The guidance aims to provide the electronics industry with specific knowledge and practical recommendations to support the quantification of value chain greenhouse gas (GHG) emissions in supply chains, specifically for Category 1, purchased goods and services, as defined by the Greenhouse Gas Protocol.

Companies across the industry face increasing pressure to report credible and accurate Scope 3 emissions data. This includes legislation requiring companies to publicly report third-party assured Scope 3 emissions data and pressure from downstream customers that rely on supplier data to quantify their corporate GHG emissions data to inform their external disclosures and decarbonization plans.

“This joint guidance demonstrates how the Responsible Business Alliance and Global Electronics Association are working together to build supply chain alignment around GHG reporting rules,” said Rob Lederer, CEO, Responsible Business Alliance. “By working together to provide reporting guidance, we can have a greater impact and better support companies in their GHG emission reporting and quantification efforts.”

“Although Category 1 is a material contributor to Scope 3 emissions in the electronics industry, reporting is currently limited and the use of supplier-specific data is low,” said John Mitchell, President and CEO, Global Electronics Association. “We believe practical guidance, such as this from the Global Electronics Association and the Responsible Business Alliance, can help change that dynamic.”

Emissions calculations based solely on secondary data limit companies’ ability to target supply chain decarbonization and to reflect suppliers’ emissions reduction efforts in Scope 3 results. This guidance builds upon recent Scope 3, Category 1 guidance from the semiconductor industry and is designed to support a transition toward an approach that strategically leverages a combination of primary data, including supplier-specific data, and secondary data, enabling clearer insights and more targeted decarbonization efforts.

Guidance such as this is increasingly important to GHG reporting solutions, such as the RBA’s Emissions Management Tool (EMT), in operationalizing aligned data requests and enabling more efficient, standardized exchange of supplier GHG data across company supply chains.

View the new guidance on the Responsible Business Alliance website or the Global Electronics Association website.

About the Responsible Business Alliance

The Responsible Business Alliance (RBA) is a nonprofit organization comprised of companies committed to responsible business conduct in their global supply chains. The RBA has a Code of Conduct and a range of programs, training and assessment tools to support continuous improvement. The organization has a global footprint, with offices in North America, Europe and Asia. The RBA also has initiatives focused on specific issue areas, including its Responsible Minerals, Labor, Factory and Environment Initiatives, and its Responsible Glove Alliance. The RBA and its Initiatives have more than 600 members with combined annual revenues of greater than $8 trillion, directly employing over 21.5 million people, with products manufactured in more than 120 countries. For more information, visit responsiblebusiness.org.

About the Global Electronics Association

Global Electronics Association is the voice of the electronics industry, working with more than 3,000 members, thousands of partners, and dozens of governments to ensure a more resilient supply chain and drive industry growth. The Association advocates fair trade, smart regulation, and regional manufacturing, and educates on industry practices, actionable intelligence, and technical innovations to empower the future. The Association collaborates with governments and companies worldwide to advance a trusted and prosperous electronics industry. Formerly known as IPC, the organization serves a $6 trillion market and has offices across Asia-Pacific, Europe, and North and Latin America. For more information, visit electronics.org.

Media Contacts

Responsible Business Alliance:
Jarrett Bens, Senior Director of Communications
jbens@responsiblebusiness.org
Phone: +1 571.858.5721

Global Electronics Association:
Sandy Gentry, Communications Director
sandygentry@electronics.org
Phone: +1 847.597.2871

Read the full piece on Newsweek.

From driving societal economic gains to improving company performance through greater productivity, and from strengthening business outcomes to generating real estate benefits such as rent premiums, faster lease-uprates and higher valuations, the benefits are significant and well-documented.

