, 819-420-6530, CFC.Media.SWC@cfc-swc.gc.ca

Amazon Canada LGBTQ Colouring book employee awareness on OutBuro connecting dating relationships professional lgbtq social media online community network networking gay men m4m lesbian transgender

Amazon Canada unveils Fièr.e.s, a colouring book for raising employee awareness of the experiences of people in the LGBTQ2S+ community

August 6, 2022 (updated August 6, 2022) Published by Dennis Velco

MONTRÉAL, Aug. 2, 2022 /CNW Telbec/ – Today, Amazon Canada unveiled Fièr.e.s [Proud], a project to raise awareness among the company’s Quebec employees on the realities encountered by their peers who are part of the LGBTQ2S+ community. In the form of a colouring book and collection of true stories, Fièr.e.s shares the experience of five Amazon employees

in Quebec and Canada who tell their stories as members of the LGBTQ2S+ community. The 50-page book with their stories accompanied by their portraits for colouring is being distributed to staff members of all Amazon centres in Quebec to encourage an engaged, constructive dialogue on inclusion and diversity in the workplace.

Book Fièr.e.s, Amazon Canada. Preface by Chris Bergeron and illustrations by Maxime Prévost (CNW Group/Amazon Canada)

“At Amazon, our teams are made up of people from all sorts of backgrounds with unique life experiences,” says Zoya Zayler, Head of Diversity, Equity and Inclusion, Canada. “We’re so proud to launch Fièr.e.s to raise awareness about the various realities of our employees; It is our goal to continue to make our workplace an inclusive environment that celebrates diversity and values its positive impact.”

“When I talk about my job at Amazon, I’m proud to tell people it’s a safe place where I feel respected and valued,” said Yahir Castillo, Human Resources Business Partner, YUL2, Montreal. “There are so many programs, initiatives and activities that are implemented to ensure an inclusive work atmosphere. Fièr.e.s is the perfect example of this, and the impact projects like this can have on the lives of employees is immense.”

To bring Fièr.e.s to life, Amazon worked with Chris Bergeron, the established Quebec author of the novels Valide and Vaillante, who endorsed the book’s texts and wrote its preface. Visual artist Maxime Prévost created all the illustrations for the project.

Pride is contagious; that is its strongest quality. One person’s pride awakens another’s. That is the value, the usefulness of the few portraits you are holding in your hands. Spend some time with these touching testimonials. Embellish the illustrations, by Maxime Prévost, which accompanied them with all the colours of the rainbow.

It’s through small gestures like these that we push back the darkness.

Portrait of Yahir Castillo, Human Ressources Business Partner, Amazon YUL2 center, Lachine. Created by Maxime Prévost, illustrator, Montreal, Quebec (CNW Group/Amazon Canada)

– Chris Bergeron (translated excerpt from the preface of Fièr.e.s)

This initiative is part of Amazon’s efforts in line with its mission to become Earth’s Best Employer by creating inclusive workplaces where diversity is celebrated and where everyone has equal opportunities to succeed and advance.

You can take a look at Fièr.e.s at the Amazon booth at Montréal Pride on Friday, August 5. The company will also be there on Sunday, August 7, when several dozen staff members from the greater Montréal area will participate in the Pride Parade.

About Amazon

Amazon is guided by four principles: customer obsession rather than competitor focus, passion for invention, commitment to operational excellence, and long-term thinking. Amazon strives to be Earth’s Most Customer-Centric Company, Earth’s Best Employer, and Earth’s Safest Place to Work. Customer reviews, 1-Click shopping, personalized recommendations, Prime, Fulfillment by Amazon, AWS, Kindle Direct Publishing, Kindle, Career Choice, Fire tablets, Fire TV, Amazon Echo, Alexa, Just Walk Out technology, Amazon Studios, and The Climate Pledge are some of the things pioneered by Amazon.
SOURCE Amazon Canada

Glamazon Affinity Group

Glamazon is one of the 14 affinity groups at Amazon that helps connect, support, and empower communities of employees across the globe. The affinity group aims to raise awareness about LGBTQ2S+ issues and promote opportunities for engagement both inside and outside the company through mentorship and social gatherings, year-round. There are currently more than 40 Glamazon chapters around the world, including a chapter in Quebec.

