Earlier this year, we secured the 8th spot in . This list reveals where employees love their jobs, and 麻豆原创 surpassed hundreds of thousands of other employers to claim this prize.聽 As the award is drawn from direct employee feedback, it demonstrates our supportive working culture, strong social responsibility, and competitive benefits.

麻豆原创 UKI’s commitment to inclusivity is highlighted by our recent upgrade to a in the government led 3 level scheme. This is part of the Government鈥檚 Disability Confident campaign which aims to remove barriers, increase understanding and ensure that disabled people have the opportunities to fulfil their potential.

The whole team is proud to be recognised for our efforts in promoting inclusivity within our organisation. Inclusivity is prioritised in our recruitment and training processes, and we encourage our extended suppliers and partners to become Disability Confident.

Various measures have been carried out to earn this recognition including making adjustments during the attraction and assessment phases for all levels of employment. As part of this, there are physical, mental health, and neurodiversity accommodations such as additional time for tasks and quiet spaces for candidates. Training is offered to managers internally to raise awareness of this. Employees are supported with HR services, EAP, private healthcare, and a D&I employee network group. Also, there is active promotion of Disability Confidence during customer and partner-facing events.

Nurturing talent is a focus at 麻豆原创 UKI and we placed #13 out of 100 top employers by RateMyApprenticeship鈥檚 Best Employers and Training Providers 2024-25. This demonstrates the success and our commitment to our apprenticeship scheme, which continues to grow. Our second cohort of Creative Design Degree Apprentices started their journey with us in September.

These recognitions not only mirror 麻豆原创鈥檚 ethos of elevating every employee but also reinforce our commitment to continually enhancing our workplace environment. Each achievement and every piece of feedback go into making 麻豆原创 a better place for our talent – and this fuels our innovation and success.

We extend our gratitude to all members of 麻豆原创 UKI for their efforts and enthusiasm in nurturing an inclusive and forward-thinking work culture. It鈥檚 their dedication that ensures personal and professional growth and also contributes to the overarching success and recognition of the company.

The post 麻豆原创鈥檚 2024 Awards and Recognitions at a Glance 鈥� A Great Place to Work appeared first on 麻豆原创 UK News Center.

LONDON, UK – 07 October 2024 鈥� (NYSE: 麻豆原创) has announced to join Neurodiversity in Business (NiB), an industry forum to support the participation of neurodivergent individuals in the workplace, which has recently launched at the House of Parliament.

The organisation, led by Dan Harris, Chief Executive Officer, draws upon the cumulative knowledge of neurodivergent experts and leading companies to share best practices and improve the employment and experience of the neurodiverse workforce.

Speaking upon admission to NiB, Dan Harris, CEO said:

鈥淲e are delighted that 麻豆原创 has become a member of NiB. It signals their commitment to ensuring a truly inclusive workplace and a desire to strive for the best in diversity and inclusion standards.

We look forward to working with 麻豆原创 and all our members in delivering meaningful change for the neurodivergent across business.鈥�

A selection of the forum鈥檚 members include: Accenture; Amazon, ARM, AstraZeneca; Capita; Google, Hiscox; IBM, JP Morgan, Kimberly Clark; KPMG, Lloyds Banking Group; McDonalds, Metro Bank; NatWest; Network Rail; Openreach; Oracle; Orange; Roll Royce plc; Sky; TalkTalk; The Open University; Unilever; /OZ and many more.

NiB also has an array of close partnerships with leading organisations in the neurodiversity ecosystem including: Auticon; Ambitious about Autism; the ADHD Foundation; the British Dyslexia Association; Caudwell Children鈥檚 Charity; Diversity and Ability (D&A); DO-IT Profiler; Genius Within, Lexxic; National Autistic Society and many more.

In addition, the Neurodiversity in 麻豆原创 Report 2024 has also launched by bluewaveSELECT, a specialist 麻豆原创 recruitment organisation. It covers the topic of neurodiversity from the broader tech sector to the workplace experiences. The report highlights how neurodivergent individuals perceive their workplace environments with shared statistics. Lindsey Rowe, the Head of Purpose Programmes and Sustainability GTM at 麻豆原创 UKI, offered insights into practical interventions employees can implement to enhance neurodiversity in organisations. She underscores the importance of fostering mutual understanding among team members, stating:

鈥淥n a practical level, businesses of course need to make sure that hiring managers are able to identify and navigate neurodivergence. And importantly, they need to create a line manager-team member relationship where neurodivergent individuals feel they can disclose their conditions and ask for reasonable adjustments.