Together, this aggregate research is redefining how investors evaluate risk and opportunity—elevating health and well-being from a perceived soft value to a material driver of long-term performance. As investors increasingly look beyond traditional financials, health has emerged as a critical consideration with ESG frameworks.(1) While all three pillars—environmental, social and governance—touch on aspects of well-being, it is the social pillar that most directly reflects a company’s impact on people, echoing the foundational role of “people” in the original “people, planet, profit” definition of sustainability.(2)

As with changing environmental conditions, social conditions expose companies to new sources of risk and opportunity. For example, companies with broader talent pipelines and inclusive work environments are better positioned to compete for top talent in increasingly competitive markets. These organizations benefit from a variety of perspectives that drive innovation and problem-solving while reducing costly turnover.

From a market perspective, companies that appeal to wider audiences have larger customer bases, generating increased sales opportunities. The business case is straightforward: organizations that recruit from the widest possible talent pool and serve the broadest possible market are better positioned for sustainable growth and profitability. As investors and companies alike seek more sophisticated ways to measure these impacts, social sustainability is emerging as a central focus for developing meaningful, performance-based KPIs.

In one set of examples, researchers uncovered how investing in employee health spurs outperformance at the firm level:

• Researchers at Oxford and Indeed used crowdsourced data from the Indeed platform to develop the Work Wellbeing Score and compared it to the financial performance of 1,782 publicly listed companies between October 2019 and December 2023. Researchers found that a 1-point increase in the Work Wellbeing Score was associated with annual increases of 1.4% to 1.6% in return on assets (ROA) and 1.63 to 2.75 billion USD in profits.(3)
• This aligns with earlier findings of peer-reviewed studies that used simulation and past market performance and found that companies with strong employee health and well-being programs significantly outperform the S&P 500.
• Portfolios composed of companies that received the C. Everett Koop National Health Award appreciated by 325% compared to the overall S&P 500 Index appreciation of 105%.(4)
• A study of 45 companies that received high scores in a health and wellness assessment demonstrated appreciation of 235% compared to an overall S&P 500 Index appreciation of 159% over a six-year simulation period.(5)

These dynamics are equally relevant in real estate, where assets are managed, used and paid for by people. Engaged real estate investors pay attention to human capital management, as the connection between employee satisfaction and financial returns holds true in the real estate sector. Additionally, developing and operating real estate with a focus on social sustainability can help increase tenant satisfaction, improve community relations and drive financial performance:

• WELL Certified buildings report significantly higher occupant satisfaction compared to those in non-WELL buildings, with 18% more satisfied with access to sunlight, 17% more satisfied with acoustical privacy, 16% more satisfied with connection to the outdoor environment, 12% more satisfied with lighting, 11% more satisfied with thermal comfort,and 10% more satisfied with both indoor air quality and air movement, as well as 12% fewer Sick Building Syndrome (SBS) complaints and 6% fewer musculoskeletal complaints.(8)
• U.S. REITs with a health and well-being policy have outperformed, a relationship that was particularly strong in the face of a public health threat—the COVID-19 pandemic. During COVID (Feb 2020 – Feb 2022), REITs with a health and well-being policy and/or assets with healthy building certifications provided annualized returns of 10% compared to 6% for non-health focused REITs.(7)
• Tenant satisfaction drives financial performance. Within the commercial office setting, research has found that a 1-point increase in tenant satisfaction is associated with a 4.6% lower probability of moving, and that 10% higher building-level tenant satisfaction correlates with 0.9% higher growth in effective gross rent.(8)

The growing integration of health and social considerations into investment decision-making signals a fundamental shift in how markets define value and manage risk. What we’re witnessing is the early stages of a broader transformation—one that is poised to reshape investment strategies across all asset classes, sectors and geographies.

The organizations and investors who recognize this shift early—and position themselves accordingly—will capture significant competitive advantages. Those who continue to view health and social factors as ancillary considerations risk being left behind as markets increasingly price in these material drivers of long-term performance. The business case is clear, the regulatory landscape is emerging and institutional support is building. We stand at the threshold of an era where investing in health and well-being will not be considered optional—it will be recognized as fundamental to sound investment practice and sustainable value creation.

