February 2025 CorporateVision The future of better business
AI Global Media, Ltd. (AI) takes reasonable measures to ensure the quality of the information on this web site. However, AI will not assume any legal liability or responsibility for the accuracy, correctness or completeness of any information that is available through this web site. If errors are brought to our attention, we will try to correct them. The information available through the website and our partner publications is for your general information and use and is not intended to address any particular finance or investment requirements. In particular, the information does not constitute any form of advice or recommendation by us or any of our partner publications and is not intended to be relied upon by users in making or refraining from making any investment or financial decisions. Appropriate independent advice should be obtained before making any such decision. Any arrangement made between you and any third party named in the site is at your sole risk and responsibility. Welcome to the February 2025 issue of Corporate Vision Magazine. A monthly publication dedicated to delivering the latest insight and news from across the corporate landscape. Bringing you features from our HR and Employment Awards 2025 it’s an honour to give a special mention to Celia Gianetti from Mitsubishi Chemical America as she wins Best Chemical Manufacturing Talent Management Director 2025 (Americas). Our HR and Employment Awards 2025 are a reflection of the dedication to employee wellness, in so many ways, as organisations – large and small – continue to prioritise their people. As a platform, we are proud to shine a spotlight on our deserving award winners as they alter the trajectory of their industries. We hope you find this issue to be insightful and inspirational as we journey through the first quarter of the year. We are delighted to celebrate our winner’s successes, while showcasing those all-important business updates for your perusal, and we look forward to seeing you again in March. Sofi Parry, Senior Editor Website: www.corporatevision-news.com Editors Letter Editorial Team Sofi Parry, Senior Editor | Kita Thomas, Writer | Joshua Beardsmore, Writer Design Team Emma Hunt, Creative Team Manager | Lauren Baldwin, Graphic Designer
Contents 4. News - ViQi and Agilent sign a co-marketing agreement to promote AIbased automated imaging assays - Validation Institute Announces New Program to Help Employers Find Fiduciary-Compliant Benefits Firms 6. Mentessa: Connecting Companies, Communities, and Cultures 7. Mitsubishi Chemical America: The Talent Management Expert: Celia Gianetti 8. 5 Essential Tools for Optimising Your Digital Marketing Strategy in 2025 10. Assessing Your Workplace Mental Health Strategy for 2025
Corporate Vision ViQi and Agilent sign a co-marketing agreement to promote AIbased automated imaging assays Using high-resolution images and AI-based technology to measure morphological changes in cells earlier than standard assays ViQi Inc. (www.viqiai.com) and Agilent Technologies announced a co-marketing agreement to promote imaging assays utilizing high-resolution images and AI/ ML technology. Together, these companies can offer a complete solution for automating routine assays commonly used in virus research, vaccine and antiviral discovery, and analytical development in support of the manufacturing of biologics. This agreement showcases the capabilities of the Agilent BioTek Cytation cell imaging multimode readers and the range of possibilities for using AI-based data analysis to identify cellular morphological changes leveraging ViQi’s predictive AI technology. This agreement will drive highthroughput (HTP) through automation, improved precision, and reduced costs compared to the current standard manual assays. The time and cost savings will enable labs and manufacturing facilities that adopt automated assays to focus on other yet-unsolved challenges. “ViQi’s customers need access to a high-resolution and fast imager to run our AI-based assays, including our flagship assay, AVIA™,” said Kathy Yeung, ViQi’s CEO. “The line of Agilent BioTek Cytations are an excellent choice for this. Through ViQi and Agilent’s shared values in finding the best solutions for the labs we serve, we realize strong alignment in bringing reliable automated imaging assays to the market.” “The coordination between Agilent and ViQi will accelerate access, implementation, and adoption of automated imaging assays that leverage advanced AI/ ML analysis capabilities,” said Joe Clayton, Director of Applications and Technical Marketing in Agilent’s Cell Analysis Division. “Agilent and ViQi can offer coordinated support to our academic and industry partners, making this agreement beneficial for all of our customers.” The agreement will initially focus on organizations working with vaccines and antiviral research, with an emphasis on AVIA utilizing images from any of the Cytation instruments. As the alliance develops, the companies will explore opportunities with other assays that extend beyond measuring viral infectivity.