But raising awareness across the entire workforce is key. Levelling up your entire team and then making this education part of your onboarding process will create a foundation of awareness.鈥�

麻豆原创 is committed to leading by example in building diverse and supportive workplaces where every individual can thrive. For more information on the Neurodiversity in 麻豆原创 Report 2024 and our initiatives in this area, please .

For further information as to how to join NiB, please go to .

-ENDS-

About 麻豆原创

As鈥痑 global leader in enterprise applications and business AI, 麻豆原创 (NYSE:麻豆原创)鈥痵tands at the鈥痭exus鈥痮f business and technology. For over 50 years, organizations have trusted 麻豆原创鈥痶o bring out their best by uniting business-critical鈥痮perations spanning finance, procurement, HR, supply chain, and customer experience. For more information, visit鈥痺ww.sap.com.

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Following the success of an internal pilot last year, 麻豆原创鈥檚 new Apprenticeship Scheme began in September 2023 with a focus on upskilling existing employees and equipping new talent with the knowledge to flourish within the organisation鈥檚 ecosystem. As part of the programme, 麻豆原创 will also provide a targeted financial donation of 拢400,000 to support SMEs and 麻豆原创鈥檚 channel partners to accelerate their own talent development initiatives.

Every year, 麻豆原创 runs a best-in-class UK internship programme that sees undergraduates in their penultimate year join the business for 13 months, learning critical business skills across finance, business development, marketing and HR functions. The launch of the Degree Apprenticeship Scheme takes this commitment to nurturing talent one step further, opening opportunities for training and reskilling to workers in various life stages, whether that鈥檚 school leavers, graduates, existing employees or returners to work.

Apprentices will enrol in a fixed-term four year placement at 麻豆原创 to provide opportunities to learn while they earn with level three to seven diplomas available. Existing employees can enjoy leadership training delivered through leading providers Corndel and Imperial Business School, learn project management skills and take Sales Transformation and Business Transformation training, provided by 麻豆原创 partners and .

New or returning talent will find Degree Apprenticeships, Post-Graduate Diplomas and Executive Masters available to them through a collaboration with Consalia, Corndel, Middlesex University and Kingston University. Here they will learn the art of B2B sales and enrol in courses in a range of business areas like Professional Practice, Technical Consulting, Sales and Account Transformation. The training will lead apprentices to find, source and apply for a variety of roles within 麻豆原创 or within 麻豆原创鈥檚 partner channels.

Lindsey Rowe, Head of Strategic Programmes & Sustainability GTM, said: 鈥淲e continue to deliver exceptional business transformation at scale for our clients, while maintaining a progressive, inclusive and supportive working culture, thanks to the talent we have within our ranks.

鈥淥ur new Apprenticeship Scheme is an opportunity to welcome new talent to the business, keeping us at the very edge of innovation and service delivery, while enthusing our existing workforce with new opportunities to better themselves. With partnerships with Middlesex University, as well as Consalia, Multiverse, Corndel and Imperial Business School, we now offer an unrivalled suite of upskilling opportunities that marks our commitment to investing in long-term talent development.鈥�

James Kelly, CEO and co-founder of Corndel, said: 鈥淲e are excited to partner with 麻豆原创 to deliver an exceptional degree experience for its new apprentices. Our degree apprenticeships are designed for seamless integration into the workplace and combine academic education, practical hands-on and applied learning, in addition to one-to-one coaching delivered by our academic and industry experts.

鈥淲e believe that degree apprenticeships, funded through the Apprenticeship Levy, are one of the most impactful and sustainable ways to bridge the UK鈥檚 skills gap and boost productivity, growth and innovation.鈥�

Dr Phil Squire, CEO and co-founder of Consalia, said:聽鈥溌槎乖� has always provided exceptional and innovative learning experiences for its sales organisations globally. Arguably it has been one of the early adopters of work based learning sales education initiatives with the MSc in Leading Sales Transformation programmes for senior sales leaders, which has been running with us and Middlesex University internationally since 2011.