Access the full report at https://www.wellcertified.com/health-pays-back and explore how the materiality of health is reshaping the investment landscape (p. 46).

Join IWBI at the WELL 2026 Social Sustainability Summit, on Wednesday, April 15, as we explore how people-first strategies are shaping the future of business in Asia Pacific. Register here.

View original content here.

^{1) World Bank. (2004). Who cares wins: Connecting financial markets to a changing world. World Bank Group. https://documents1.worldbank.org/curated/en/280911488968799581/pdf/113237-WP-WhoCaresWins-2004.pdf
2) Triple bottom line. (2009, November 17). The Economist. https://www.economist.com/news/2009/11/17/triple-bottom-line
3) De Neve, J-E., Kaats, M., Ward, G. (2024). Workplace Wellbeing andFirm Performance. University of Oxford Wellbeing Research CentreWorking Paper 2304. doi.org/10.5287/ora-bpkbjayvk
4) Goetzel, R. Z., Fabius, R., Fabius, D., Roemer, E. C., Thornton, N., Kelly,R. K., Pelletier, K. R. (2016). The stock performance of C. Everett Koop award winners compared with the Standard & Poor’s 500 Index. Journal of Occupational and Environmental Medicine, 58(1), 9-15.https://doi.org/10.1097/JOM.0000000000000632
5) Grossmeier, J., Fabius, R., Flynn, J. P., Noeldner, S. P., Fabius, D.,Goetzel, R. Z., & Anderson, D. R. (2016). Linking workplace health promotion best practices and organizational financial performance.Journal of Occupational and Environmental Medicine, 58(1), 16-23. https://doi.org/10.1097/jom.0000000000000631
6) Center Square. (2022). The social spotlight: An emerging focusin real estate ESG. https://www.centersquare.com/wp-content/uploads/2022/09/The_Social_Spotlight_-_An_Emerging_Focus_in_Real_Estate_ESG.pdf
7) Center Square. (2022). The social spotlight: An emerging focusin real estate ESG. https://www.centersquare.com/wp-content/uploads/2022/09/The_Social_Spotlight_-_An_Emerging_Focus_in_Real_Estate_ESG.pdf
8) Hu, M., Kok, N., & Palacios, J. (2024). Tenant satisfaction and commercial building performance (MIT Center for Real Estate Research Paper No. 24/01). SSRN. https://doi.org/10.2139/ssrn.4721577}

Drawing from across the Smithsonian’s vast collections, the exhibition features fossils, mounted specimens, anthropological objects, and imagery that trace the species’ dramatic arc, from its deep evolutionary roots and central role in Indigenous cultures to its near extinction in the late 19th century and subsequent recovery. Smithsonian taxidermist William Temple Hornaday witnessed this devastation firsthand and helped spark national awareness through influential museum displays and living bison exhibits on the National Mall, later contributing to the founding of the National Zoo and the modern conservation movement. As Director Kirk Johnson notes, the bison’s story of decline and resurgence is a quintessentially American one, closely tied to the Smithsonian’s early leadership in conservation.

A major exhibition highlight is the dramatic inclusion of Bison latifrons, an extinct Ice Age giant whose horns span up to seven feet across. The fossilized skull, which is on loan from the Idaho Museum of Natural History courtesy of the Bureau of Reclamation, was transported cross country by FedEx to the Smithsonian for this exhibition. The Bison latifrons will soon offer visitors a powerful glimpse into the sheer scale and evolutionary history of bison in North America, underscoring how long these animals have shaped and been shaped by the landscape.

To learn more, go to Bison Standing Strong.

Click here to learn about FedEx Cares, our global community engagement program.

The year’s hallmark achievement was the creation of a comprehensive national right-of-way (ROW) dataset in partnership with the National Laboratory of the Rockies (NLR). By mapping the energy potential and suitability of the entire U.S. roadside, The Ray is providing the data-driven solutions required to transform thousands of miles of passive land into active corridors for energy security and grid stability. As we prepare to expand our partnerships with state Department of Transportation (DOT) agencies this year, the insights we now possess make us your right-of-way experts.

