Latest news with #internship
Yahoo
13 hours ago
- Business
- Yahoo
Mansfield event shows how to build internship programs that work
The Richland Area Chamber & Economic Development will host a BOSS session on June 24. According to an announcement, the session, titled 'The Internship Blueprint: Building Programs That Work,' aims to assist business owners, managers and HR professionals in developing effective internship programs. Participants will gain insights from local leaders who have successfully implemented internship models. They will learn practical steps for creating meaningful roles and discover how internships can support long-term workforce strategies. Panelists for the event include Fred Boll, Jessica Johnson, Ashley Tucker and Evan Stuart. The program is presented by Citrin Cooperman. The event will take place from 8 a.m. to 10 a.m. at the DLX – Kobacker Room, located at 28 N. Main St., Mansfield. Breakfast will be served at 8 a.m., with the program starting at 8:15 a.m. Admission costs $50 for non-members and $30 for Engage & Connect members. Complimentary tickets are available for certain membership levels, but registration is required. To register for the BOSS event, visit or contact Lisa Duckworth at lduckworth@ or 419-522-3211. This story was created by Jane Imbody, jimbody@ with the assistance of Artificial Intelligence (AI). Journalists were involved in every step of the information gathering, review, editing and publishing process. Learn more at This article originally appeared on Mansfield News Journal: Internship tips from Mansfield pros at June 24 BOSS event
Forbes
2 days ago
- Business
- Forbes
The Bloomberg Arts Internship Opens Up An Industry To Vital New Talent
Bloomberg Arts interns make their final presentations, August 2024, New York City. When measuring economic activity, it's easy to overlook the arts. They are an ornament, people say. A nice-to-have luxury. A sector with hazy and intangible returns. And the riskiest career you could ever choose. All typical—even pervasive—beliefs. But moving into the second quarter of the 21st century, also outdated. With the rise of AI, the culture industry offers jobs that reward human skills and return quantifiable value back to the community. The Bloomberg Arts Internship (BAI), a program of Bloomberg Philanthropies, supports this changing role of arts and culture. By awarding stipends to rising high school seniors and assisting the organizations who bring them in as interns, BAI helps young people better understand the cultural sector and develop qualities that will help them succeed in college and beyond. The Bloomberg Arts Internship was the inspiration of author and Bloomberg Philanthropies board member Walter Isaacson. According to Kate D. Levin, who oversees the Arts Program at Bloomberg Philanthropies, Isaacson made the perceptive observation that in large cities like New York, culture is a major industry but one with limited career access, especially for young people from underserved communities who don't have connections and can't afford an unpaid internship. That aligned with Michael Bloomberg's long-standing belief in the importance of urban areas and his support of overlooked communities. So, in 2012 the Bloomberg Arts Internship was created with the goal of opening up an industry to new talent. Kamora Monroe and Tyhe Cooper at the Bloomberg Arts Internship final presentations, August 2024. Tyhe Cooper, Production Editor at the arts journal Brooklyn Rail and a BAI mentor, explained the core issue that BAI is working to solve. 'I don't come from a wealthy background—cultural or otherwise,' said Cooper. 'So understanding how to enter the art world was very confusing for me. You're not able to get the experience that everyone is asking for because that experience is only available through unpaid positions.' The problem is equal access to that experience. And arts organizations have not been transparent about why it doesn't happen, said Wei Du, BAI mentor and Assistant Director of Public Programs at the Queens Botanical Garden. 'There's very little room for formal growth and formal development in the cultural sector. It's just people climbing the ladder in all kinds of backdoor ways. They should have a clean pathway into these skills, these responsibilities and these competencies.' BAI interns, Karandeep Singh and Markayla Pollack, planning their Christmas ornament making workshop ... More in the QBG Education Department office. It's not only fairness. Growing the intern population equitably serves the mission of many organizations. 'We have a uniquely diverse audience, even compared to the other institutions in New York,' Du continued. 'We're not trying to serve one or two demographics that happen to be in our neighborhood. We really are a garden for the world. And having interns come through the Bloomberg Arts Internship allows us to have a workforce that's reflective of our audience. They bring things that you can't put a price on in terms of cultural literacy, in terms of language skills and perspective.' In addition to their onsite work, BAI interns attend weekly Bloomberg-led workshops on college readiness and professional development. They have writing instruction, learn how to create a resume and LinkedIn profile, and practice public speaking. Their mentors, however, see even greater value in the immediacy of what happens on the job. 