News Validation Institute Announces New Program to Help Employers Find Fiduciary-Compliant Benefits Firms Validation Institute has launched the “Fiduciary Validation for Benefits Firms” program to help employers make more informed decisions about their benefits. The program identifies fee-based firms that operate transparently and independently, ensuring they receive unbiased advice and value. To empower employers to make more informed decisions about their employee benefits, Validation Institute (VI) today announced a new program, “Fiduciary Validation for Benefits Firms.” This initiative identifies and validates fee-based benefits firms that operate with transparency and objectivity, ensuring employers get the best value and advice, free from vendor, carrier and PBM influence. Under new guidelines, Validation Institute will evaluate the revenue models of benefits firms that provide consulting and procurement services for employers. Those that comply with federal law by accepting compensation only from employers — not vendors or carriers or PBMs — will be validated. Furthermore, to give employers peace of mind, validated firms will be backed by a strong $100,000 credibility guarantee from the Institute, demonstrating its commitment to quality and trust. “Benefits firms heavily influence which products employers purchase for their workforce, and Validation Institute wants to make it easier for them to identify benefits firms whose revenue models align to help them achieve their objectives,” said Al Lewis, CEO, Validation Institute. “We are proud to provide this service for employers so they can improve the financial and physical health of their organizations,” Mr. Lewis continued. “Going back to the 1950s, employers have used benefits firms — mostly brokers — to help them evaluate products and get the most value for their money,” said Donovan Pyle, CEO of Health Compass Consulting, and Chair of Validation Institute’s “Certified Health Value Professional” Advisory Board. “The challenge is that most employers work with benefits firms who accept compensation from suppliers, which undermines their ability to give employers objective advice on how to effectively finance and procure healthcare for employees,” Mr. Pyle elaborated. Validated benefits firms are best equipped to help employers fulfill their fiduciary responsibilities, reduce costs, and improve value for employees. More information on the Fiduciary Validation for Benefits Firms is available at https://validationinstitute.com/hottopics/validation/fiduciary-validated-benefits-firms-requirements
Corporate Vision learning. Tina advises that businesses invest in simple but powerful HR technology to streamline processes, focus on clear communication to enhance engagement, and develop leaders at all levels to drive long-term success. She tells us that SMEs should also build a strong employer brand by aligning their values with employee expectations, making them competitive in talent attraction and retention. “Ultimately, great HR is about empowering people – when employees thrive, the business follows,” she adds. “My advice is: build communities. Connect people and foster belonging. People build things; people make change; people drive growth. This is why I build my business and my carer around relationships. Relationships are more valuable than connections as they go both ways. Great, productive relationships are time-consuming, as they require us to get to know each other, and give first. But in the long-run, there is only one way to build successful companies and careers – relationships. It takes a village.” As a result of Tina’s expert understanding of the industry, Mentessa has been successful in building many long-lasting relationships throughout the sector. Since 2021, Mentessa has been active in the worldwide enterprise market, laying the solid foundation of a stellar reputation that has earned it the title of Best AI-Driven Learning Culture Platform 2025 in the HR and Employment Awards 2025, as well as numerous glowing testimonials detailing its excellence. “Only by understanding the skills of the workforce can we connect and develop them,” writes Peter Krtschal, Head of HR Management at Raiffeisen-Landesbank Steiermark. “Our collaboration with Mentessa brings us one step closer to our strategic HR agenda. Their vision aligns exactly with our commitment to driving continuous learning and development for our employees, leading the industry transformation throughout the region.” Contact: Tina Ruseva Company: Mentessa Web Address: www.mentessa.com Mentessa: Connecting Companies, Communities, and Cultures Human beings are born with a deep rooted desire to belong; we have a psychological need to be a part of something meaningful, to have the opportunity to grow, and to also give back – the very reason that communities are formed all around the world. Mentoring is closely-knit into the DNA of great communities, helping to maximise the potential of a group and offering ways for self-actualisation. Companies