On the ecological front, the Natural Capital Program proved the fiscal value of living infrastructure through several 2025 milestones. The Ray secured a $10,000 grant from the UIC Rights-of-Way as Habitat Working Group for three native pollinator meadows in Charleston County, SC, while executing site-specific habitat projects with Goodyear in Michigan and Ryder in North Carolina. These initiatives, alongside a landmark agreement with the Georgia DOT (GDOT) for ten statewide installations, utilize deep-rooted native vegetation to provide mechanical slope stabilization. By effectively reducing pollution and atmospheric elements, these projects offer a pragmatic solution to decrease mowing frequency and lower maintenance costs for state agencies.

Operational safety and circularity also reached new heights before the end of the year. In partnership with ATLDOT and Liberty Tire Recycling, LLC, The Ray completed the first municipal application of Recycled Rubber-Modified Asphalt (RMA) in downtown Atlanta—upcycling 500 tires into a more durable, quieter road surface. Simultaneously, the expansion of the Pi-Lit® Impact Detection System with GDOT has modernized asset management by providing real-time alerts within 60 seconds of a vehicle impact, ensuring critical safety hardware is repaired immediately.

“2025 was the year we realized a high level of impact on a truly national scale. Our work is no longer just a blueprint for the future; it is the technical and operational standard that federal and state partners use to build a smarter, safer, and more resilient transportation system today.”

— Allie Kelly, Executive Director

At the heart of these successes is The Ray’s unique Public-Private-Philanthropic-Partnership (P4) model. By aligning the philanthropic community’s resources with the private sector’s technical ingenuity and the public sector’s regulatory authority, we provide a neutral platform for rapid innovation. This collaborative framework is our essential tool for reimagining infrastructure—allowing us to prove that our transportation networks can be safer, cleaner, and more productive for the communities they serve.

Let’s drive the future.

Media Contact

Dallen McLemore, Communications Specialist, The Ray

229.449.6168 | dallen@theray.org | @TheRayHighway

/3BL/ – Sands’ priority on creating opportunities for advancement and helping its workforce build meaningful careers encompasses a broad suite of training and professional development programs anchored by the Sands Academy global training and development program.

Over the past year, the company and its regions introduced several new initiatives to help Team Members fulfill their career objectives by increasing hard skills, while cultivating acumen for new responsibilities, managerial positions and overall leadership in the workplace.

Elevating New Managers in Las Vegas

At corporate headquarters in Las Vegas, the learning and development team has introduced Elevate, a program to support new managers as they begin their leadership journeys. Initially piloted with a small cohort of managers, the training series features a full day of interactive,

hands-on learning through realistic scenarios and interactive simulated exercises that emphasize the importance of delegation and focusing on strategic priorities. Program participants have appreciated both the topics covered and the mix of learning with practical exercises.

Accelerating Leadership, Technology and Job Skills in Macao

Sands China has launched the Integrated Resort Leader Development Programme to build a pipeline of capable, forward-looking leaders for the integrated resort industry. Designed in collaboration with Cornell University and SHL, which bring world-class curriculum design and talent assessment capabilities, the program fast-tracks high-potential Team Members through tailored coaching and mentorship, leadership training, business visits, and opportunities to present their ideas and expertise.

Participants gain insights into global management practices and stretch their strategic thinking skills to address opportunities and challenges, preparing them to lead in the evolving tourism and leisure industry. Seminars combine international perspectives with practical instruction for the integrated resort industry in Macao.

Sands China also has introduced the AI Up-Skilling Programme to train Team Members in practical applications using AI to help them succeed in the digital era. The training series includes LinkedIn Learning modules covering AI fundamentals; hands-on training at the Huawei Global Training Center in Hangzhou; a customized workshop focusing on practical skills, tool selection and ethical use; as well as online coaching and workshops to apply learnings to business strategy.