SOURCE Amazon Canada

CONTACT: visit amazon.com/about and follow @AmazonNews

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Groups Just for Women

June 4, 2022 (updated June 4, 2022) Published by Ana Onutaki

We recently implemented the ability to categorize groups. Now at the top level, you can choose to go to the group list categorized for women.

search
chat
share
information
support
educate
engage
connect
meet
thrive together
Currently, there are over 240 groups on OutBüro. Each has been categorized
Search and join groups that interest you. Create groups and set the group tone
Delegate, assign other group members as moderators, as managers, and transfer group ownership

All while shaping your own OutBüro experience and the community. See the What can I do in Groups, and Control Your Experience articles. in the Knowledge Base.

Access to groups is now part of the Yearly/Monthly membership plans.

Get Connected. Subscribe today.

Here are a few ideas for groups you might create:

Lesbian Relationships
Lesbian Dating
Women’s Health
Women Entrepreneurs
Women In Sports
Lesbians in College
Lesbian Lawyers
Lesbian Realtors
Women in Science
Women in _________
Lesbian Travels
Lesbian Bikers
Drag Kings
Lesbians in Dallas
Lesbians in India
Lesbian Comedy
Lesbian Films/Shows
Lesbian Literature
Lesbian Surfers
Women Who Hike

etc… you get the idea.

If you create it, be direct or creative with the group name, avatar, and cover. Check out the Joining and Creating Groups Knowledge Base article.

Thriving together

We recently refocused the site and allowed active Yearly/Monthly members to optionally be affiliates/influencers and earn a residual income. Check out the Affiliate/Influencer Income Estimator.

Are you interested in the group because you are a writer or content creator? See Get Published on OutBüro.

Transgender Conference Educates Community, Focuses on Unmet Needs

November 22, 2021 (updated May 17, 2022) Published by BusinessWire

HEMPSTEAD, N.Y.–(BUSINESS WIRE)–Members of the transgender community gathered en masse for the first time since the start of the coronavirus disease 2019 (COVID-19) pandemic to connect on several key issues, from employment opportunities and best practices to understanding the current legal status of key rights, such as the ability to self-identify or change names.

The Center for Transgender Care at Northwell Health and the Donald and Barbara Zucker School of Medicine at Hofstra/Northwell kicked off Transgender Week by hosting the third annual Long Island, Transgender, Gender Non-Confirming, Non-Binary (TGNCNB) Conference on November 14 at Hofstra University. More than 100 participants attended the conference, which was supported by the Northwell Health Transgender Community Advisory Board and an ongoing contribution for transgender education from Steven and Stacy Hoffman.

“Northwell has treated more than 1,200 transgender individuals across Long Island since we began the Center for Transgender Care,” said David Rosenthal, DO, PhD, medical director of the LGBT Health/Transgender Program at Northwell Health. “Their needs are physical, mental and social, so it is essential that we create partnerships with community organizations who serve this community. This conference is created for, and by, the community here in Long Island.”

This year’s conference focused on medical care, social support and addressing unmet needs on Long Island for TGNCNB individuals both in adolescence and adulthood, as well as their parents and children. Educational workshops focused on community agencies and their services and highlighted topics regarding legal name change, an introduction to transgender vocabulary, health and wellness, loving yourself, positive parenting of gender expansive youth, physical fitness, education on assisting a transgender child post-COVID-19 and employment challenges and strategies in the trans community.

“This conference brought together medical providers from Northwell Health, community based organizations and our patients and their families to speak about issues of importance for Transgender Care in Long Island,” said Sundeep Boparai, MHA, operations manager for Northwell’s LGBT Transgender Program.

Several community-based organizations took part: LGBT Network, Pride for Youth, Transgender Legal Defense Fund, Camp Ga’avah, PFLAG Long Island, Thursday’s Child, Family Residences and Essential Enterprises, The Out Foundation, Changing the Game and the NY Transgender Bodybuilding Federation.

The event also took time to commemorate the national Transgender Day of Remembrance, which is November 20. In 2021 alone, at least 46 individuals nationwide have been killed due to transgender violence.

“Trans folxs are regular people, and like each and every one of us, they need the same health care and family support,” Dr. Rosenthal said. “We cannot tolerate discrimination and hatred against people living their authentic lives.”