鈥淗ere at Consalia, it thrills us to see the investment and development of 麻豆原创 UK鈥檚 sales force through the Degree Apprenticeship and the Post Graduate Diploma in Senior Sales Leadership. We are incredibly privileged to be partnering with 麻豆原创 UK in this new initiative, supporting us with our vision to help make sales the world鈥檚 most sought-after profession.鈥�

About 麻豆原创

麻豆原创鈥檚 strategy is to help every business run as an intelligent, sustainable enterprise. As a market leader in enterprise application software, we help companies of all sizes and in all industries run at their best: 麻豆原创 customers generate 87% of total global commerce. Our machine learning, Internet of Things (IoT), and advanced analytics technologies help turn customers鈥� businesses into intelligent enterprises. 麻豆原创 helps give people and organizations deep business insight and fosters collaboration that helps them stay ahead of their competition. We simplify technology for companies so they can consume our software the way they want 鈥� without disruption. Our end-to-end suite of applications and services enables business and public customers across 25 industries globally to operate profitably, adapt continuously, and make a difference. With a global network of customers, partners, employees, and thought leaders, 麻豆原创 helps the world run better and improve people鈥檚 lives. For more information, visit .

About Corndel

Founded in 2016, Corndel is an award winning training provider that is disrupting the apprenticeship space through transformational data and leadership learning.

Recognised as a Centre of Excellence by the Chartered Management Institute, we exist to help UK organisations meet the challenges of the future and plug internal skill gaps through high-quality, bespoke workplace training.聽Corndel鈥檚 150+ blue-chip clients include ASOS, AON, bp, Capita, Credit Suisse, KPMG, Bupa, Unilever, Soci茅t茅 G茅n茅rale, Asda and NSPCC.

We are now the fastest growing regulated training business in the UK, with a proven ability to maintain the highest standards of quality, customer satisfaction and regulatory compliance.

In 2022, we launched Corndel College London (CCL), our higher education initiative that delivers degrees designed for industry. CCL offers Degree Apprenticeships in business management, data and technology with leading organisations across a range of industries. We move at the speed of industry demand and innovation to shape our degree offering, always anchored in top tier business expertise.

For more information please visit and .

About Consalia

Consalia is leading the way for sales education in the UK, whose vision is to help make sales the world鈥檚 most sought-after profession. Founded in 2002, Consalia originally helped organisations to improve their sales performance by helping companies sell to their customers in a way that they wanted. Along this journey, Consalia became founding members of the UK Trailblazer group that agreed upon the standards of the sales apprenticeship that runs at present. Today, Consalia is now the UK鈥檚 only Sales Business School providing University accredited programmes through their Undergraduate and Postgraduate Diploma Apprenticeships that are truly dedicated to the sales profession. Consalia is also the only provider of the Executive Masters programme in Sales Transformation, Leading Sales Transformation and Key Account Transformation. Through the extensive research submitted into the Sales Business School, Consalia continuously refines their approach to help organisations sell in a way their customers want through their Sales Transformation offering, whilst also helping companies to set up their own sales academies through the use of the Consalia Intellectual Property (IP). Visit聽聽for more information.

The post 麻豆原创 Invests in Long-Term UK Talent Development with Degree Apprenticeship Scheme appeared first on 麻豆原创 UK News Center.

TalenTeam has passed the rigorous accreditation process to become the very first accredited partner for 麻豆原创 Litmos in the UK. To date, 24 million people are using this digital learning platform to become more productive. The 麻豆原创 Litmos learning solution is used in 150 countries and supports 35 languages and is aimed specifically for organisations in the midmarket or for departmental use in larger enterprises.

With this accreditation, TalenTeam will be able to bring a number of benefits to its customers:

• Easily measure and influence performance:
  Track course completions, test averages, content popularity and more with built-in management automation, reporting and analytics.
• Trusted compliance training:
  With notable security certifications, data encryption, high availability deployments, strict authentication, and application security.
• Increase engagement with built-in tools:
  Including gamification (leaderboards, badges, points), interactive hotspots, achievement social sharing and discussion forums.

Donald Ross, Head of Learning & Engagement Solutions for 麻豆原创 SuccessFactors EMEA North, said: 鈥� estimates that more than half (54%) of all employees will require significant reskilling by 2022, which indicates that investment in learning management solutions (LMS) will continue to increase. I fully expect 麻豆原创 Litmos to be at the forefront of this growth in the UK. This world-class LMS empowers organisations to deliver critical knowledge to employees, and their wider ecosystem of customers and partners, at any time, on any device.