“Talent development drives growth for both our people and our organization,” Paulo Cheong, senior vice president of human resources at Sands China, said. “It shapes a culture built on impact, innovation and a lifelong learning mindset. This culture underpins our training programs, which are designed with purpose and ambition, and reflects our long-term commitment to developing a highly skilled workforce ready to lead the future of work.”

To enhance specific hospitality skill sets in the culinary industry, Sands China and the Macao University of Tourism introduced the Sands China Western Culinary Elite Programme, an eight-week initiative at the world-renowned École Ducasse culinary school in France for new hires in the culinary field. The program nurtures emerging culinary talent to support development of the next generation of professionals and Macao as a United Nations Educational, Scientific and Cultural Organization (UNESCO) Creative City of Gastronomy.

Delivering “Above Beyond” in Singapore

In Singapore, Marina Bay Sands’ Brand Service Culture Transformative Series continues to have tremendous impact in reinforcing the resort’s “Above Beyond” brand vision for excellence through immersive workshops and experiential learning. The program emphasizes emotional intelligence, distinctive service, and strategies for trust, accountability and collaboration.

Offered in two tracks based on job level, the training features a Brand Service Culture Leadership Series for people managers to develop leadership behaviors that foster trust and credibility while driving team performance. The second track, a Brand Service Culture Transformative Series, targets all of Marina Bay Sands’ 12,000 Team Members and focuses on aligning personal values with the resort’s brand, as well as helping participants master emotional intelligence and deliver impeccable service.

“By equipping our Team Members with these skills, tools and shared language, we aim to reinforce our culture and strengthen our brand promise at every touchpoint,” Chan Yit Foon, senior vice president of human resources at Marina Bay Sands, said. “Above Beyond is more than a tagline; it’s a way of being. Our people managers must guide their teams to embody this ethos in every action. In living out our brand promise together, we can turn simple moments into lasting memories.”

These programs are part of Sands Academy’s full suite of offerings aimed at fostering advancement, which develop the whole person through both job and career training, as well as educational opportunities centered on mental, physical and social well-being. For more information on Sands’ workforce development initiatives, read the latest ESG report: https://www.sands.com/resources/reports/.

We Believe In Women Before They Believe In Themselves
Mary Kay Ash built her iconic company on a dream to enrich women’s lives around the world. What began in 1963 as a small act of courage has become a timeless beauty brand built on purpose, transforming lives and igniting self-growth. Today, Mary Kay stands as a beacon of women’s empowerment, operating in 40 markets worldwide and recognized as one of the world’s most beloved consumer brands.

A Business With Purpose At Its Heart
For more than 60 years, the Mary Kay selling opportunity has been at the heart of everything we do. We believe every woman deserves the chance to build something of her own, on her own terms. Through direct selling, we are proud to foster a low-risk pathway to independent entrepreneurship that evolves with the needs of women and consumers at every stage of their lives.

The Mary Kay opportunity empowers women around the world to build their business on their own terms, selling high-quality Mary Kay® products, sharing beauty and confidence within their communities, and earning a supplemental income with flexibility. Each Independent Beauty Consultant is a small business owner who turns passion into purpose and purpose into possibility.

When you buy from a Mary Kay Independent Beauty Consultant, you’re supporting a local women-led business, and the families and communities that thrive because of it. Mary Kay Ash said it best: “Nothing happens unless somebody sells something.” That simple truth still powers everything we do and remains the foundation of our business, guided by the highest standards of ethics and integrity.

A Community Built On Connection
Our community of Independent Beauty Consultants (IBCs) around the world is as diverse as the goals that fuel it. They know that with the Mary Kay opportunity they are “in business for themselves, but not by themselves.” We equip them with education, mentorship, and digital tools to meet customers where they are, while keeping the human touch that defines us. Our commitment to their personal and professional growth has changed the trajectory for millions of women who, in turn, have made a profound impact on their families and communities around the world.

