in it to win it

InnovationMap reveals the winners of our inaugural awards

The inaugural InnovationMap Awards revealed its big winners across eight categories and honored its Trailblazer Award recipient. Photos courtesy

The votes are in — and it's time to announce the winners of the inaugural InnovationMap Awards, presented by Techwave.

The event, held September 8 at The Cannon, honored all 28 finalists, spanning innovative Houston companies and founders, as well as our first-ever Trailblazer Award recipient, Barbara Burger. Click here to read about all the finalists.

Eight judges evaluated over 100 applications across eight categories for the 2021 InnovationMap Awards presented by Techwave. This year's judges included: Juliana Garaizar, head of the Houston incubator and vice president of innovation at Greentown Labs; Alex Gras, managing director at The Cannon; Rajasekhar Gummadapu, co-founder and CEO of Techwave; Natalie Harms, editor of InnovationMap; Serafina Lalany, interim president at Houston Exponential; Jon Nordby, managing director at MassChallenge; Emily Reiser, senior manager of innovation community engagement at the Texas Medical Center; and Grace Rodriguez, CEO and executive director of Impact Hub Houston.

Want to watch the event in full? Click here.

Without further adieu, here are our 2021 InnovationMap Award winners.

Hello Alice is a small business owner's passport through entrepreneurship that helps with networking, raising capital, and accessing growth tools. The company was also nominated for the People's Choice: Startup of the Year Award and the Female-Founded Business categories.

Topl is an impact monetization engine that enables digital and sustainable transformation across value chains and empowers the monetization of impact verified on the Topl Blockchain. The company was also nominated for the People's Choice: Startup of the Year Award.

Saranas is the creator of the Early Bird, the first and only FDA-approved bleed detection system for endovascular procedures.

Nanotech is a material science company with a mission to fireproof the world and reduce energy consumption. Nanotech was also a finalist for the People's Choice category.

Mainline is an esports tournament management system, tournament organizer, and event production company.

Cemvita Factory — engineering microbes that eat CO2 and produce valuable chemicals. The company was also a finalist in the Energy Transition Business category.

Kim Roxie of LAMIK Beauty — a tech-enabled clean color cosmetics company focusing on women of all diverse backgrounds. LAMIK was also a finalist in the BIPOC-Founded Business category,

The inaugural InnovationMap Awards event, which is about three weeks away, was created to honor the best of Houston innovation. The Trailblazer Award in particular was established to honor a Houston innovation leader and advocate who's making a lasting impact on the Houston innovation community.

Barbara Burger, vice president of innovation at Chevron and president of Chevron Technology Ventures, was selected to receive the 2021 Trailblazer Award at the InnovationMap Awards presented by Techwave. Burger was nominated and approved by this year's judges. Click here to read more about the Trailblazer Award.

And the winner is.... Cheers Health, which is creating products that are designed to support your liver and help you feel better after consuming alcohol.

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Building Houston

 
 

Progress and feedback will help you reach your organization's DEI goals. Photo via Pexels

Houston is often touted as the most diverse city in the country, but with that comes the responsibility of making sure we are creating inclusive and equitable opportunities that reflect the communities we serve.

With the current state of our country dealing with the COVID-19 pandemic, as well as social and political issues, employers across the city have searched for the right thing to say and do to help their employees and customers during this time when personal feelings and beliefs impact the workplace more now than ever. While there isn't a one-size-fits-all approach to implementing DEI across an organization, here are a few steps and considerations companies can take to ensure DEI is a priority moving forward.

Understand your audience

It's important to understand the perspectives of those you serve. Identifying your audience will help develop a DEI strategy that addresses concerns from multiple lenses. At Houston Methodist, we focus on our patients, employees and the communities we serve. Anyone building a DEI program needs to not only be cognizant of their audience, but also understand their needs in today's climate before spending time and resources to develop initiatives that will address those needs. Ultimately, this will help shape a more impactful approach to DEI within your organization.

Define success

When developing a DEI strategy, success may seem overwhelming or lofty. But, viewing success as progress will help your organization accomplish your goals in a way that employees and other stakeholders will benefit from in the long run.

Set strategic and measurable goals that clearly state what your organization wants to achieve through its DEI efforts. These goals need not be big at the onset; make sure they are attainable. Most importantly, it's critical to revisit your goals on a regular basis and identify gaps, and be willing to pivot, if needed, along the way so your organization eventually reaches its goals. At the hospital, we've developed a DEI dashboard for all departments in our hospitals to help us with setting those measurable goals. Once measurable goals are identified, a DEI scorecard will be used to identify progress for departments and our organization year over year. When people are able to easily track and see progress or gaps, it will make it easier to reach desired goals.

An organization can't be successful with any new type of program if everyone within the organization doesn't understand the importance of DEI in their department and within the company as a whole. Progress often starts with one person. Providing training to employees about the impact that DEI can have on their day-to-day work will help them champion that within the organization. For example, we've launched something at our hospital called "Together We Grow," a training program aimed at building a foundation for what DEI is by exploring everyday scenarios employees may encounter. This program first started with leadership and is now available to all employees within the hospital system.

Establish a timeline

Once measurable goals have been established, develop a timeline for accomplishing those goals. By selecting two or three goals that can be focused on over a particular time period (i.e., six months or one year), your organization can implement targeted programs and best practices to drive the success of DEI for a more long-term plan. It's ok if not every program is up and running within the year; creating milestones along the way will give your organization time to grow its DEI efforts and aspire to something meaningful for your employees, customers or community. The need for DEI doesn't go away, so it's important to continue efforts year-round with a growth mindset.

Evaluate how DEI holistically fits into your business

A DEI department, team or individual can't be successful if the work isn't aligned with the mission of the organization. It does not help if an organization has competing priorities, so DEI goals must be embedded in your organization's business goals.

Additionally, it's also important to have leadership set the tone for the rest of the organization to follow. Executive leaders that fully commit to the organization's DEI efforts and promote transparency, feedback and accountability for those programs will yield the most meaningful and lasting results.

Recognize your ‘why’

As a business, it's important to understand why DEI is important for your organization's success. You need to both be able to understand and articulate the business case for why diversity matters in your organization. Studies like this one from Boston Consulting Group continue to show a positive correlation between workforce diversity, innovation and overall company performance. The workforce is constantly changing and becoming more diverse, so making sure your organization is adapting to those different perspectives and taking into consideration why this work is vital to your employees, customers and your community will help turn DEI ideas into action.

For many health care organizations, health equity has shaped community engagement efforts and programs. Addressing health equity for racial, ethnic and social minorities in the Greater Houston area has been a priority for Houston Methodist for nearly 30 years, and this work has also informed and strengthened our DEI efforts in the communities we serve.

In conclusion, remember progress and feedback will help you reach your organization's DEI goals. For these initiatives to be effective, everyone within your organization must understand that each person plays a role in shaping the success of DEI efforts.

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Arianne Dowdell is vice president, chief diversity, equity and inclusion officer at Houston Methodist.

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