The Center for Transgender Care can be reached at CenterForTransCare@northwell.edu or 516-622-5195.

About Northwell Health

Northwell Health is New York State’s largest health care provider and private employer, with 23 hospitals, 830 outpatient facilities and more than 16,600 affiliated physicians. We care for over two million people annually in the New York metro area and beyond, thanks to philanthropic support from our communities. Our 77,000 employees – 18,900 nurses and 4,800 employed doctors, including members of Northwell Health Physician Partners – are working to change health care for the better. We’re making breakthroughs in medicine at the Feinstein Institutes for Medical Research. We’re training the next generation of medical professionals at the visionary Donald and Barbara Zucker School of Medicine at Hofstra/Northwell and the Hofstra Northwell School of Nursing and Physician Assistant Studies. For information on our more than 100 medical specialties, visit Northwell.edu and follow us @NorthwellHealth on Facebook, Twitter, Instagram and LinkedIn.

Contacts

Jason Molinet

516-321-6705

jmolinet@northwell.edu

Groundbreaking Documentary “A Day of Trans” Explores the Experiences of Three Generations of Transgender Individuals in China

November 18, 2021 (updated November 18, 2021) Published by BusinessWire

In honor of the upcoming 2021 Transgender Day of Remembrance, filmmaker Yennefer Fang hopes her latest project will help move the needle of trans representation in China.

LOS ANGELES–(BUSINESS WIRE)–#ADayOfTrans–Independent filmmaker and LGBTQ+ rights advocate Yennefer Fang today announced the release of her latest equity-focused documentary, “A Day of Trans” (2021). This short film depicts the real lives of four Chinese transgender individuals – across three generations – and spotlights the unique challenges facing sexual minorities groups in the country. The documentary’s release comes in recognition of this year’s International Transgender Day of Remembrance on November 20 to honor the memory of the transgender people whose lives were lost in acts of anti-transgender violence.

Inspired by Fang’s own life experience, the short documentary uses an interview-style approach to describe to the audience how lives of the transgender group in China have been dramatically transformed as the country’s economy continues to grow. The documentary also focuses on the institutionalized imbalance and social barriers affecting transgender individuals of different ages, classes, educational backgrounds, and income levels.

Fang tries to dispel misconceptions through the documentary, including the perception that “transgenderism” is a contemporary or white, middle-class western term.

Fang says, “Transgender is not an exclusively western concept. Different generations of Chinese transgender people have been navigating their unique sets of economic and social challenges. They have different needs – from institutional protection to social welfare, from equal employment to health care. While the younger generations embrace more freedom of self-expression, systematic barriers remain for most transgender people.”

Fang also proposes critical questions about taken-for-granted gender assumptions in today’s mainstream culture, often intertwined with economic disparity and systemic marginalization.

“A transgender woman’s experience is different from a transgender man’s experience. It is inherently imbalanced due to the gender power structure, rooted in sexism, the dominant system that privileges men and masculinity. When women gain more equality, other sexual minorities also tend to achieve more equality,” said Fang.

On the screen, the four incredible individuals each offer a perspective that is rarely found in today’s social conversation: from the cultural revolution and the economic “opening-up” to the Generation-Z era that is underpinned by consumerism, each generation’s transgender individual chooses to define their identity with their own voice, or simply do not want to do so on non-binary terms.

Numerous local non-profit organizations supported the highly anticipated LGBTQ short film to increase positive awareness of the transgender community, which is often underrepresented or misrepresented in the motion-picture industry and foster more understanding and acceptance.

“We are proud to support Yennefer Fang as we believe that the best way to educate the public about the transgender community is by watching documentaries, movies, and TV shows that reflect the reality of trans lives. We hope that this powerful documentary will inspire dialogue, confront unexamined assumptions, celebrate the progress already made, and shed a spotlight on the unfinished work that still needs to be done in the fight for equality,” said He Tao, Head of Trans Projects at the Beijing LGBT Center, a non-profit, community-based organization empowering the LGBTQ+ community by providing social services and organizing advocacy programs.

The premiere was held at a local theatre in Beijing on November 18.

The “A Day of Trans” (2021) documentary is now available on Vimeo and YouTube.