A Legacy Of Innovation And Impact
Mary Kay is still family-owned and family-led, a rare distinction in today’s world and a reflection of our long-term commitment to building a business that uplifts people, evolves, and delivers lasting value. Purpose infuses everything we do; it’s the thread connecting our powerful brand, our legacy and the next generation of IBCs and consumers who seek entrepreneurial opportunities and products that align with their lives and aspirations.

Countless stories underscore the transformative power of what we do and what we offer. Learn more here.

Did You Know:

• 6.2 million Americans are engaged in direct selling^[1].
• 73% of direct sellers in the U.S. are women^[2].
• In the U.S. direct selling has achieved 34.7 billion in retail sells in 2024^[3].
• 30% of Sales Force members who started a Mary Kay Business in 2024 are under the age of 35^[4].

Recent Recognition and Impact Data:

• #1 Direct Selling Brand of Skincare and Color Cosmetics in the World by Euromonitor International^[5] in 2023, 2024 and again in 2025.
• Ranked #8 on Forbes 2026 Best Brands for Social Impact list. Mary Kay is the only beauty brand, only direct selling brand in the Top 10.
• Ranked #2 on Forbes 2026 Best Customer Service list.
• Ranked #11 in the Women’s Wear Daily 2024 Top 100 of Beauty Companies (2025).
• Newsweek gave us a Five Stars rating for Newsweek’s America’s Greatest Workplaces for Women in 2025 and again in 2026.
• Earned The “Large Corporation of the Year” 2026 Award from the Dallas Entrepreneurship Center (DEC) Network State of Entrepreneurship.
• 1,200+ patents globally held by Mary Kay for products, technologies, and packaging designs in its portfolio, which displays our dedication to innovation.
• $230 Million donated in monetary and in-kind donations globally since 1996 to support victims of domestic violence and research on cancers affecting women.
• 37 grants awarded to young women pursuing STEM dreams.
• 38 years of work in partnership with The Nature Conservancy, 17 years with the Arbor Day Foundation.

***

About Mary Kay

One of the original glass ceiling breakers, Mary Kay Ash founded her dream beauty brand in Texas in 1963 with one goal: to enrich women’s lives. Learn more at marykayglobal.com. Find us on Facebook, Instagram, and LinkedIn, or follow us on X.

###
 

^{[1] 2025 DSEF Growth & Outlook Report.}

^{[2] U.S. Direct Selling Association.}

^{[3] U.S. Direct Selling Association}

^{[4] Source: Mary Kay Inc. 2024 U.S. data.}

^{[5] Source: Euromonitor International Limited; Beauty and Personal Care 2023 Edition, value sales at RSP, 2022, 2023 and 2024 data.}

City Developments Limited (CDL) has released its 19th Integrated Sustainability Report (ISR) 2026, titled “Time for Impact: Future-Proofing Planet, People and Prosperity”. The report highlights CDL’s continued progress in decarbonisation, enhanced climate disclosures in progressive alignment with IFRS S1 and S2, and expanded efforts to accelerate nature-positive outcomes. It also reflects the Group’s sustainability leadership since 1995 and its progress towards achieving its Environmental, Social and Governance (ESG) goals and targets under the CDL Future Value 2030 Sustainability Blueprint.

In 2025, CDL reduced its Scope 1 and 2 operational carbon emissions for assets under direct management and operational control by 29% from 2016 levels. It also achieved a 50% reduction in Scope 3 embodied carbon emissions for new developments completed in 2025, based on project-level assessments, alongside a 59.6% reduction in Scope 3 emissions for its investments. These reductions support the Group’s Science Based Targets initiative (SBTi)-validated targets.