'When you're doing an exercise just to do an exercise, it can feel like homework again,' explained Abbey McClain, Executive Director of Touchstone Gallery & Foundation in Washington, D.C. 'But if you have to write an email to communicate with an artist or interview an artist, it's real life. You're thinking about it. You're doing your rereading. You're looking it over and asking your friend to review it. You're doing all the things that are real life. And you take it seriously.' Before schools and degrees, this on-the-job learning was more common. Medieval guilds introduced young people to the realities and possibilities of work at an early age, and that model continued until relatively recently. Our modern educational landscape is more varied than the master and apprentice model, but the same benefits of learning-by-doing still apply. Kamora Monroe, Production Intern, with the Brooklyn Rail's July/August 2024 issue. When Kamora Monroe, a graduating senior at Midwood High School in Brooklyn, began her internship with Brooklyn Rail, her mentors and supervisors Tyhe Cooper and Charles Schultz made sure that she worked in every area of the journal's operation. That included artist and gallery outreach, research, writing, editing and production. After a few months, Monroe was assigned to cover 'Monuments of Solidarity,' LaToya Ruby Frazier's 2024 show at the Museum of Modern Art. The review she wrote has a strong point of view. Monroe owns her perspective and gives the reader a reason to see the exhibit. 'I was very, very grateful to be able to do that, because this is no one's first job—ever,' Monroe remembered. 'The people [at Brooklyn Rail] saw me as an individual who was smart enough and worthy enough to do something like that. At the time, I didn't see myself that way. A 16-year-old girl from Midwood High School writing and publishing an art review? It's unheard of.' This kind of work experience is rare for teenagers who don't have resources or family connections, and that's part of what makes it so valuable. 'The fast-food industry is an enormous vector of employment—and that's great,' said Levin. 'But these roles are much more nuanced in terms of the interpersonal demands.' Bloomberg Artist Internship, 2014 cohort, New York City. That was certainly the case for Celeste Lannen, a BAI high school intern in 2014. She did outreach that summer with the Dance Theater of Harlem, getting on the phone with public schools to promote their scholarship programs. It was all new for Lannen, who stretched beyond her comfort zone as spokesperson of a storied cultural organization. But ten years on, that experience led to where she is now. Lannen is Assistant Director of Collective by 92NY/Talks at the 92nd Street Y. She runs their Young Patrons program, booking and producing events for young audiences. 'I'm programming talks with artists, authors, celebrities that would appeal to people in their 20s and 30s,' said Lannen. 'I reach out to publicists and a lot of them reach out to me. Being able to make a pitch started at BAI, and I'm still doing that to this day, figuring out how to put our best foot forward to compel people to want to come and speak on our stage.' Last year, BAI facilitated more than 1,100 internships with 150 organizations in seven cities—Baltimore, Boston, Detroit, New Orleans, New York, Philadelphia and Washington, D.C. In 2026 the program will expand into Los Angeles. All BAI interns start as rising high school seniors and then have the option to continue with their mentoring organization through their senior year. More recently, BAI began offering opportunities for committed students to extend that partnership into college. A new alumni network in all seven cities makes sure that interns support one another as they make the transition into their first careers. How successful is the program? According to Kate D. Levin, close to 60% of interns place out of remedial writing when they get to college. And the program's alumni enroll in college at rates nearly 30% higher than the national average. But the human relationships that students cultivate may, ultimately, be the most enduring measure of BAI's impact. Executive Director, Abbey McClaine, with Touchstone Gallery Assistants Daryle Locko and Arthur Webb, ... More and BAI interns London Wright, Erin Kilgore and Taylor Freeman after an installation. For Abbey McClain of Touchstone Gallery, it's her ongoing connection with former interns that show the real strength of BAI. McClain makes sure they feel comfortable calling or texting anytime for advice. As she said, many of the same issues around networking, maintaining contacts, and navigating job searches and interviews will follow her interns from high school to college and beyond. And, finally, there's the pride on both sides in seeing growth and promise fulfilled. Tyhe Cooper of Brooklyn Rail remembered watching Kamora Monroe deliver her final presentation at Bloomberg Philanthropies headquarters. 'When Kamora talked about what she'd done and what she'd learned it was beautiful. I got really emotional about it.' 'Some of these folks are so talented,' said McClain. 'You can't wait until they become your colleagues. You can't wait until they take over your office when you retire.'