opting to build a culture of mentoring provides support, opportunities, and an inclusive community. We find out more from Tina Ruseva below, Founder of Mentessa, a platform designed to help organisations transform their workforce into a connected learning community. Founded in 2019, Mentessa is an award-winning AI platform built to help companies create a connected learning culture, striving to remove barriers impeding learning and collaboration for everyone in the workplace. To achieve this mission, Mentessa takes a radically different approach to upskilling, connecting employees with peers, content and jobs to provide them with continuous learning and collaboration opportunities that are highly personalised and strategically structured, carefully guiding their journey as a mentor would. “Our vision is a silo-free workplace in which we all collaborate to solve problems together,” says Tina. “Technology can help us reduce the transaction cost for finding the right match at the right time, reduce bias, and focus on what matters most. This is what we are building and what we believe in.” Mentessa is driven by technology, but what truly makes the company stand out is its human-centred approach. Serving as a “mentor at work”, Mentessa guides each and every employee on their journey by providing individual matches for mentors, training opportunities, and jobs. This approach is driven by Mentessa’s mission to create equal opportunities for everyone in the workplace for which NASDAQ endorsed Mentessa in 2021. Tina tells us that an inclusive workplace is key to fostering innovation and engagement, as well as serving as a pillar of democracy within a multicultural society. However, when it comes to collaboration, employees are often limited by hidden skills, human bias and their social backgrounds. While effective job matching is a prominent problem for businesses, matching for quick one-to-one knowledge exchanges can be an even more complex problem and remains unsolved. Short-term matches are crucial to developing the knowledge economy, and the ability to connect the right people at the right time will be essential in the future workplace “Mentessa is solving this problem with an AI-powered, skills and knowledge exchange platform matching people efficiently and effectively, and also inclusively,” Tina explains. “Rather than matching personality for long-term work, we identify the best next step for a specific problem to enable an ad-hoc learning experience. Sharing knowledge, experience, and meeting diverse peers drive learning and connection, and empowers more employees to engage in the value-creation process. This fosters belonging and transforms a workforce into a community.” Mentessa operates with the steadfast belief that the key to strengthening HR lies in embracing technology, prioritising employee experience, and fostering a culture of continuous
February 2 2025 | 7 Created with the core values of collaboration, bravery, respect, integrity, and persistence, MCA is working towards its mission to become a “Green Specialty Company” which “leads the way in realizing KAITEKI, for the well-being of people and the planet.” Celia Gianetti, Director of Talent Management, shares, “I am very proud of the way my team has lived these core values to build strong partnerships within the organization, be it by fostering collaboration between two businesses or by thinking outside the box and being flexible in the solutions and initiatives that we drive forward across the enterprise.” Dedicated to strategic talent acquisition, MCA builds a strong supply of highly talented candidates with the right attitude and learning agility. Of course, MCA firmly believes a candidate should have baseline skills related to their role. However, their main priority is ensuring they have learning agility, a strong sense of ownership, and a bias for action. Celia adds, “Our team casts a wide net to maintain a roster of potential hires, and we encourage hiring managers to prioritize attitude over experience, as skills can continually be developed.” “Our robust employee referral program is supported by a workforce that feels at home at Mitsubishi, which reflects our vision of prioritizing the well-being of people and the planet.” Over the past year, Celia, the leader of the MCA’s Talent Management Center of Excellence (COE), has made significant strides in developing leadership programs and a robust talent review process. These initiatives have boosted organizational performance, employee engagement, and culture. Finding the right talent is crucial, but a strategic approach to development, be it for aspiring leaders, high-potential employees, or the broad organization, is essential for long-term success. Celia and her team have worked closely with business leaders to assess needs and create customized training sessions, coaching programs, and cross-functional projects to prepare associates for future leadership roles and sharpen their skills. A disciplined approach to