Ms Esther An, CDL’s Chief Sustainability Officer, said, “As 2030 draws closer, Singapore continues to push forward with strong ambition and clear direction toward decarbonisation and a City in Nature. At CDL, we remain steadfast in maintaining our momentum and commitment to ESG as a driver of long-term resilience and value creation. In 2025, we strengthened our climate and nature-related disclosures, advanced decarbonisation across our operations and value chain, and launched high-impact initiatives such as the CDL EcoTrain and CDL MicroForest to support climate education and regenerate urban biodiversity. These efforts reflect our commitment to sustainability as a long-term business imperative, and we will continue to work with our partners and stakeholders to future-proof our portfolio and contribute to a low-carbon, nature-positive future.”

Strengthening Climate Disclosures and IFRS Sustainability Reporting Standards Alignment

In 2025, CDL continued its dynamic double materiality assessment, evaluating both impact and financial materiality. The top five issues ranked highest for 2025 are:

• Decarbonisation – Energy Efficiency & Adoption of Renewables
• Cyber-readiness, Security and Data Privacy
• Green and Healthy Buildings – Product/Service Quality and Responsibility
• Occupational Health, Safety and Well-being
• Governance and Business Conduct

With the implementation of the IFRS S1 and S2 for STI constituents, CDL has taken further steps towards adopting the global sustainability reporting baseline. The Group undertook a rigorous assessment to identify and quantify its top three climate-related risks and opportunities, enhancing transparency and strengthening integration of climate considerations into strategic planning.

In December 2025, CDL completed its fourth climate change scenario study with an independent consultant, significantly enhancing the depth and breadth of its analysis. The study expanded its scope and geographical coverage to include Japan and assessed the Group’s exposure to physical and transition risks across short, medium and long-term horizons from 2030 to 2050.

Amid rapid global biodiversity loss, CDL has intensified its commitment to nature preservation and regeneration, publishing its third Taskforce on Nature-related Financial Disclosures (TNFD) report within the ISR. Key advancements include expanding its asset coverage to 27 hotels and offices in the United Kingdom, a deeper dive into the Singapore and New Zealand portfolios, and the use of new nature-related tools and databases for reporting and analysis.

Since 2017, CDL has secured over S$11 billion in sustainable finance, leveraging its strong sustainability performance and credibility, validated by global ESG benchmarks such as FTSE4Good, MSCI ESG Ratings (‘AAA’ since 2010), and the CDP with double A List (‘A’ ratings for Climate Change (since 2018) and Water Security (since 2019). CDL was also ranked 69th on the 2026 Corporate Knights Global 100 Most Sustainable Corporations in the World, maintaining its position as Singapore’s top real estate management and leasing company.

Accelerating Collaboration for a Low-Carbon and Nature-Positive Future

As Scope 3 emissions become increasingly critical to the net-zero transition, CDL continues to engage and empower its value chain. In October 2025, the first cohort of 42 SMEs graduated from CDL’s SME Supplier Decarbonisation Queen Bee Programme. The initiative was developed with Enterprise Singapore, Global Green Connect and DBS Bank. Participating SME suppliers were equipped with the knowledge and tools to measure and manage their carbon footprint while strengthening supply chain resilience.

CDL also continued to actively engage tenants in its green building initiatives. In 2025, it concluded the City Green Tenant Bonus Programme, a pioneering decarbonisation initiative launched in 2024 for tenants at Republic Plaza, its flagship commercial property. Building on its Green Lease framework, the programme incentivised tenants to adopt more sustainable practices and reduce energy consumption, supporting efforts to lower Scope 3 emissions.

In 2025, CDL significantly advanced its nature and biodiversity agenda with the launch of three innovative community initiatives at its flagship City Square Mall — the CDL EcoTrain, CDL MicroForest and CDL MicroFarm. These initiatives support CDL’s adoption of the TNFD and underscore the Group’s efforts to enhance urban biodiversity, build climate resilience and inspire future eco-champions. In its first year of operation, the zero-energy CDL EcoTrain reached more than 70,000 visitors and over 1,500 workshop participants. 

Designed to mitigate urban heat, enhance climate resilience and boost biodiversity, the CDL MicroForest, located at City Square Mall’s City Green park, is Singapore’s first research-driven tropical microforest in a retail mall. Based on recent first-year findings, temperatures within the CDL MicroForest can be up to 5°C cooler than in surrounding and roadside areas.