鈥淲hat鈥檚 more, L&D professionals can deploy 麻豆原创 Litmos in days, not months. It鈥檚 a recipe for success, especially in the hands of TalenTeam – one of the UK鈥檚 most experienced and dedicated implementation partners for learning technologies.鈥�

Find out more about

We are co-hosting with TalenTeam the on 12^th & 13^th May 2021. to discover the latest insights in learning, 麻豆原创 innovations and roadmaps, hear from industry experts and 麻豆原创 customers.

The post TalenTeam Becomes First Accredited Partner For 麻豆原创 Litmos In The UK appeared first on 麻豆原创 UK News Center.

According to the World Economic Forum鈥檚 , there are 10 top skills that will be key for any organisation鈥檚 purpose and success by 2025. When we group them by their coherence and relatedness, we come up with four key groups of skills that every organisation, regardless of their industry, should consider for their future workforce:

• Problem solving
• Self-management
• Working with people
• Technology use and development

If we look at these skills from a healthcare sector point of view, these are crucial skills for healthcare organisations and apply to every profession. Each skill is basically a requirement of key roles in delivering healthcare services. If we look at employee personas in healthcare, i.e. frontline workers such as doctors, nurses and back office employees in procurement, HR or any function supporting the delivery of healthcare services, these skills are sought after skills that needs upskilling and developing as challenges grow. With the current pandemic, these skills have proved to be important to overcome the challenges of any crisis situation and they are crucial in the post-pandemic world of recovery and rebuilding the future of the organisation.

If we look into these skill groups from a talent development point of view, there are various ways of assessing, managing and developing them, which is one of the key mandates of the HR organisation. It is HR鈥檚 responsibility to identify skills gaps, decide whether to train or hire, assess the overall impact of training on objectives, recommend types and methods of training and have an oversight of this continuous learning activity. Ideally the HR function will create a 鈥渓earning for life-time鈥� culture, so that it becomes a part of the organisation鈥檚 DNA.

, built a continuous learning culture which led to exceptional patient care and ensured that employees were put first. Atrium Health continues to increase employee engagement, inspire learning and boost careers. By supporting and energising its teammates, the healthcare company consistently delivers the highest standards of patient care, which in turn is helping it become recognised as one of the first and best choices for care.

Another key point to consider in building this learning culture, is that any upskilling or reskilling initiative must align with a broader, strategic workforce plan. Often there are times when an organisation follows key trends in talent development, both from training design and a delivery point of view, and a real skills gap issue can be overlooked. The key objective is to identify the gap and then define the learning strategy to bridge the gap.

What we see now in many healthcare organisations, is the need is urgent and there needs to be a clear strategy and plan to bring the right people onboard to achieve continuity in delivering exceptional services to patients, whilst ensuring these people have the right skills. This is why a strategic workforce plan cannot be segregated from overall skills analysis to see what skills and capabilities your organisation has at that moment, what additional skills are required and what skills you no longer need. This way you can reskill these individuals and they can continue serving your greater purpose as an organisation.

According to a recent , 44% of government agencies indicated that talent excellence in a collaborative and innovative culture is a priority based on the digital transformation vision, strategy, and roadmap. Healthcare organisations are also experiencing similar challenges in their current efforts to deliver relevant learning offerings to their workforce.

Aligned and agile learning is proving to be the way forward for healthcare organisations and with the latest innovations, new learning approaches and platforms can address these emerging learning needs. provides an agile platform to help build the learning structure that your organisation strives for.

For more information, visit the聽聽and the聽麻豆原创 News Center. Follow 麻豆原创 on Twitter at聽听补苍诲听.

The post Closing The Skills Gap And Strategic Workforce Planning In Healthcare appeared first on 麻豆原创 UK News Center.

Initially, the focus of the partnership is to empower students in Co-op Academy schools by equipping them with digital skills, inspiring confidence and highlighting future career opportunities.

Existing partner of both 麻豆原创 UK and the Co-op Academies Trust, , will deliver important digital skills by hosting 鈥楳achine Learning in a Day鈥� and 鈥楢pp Design In A Day鈥� courses in Co-Op Academy schools. 麻豆原创 UK will also host a series of presentations and workshops, showcasing the opportunities for young people in the technology industry.