succession planning has been established to drive organizational effectiveness and to identify key roles and potential successors, ensuring continuity in leadership and enhancing organizational agility in an ever-evolving business landscape. With her dedication to her role, Celia says, “I see HR as a business enabler, and I love that we can drive business results while helping our employees achieve peak performance and fostering a positive, dynamic organization.” On a mission to create pioneering solutions for the entire globe, Mitsubishi Chemical America (MCA) is built on a rich legacy spanning many decades. In fact, with its establishment in 1870, Mitsubishi was formed on a firm foundation of excellence and innovation. Here we learn more from Celia Gianetti as she is bestowed with the prestigious title of Best Chemical Manufacturing Talent Management Director 2025 (Americas) in our HR and Employment Awards 2025. The Talent Management Expert: Celia Gianetti When it comes to aspiring talent managers, Celia shares some words of wisdom, “Dive deep into the business. While academic knowledge is important, understanding the company’s objectives and aligning talent strategies is key to success. Cultivate a strong sense of ownership and resourcefulness and build meaningful connections within the organization and the industry. Focus on continuous improvement rather than perfection and prioritize problem-solving by looking at what is possible instead of being held back by limitations in technology, resources, or time.” With a focus on business value, Celia elaborates, “Rather than relying on process standardization, frameworks, or checklists, talent development leaders must inspire trust and engagement. By focusing on how we can bring value to the business and foster an environment of continuous improvement, we can unite business leaders and employees in our shared vision for the organization.” This truly reflects her commitment to MCA and the people it positively impacts at the end of its processes. We wish Celia all the best as she continues to build the path where Mitsubishi Chemical America’s team members can grow and excel in their roles, in line with the company’s core values. Awarding Celia with Best Chemical Manufacturing Talent Management Director 2025 (Americas) is a pleasure as she consistently demonstrates her passion for people development, which has the power to change the world as know it. Contact: Celia Gianetti Company: Mitsubishi Chemical America Website: https://us.mitsubishi-chemical.com/
Corporate Vision 5 Essential Tools for Optimising Your Digital Marketing Strategy in 2025 By Michael Ryan is CEO and founder of Ink Digital 2024 has been a year of change in the world of digital marketing, with rapid advancements in technology and shifting consumer behaviours forcing businesses to continuously adapt their strategies to keep up. As we head towards the New Year, it’s a good opportunity to take stock of your business’ current strategies, assess what’s working, and identify areas for growth. Here are 5 essential tools to get the most out of your digital marketing strategy and drive results in the year ahead. 1. Personalisation Personalisation is everything to today’s consumer. In fact, recent studies show that as many as 71 per cent of consumers now demand personalised interactions. Unlike the traditional way of running campaigns, where you show the same message to everyone, personalised marketing involves tailoring a message specifically to each customer’s needs. This approach creates a deeper connection between your brand and consumers, making each interaction feel more relevant and valuable. For instance, instead of sending a generic email to your database, you can use customer data to recommend products based on previous purchases or browsing history. Similarly, by running personalised ads on social media, you can showcase products that align with the user’s specific interests. Businesses that successfully implement personalised marketing strategies see higher engagement rates, improved customer loyalty, and increased sales, so this will be crucial for staying relevant and building long-term relationships with your audience in 2025. 2. Video and short form content Video remains a powerful digital marketing tactic, accounting for 82.5 per cent of global internet traffic. In 2025, short form video in particular is set to grow, with platforms like TikTok, Instagram Reels, and YouTube Shorts making it the go-to format for capturing attention. To make your brand stand out, experiment with formats like live streams, quick tutorials, and bite-sized storytelling that humanise your offering. Not only do these resonate well with audiences, but they also align with the fast-paced consumption habits of today’s digital users. For example, offering a behind-the-scenes look at your brand’s creative process is a great way of building authenticity, while showcasing product demos or quick ‘how-to’ clips can show your expertise in an accessible way.