These initiatives reflect CDL’s commitment to advancing climate impact and future-proofing its developments and portfolio.

Issued by City Developments Limited (Co. Regn. No. 196300316Z)
For media enquiries, please contact CDL Corporate Communications:

Belinda Lee, Head, Investor Relations & Corporate Communications
+65 6877 8315 / +65 9751 1004

Eunice Yang
+65 6877 8338 / +65 9690 8224

Jill Tan
+65 6877 8484 / +65 9155 1362

Follow CDL on social media:
Instagram: @citydevelopments / instagram.com/citydevelopments
LinkedIn: linkedin.com/company/citydevelopments
X: @CityDevLtd / x.com/citydevltd

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The National Fish and Wildlife Foundation (NFWF) today announced nearly $1.8 million in grants to restore, improve and conserve sagebrush, mesic wet meadow and big game migratory corridor habitats in Idaho, Utah and Wyoming. The grants will leverage $1.6 million in matching contributions, generating a total conservation impact of $3.4 million.

The grants were awarded through the Rocky Mountain Rangelands Program, a partnership between NFWF and Capri Holdings, Cargill, the USDA Natural Resources Conservation Service (NRCS) and Yum! Brands. The Rocky Mountain Rangelands Program was established in 2019 to work with private landowners wanting to voluntarily conserve and restore habitats for wildlife that often require large open spaces to sustain their populations, while also helping improve the economic productivity of their lands.

Continue reading here

The session, “Seal of Approval: Culturally Competent Residential Treatment Centers for Law Enforcement,” moved beyond general wellness discussions to give agencies a reliable method for identifying facilities they can trust. Because officers often experience traumatic events on the job, it’s crucial that departments have verified, vetted resources ready. The goal of the “Seal of Approval” is to provide a list of facilities that offer clinical care while also fundamentally understanding the unique psychological and operational demands of a career in policing.

A rigorous vetting process

To establish a “Seal of Approval,” PERF conducted an exhaustive review of six residential treatment centers previously vetted by the National Fraternal Order of Police (FOP). This was a deep dive, involving more than 60 interviews with facility executives, medical providers and officers who had personally completed the programs.  

A multidisciplinary panel

The session brought together experts to examine the recovery process from every angle, including:

• Clinical leaders: A police psychologist and a treatment facility founder specializing in first responder care.
• Operational experts: A retired law enforcement executive managing a treatment center.
• Research personnel: A PERF moderator who visited each vetted facility to see first-hand what culturally competent care for first responders looks like.

These speakers offered insights on the entire treatment lifecycle, covering everything from initial intake and confidentiality protocols to specific treatment modalities and long-term aftercare.

A legacy of collaboration

This session is the latest result of a 20-year partnership between the Motorola Solutions Foundation and PERF, and reflects the work published in PERF’s latest Critical Issues in Policing Series. For more than two decades, the Foundation has supported PERF’s commitment to researching and developing solutions to the most pressing challenges in modern policing.

“Our partnership with the Motorola Solutions Foundation has stood by us as we tackle the toughest issues in policing,” said Chuck Wexler, executive director of PERF. “With this ‘Seal of Approval,’ we are doing more than just discussing wellness – we’re ensuring that when an officer reaches out for help, the hand reaching back belongs to someone who truly understands the unique sacrifices of this profession.”  

Steps for agency leaders

Supporting your team requires a proactive approach to mental health. Agency leaders looking to strengthen their wellness culture can take these three actions:

1. Educate staff on what “culturally competent” care means so they properly evaluate treatment options.
2. Formalize a relationship with at least one vetted residential center before a member of your team needs it.
3. Distribute the “Seal of Approval” report throughout your agency to show that specialized, high-quality support is accessible.

Read PERF’s full report, Call for Help Treatment Centers for Police Officers here.