Q&A

Chevron exec shares why the company is invested in the Houston innovation community

Barbara Burger, president of Chevron Technology Ventures, discusses Chevron's deal with The Ion and its commitment to Houston. Courtesy of CTV

Chevron's innovation arm continues to be a leader among Houston's innovation ecosystem, and recently the energy company announced it is the first to lease space at a rising innovation hub.

Last week, Chevron was announced to be the first tenant at The Ion, and that includes opportunities for Chevron Technology Ventures as well as the whole company. Barbara Burger, president of Chevron Technology Ventures, discussed with InnovationMap why this is a great opportunity for the company and what else she's excited about in terms of Houston innovation.

InnovationMap: Chevron has been announced as the first tenant in The Ion. Why are you and CTV excited about this new innovation hub?

Barbara Burger: Chevron is excited because the innovation of The Ion is really a great example of the burgeoning innovation ecosystem in Houston. The Ion actually is almost a model of the ecosystem. It is a physical space, it is a set of programs, and it is a community and Chevron wants to be a part of all of that. We're excited about being able to be the first tenant and encourage others to join in with us because the community will work when it is full, diverse, and active. If we can lead the charge or play a role in leading the charge, we will.

I also want to say we are excited because this isn't just for CTV. We also want to encourage Chevron Houston employees — some 8,000 of them — to be a part of this innovation ecosystem. And The Ion is one place where they can venture out and see what's happening — outside of our office buildings in town and outside of their daily responsibilities — and get a taste and a feel and let it go from there.

IM: What opportunity does the new space provide for you and your team?

BB: We need innovation from everyone. Our industry and our company, like any other industry or company is undergoing dramatic change. And the more you know about where the world is going and the more you can partner with all kinds of different players, the more solutions you have to navigate successfully in that transformation.

We're known as a company that partners. Partnership, I think, is going to be critical in the world going forward and we value the ability to partner with firms and people that are both like us and not like us. I view The Ion is one example where you're bringing together lots of different kinds of people, because if you only just bring the same kinds of people together, you're missing the element of diversity. So, this allows our employees to experience that on one more level.

IM: CTV has been an integral part of Houston innovation for 21 years now. What do you see you and CTV’s role in the ecosystem?

BB: I've told this story many times, but when I moved here and took the job as the head of CTV, I did some homework and found out that we had more portfolio companies from Stavanger, Norway, than from Houston, Texas. And, that was a data point that, to be honest, baffled me a little. And the more we've looked at that we've said we will invest around the globe. We will collaborate with all kinds of players, but how come there's no hometown advantage? And so that sort of thirst and quest for that coincided with the GHP and the mayor's initial work on innovation. It was like right place, right time. And then we saw a role as a longstanding player in corporate venture and that investing in the ecosystems will bear fruit for us and for the work we do.

We prioritized helping to grow this ecosystem — investing in it for the future. It is our home court. We had a lot of the relationships and we continued to build them. And we also knew, because of our longstanding experience in tech ventures and our large presence in Houston, that when Chevron did something people would notice, and they would want to get on board. And it's not a competitive thing. It's really a leadership thing because it will take a lot of us to make that happen.

IM: You also serve as board chair for Houston Exponential. Why are you passionate about serving on the board?

BB: Every single board member wears a hat associated with their role in the ecosystem. And everybody wears a hat that says Houston on it. Without their sort of self-interest hat, they would have no interest in being on this board. But without the Houston hat, they don't work together towards the goal.

IM: You recently spoke at the HTX TechList launch. What difference is the new platform going to make for corporate venture?

BB: Corporate venture is a diverse group. There are some of us who have been around for a really long time and new companies, just starting out. And it is all in our best interest to help each other be good corporate ventures. I think the tech list is one of the tools by which you do that so that you know who's out there — it's like the global address list except for external.

IM: How does Chevron’s Catalyst Program work with CTV’s investment arm?

BB: We think holistically about how to access external innovation and really do the integration play with Chevron. We have to look really broadly at a complete set of tools.

The catalyst program is early stage — some people call it seed stage. It's a milestone-based grant program. It is an early look and an early relationship with a company that has something that we're interested in and is aligned with some of the problem sets we're looking for. We want to take an early look and we want to support them there. There is a financial support in the form of a grant — so that's good for the startup. It's a chance for them to demonstrate their abilities — not just technical, they're a company, so also their ability to execute and get things done. It's a chance for us to see, "does this really align with the problem sets we want to do?" And then, their last milestone is a series A term sheet. So, we have plenty of chances to invest in them afterwards. We didn't have a tool in that space. And I think, you know, pre-series A or pre-institutional investment is an important area of support that's required for innovation.

IM: Chevron is also a launch partner for Greentown Labs. What are you excited about for that partnership?

BB: We've supported Greentown in Boston since the early days, and what we liked about Greentown as an incubator was that they're trying to solve tough problems. A lot of their innovation involves either hard tech or process tech. They provide physical space, a set of programs, and community — similar to the three prongs I talked about with The Ion. And, importantly, they provide a specialized facility that early companies can never afford to have on their own — lab space, machine shop type of things, etc.

As a city, we do want to be — and we can be — the leader in the energy transition. So, we need to have the pieces of the puzzle so that we can play a leading role in that. And we saw Greentown as one of the ingredients in that overall recipe.

IM: What is it that Houston needs to do to be a leader in the energy transition?

BB: We're doing a lot of things right — almost in spite of the world being crazy. I think commitment to that vision is important, including collaboration across the different parts of the city — at the city level, at the corporate level, at the investor level, at the universities. I think just like everybody in Houston is connected to the industry — even if you're not in the energy industry, you know a lot about it just by living in Houston. So, I think being able to rally around that as a city is going to be important.

Again, I think constancy of purpose is important. Despite the headwinds from COVID and despite the headwinds that industries are facing, we need to stay committed to that. That's what I think we need to do. All these pieces are like pieces of a puzzle. But innovation is not a straight path. We've got to plant a bunch of these seeds and see how they grow — we need to water them every day, and then I think we'll have a beautiful garden.

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This conversation has been edited for brevity and clarity.

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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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