Yahoo
3 days ago
- Politics
- Yahoo
23 Eye-Opening Confessions From A Former Congressional Intern That Will Shift The Way You See US Government
Watching the news or scrolling through social media, it can seem like the US government is, well, to put it mildly, a literal circus. So it was really eye-opening (and even a little bit reassuring) to read this Q&A with a former Congressional intern who invited people on Reddit to "Ask Me Anything" about what it's really like working on the Hill. They started the thread by writing, "For context, I spent the summer after my junior year of college interning for one of the most prominent representatives in the House. It was during the summer of 2024, so I was in D.C. during some wild events such as the Trump Butler rally, Trump/Biden debate, Biden dropping out, Netanyahu's address to Congress, and much more. Ask away!" Here are some of the best questions and answers: 1.Q: Did your own politics affect how you worked? A: Not really. I worked for a member of my party, so our views were already aligned. Plus, a lot of the job was researching and relaying objective information, so I didn't have a lot of power to assert my own opinions. 2.Q: I'm trying to get a bill passed. Does it help to have thousands of people write their representatives, or is it a waste? Are calls better than using email forms? A: Absolutely. One of my Poli Sci professors told my class that for every one person who raises an issue, there are about 500 people who feel the same way. He did an experiment in which he had 10 different students a week write letters to a representative, asking him to make some random bird the official bird of California. Four weeks and 40 student letters later, the representative proposed the bill on the House Floor. Pro-tip: Have your people call their own representatives. Offices hardly listen to non-constituents. Calls and emails are fine. Also, show up at town halls and tell the representatives face-to-face. 3.Q: I live in an area where my rep is a bunghole who doesn't listen to their constituents. Also, they're of the opposite party from me. Are people like me just out of luck when it comes to getting our voices heard in Congress? A: Apathy is what bad representatives feed on. Don't give up. Stay peaceful. Advocate. Vote. 4.Q: Do you get paid? If not, how does the son of a farmer from Podunk, Idaho, manage the cost of living? A: I was paid a monthly stipend from my office and also received a scholarship from my university. The scholarship covered housing; the stipend covered food... barely. Hill internships are skewed towards students whose parents have money, especially for the unpaid positions. I'm middle class, so I needed the stipend + scholarship to make it work. So if you're the son of a farmer from Podunk, Idaho, you either have to find an office that pays well or see what your college can do for work your butt off, save money, and self-fund the entire thing. 5.Q: I'm from the UK. Over here this sort of role can be step one for a full time political career. Is that true for you? A: Kind of, yeah. Many interns will go on to be entry-level staffers, then work their way up the office hierarchy. For me, I just used it as a résumé builder for law school. I plan to be a career attorney. I have no desire to work in politics. 6.Q: Any hit stories from your time at the hill? Like a scandalous affair? A: No scandals, but the energy on the Hill was so wild after President Biden dropped out of the 2024 race. I wasn't even close to the office when a New York Post reporter stopped me for an interview. There were running bets about who the VP would pick as her running mate. Related: 40 Really, Really, Really, Really, Really, Really, Really, Really, Really, Really, Really, Really, Really, Really, Really, Really Creepy Wikipedia Pages 7.Q: What's the ratio of sleezebags to honest brokers? A: Fortunately, better than the media would have you believe. There are two types of Congressmembers: 1) workhorses, and 2) showhorses. Workhorses do their job well, represent their people, and genuinely advocate for what's right. Showhorses, on the other hand, are the fringe minority you see on TV — think Marjorie Taylor Greene, Lauren Boebert. They get all the attention because they're a bottomless source of entertainment and outrage. But, they hardly show up to hearings, hardly visit their districts, and don't care about anything other than getting Twitter (or X) moments. But like I said, the majority who put in actual work, you won't see on the news. 8.Q: How can the layman tell if their representative is a workhorse or a showhorse? And likewise, what do you suggest as a way to keep them accountable? A: Excellent question! I don't mean it as a bailout when I say, "you know it when you see it," but it does involve a little bit of instinct and intuition. If you go on your representative's Twitter, and they have zero interest in discussing policy, and try to grab the media's attention every chance they get, that might be a symptom of a showhorse. Workhorses typically don't care about the limelight and show genuine care when they interact with constituents. The simplest form of accountability is your vote. If you want to do extra, I encourage you to respectfully call your representative's office, send letters, send emails, attend townhalls, and volunteer for campaigns if you're comfortable with that. I can't stress enough the importance of remaining respectful. If you have a complaint and speak to your representative or the staff in a combative or aggressive manner, you have just given them a free ticket to ignore you. 9.Q: Do staffers from the opposite parties socialize? A: I certainly did. In our professional capacity, talking politics is like sparring — it's all in good faith and nobody is trying to hurt the other guy. But talking shop is kind of rare to begin with. Staffers on the Hill are all cool with each other because, at the end of the day, we're all in a 9-5 that we just try to get through. 