About Yennefer Fang

Yennefer is a transgender independent filmmaker, producer, choreographer, dancer, and actress based in Beijing, dedicated to bringing more stories about LGBTQIA groups onto the big screen.

At the age of 16, Yennefer discovered her interest in the creative production field and her passion for defining how people interact with the mass media and how those interactions shape our culture and daily experiences.

She began her career by directing shows and performances about female empowerment in China. Later in the United States, she participated in numerous film projects centered around LGBTQIA groups as a producer and a cast member. In 2017, Yennefer worked as Second Assistant Director in The Eight Hundred, a Chinese historical war drama film directed by and co-written by Guan Hu and premiered in 2020.

She also co-led a destination commercial for China’s Liaoning Province and presented her work for the first time at Times Square in New York City in the following year. She later accumulated her experience in Hollywood by working as an Assistant Producer in Swimming (2017) and joined movements that support more Asian American and minority women representation in the motion-picture industry.

Contacts

Media Contacts
Kristofer Zhu: kzhu@golinmagic.com
Rhoda Adams: radams@golinmagic.com

Fenway Health brief shows anti-transgender bills harm the trans youth by curbing access to care and athletic activities, and contributing to stigma and discrimination

November 18, 2021 (updated November 18, 2021) Published by Cision

BOSTON, Nov. 18, 2021 /PRNewswire-PRWeb/ — In 2021, lawmakers from 33 state legislatures and assemblies representing every region of the country filed 98 bills that seek to restrict of the ability of transgender and gender diverse youth (TGD) to access health care, school facilities, and school athletics. A policy brief released by Fenway Health examines the potential harms to health that these bills pose to TGD youth—regardless of whether they are enacted into law or not.

“We are midway through National Transgender Awareness Month, which is a time to honor, celebrate, and advocate for transgender and gender diverse people,” said Carrie Richgels, lead author of the study and Manager of Policy and Advocacy at Fenway Health. “Despite the many barriers to health and well-being that transgender people face, many politicians are all too willing to play politics with the lives of transgender and gender diverse children and teenagers. We hope this policy brief can be used as a tool by health and legal advocates working to defeat these discriminatory bills.”

Approximately one-third of the bills filed in 2021 relating to TGD youth seek to prohibit or limit access to health care. The remainder seek to prohibit or limit the participation of transgender youth in school sports, with some also seeking to restrict access to public facilities such as school locker rooms and bathrooms.

“It is deeply concerning that at least six Arkansas TGD youth attempted suicide following passage of that state’s new law banning the practice of gender-affirming health care for youth,” said Julie Thompson, PA-C, Medical Director of Trans Health at Fenway Health. “Research shows that public debate about the rights of people who have been marginalized, including TGD youth, can have a significant negative impact on mental health, and these bills harm the health of TGD children and adolescents in three distinct ways. The first is by denying access to medically-necessary health care. The second is by subjecting TGD youth to government-sanctioned stigma and discrimination. The third is by denying access to educational activities and depriving TGD youth of the social, emotional, and health benefits such activities bring. Most troubling is that we now know that that lack of access to gender-affirming health care during childhood and adolescence can harm the mental health of TGD people over the course of their lifetimes, so the impact of these bills to the health of TGD youth will extend well into adulthood.”

“Without exception, these bills are based on bad science, and ignore the consensus of experts in medicine—including endocrinology, psychiatry, and psychology—in support of gender-affirming medical care,” said Sean Cahill, Director of Health Policy Research at Fenway Health.

The American Medical Association, the American Psychological Association, the American Psychiatric Association, the American Academy of Pediatrics, the American Academy of Child and Adolescent Psychiatry, the Endocrine Society, and the World Professional Association for Transgender Health have each issued formal, public statements opposing passage of these bills.

“In stark contrast with states like Texas and Idaho that have enacted laws prohibiting transgender youth from participating in sports, the most elite athletic organizations in the world allow transgender athletes to compete in accordance with their gender identity,” Cahill added. “The National College Athletics Association adopted a policy in 2011 that allows transgender women to participate in women’s sports after one year of testosterone suppression. The International Olympic Committee requires transgender women to demonstrate that their total serum testosterone level has been below 10 nmol/L for at least one year prior to competition.”

