HANGZHOU, China, Feb. 12, 2026 /PRNewswire/ — As energy storage systems (ESS) are increasingly deployed in commercial centers and residential neighborhoods, noise levels have become a critical factor for project approval. Hoymiles’ HoyUltra 2, the liquid-cooling C&I battery system, has achieved ≤60 dB noise level certification in a recent noise evaluation test conducted according to the international ISO 3744:2010 standard by the Zhejiang Electric Safety and Quality Inspection Center. While the industry average is 65–75 dB, the breakthrough ≤60 dB certification of HoyUltra 2 sets it as one of the quietest in the industry.

The gold standard of silence

Unlike tests conducted in noisy industrial environments, the HoyUltra 2 was tested in a professional semi-anechoic chamber with a background noise level of just 24 dB—quieter than a bedroom at night.

The evaluation covered the system’s entire operational cycle, including full-power charging and discharging. The results confirmed that even under maximum load, the noise remains consistently low and stable, free from mechanical hums.

Seamless urban integration

At the overall A-weighted sound pressure level of 47.4 dB(A), the operating volume of the HoyUltra 2 is comparable to a quiet library. This is a significant leap from traditional ESS units, which typically operate between 65–75 dB.

This breakthrough allows the HoyUltra 2 to blend seamlessly into noise-sensitive environments, such as:

• Commercial business districts
• Industrial parks
• Residential communities

Innovative liquid-cooling engineering behind the low decibels

The silence of the HoyUltra 2 is a result of “System-Level Quiet Engineering”, which integrates acoustics into product design from the very beginning:

• Multi-dimensional noise suppression: Hoymiles has optimized the refrigeration system and air duct architecture to enhance heat exchange efficiency while eliminating internal turbulence.
• Balance of efficiency and quietness: The coordinated control for fans and compressors prevents unnecessary and excessive high-speed operation.
• Fully liquid-cooling architecture: Compared to traditional systems, the fully liquid-cooling architecture achieves significantly fewer fans and lower RPMs, controlling noise at the source.
• Acoustic stability and control: The seamless alignment between the product’s physical form and its acoustic profile proves that noise control was a core design requirement from the initial layout phase.

By removing the “noise barrier,” Hoymiles is opening up new possibilities for ESS deployment where space is tight and neighbors are close.

Learn more information at https://www.hoymiles.com/products/hoyultra2-all-in-one-battery-system.html

PARIS, Feb. 12, 2026 /PRNewswire/ — Global Fashion Agenda (GFA) has published a new insights paper, Unpacking Pay Equity in Fashion: Türkiye, examining the drivers of gender pay disparities in one of Europe’s most important fashion sourcing hubs. Launched during a closed-door industry roundtable at the OECD Forum on Due Diligence in the Garment and Footwear Sector in Paris, the insights paper explores how structural factors, including occupational segregation, care responsibilities, and limited data visibility, continue to shape pay outcomes for women in Türkiye’s textile and apparel sector, while highlighting opportunities for coordinated action across policy makers, brands, other buyers, and suppliers.

The insights paper draws on a facility-level survey of 43 Turkish textile and apparel manufacturers, interviews with trade unions and worker associations, and input from social sustainability experts including the Social & Labor Convergence Program (SLCP), the Fair Labor Association (FLA), and the Anker Research Institute (ARI). The findings offer a nuanced picture of pay equity in a sector that employs nearly one million formally registered workers and contributes approximately 7.8% of Türkiye’s national GDP.

Key Findings:

Unpacking Pay Equity in Fashion: Türkiye highlights several key insights into pay equity within the Turkish fashion manufacturing industry:

• Türkiye’s gender pay gap is estimated at between 15.6% and 17.4%. The EU average is around 12%. The insights paper cautions, however, that headline pay gap figures alone can mask deeper structural inequalities within the sector.
• Gender pay disparities are driven largely by structural factors rather than unequal pay for the same work, including occupational segregation, differences in career progression opportunities, cultural norms, access to training, and the distribution of care responsibilities.
• Women remain concentrated in lower-paid production, sewing and quality control roles, while men are more prevalent in higher-paid technical and supervisory positions – a key driver of persistent pay inequalities.
• The insights paper finds that limited measurement and disclosure of gender-disaggregated wage data continues to hinder companies’ ability to identify where inequality sits – and therefore to address it effectively.
• Ongoing economic pressures, including inflation and rising production costs, have placed sustained strain on the sector. Despite this, many manufacturers are making concerted efforts to maintain formal employment, comply with labour laws and protect jobs, demonstrating resilience in challenging conditions.

Closing gender pay gaps is not only a social imperative but a business one. Improving pay equity can strengthen workforce morale, retention and long-term resilience, while supporting alignment with evolving EU regulatory and buyer expectations. As EU pay transparency and due diligence requirements increasingly affect global supply chains, brands sourcing from Türkiye require greater visibility into wage practices across their supply chains.