10.Q: Do you think that there should be term limits on members of Congress? Say maybe 12 years total as either a Representative or Senator? A: There are pros and cons. Pro: higher turnover leads to new faces who are more aligned with the zeitgeist. Con: Less experienced newcomers are more vulnerable to corruption because lobbyists are persuasive AF. Related: 23 Cute, Happy, And Wholesome Posts I Saw On The Internet This Week That You Absolutely Need To See 11.Q: How are they persuasive? A: Lobbyists get paid six, sometimes seven figures, to convince people to support certain policies. You don't get that kind of money without having the gift of gab. 12.Q: What was the most surprising thing you learned during your time at Congress? A: The Hill is a lot more professional than some people believe. I thought I would see a lot of heated debate and fiery moments, but it's really like any other office. The representative is the boss, and the staff are the employees who try to fulfill the office's goals, whether that's getting a bill passed or raising an important issue on the House Floor. 13.Q: How accurate was Veep? A: I haven't seen it, but a staffer in my office told me that it's the most accurate depiction of D.C. ever seen on TV. 14.Q: What's something that people in Congress (writ large) are most concerned with that doesn't appear on most Americans' radars? A: Great question. It really depends on the current circumstances, but when I was there, a lot of people were stressed about the Farm Bill. It wasn't talked about much on the news (the news hardly covers substantive policy), but the bill was going to have MAJOR implications for American agriculture. 15.Q: Do the reps essentially have everything paid for? As in, do they get credit cards/expense accounts to charge things like meals and groceries and fancy club memberships for "networking?" Or do they pay for things themselves like us regulars? I've wondered this because of how long they all stick around, even when terminally ill or exhibiting outward signs of dementia. A: I don't know, to be honest. I wasn't privy to information on the Congressmember's personal finances. All I know is that each office has a supply store credit card that's used for just A staffer got on my case once because I accidentally wasted an envelope that cost $0.00000000001 in taxpayer dollars. And I'm as bewildered as you are as to why they stick around for so long. Like, don't they want some peace and relaxation before they "go?" 16.Q: Who was the strangest politician you ever interacted with? Who was the nicest? A: Nicest: Senator Cory Booker. I was on the Senate subway one day, and he came in while doing a media interview. He could see that I was watching him, because as soon as he was finished, he came and sat right next to me. He asked me a bunch of questions, "Who do you work for?" "Where do you go to school?" Then, when we got to the stop, I asked if we could take a selfie. He enthusiastically snatched my phone out of my hand and snapped a bunch of pics. Strangest: Nobody that I ever came across. Although I've heard that Ro Khanna is kind of a meme among House staffers. When Congress is out of session, the representatives will go home to their districts, and the D.C. staff will just wear business casual clothes to work. Ro Khanna, I've heard, will stay in D.C. and show up to the office in a full suit. 17.Q: Do you think we should pay members of Congress more as a means to curb corruption (e.g., playing the stock market with insider information)? A: Yes to higher pay for staffers. D.C. is expensive, so a lot have to commute from Virginia or Maryland. I don't think paying congressmembers more would make much of a difference. If you can make hundreds of thousands, even millions, playing the stock market, I'm not sure if a $15- 20k raise would prevent that. What would prevent that, in my opinion, is legislation prohibiting sitting members of Congress from holding stocks while in office. Each member should be legally obligated to put all private assets in a blind trust, similar to President Carter and his peanut farm. 18.Q: What are your thoughts about age limits on the back-end? A: Age limits seem a little arbitrary to me. I see the merit of the idea, but some members who are "up there" in age are still very sharp (i.e., Bernie Sanders). I can understand both arguments, though. 19.Q: Did you ride that underground Capital subway? A: Yep. The Capitol Subway was like the school bus — a place to chop it up with the other interns and make friends. 20.Q: Where did you stay during your internship? How much did your short-term housing cost? Was it with a local uni, or did your school set you up with a housing provider? A: I stayed in a small apartment with four other Hill interns (none of whom I knew beforehand). I found the space on my own through a housing website. It was roughly $4,000 for the whole summer. The housing cost was covered through my university scholarship, however. 