With government guidelines and Covid-19 restrictions, the partnership has also explored additional avenues by which 麻豆原创 UK and the Co-op Academies Trust can accelerate their shared mission.

We sat down with Alison Mander, Head Teacher at Co-op Academy Grange in Bradford, to explore how her school has been affected by the global pandemic and how the partnership between 麻豆原创 UK and the Co-op Academies Trust has had a direct impact on her students.

The Co-Op Academy Grange is the largest school in the Co-Op Academies Trust and serves one of the most deprived areas in Great Britain. They have been able to stay open throughout lockdown for a very small number of children, and as of June 15^th they opened to Year 10s.

Alison, thank you so much for taking them time to speak with us. We鈥檙e thrilled to hear you鈥檝e managed to stay open throughout this crisis and want to thank and congratulate you, on all your hard work throughout this period.

Let鈥檚 start off by discussing the challenges you鈥檙e facing due to Covid-19?

The first challenge is staying on contact with our pupils. The overwhelming majority of parents have made the decision to keep their children at home. So, out of 1600 children there are only about 12 children that come in each day. Therefore, we are working remotely with everyone else.

Logistically, this is very challenging. Weekly contact needs to be maintained with every child, which is done by phone, or if possible, by email. In many cases this is not possible, so we鈥檝e been making a large number of home visits to stay in contact with all of our students.

As you can see, connectivity and access to the internet has been challenging. Initially we relied on the postal service, posting work out to children鈥ut when there are 1500 students, this is quite a task.

We soon realised we needed to understand who had access and or/connectivity to the internet in order distribute content more easily. Many of our students don鈥檛 have access to the internet or a phone, or they鈥檙e sharing devices which is not conducive to proper work.

Moreover, we anticipate that for the next school year, much of our teaching will need to be remote 鈥� and pending further guidance from the government – we see a blended approach going forward.

This has meant we have had to make a concerted effort to supply our students with a device so that they can work effectively over the Internet. Approximately 350 families have been provided with devices, which is roughly 25% of students.

However, this is only the beginning of the solution. We now need to upskill staff and students in how to maximise the technology we have. In the virtual staff room the joke is: 鈥榳e鈥檝e got a porche but we鈥檙e still riding it like a bike鈥�.

Due to our pre-existing relationship with the Co-op Academies Trust, 麻豆原创 was able to donate 拢10,000 to help support the Academies throughout the upheaval Covid-19 has created. How was that money helped you?

The money that 麻豆原创 donated went to students identified as high priority. Namely, Year 10 students -who next year will be taking their external exams – who don鈥檛 have access to the internet. With this money we were able to equip these students with with Chromebooks and dongles.

Even better, we were able to purchase these devices very quickly, and once they had arrived at school we were able to get them to student within a day.

Previously, the students had been waiting for devices from the government, which we鈥檝e still not had any update on (at the time of writing 15/6/20), and so it was a huge relief to get these students connected so rapidly.

Statistics are suggesting that there are How did you establish the specific needs of your pupils?

We started by attempting to make contact with every student and their family, which was a challenge. With lots of our pupils unreachable, much of our work was done on foot. We had staff members go and visit pupils鈥� homes in order to understand their circumstances regarding connectivity and access.

I鈥檓 confident now that we鈥檝e started to plug the gaps where children don鈥檛 have access, or only have limited access. For example, we often found that whilst there was a device in the household, it was being shared between three or four children, so despite having access they couldn鈥檛 work effectively.

Once we had understood the demand for devices, we were able to utilise the donation, purchasing equipment and distributing it accordingly.

Ideally, I would like to be able to provide every student with a Chromebook regardless of their situation, so that everyone was on a level playing field.

It鈥檚 very obvious from what you鈥檝e said that the education system and schools themselves have been hugely disrupted by the pandemic. What would you say are the key learnings from this period?

Firstly, I think everyone has realised that teaching is more difficult than they thought! I hope this recognition might reinvigorate people鈥檚 interest into teaching as a profession, as the sector is experiencing a real lack of supply.

We鈥檝e also realised that despite all the technology we have, there is no substitute for face-to-face teaching and learning.

The way we鈥檙e moving forward at the moment has pushed us to adopt Google Classroom quicker than we would have done, and in the years to come I think our Google Classroom experience will supplement what happens in school. But I would stress that this will be a blended approach between face-to-face and virtual.

