Two hiring managers weigh in on corporate DEI initiatives amid the pandemic in a guest article for InnovationMap. Photo via Pexels

They say necessity is the mother of invention, and over the last 18 months, that proverb has proven true across the world, from classrooms to boardrooms. Shuttered classrooms and businesses, overflowing hospitals, and social unrest spurred by the killing of George Floyd have forced communities and leaders across the world, and here at home, to find innovative solutions to a myriad of problems.

But even as many people long for a return to normalcy, the truth is that, in many ways, the bell cannot be "unrung." Remote work, which was a necessity for many at the height of the pandemic, has given rise to an explosion of hybrid working environments that show no signs of reversing course. In the midst of this physical separation among colleagues, leaders across industries have been forced to throw out the rulebook and reimagine what it means to collaborate.

Additionally, the disparate impact experienced by communities of color throughout the pandemic has highlighted the importance of programs focused on increasing diversity and promoting inclusion. It is no coincidence, for example, that roughly six months into the pandemic, the general counsels of 12 major financial institutions penned an open letter to the legal community calling for greater inclusivity in the legal community.

So, how can companies transform the struggles presented by the pandemic into a springboard for lasting, innovative inclusion efforts? The answer lies in taking risks, strengthening the fabric of connectivity, and looking to the future.

Crowdsource new ideas

The concept of crowdsourcing is nothing new, but at the corporate level, leaders may overlook its benefits. Hackathons—large, collaborative events originally developed for computer programming or coding—can be implemented across all employment levels to crowdsource innovative ideas.

At Hunton Andrews Kurth, the firm implements the Hackathon concept during the summer associate program, thus harnessing the creativity and progressive ideas of younger talent. When the pandemic forced the firm's 2020 summer program to go entirely virtual, the firm decided to create groups of summer associates across all offices to brainstorm programming ideas aimed at improving and sustaining diversity and inclusion initiatives.

Together with partner leaders, these summer associate teams worked virtually to create truly innovative programming ideas, several of which the firm is currently implementing to recruit diverse talent. The program was successfully replicated in summer 2021, asking participants to hack the problem of associate inclusion. In addition to generating important programming content, these Hackathons increased participant morale, encouraged cross-office collaboration, forged new relationships across various geographic regions, and tackled the timely topics of enhancing law firm diversity and inclusion that will improve client service in the future.

Other industries—from large, global corporations to small businesses—can implement the Hackathon concept to successfully build bridges and harness innovation around inclusion. For example, MIT recently held a successful hackathon to source solutions to the problem of student inclusion during the pandemic, and Microsoft sponsored a hackathon aimed at solving the education and technology gaps of remote learning brought on by the pandemic.

Moreover, experts agree that equity and inclusion initiatives are only successful with buy-in from the c-suite. In other words, fostering an inclusive corporate culture starts at the top. If corporate leadership participates in the Hackathon experience—as a mentor, judge, or coach, perhaps—as opposed to merely sponsoring the event, it sends a message to all employees that the company as a whole values inclusion as a cornerstone of corporate culture.

Embrace virtual connections

The pandemic forced us all to navigate the world of virtual meetings, and with the popularity of hybrid working environments, virtual connectivity is here to stay. Companies must embrace this new virtual frontier and implement programs that engage employees, promote collaboration, and introduce an element of fun.

At Hunton Andrews Kurth, new hires create introductory videos about themselves that are globally shared firm-wide, while veteran lawyers create their own video content introducing themselves and their practices, thus creating an immediate personal connection.

Additionally, virtual events celebrating diversity and inclusion events, such as Black History Month and LGBTQ Pride Month for example, provide opportunities for fellowship across offices and bolster inclusion efforts. Hunton Andrews Kurth hosted a virtual cooking class, based in a Dallas partner's kitchen, celebrating Asian American and Pacific Islander Month in May, which was virtually attended by 132 attorneys firm wide.

Company-wide virtual events such as escape rooms, cocktail-making classes, games and trivia build camaraderie, which deepens the bonds of collegiality and strengthens feelings of inclusion and belonging. Companies should invest in virtual technologies to help facilitate this important new frontier of connectivity, recognizing that increased digital connectivity supports a collaborative and inclusive working environment.

Highlight community outreach

In global companies, high-level, company-wide diversity and inclusion leadership should work in tandem with leadership at the local level. At our firm, for example, in addition to firm-wide diversity leadership, each local office has a specified leader committed to promoting local inclusion initiatives. While virtual events help connect geographically-diverse employees, it is equally important to offer local employees opportunities to connect in person with one another and support diversity programming in the community.