Federica Marchionni, CEO of Global Fashion Agenda, says: “Pay equity is fundamental to build a fair and resilient fashion industry. This research shows that gender pay gaps in Türkiye’s fashion manufacturing sector are real, but they are also addressable. As progress depends on coordinated actions – from policymakers strengthening enabling frameworks, to brands adopting responsible purchasing practices, and suppliers embedding transparent, gender-responsive wage systems that reflect the realities of women’s working lives – GFA will continue to accelerate impact by mobilising the industry toward a more resilient future.”

The insights paper outlines practical recommendations for policymakers, brands, other buyers and suppliers. These include expanding access to childcare and parental support, strengthening formal employment and oversight of subcontracting, improving gender-disaggregated pay reporting, adopting responsible purchasing practices, and investing in women’s skills development and leadership pathways. Collectively, these actions can strengthen Türkiye’s manufacturing base, enhance women’s economic participation, and advance the fashion industry towards a net-positive future in which pay equity is a lived reality.

Unpacking Pay Equity in Fashion: Türkiye is an openly accessible resource and available to download here.

CONTACT: 
press@globalfashionagenda.org 

Download supporting imagery here. Please credit the cover image with ‘Global Fashion Agenda’. 

This information was brought to you by Cision http://news.cision.com

https://news.cision.com/global-fashion-agenda/r/new-insights-paper-unpacks-pay-equity-in-turkiye-s-fashion-manufacturing-sector,c4305994

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SHANGHAI, Feb. 12, 2026 /PRNewswire/ — Four Seasons Education (Cayman) Inc. (“Four Seasons Education” or the “Company”) (NYSE: FEDU), a tourism and education-related service provider in China, today announced that on February 10, 2026, the Company received a notification letter (the “Compliance Notice”) from the New York Stock Exchange (the “NYSE”), informing the Company that it has regained compliance with NYSE continued listing standards.

As previously disclosed, the Company received a letter from the NYSE notifying the Company that it had fallen below compliance with the requirement to maintain a minimum of 1,200 public stockholders on a continuous basis due to an average monthly trading volume of less than 100,000 shares pursuant to the continued listing criteria under Section 802.01A of the NYSE Listed Company Manual (the “Manual”).

The below compliance (“BC”) indicator will no longer be transmitted and the Company will no longer be noted as being below continued listing standards on the NYSE’s website (www.nyse.com). In accordance with the Manual, the Company will be subject to a 12-month follow-up period, within which it will be reviewed to ensure its compliance with the NYSE’s continued listing standards.

About Four Seasons Education (Cayman) Inc.

Four Seasons Education (Cayman) Inc. is a service provider of both tourism and education-related services in China. The Company’s program, service and product offerings mainly consist of enrichment learning programs, school-based tutoring product solutions and training programs for teachers, study camps and learning trips for students, and travel agency services for all age groups.

For more information, please visit https://ir.sijiedu.com.

Safe Harbor Statement

This press release contains statements of a forward-looking nature. These statements, including the statements relating to the Company’s future financial and operating results, are made under the “safe harbor” provisions of the U.S. Private Securities Litigation Reform Act of 1995. You can identify these forward-looking statements by terminology such as “will,” “expects,” “believes,” “anticipates,” “intends,” “estimates” and similar statements. Among other things, management’s quotations and the Business Outlook section contain forward-looking statements. These forward-looking statements involve known and unknown risks and uncertainties and are based on current expectations, assumptions, estimates and projections about the Company and the industry. Potential risks and uncertainties include, but are not limited to, those relating to its ability to develop new learning products, services or activities, its ability to maintain and enhance the brand or reputation of its learning centers or study camps, PRC regulations and policies relating to the learning and travel services, learning technology and content solutions industries in China, general economic conditions in China, and the Company’s ability to meet the standards necessary to maintain listing of its ADSs on the NYSE or other stock exchange, including its ability to cure any non-compliance with the NYSE’s continued listing criteria. All information provided in this press release is as of the date hereof, and the Company undertakes no obligation to update any forward-looking statements to reflect subsequent occurring events or circumstances, or changes in its expectations, except as may be required by law. Although the Company believes that the expectations expressed in these forward-looking statements are reasonable, it cannot assure you that its expectations will turn out to be correct, and investors are cautioned that actual results may differ materially from the anticipated results. Further information regarding risks and uncertainties faced by the Company is included in the Company’s filings with the U.S. Securities and Exchange Commission, including its annual reports on Form 20-F.

For investor and media inquiries, please contact: 
In China:
Four Seasons Education (Cayman) Inc.
Olivia Li
Tel: +86 (21) 6317-6177
E-mail: IR@fsesa.com 

The Piacente Group, Inc.
Jenny Cai
Tel: +86-10-6508-0677
E-mail: fourseasons@tpg-ir.com 

In the United States:
The Piacente Group, Inc. 
Brandi Piacente
Tel: +1-212-481-2050 
E-mail: fourseasons@tpg-ir.com