“Lawsuits have been filed in state and district courts challenging the legality of the SAFE Act in Arkansas and other anti-transgender bills that have been enacted into law,” said Mason J. Dunn, JD, Deputy Director, Division of Education and Training at The Fenway Institute at Fenway Health. “While this legal advocacy continues, it is incumbent upon school officials to remember that every child has a right to public education in this country and educators must create school cultures that support all youth, including TGD youth.”

The policy brief, titled “State bills restricting access of transgender youth to health care, school facilities, and school athletics threaten health and well-being,” outlines recommendations for clinicians, parents and other caregivers, school officials, and lawmakers. They include the following:

1. Medical providers have a responsibility to be familiar with the most up-to-date scientific and clinical information.

2. Parent and other caregivers should create a supportive home environment, connect their child or adolescent with gender affirming health care providers, and collaborate with school officials to create a plan to support your child.

3. School officials must:

Incorporate LGBTQIA+ history into the curriculum for all students.
Ensure that all students hear from LGBTQIA+ people, so that young people have a human face and experience to reference and relate to.
Establish firm policies around harassment to prevent bullying with clear procedures staff can follow.
Create space for kids to meet and interact with other kids like them. Gender-Sexuality Alliance programs allow LGBTQIA+ students and allies to come together in a protected space to share experiences.

“State bills restricting access of transgender youth to health care, school facilities, and school athletics threaten health and well-being,” is available online.

Media Contact

Christopher Viveiros, Fenway Health, 6179276342, cviveiros@fenwayhealth.org

SOURCE Fenway Health

AavantiBio Further Enhances Leadership Team with Appointment of Jenny Marlowe PhD as Chief Scientific Off OutBuro lgbtq professional entreprenuer networking online community gay lesbian queer

AavantiBio Further Enhances Leadership Team with Appointment of Jenny Marlowe, Ph.D. as Chief Scientific Officer

November 16, 2021 (updated November 16, 2021) Published by BusinessWire

CAMBRIDGE, Mass.–(BUSINESS WIRE)–AavantiBio (“the Company”), a gene therapy company focused on transforming the lives of patients with rare genetic diseases, today announced the appointment of Jenny Marlowe, Ph.D. as Chief Scientific Officer. Dr. Marlowe will be responsible for leading AavantiBio’s scientific research and preclinical development. She will also serve as a key member of the company’s executive leadership team as AavantiBio seeks to advance its diversified pipeline of gene therapies in areas of significant unmet medical need.

Dr. Marlowe brings to AavantiBio nearly 15 years of experience in the biopharmaceutical industry, including extensive experience in molecular biology, drug safety, and nonclinical and translational development. She joins from Bluebird Bio Inc. (NASDAQ: BLUE) where she previously served as Vice President of Preclinical & Translational Development, with responsibilities for preclinical development and translational biomarker strategies for the company’s portfolio of cell and gene therapies for both oncology and rare disease. She played a critical role in the success of several key regulatory submissions, including most recently a Biologics License Application for betibeglogene autotemcel for beta-Thalassemia, an inherited blood disorder.

“We are delighted to have Jenny join the AavantiBio team and expand our scientific and early-stage development capabilities. She brings a wealth of leadership and expertise in research, toxicology, and investigation of gene therapies and shares our commitment to serving patients with rare genetic diseases,” said Bo Cumbo, President and Chief Executive Officer of AavantiBio. “Jenny’s deep experience in the development of cell and gene therapies further bolsters our ability to advance our growing pipeline of gene therapy programs and platform capabilities, and we look forward to benefiting from her scientific, development, and strategic insight.”

“I am excited to join a company and management team that shares my passion for and commitment to scientific rigor and innovation,” said Dr. Marlowe. “I look forward to working closely with this dynamic and experienced team and supporting AavantiBio’s mission of bringing multiple groundbreaking genetic therapies to more patients.”

Dr. Marlowe began her career at Novartis (NYSE: NVS), where she held positions of increasing responsibility within the company’s Investigative Toxicology and Preclinical Safety functions, including directing projects across a broad portfolio of indications and drug modalities. Prior to joining Novartis, Dr. Marlowe earned a PhD in Molecular Toxicology from the Department of Environmental Health Sciences at the University of Cincinnati. She also holds a Bachelor of Science degree in Zoology from Miami University.