February 2025 | 9 Additionally, incorporating interactive elements like polls, quizzes, or Q&A sessions into your video content can drive deeper engagement and build a stronger connection with your audience. 3. Voice and visual search The emergence of voice assistants and visual search tools is reshaping how consumers discover and interact with content online, making optimisation for these technologies more important than ever. Devices like Amazon Alexa, Google Assistant, and Apple’s Siri have become household staples, enabling users to perform searches using natural, conversational language. At the same time, visual search tools like Pinterest Lens and Google Lens are revolutionising how people shop, plan, and explore by allowing them to search using images rather than text. To stay ahead, optimise for voice search by targeting natural language queries and incorporating long-tail keywords and question-based phrases. Ensuring your website is mobile-friendly and loads quickly is also essential, as many voice searches are conducted on mobile devices. 4. Data privacy As data privacy becomes more of a priority for consumers, businesses must adapt to stricter regulations and heightened expectations. Trust is now a critical factor in brand loyalty, with customers more likely to support companies that handle their data transparently and responsibly. To build trust, implement clear opt-in policies, use zero-party data [information that customers willingly share], and ensure full compliance with data protection laws like GDPR and CCPA. Balancing personalisation with privacy is key – offering tailored experiences without overstepping boundaries will set your brand apart in 2025. 5. Harnessing AI AI has revolutionised the business landscape over the past few years, with new AI-powered tools emerging at a rapid pace. In 2025, it will play an even more prominent role, allowing brands to streamline their processes and enhance customer experiences. One of the most impactful applications is AI-powered content creation, which assists businesses in producing relevant, engaging content tailored to their audience. While these tools haven’t replaced human creativity [and likely won’t anytime soon] they’re invaluable for saving time, customising messaging, and delivering personalised product recommendations. AI is also reshaping search results, with tools like Perplexity and AI-enhanced features on major search engines influencing how consumers find information. This evolution will significantly impact SEO strategies next year, requiring businesses to adapt to remain competitive. As AI continues to evolve, it’s vital to integrate it into your marketing efforts to connect with your audience and drive success in new and exciting ways. Final thoughts 2025 promises to be a milestone for innovation, with the above tools set to reshape the digital marketing landscape. But, navigating these changes successfully will require more than just keeping up with the latest trends. The true key to success lies in striking a balance – adapting to emerging technologies while staying grounded in what matters most: building genuine, meaningful relationships with your audience.
Corporate Vision them this year ensuring you address gaps and take an honest review of the costs of workplace absence? The 4 steps to assessing and implementing mental health strategies 1. Mental health audits Tailored mental health audits are an effective way to firstly identify the specific needs of your workforce. Audits assess the current state of mental health support within the organisation, highlighting areas for improvement, such as gaps in resources or prevalent stressors. They provide actionable insights that can guide the development of policies and programmes. Partnering with experts to conduct these evaluations ensures an objective and comprehensive understanding of the organisation’s mental health landscape to understand what your workforce needs and if it’s working. 2. Mental health training Mental health training is a straightforward and impactful way to support employees and create a foundation of support for employees. Effective mental health training can take several forms: • Top-down approach: Equipping senior leaders and managers with the skills to identify mental health challenges, model positive behaviours, and create an open dialogue around mental wellbeing. This approach ensures that mental health is prioritised at every level of the organisation. • Mental health champions: Training employees as peer supporters to provide a trusted point of contact for colleagues. These champions encourage open conversations, organise regular check-ins, and act as a bridge between staff and management, which can promote early intervention and help to form a culture of care. • Organisation-wide training: Delivering consistent, comprehensive training across all levels of an organisation can build shared understanding and responsibility for mental health. This could include practical workshops, webinars, and interactive modules to teach stress management, resilience, and effective communication skills. These initiatives not only empower employees but also contribute to a more engaged and resilient workforce. 