seeing green

Greater Houston Partnership names former BP exec to lead energy transition

The former BP executive will lead Houston's role in the energy transition as the executive director of the Houston Energy Transition Initiative, a brand new position at the Greater Houston Partnership. Photo courtesy of GHP

Jane Stricker, a longtime Houston-based executive at oil and gas giant BP, has been tapped to lead the Greater Houston Partnership's new initiative designed to boost the Bayou City's profile in the shift toward low-carbon energy.

The partnership announced Stricker's hiring November 11. She'll join the organization effective January 1 as executive director of the Houston Energy Transition Initiative (HETI) and senior vice president of energy transition.

The Greater Houston Partnership unveiled HETI in June. As the partnership explained then, HETI "aims to drive sustainable and equitable economic growth in the Greater Houston region through a portfolio of technology, policy, and market initiatives that scale and export solutions for realizing a low-carbon energy world."

A report from the University of Houston's Gutierrez Energy Management Institute, UH Energy, and the Center for Houston's Future suggests the region is poised to become the "low-carbon energy capital."

In a business-as-usual scenario, Houston's energy-based economy stands to lose anywhere from 270,000 to 650,000 jobs if it fails to act in response to the low-carbon transition, according to a partnership report published in June. But if Houston takes "decisive action" to lead the energy transition, the region could gain as many as 560,000 jobs.

Among other things, HETI says it will:

  • Jumpstart carbon-reduction efforts, such as carbon capture, hydrogen production, and battery technology.
  • Attract companies operating in spaces like wind energy, solar power, and biofuels.
  • Bolster companies involved in projects like development of electric vehicles, decarbonization of oil and natural gas, and production of geothermal energy.

It now will be Stricker's responsibility to oversee the multifaceted initiative, bringing together industry, academic, and community partners to advance the Houston area's role in global energy transition.

"Jane is a thought leader in the energy industry who brings an extensive knowledge of the global energy ecosystem and the pathways to a low-carbon future," Bob Harvey, president and CEO of the partnership, says in a news release. "She understands the importance of collaboration across the ecosystem to get results, and I am confident the work she will facilitate will position Houston as the global hub of the energy transition, driving our region's long-term economic success."

Stricker has spent more than 20 years at BP, most recently as a senior relationship manager working with an array of organizations on issues such as carbon capture and energy decarbonization. While at BP, she spearheaded the National Petroleum Council's 2019 study on carbon capture, use, and sequestration.

"This is an exciting time for Houston and our energy ecosystem as we focus our efforts on leading the global energy transition," Stricker says. "The challenge of our lifetime is addressing this dual challenge of meeting increased global energy demand while confronting global climate change. Houston is known for solving problems that matter. I believe through innovation, collaboration, and focus, our region can lead the way and deliver solutions that change the world."

Aside from her previous role at BP, Stricker is a contributing faculty member for the University of Houston's Sustainable Energy Development Program, an advisory board member of the Energy Industries Council Connect Energy USA, and a graduate of the Center for Houston's 2020 Future Leadership Forum.

Stricker takes the helm of the energy initiative at a critical time.

The International Energy Agency predicts energy-related carbon emissions will soar by more than 1.65 billion tons this year, or nearly 5 percent, driven in large part by coal-fueled generation of electricity. That would be the second largest rise in annual carbon missions in history.

In a report released earlier this year, the International Monetary Fund noted that additional public investments in infrastructure to support the move to net-zero emissions will need to equal roughly 2 percent of gross domestic product (GDP) over the next decade. That would easily amount to billions of dollars in global spending.

Taken together — the jump in carbon emissions and the need for more spending to combat them — the Global Commission on the Economy and Climate conservatively estimated in 2018 that the low-carbon economy could deliver at least $26 trillion in economic benefits through 2030. Lux Research forecasts the global market solely for carbon capture and recycling could reach $70 billion by 2030.

Looking farther down the road, the United Nations Development Programme says a heightened commitment to green energy — propelled largely by low-carbon strategies — could boost global GDP by $98 trillion by 2050.

"The investments needed for low-carbon infrastructure are substantial but manageable, and economic recovery in the wake of the COVID-19 crisis presents an opportunity to speed up the low-carbon transition," the Global Commission on the Economy and Climate observes.

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Building Houston

 
 

SurgWise is giving surgical teams the right support for hiring. Photo via Getty Images

A surgeon spends over a decade in school and residency perfecting their medical skills, but that education doesn't usually include human resources training. Yet, when it comes to placing candidates into surgical programs, the hiring responsibilities fell on the shoulders of surgeons.

Aimee Gardner, who has her PhD in organized psychology, saw this inefficiency first hand.

"I worked in a large surgery department in Dallas right out of graduate school and quickly learned how folks are selected into residency and fellowship programs and all the time that goes into it — time spent by physicians reviewing piles and piles of like paper applications and spending lots and lots and of hours interviewing like hundreds of candidates," Gardner tells InnovationMap. "I was just really shocked by the inefficiencies from just a business and workforce perspective."

And things have only gotten worse. There are more applicants hitting the scene every year and they are applying to more hospitals and programs. Future surgeons used to apply for 20 or so programs — now it’s more like 65 on average. According to her research, Gardner says reviewing these applications cost lots of time and money, specifically $100,000 to fill five spots annually just up to the interviewing phase of the process.

Five years ago, Gardner came up with a solution to this “application fever,” as she describes, and all the inefficiencies, and founded SurgWise Consulting, where she serves as president and CEO.

"We help provide assessments to help screen competencies and attributes that people care about," Gardner says. "(Those) are really hard to assess, but really differentiate people who really thrive in training in their careers and people who don't."

Aimee Gardner is the CEO and president of Houston-based SurgWise. Photo via surgwise.com

These are the non-technical skills, like the professionalism, interpersonal skills, and communication. While SurgWise began as a service-oriented consulting company, the company is now ready to tap technology to expand upon its solution. The work started out of Houston Methodist, and SurgWise is still working with surgery teams there. She says they've accumulated tons of data that can be leveraged and streamlined.

"We're now pivoting from a very intimate client approach to a more scalable offering. Every year we assess essentially around 80 percent of all the people applying to be future surgeons — those in pediatric surgery, vascular surgery, and more,” Gardner says. “We’ve used kind of the last five years of data and experiences to create a more scalable, easy-to-integrate, and off-the-shelf solution.”

Gardner says her solution is critical for providing more equity in the hiring process.

“One of our goals was to create more equitable opportunities and platforms to assess folks because many of the traditional tools and processes that most people use in this space have lots of opportunity for bias and a high potential for disadvantaging individuals from underrepresented groups," she says. "For example, letters of recommendation are often a very insider status. If you went to some Ivy League or your parents were in health care and they know someone, you have that step up from a networking and socioeconomic status standpoint."

Personal statements and test scores are also inequitable, because they tend to be better submissions if people have money for coaching.

SurgWise hopes to lower the number of programs future surgeons apply to too to further streamline the process. She hopes to do this through an app and web tool that can matchmake people to the right program.

“Our ultimate goal is to create a platform for applicants to obtain a lot more information about the various places to which they apply to empower them to make more informed decisions, so that they don't have to apply to a hundred places," Gardner says. "We want to essentially create a match-style app that allows them to input some data and tell us 'here's what I'm looking for here are my career goals and any preferences I have.'”

While that tool is down the road, Gardner says SurgWise is full speed ahead toward launching the data-driven hiring platform. The bootstrapped company hopes to raise early venture funding this summer in order to hire and grow its team.

“As we continue to consider this app that I talked about and some of the other opportunities to scale to other specialties we're gonna start looking for a series A funding later this summer.”

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