21.Q: How do congressional staffers track who is important? If big donors call up or lobbyists call up, do they get special treatment? A: I think staffers get a lot of inquiries from those types of people, but they schedule around who they think aligns with the office's goals. So if you're a strong environmental advocate, you're not gonna take meetings with Big Oil. 22.Q: Watching the news, things in the US feel pretty heated over the past several years. Especially concerning the state of democracy. Was that felt on the Hill, or was it mostly business as usual? A: We didn't have a choice but to keep moving forward. If we held our breath and waited because of uncertainty, nothing would get done. 23.Q: Did your internship make you more or less hopeful for the United States' future? A: More. If our country is to see better days, it's because of young people who see the perils of our political system and are committed to making real change rather than lip service. Also in Internet Finds: 51 People Who Quickly Discovered Why Their Hilariously Clueless Partner Was Single Before Meeting Them Also in Internet Finds: People Are Sharing "The Most Believable Conspiracy Theories," And Now I'm Questioning Everything I Thought I Knew Also in Internet Finds: Holy Crap, I Can't Stop Laughing At These 28 Painfully Awkward And Embarrassing Conversations
Forbes
3 days ago
- Business
- Forbes
Why Smart Companies Are Recruiting Younger Interns
Jill Shedek is the human resources director for Bank Iowa. In the past, interns got a bad rap from employers. Their inexperience was seen as a liability; their eagerness, a barrier to effectiveness. However, their fresh perspective, general enthusiasm and tech fluency can be superpowers that breathe new life into an organization. Considering more employers are planning to pursue or increase intern hiring, it's clear they're beginning to recognize the potential of younger talent. In fact, I believe we'll begin looking beyond college seniors and recent grads as intern candidates. At Bank Iowa, the financial services leaders who mold and shape our teams have onboarded college juniors, sophomores and even freshmen to our internship program. Tapping into this young population may be a smart move if organizations want to ensure there's a skilled talent pipeline available in the future. Less-experienced interns can be a positive presence in organizations. They have an ultra-green viewpoint that's unclouded by corporate bias, which can help mitigate stagnation within a team. When things are going well, the pace of innovation can slow because no one is motivated to "fix what isn't broken." A younger intern, though, won't have a team's standard problem-solving approaches in mind, so they can help open the floodgates for new ways of approaching old problems. Because they arrive at your organization without certain workflows or norms already ingrained in them, younger interns have fewer habits to unlearn. This often means they're more open to learning how things work at your organization, bringing a curiosity that can reduce overall training time. Additionally, if you invite successful interns back to the program in following years, you can continue building their institutional knowledge and develop them into perfect-fit full-time candidates. A certain measure of loyalty comes with hiring interns. If you're their first major employer, you'll likely become their gold standard for defining what a "good job" looks like. This can be tough to compete with once these young professionals officially enter the workforce. With inflation rising and a potential recession looming, students may be more inclined to ensure the degree they're pursuing is worth the high price tag. By offering an internship program, you give them the chance to experience their intended career early. This will either confirm their interests or reveal misalignments that they can correct before too much time and money are invested. For example, most of our interns take standard economics classes. But because we focus on clientele in agriculture, we've inspired past interns to take more-specialized business courses. After working with farm families and agtech firms in rural Iowa, these students wanted to deepen their understanding of agricultural banking and its nuances. When college freshmen and sophomores can access internships, they have more opportunities to learn what kind of workplace environment fits their needs. Knowing this in advance will make their career journey much easier. For example, they might assume they want a remote or autonomous role until they actually try it and realize they need more structure. Any change in your talent strategy is bound to be accompanied by a few hiccups, and lowering the average age of interns is no different. Here are some common challenges you might face, as well as ways to mitigate them. • Higher Likelihood Of Mistakes: Younger interns may lack the polish that college seniors or recent graduates have, which can increase their chances of making mistakes. But you can turn those missteps into teachable moments. By preparing managers to offer guidance and have difficult conversations more effectively, you'll provide a safe space for interns to learn and build toward success. • Less Familiarity With Work Culture: Today's college freshmen were early teens during the height of the Covid-19 pandemic. So, many of them lost the chance to have part-time jobs or volunteer—experiences that can be vital for navigating a workplace successfully. One way to overcome this is by establishing low-pressure settings, like one-on-one coaching, for younger interns to learn and practice professional interactions. • Delayed ROI: When you hire interns who need to return to college at the end of the program, typical conversion timelines are thrown off. You may risk losing out on future candidates altogether. However, we've found that inviting younger interns back for multiple summers can nurture loyalty and keep future hires close. Traditional hiring methods may not work as well with younger interns. To bring more of them to the table, consider building partnerships