Since launching in 2020 with foundational financial backing from some of the life science industry’s leading investors, AavantiBio has made significant progress building out the Company’s strategic and development capabilities. The Company has also announced strategic partnerships and collaborations with Aldveron, National Resilience, Inc., Catalent, and the University of Florida in recent months to support the development and manufacturing of a diversified pipeline of gene therapies.

About AavantiBio, Inc.

AavantiBio is a gene therapy company backed by a premier syndicate of life sciences investors including Perceptive Advisors, Bain Capital Life Sciences, and RA Capital Management, who led the company’s $107 million Series A financing. Headquartered in Cambridge, Massachusetts, AavantiBio’s platform is focused on advancing innovative gene therapies in areas of high unmet medical need, including a lead program in Friedreich’s Ataxia, a rare inherited genetic disease that causes cardiac and central nervous system dysfunction. The company benefits from strategic partnerships with the University of Florida’s Powell Gene Therapy Center and the MDA Care Center at UF Health where AavantiBio’s co-founders and renowned gene therapy researchers Barry Byrne, M.D., Ph.D. and Manuela Corti, P.T., Ph.D. maintain their research and clinical practices. Learn more at www.aavantibio.com.

Contacts

Media:
Scott Lessne

Stanton

646-502-3569

slessne@stantonprm.com

Intuit Board Appoints Suzanne Nora Johnson as New Board Chair

November 16, 2021 (updated November 16, 2021) Published by BusinessWire

Brad Smith to Step Down as Executive Chairman in January 2022

MOUNTAIN VIEW, Calif.–(BUSINESS WIRE)–Intuit (NASDAQ: INTU), the global technology platform that makes TurboTax, QuickBooks, Mint, Credit Karma, and Mailchimp, today announced that Suzanne Nora Johnson has been appointed by the Intuit Board of Directors to the role of Board Chair, effective in January 2022, following the Annual Meeting of Shareholders. Brad Smith, who served as CEO of Intuit from 2008 to 2018, Chairman from 2016 to 2018, and Executive Chairman since January 2019, will step down from that position immediately following the Annual Meeting. Smith intends to stand for re-election as a non-executive director of the company at the Annual Meeting.

“I am thrilled that Suzanne will be the next Chair of Intuit’s Board of Directors. She is a strong leader and has been an incredible thought partner over the years for me and the Board,” said Sasan Goodarzi, CEO of Intuit. “I look forward to working closely with her as we continue our mission to power prosperity for consumers and small businesses around the world. I also want to thank Brad for his incredible leadership as the Executive Chairman.”

Nora Johnson has served as an independent member of Intuit’s Board since 2007 and as Lead Independent Director since 2016. She currently chairs the Compensation and Organizational Development Committee of the Board. She brings extensive experience in Board-level oversight of strategy, financial reporting, regulatory and compliance matters and executive compensation. She also brings strong business leadership from her prior role as Vice Chairman of The Goldman Sachs Group in managing large, complex, global institutions. Intuit will continue to benefit from her expertise in managing change in the financial services industry, public policy and the macro-economic environment. Nora Johnson currently serves on the boards of Pfizer Inc. and Visa Inc.

“I am honored to be appointed Chair of the Intuit Board. I look forward to continuing to work with Sasan and the Board to continue delivering for all our stakeholders,” said Nora Johnson. “Brad Smith has been an outstanding Executive Chairman, and I look forward to his continued service as a member of the Board.”

All changes will be effective immediately following the Annual Meeting of Shareholders in January 2022 and the directors’ election by shareholders.

About Intuit

Intuit is the global technology platform that helps consumers and small businesses overcome their most important financial challenges. Serving more than 100 million customers worldwide with TurboTax, QuickBooks, Mint, Credit Karma, and Mailchimp, we believe that everyone should have the opportunity to prosper. We never stop working to find new, innovative ways to make that possible. Please visit us for the latest information about Intuit, our products and services, and find us on social.

Contacts

Investors
Kim Watkins

Intuit Inc.

650-944-3324

kim_watkins@intuit.com

Media
Kali Fry

Intuit Inc.