For example, attorneys in Hunton Andrews Kurth's Richmond office recently came together to learn about and pool resources to support a local artist's public art project focused on creating murals to promote open dialogue around racial and social justice. Additionally, employees might select a local DEI educational experience in which to participate as a group outside of the office, then plan to gather informally (in person or virtually) to discuss lessons learned and continue important conversations. When colleagues come together to support local inclusion programs or participate in shared experiences, new connections are forged that help support a diverse and inclusive corporate culture.

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Rudene Mercer Haynes is a partner at Hunton Andrews Kurth, serves as a firmwide hiring partner, and also sits on the executive committee. Alex Gomez is also a partner and serves as a fellow firmwide hiring partner.

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Houston startup debuts new drone for first responders

taking flight

Houston-based Paladin Drones has debuted Knighthawk 2.0, its new autonomous, first-responder drone.

The drone aims to strengthen emergency response and protect first responders, the company said in a news release.

“We’re excited to launch Knighthawk 2.0 to help build safer cities and give any city across the world less than a 70-second response time for any emergency,” said Divyaditya Shrivastava, CEO of Paladin.

The Knighthawk 2.0 is built on Paladin’s Drone as a First Responder (DFR) technology. It is equipped with an advanced thermal camera with long-range 5G/LTE connectivity that provides first responders with live, critical aerial awareness before crews reach the ground. The new drone is National Defense Authorization Act-compliant and integrates with Paladin's existing products, Watchtower and Paladin EXT.

Knighthawk 2.0 can log more than 40 minutes of flight time and is faster than its previous model, reaching a reported cruising speed of more than 70 kilometers per hour. It also features more advanced sensors, precision GPS and obstacle avoidance technology, which allows it to operate in a variety of terrains and emergency conditions.

Paladin also announced a partnership with Portuguese drone manufacturer Beyond Vision to integrate its Drone as a First Responder (DFR) technology with Beyond Vision’s NATO-compliant, fully autonomous unmanned aerial systems. Paladin has begun to deploy the Knighthawk 2.0 internationally, including in India and Portugal.

The company raised a $5.2 million seed round in 2024 and another round for an undisclosed amount earlier this year. In 2019, Houston’s Memorial Villages Police Department piloted Paladin’s technology.

According to the company, Paladin wants autonomous drones responding to every 911 call in the U.S. by 2027.

Rice research explores how shopping data could reshape credit scores

houston voices

More than a billion people worldwide can’t access credit cards or loans because they lack a traditional credit score. Without a formal borrowing history, banks often view them as unreliable and risky. To reach these borrowers, lenders have begun experimenting with alternative signals of financial reliability, such as consistent utility or mobile phone payments.

New research from Rice Business builds on that approach. Previous work by assistant professor of marketing Jung Youn Lee showed that everyday data like grocery store receipts can help expand access to credit and support upward mobility. Her latest study extends this insight, using broader consumer spending patterns to explore how alternative credit scores could be created for people with no credit history.

Forthcoming in the Journal of Marketing Research, the study finds that when lenders use data from daily purchases — at grocery, pharmacy, and home improvement stores — credit card approval rates rise. The findings give lenders a powerful new tool to connect the unbanked to credit, laying the foundation for long-term financial security and stronger local economies.

Turning Shopping Habits into Credit Data

To test the impact of retail transaction data on credit card approval rates, the researchers partnered with a Peruvian company that owns both retail businesses and a credit card issuer. In Peru, only 22% of people report borrowing money from a formal financial institution or using a mobile money account.

The team combined three sets of data: credit card applications from the company, loyalty card transactions, and individuals’ credit histories from Peru’s financial regulatory authority. The company’s point-of-sale data included the types of items purchased, how customers paid, and whether they bought sale items.

“The key takeaway is that we can create a new kind of credit score for people who lack traditional credit histories, using their retail shopping behavior to expand access to credit,” Lee says.

The final sample included 46,039 credit card applicants who had received a single credit decision, had no delinquent loans, and made at least one purchase between January 2021 and May 2022. Of these, 62% had a credit history and 38% did not.

Using this data, the researchers built an algorithm that generated credit scores based on retail purchases and predicted repayment behavior in the six months following the application. They then simulated credit card approval decisions.