3. Therapy services Offering access to professional clinical services is a critical step in providing comprehensive mental health support. These services can include talking therapies, such as Cognitive Behavioural Therapy (CBT), access to licensed counsellors and psychologists, and support Assessing Your Workplace Mental Health Strategy for 2025 By Alison Bromley Head of Partnerships at Onebright In 2025, many businesses have come a long way in their acceptance and understanding of the importance of supporting mental health in the workplace. Reports show, of the UKs top companies, around 96% now offer some type of mental health support to their employees. Statistics indicate that around 15% of working adults are living with a mental health condition, with anxiety, depression, and stress being the most common. This is not, however, reflected in the uptake of services. There are a few reasons why that is the case. The challenge is that companies often hold the belief that with an Employee Assistance Programme (EAP) and in some cases, private health insurance, and some wellbeing apps, that they have mental health support covered. These are very important services, but the reality is they don’t support everyone or provide the insights that help organisations progress and develop personalised care of their diverse employee populations. When people are unwell – making a call to an EAP or a private insurer can be a difficult step and challenging to navigate a pathway to support. The UK’s annual £51 billion costs associated with mental health, of which approximately £24 billion is attributed to presenteeism, is the macro picture of all of the pain points that every organisation experiences and HR teams worry about for the cases that can’t access support that is needed. We know from our data, and that of trusted institutions, that each day an employee is not in work in excess of normal levels of sickness, or they are ‘in work’ but not able to deliver, that £200-£350 is lost in value and productivity. That’s a very conservative data point working on average gross salaries plus the cost to employers. Across larger organisations that really starts to add up. We know that in some cases employees may present to HR with workplace grievances that can add complexity. It is important to implement a caring and confidential, proactive service that reaches out to people to get them an appointment to access an expert assessment. This is the first step in getting an employee the right help. Return on investment Investing in mental health initiatives yields measurable returns for organisations. Recent meta-analysis (Deloitte) indicates that for every £1 invested in workplace mental health support, companies see an average return of £4.70 through increased productivity and reduced absenteeism. This makes sense considering the costs of having an absentee or struggling presentee employee. A mentally healthy workplace also enhances employee morale, reduces turnover, and strengthens the organisation’s reputation as an employer of choice. It’s likely that your company has strategies and policies in place, but how impactful are they, and how can you improve
February 2025 | 11 for specialised conditions such as trauma recovery or addiction management. Organisations can provide these services through insurance plans, Employee Assistance Programmes (EAPs), or partnerships with external providers. EAPs provide confidential, 24/7 access to trained professionals to help employees manage mental health challenges such as stress, anxiety, and depression. These programmes create a safe and discreet space for individuals to seek support without fear of judgement, addressing specific mental health needs. By investing in the provision of therapy services, you can reduce absenteeism and improve productivity, making them a vital tool for a resilient and engaged workforce. 4. Data and analytics Regularly tracking and analysing data on the effectiveness of mental health strategies and policies is essential for driving business growth and employee wellbeing. Metrics such as productivity levels, absenteeism rates, and reasons for sickness absence provide valuable insights into organisational health. In 2023, it was estimated that 17.1 million working days were lost due to work-related mental health issues from 875,000 workers. Understanding these patterns allows organisations to implement targeted interventions to reduce absenteeism and support their workforce more effectively. Data from mental health audits can also help businesses to set targets and measure their return on investment. In 2025, the importance of prioritising mental health in the workplace has never been clearer. Organisations that embrace strategies such as mental health champions, audits, training, and clinical services can create an environment where employees feel supported and valued. These efforts benefit not only employees but also drive organisational success. This year, think about the ways that you can assess and refresh your mental health strategies.
CorporateVision The future of better business
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