650-944-3036

kali_fry@intuit.com

University of Phoenix Employees Celebrate Phoenix Pride Parade

November 5, 2021 (updated November 5, 2021) Published by BusinessWire

Employee Resource Group leads participation in Phoenix community event

PHOENIX–(BUSINESS WIRE)–University of Phoenix employees support the Phoenix Pride Parade, held November 6, the annual celebration of the LGBTQ+ community held in Phoenix, Arizona. University of Phoenix Employee Resource Group (ERG), Allies of Pride, with over 500 members, promotes the event to staff, students and faculty and provides volunteer support.

During the pandemic, many similar celebrations and in-person community events and support opportunities were cancelled or delayed.

“It’s important to remember that Pride is not just a parade or a specific month in which we celebrate. Pride is what we do every day. It’s what’s inside us, how we live our lives open and honestly and how we support each other. Pride is never cancelled,” shares Julie Fink, vice president of Human Resources at University of Phoenix. “However, we are excited to have a visual and in-person celebration of our community and support for each other, which is so critical as we emerge from a very difficult year and a half. This parade is an opportunity to celebrate, be together, and to support our loved ones, family members, and each other.”

The purpose of Allies of Pride employee resource group is to promote awareness within the University and community of LGBTQ understanding and acceptance. Additionally, the goal is to attract “allies” who support LGBTQ causes and rights to create a stronger support network both internally and externally of the organization.

“The University of Phoenix is dedicated to the work of advancing inclusion as part of its focus on Diversity, Equity, Inclusion and Belonging (DEIB),” Fink states. “It has received perfect successive scores on the HRC Corporate Equality Index. This highlights the University’s willingness to review practices to make changes or adapt to evolving nondiscrimination views.”

The HRC Corporate Equality Index is a self-reported system that evaluates workplace equality in regard to specific criteria, including workforce protections, inclusive benefits, supporting an inclusive culture and corporate social responsibility, and responsible citizenship. University of Phoenix has received a perfect Equality Index score consecutively over the past four years.

Learn more about the Phoenix Pride Parade here.

About University of Phoenix

University of Phoenix is continually innovating to help working adults enhance their careers in a rapidly changing world. Flexible schedules, relevant courses, interactive learning, and Career Services for Life® help students more effectively pursue career and personal aspirations while balancing their busy lives. For more information, visit phoenix.edu.

Contacts

MEDIA CONTACT: Sharla Hooper

University of Phoenix

sharla.hooper@phoenix.edu

Nissan Americas Names New Chief Diversity, Equity and Inclusion Officer

November 3, 2021 (updated November 3, 2021) Published by BusinessWire

Chandra Vasser, a 17-year Nissan veteran, named to newly-created role

NASHVILLE, Tenn.–(BUSINESS WIRE)–Nissan has named Chandra Vasser to the new position of vice president and chief diversity, equity and inclusion officer, for its Americas region.

In this newly created role, Vasser will drive Nissan’s strategy to expand diversity, equity and inclusion (DEI) across business functions in the Americas region, while developing partnerships and plans to share the company’s DEI commitment with employees, customers and the community.

“Taking actions to strengthen our focus on diversity, equity and inclusion is a critical part of the culture change that we’ve committed to with our Nissan NEXT transformation,” said Jérémie Papin, chairperson, Nissan Americas. “Chandra brings great experience to the role and will drive how we value equity and inclusion with all of our stakeholders, including employees, customers, dealers and suppliers.”

Vasser most recently was a director of finance for several sales and marketing functions in Nissan’s U.S. business operations. She joined Nissan in 2004 and worked in positions of increasing responsibility in the finance and purchasing functions.

Among her roles, she currently is a member of Nissan’s Diversity Advisory Council, and she previously worked as director of purchasing for several functional areas, which included leadership of supplier diversity. Under her leadership, Nissan was recognized as the “2016 Corporation of the Year” by the TriState Minority Supplier Development Council (TSMSDC).

Vasser earned her bachelor’s degree in accounting from Tennessee State University, and an MBA from the Owen Graduate School of Management at Vanderbilt University. She recently completed the McKinsey Academy’s Black Executive Leadership Program.

For more information about our products, services and commitment to sustainable mobility, visit nissanusa.com. You can also follow us on Facebook, Instagram, Twitter and LinkedIn and see all our latest videos on YouTube.

Contacts

Media Contact
Ashli Bobo

Nissan Corporate Communications

ashli.bobo@nissan-usa.com

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