Staff have had mixed responses to online teaching. Some are very familiar and happy to use Google Classroom, and other less so hence we鈥檝e got ongoing professional development to explore. This will be a training and development opportunity for students too, as they are learning and discovering new skills with technology, such as how to compose and send an email in a professional setting.

Alongside this, there are personal skills that students are being forced to accelerate: how to work independently and manage one鈥檚 time for example, as working at home is very different to the structure that a school day provides.

So, we have the task of upskilling staff and students on many fronts while also providing engaging content that facilitates this. More importantly, we also recognise the need for effective feedback; there has to be a relationship in place for remote working to be successful.

As you mentioned, the school day is hard to replicate and a studies are showing that . How are you dealing with the remote aspect of learning, has it affected your relationship with parents and guardians?

We鈥檝e found two extremes: we鈥檝e had parents who have said they can鈥檛 get their children to do any work, whereas some parents have been sitting with their children at the table for five to six hours a day doing school work.

It鈥檚 about finding that middle ground, and making parents aware that it鈥檚 about finding learning opportunities in everything you do, not just what school provides.

Thank you for taking the time to share these insights with us Alison, it鈥檚 been enlightening to hear your experiences. Do you have anything else you鈥檇 like to share?

Personally, it鈥檚 be really heartening for me to be able to provide students with the capabilities to continue learning.

We鈥檝e had students email from their phones, saying they鈥檙e finding it really hard to work, and asking for help. And we鈥檝e been able to respond almost instantly, delivering them a Chromebook the next day. Within the space of two days, I have the same student emailing me again, from their new Chromebook, expressing their appreciation. It鈥檚 truly heartening to be able to provide for them during this time, so thank you again for 麻豆原创鈥檚 support.

Alison Mander, Principal, Co-operative Academy Grange, Bradford

The post How 麻豆原创 And Co-op Academies Trust Are Helping Empower Students During Covid-19 appeared first on 麻豆原创 UK News Center.

Employees in the Nordics and the UK engaged in purposeful ways by creating community websites and online shops for charity and by sharing motivational stories as a response to the current crisis. But they have not been the only ones. Teams all across the company live our purpose to help society continue to improve.

is a community for youth all over the world who are passionate about innovation and technology and want to shape the intelligent enterprise as future decision makers. One fundamental part is the 麻豆原创 University Alliances that introduce students and faculty to 麻豆原创 software by providing networking and educational activities to build the talent of the future.

鈥淪haring means caring鈥� 鈥� 麻豆原创 employees in the Netherlands took this saying to heart and saw the opportunity to share all their know-how with the next generation. Even before the pandemic, co-workers from different teams (Sales, Presales, Marketing, Consulting and Customer Experience) have collaborated actively with universities. Now, still motivated to help people grow to their best forms, they continue the collaborations online.

In form of (now digital) guest lectures, students from universities such as Avans Hogeschool and Hogeschool Rotterdam are able to get firsthand insights about topics ranging from data analytics to sales and account management, supply chain management, business processes, and augmented reality to also help diminish the current lack of access to practical experience. Besides, with workshops such as an ERP simulation game on an 麻豆原创 S/4HANA system, students can get a glimpse of how business processes could look like and can experience how simple and effective 麻豆原创 S/4HANA is. On top, the team eagerly shares their knowledge on intelligent technologies to establish a deeper understanding of the Intelligent Enterprise within the next generation of young workers.

Starting with single requests from lecturers who knew 麻豆原创 employees and how 麻豆原创 has enriched their teaching methods, the guest lectures and workshops have become reoccurring events over the years where 麻豆原创 was requested to present cases, conduct workshops, or guest lectures. 鈥淥ur annual goal is to share our knowledge with 10,000 students in the Netherlands鈥�, Jaap Verdonk, Alliance Partner Associate & Program Lead Next-Gen NL, explains. At this point, many universities already adopted 麻豆原创 systems as a fixed component of their curricula.

Yet, not only the number of attendees has grown. More and more 麻豆原创 colleagues want to share their insights. This is why Jaap鈥檚 Team is currently building an for everyone who wants to participate, enabling every single one to support each other and act in a purposeful way just by sharing their stories.

More info about how we can tackle challenges in the time of disruption:

More about the 麻豆原创 purpose and promise:

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