Retail Scores Boost Approvals, Reduce Defaults

The researchers found that using retail purchase data to build credit scores for people without traditional credit histories significantly increased their chances of approval. Certain shopping behaviors — such as seeking out sale items — were linked to greater reliability as borrowers.

For lenders using a fixed credit score threshold, approval rates rose from 15.5% to 47.8%. Lenders basing decisions on a target loan default rate also saw approvals rise, from 15.6% to 31.3%.

“The key takeaway is that we can create a new kind of credit score for people who lack traditional credit histories, using their retail shopping behavior to expand access to credit,” Lee says. “This approach benefits unbanked applicants regardless of a lender’s specific goals — though the size of the benefit may vary.”

Applicants without credit histories who were approved using the retail-based credit score were also more likely to repay their loans, indicating genuine creditworthiness. Among first-time borrowers, the default rate dropped from 4.74% to 3.31% when lenders incorporated retail data into their decisions and kept approval rates constant.

For applicants with existing credit histories, the opposite was true: approval rates fell slightly, from 87.5% to 84.5%, as the new model more effectively screened out high-risk applicants.

Expanding Access, Managing Risk

The study offers clear takeaways for banks and credit card companies. Lenders who want to approve more applications without taking on too much risk can use parts of the researchers’ model to design their own credit scoring tools based on customers’ shopping habits.

Still, Lee says, the process must be transparent. Consumers should know how their spending data might be used and decide for themselves whether the potential benefits outweigh privacy concerns. That means lenders must clearly communicate how data is collected, stored, and protected—and ensure customers can opt in with informed consent.

Banks should also keep a close eye on first-time borrowers to make sure they’re using credit responsibly. “Proactive customer management is crucial,” Lee says. That might mean starting people off with lower credit limits and raising them gradually as they demonstrate good repayment behavior.

This approach can also discourage people from trying to “game the system” by changing their spending patterns temporarily to boost their retail-based credit score. Lenders can design their models to detect that kind of behavior, too.

The Future of Credit

One risk of using retail data is that lenders might unintentionally reject applicants who would have qualified under traditional criteria — say, because of one unusual purchase. Lee says banks can fine-tune their models to minimize those errors.

She also notes that the same approach could eventually be used for other types of loans, such as mortgages or auto loans. Combined with her earlier research showing that grocery purchase data can predict defaults, the findings strengthen the case that shopping behavior can reliably signal creditworthiness.

“If you tend to buy sale items, you’re more likely to be a good borrower. Or if you often buy healthy food, you’re probably more creditworthy,” Lee explains. “This idea can be applied broadly, but models should still be customized for different situations.”

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This article originally appeared on Rice Business Wisdom. Written by Deborah Lynn Blumberg

Anderson, Lee, and Yang (2025). “Who Benefits from Alternative Data for Credit Scoring? Evidence from Peru,” Journal of Marketing Research.

XSpace adds 3 Houston partners to fuel national expansion

growth mode

Texas-based XSpace Group has brought onboard three partners from the Houston area to ramp up the company’s national expansion.

The new partners of XSpace, which sells high-end multi-use commercial condos, are KDW, Pyek Financial and Welcome Wilson Jr. Houston-based KDW is a design-build real estate developer, Katy-based Pyek offers fractional CFO services and Wilson is president and CEO of Welcome Group, a Houston real estate development firm.

“KDW has been shaping the commercial [real estate] landscape in Texas for years, and Pyek Financial brings deep expertise in scaling businesses and creating long‑term value,” says Byron Smith, founder of XSpace. “Their commitment to XSpace is a powerful endorsement of our model and momentum. With their resources, we’re accelerating our growth and building the foundation for nationwide expansion.”

The expansion effort will target high-growth markets, potentially including Nashville, Tennessee; Orlando, Florida; and Charlotte and Raleigh, North Carolina.

XSpace launched in Austin with a $20 million, 90,000-square-foot project featuring 106 condos. The company later added locations on Old Katy Road in Houston and at The Woodlands Town Center. A third Houston-area location is coming to the Design District.

XSpace condos range in size from 300 to 3,000 square feet. They can accommodate a variety of uses, such as a luxury-car storage space, a satellite office, or a podcasting studio.

“XSpace has tapped into a fundamental shift in how entrepreneurs and professionals want to use space,” Wilson says. “Houston is one of the best places in the country to innovate and build, and XSpace’s model is perfectly aligned with the needs of this fast‑growing, opportunity‑driven market.”