with colleges and tapping into your internal network. Colleges benefit when more of their students connect with the business world earlier. That's why more schools are teaching younger co-eds how to find the right internship opportunities and stand out among other candidates. Consider contacting local colleges' career services departments to discuss potential avenues of collaboration. Your current workforce may have the connections you need to engage with younger interns. Be intentional about letting employees know that you're interested in students early in their college career. Explain the kind of intern you're looking for, and encourage employees to think broadly when it comes to making introductions. People at the beginning stages of their careers can reenergize an internship program, acting as a force multiplier that elevates the experience for mentees and mentors alike. While it takes intentional effort to guide younger interns, the returns of a stronger pipeline, deeper loyalty and a more resilient workforce are worth the investment. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
Zawya
4 days ago
- Business
- Zawya
Opella Egypt expands youth development efforts with second cohort of UpGrads Internship Program
Egypt – Opella Egypt is scaling up its commitment to youth empowerment, geared towards enhancing the local healthcare ecosystem with the return of its flagship internship initiative, UpGrads. Now in its second year, the structured, hybrid internship program is set to welcome around 100 students from across Egypt this summer, nearly doubling its inaugural cohort of 60 participants. At its core, UpGrads is designed to bridge the gap between academic learning and real-world experience. Over a six-week period starting on July 15, pharmacy students will engage in a well-defined learning journey that combines virtual classrooms, on-the-ground field training, and mentorship from industry professionals. Participants will explore diverse functions within Opella - focusing on sales operations - building practical skills while stepping into the real pace of the fast-moving consumer healthcare (FMCH) industry. As part of the program, students will be immersed in weekly virtual skill-building workshops, complemented by in-field rotations where they act as pharmacists, merchandisers, medical representatives, and marketeers. The program concludes with a formal certification, equipping participants to take confident steps into their future careers. Dr. Ahmed El Kamhawy, Country Head of Opella Egypt: ' At Opella, we believe growth starts with bold opportunity. UpGrads is more than an internship - it's a purpose-driven launchpad for the next generation of healthcare leaders. We're proud to extend this journey to more students this year, with a best-in-class curriculum rooted in learning, responsibility, and real-world impact. ' Applications for participation in the program will continue until June 25. To apply, all candidates need to send their CV that includes name, address, phone number, year of study and e-mail address to Strategic partnerships for a stronger healthcare future Opella's youth empowerment vision goes hand-in-hand with its commitment to building stronger, more collaborative healthcare ecosystems. UpGrads, which was launched last year and is now in its second year running, will begin again in July 2025. It sits alongside UpGrads Pro, a complementary program developed in partnership with the Egyptian Drug Authority (EDA). Through UpGrads Pro, the company continues to help pharmacy students in their final year with on-the-job exposure in sales and marketing, cross-functional placements, and guided mentorship, aligned with the national framework for the mandatory training year for pharmacy graduates (Ministerial Decision No. 967 of 2023). Since its inception, UpGrads Pro has supported 77 pharmacy students across various Egyptian universities as they complete their mandatory training year. Through the program, Opella ensures these students graduate with more than -just a degree - they leave with clarity, confidence, and career readiness. Together, these initiatives reflect Opella's ongoing commitment to youth capability building, workforce sustainability, and the broader mission of putting Health in Your Hands. In Egypt, Opella is rapidly shaping a new chapter in self-care with the vision of making it as simple as should be. Backed by a global mission and local ambition, our trusted brands, including Telfast, Doliprane, Bronchicum, Enterogermina, Maalox, Nasacort, Maxilase, Bisolvon and Buscopan, serve millions of consumers each year. Nationwide, Opella is investing in youth development, healthcare access, and digital engagement to meet real needs in real lives. About Opella Opella is the self-care challenger with third-largest portfolio in the Over-The-Counter (OTC) & Vitamins, Minerals & Supplements (VMS) market globally. Our mission is to bring health in people's hands by making self-care as simple as it should be. For half a billion consumers worldwide – and counting. At the core of this mission is our 100 loved brands, our 11,000-strong global team, our 13 best-in-class manufacturing sites and 4 specialized science and innovation development centers. Headquartered in France, Opella is the proud maker of many of the world's most loved brands, including Telfast, Doliprane, Bronchicum, Enterogermina, Maalox, Nasacort, Maxilase, Bisolvon and Buscopan. B Corp certified in multiple markets, we are active players in the journey towards healthier people and planet. Find out more about our mission at Press contacts Begum Ozbek. @ Asmaa All trademarks mentioned in this press release are the property of Opella.
