Houston makes top 10 list of metros with most millionaires

living large

Must be nice to have a seven-figure income. Photo via Getty Images

Anew population analysis has unveiled an exclusive view into how the elite live in the U.S., including a surprising discovery that Houston-The Woodlands-Sugar Land has the No. 9 highest concentration of millionaire households in the country.

The study by online real estate marketplace Point2Homes compared household data among millionaires in the 30 biggest U.S. metropolitan areas, including four Texas metros, between 2017 and 2022.

The report found that the number of U.S. households that earned at least $1 million a year more than quadruped within the five-year period, with the highest concentration of millionaire households located in the New York-Newark-Jersey City area across New York, New Jersey, and Pennsylvania.

There are just under 2,900 millionaire homeowners living across the Houston metro, making up 0.11 percent of all households in the area. The report revealed a majority (32.9 percent) of millionaires in Houston are actually Gen Xers, with the second highest share going to baby boomers (28.9 percent).

Most interestingly, the youngest generation, Gen Z, make up 15.4 percent of all millionaire households in Houston, with millennials making up 21.5 percent, according to the report. But the Gen Z percentage is misleading; as the report clarifies, there aren't actually that many Gen Z millionaires walking among us in H-Town.

"Instead, this high share is most likely almost entirely due to the people aged 15 to 24 who are still living with their (millionaire) owner parents," the report explained. "Unfortunately, living in a millionaire owner household does not a millionaire owner make — but it does come with some serious perks."

Physicians make up Houston-The Woodlands-Sugar Land millionaires' main occupations across all age groups, the study also found.

This is how Houston's millionaires live
The saying goes, "Go big or go home," and Houston's millionaire homeowners are taking that to heart when it comes to their own lavish households.

The report discovered the typical home owned by a millionaire in Houston-The Woodlands-Sugar Land is a five bedroom, nine total-room house, with an average assessed value of $1,466,682. As for wheels, a Houston-based millionaire is likely to have less than three vehicles (2.8) on average.

By comparison, the average value for a millionaire homeowner's abode in San Francisco-Oakland-Berkeley, California is $2,816,196, the highest amount out of all 30 U.S. metros in the report.

Big, expensive homes don't come without big costs to maintain them, the report reminds. And when it comes to managing finances for wealthy earners, making more money doesn't necessarily mean they'll be saving that income.

"Rather, it just means bigger homes with bigger mortgages and maintenance expenses; more cars; much costlier schools; and more over-the-top lifestyles, which simply bite bigger chunks out of the family's big budget," the report said. "However, despite the 'risks,' most of us would probably choose to have rich people problems. Or, as the saying goes, crying in a Ferrari might just feel better than crying in a Toyota when all is said and done."

Millionaire lifestyles across Texas
In a comparison of all Texas metro areas, Houston-The Woodlands-Sugar Land claimed the highest share of millionaire homeowners statewide. Dallas-Fort Worth-Arlington took the No. 2 spot, while Austin-Round Rock-Georgetown rounded out the top three. San Antonio-New Braunfels took No. 4 in the statewide analysis.

Dallas-Fort Worth-Arlington was right behind Houston in the national standings, ranking No. 10, with nearly 2,650 millionaire households situated in the Metroplex. DFW's millionaires are mainly chief executives and legislators, or physicians. Gen Xers (44.1 percent) make up the highest share of the metro's millionaires, with baby boomers (24.7 percent) not too far behind.

Austin-Round Rock-Georgetown, however, fell to No. 24 in the national ranking with only 749 millionaire households calling the Texas Capital home. Austin's millionaires are mainly chief executives and legislators, or other types of high-level mangers. Gen Xers (34.9 percent) make up the highest share of the metro's millionaires, with millennials (30.8 percent) not too far behind.

San Antonio-New Braunfels ranked at the bottom of the study at No. 29, above Pittsburgh, Pennsylvania. There were only 414 millionaire households in the metro area between 2017-2022, and a majority of them (38.4 percent) were Gen X physicians.

The top 10 metros with the highest share of millionaires in the U.S. are:

  • No. 1 – New York-Newark-New Jersey City, New York-New Jersey-Pennsylvania
  • No. 2 – Los Angeles-Long Beach-Anaheim, California
  • No. 3 – San Francisco-Oakland-Berkeley, California
  • No. 4 – Boston-Cambridge-Newton, Massachusetts-New Hampshire
  • No. 5 – Washington-Arlington-Alexandria, D.C.-Virginia-Marland-West Virginia
  • No. 6 – Chicago-Naperville-Elgin, Illinois-Indiana-Wisconsin
  • No. 7 – Miami-Fort Lauderdale-Pompano Beach, Florida
  • No. 8 – Seattle-Tacoma-Bellevue, Washington
  • No. 9 – Houston-The Woodlands-Sugar Land, Texas
  • No. 10 – Dallas-Fort Worth-Arlington, Texas

The full report and its methodology can be found on point2homes.com.

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This article originally ran on CultureMap.

According to a new report that identifies the Top 10 states to which Gen Zers are moving, Texas was the runaway winner. Photo via Getty Images

Texas is the No. 1 destination for Gen Zers on the move, study says

by the numbers

A new population analysis by real estate marketplace Zillow has pegged the Lone Star State as the No. 1 destination for adults born between 1996 and 2004 – also known as Gen Z.

Using data from the 2022 U.S. Census Bureau, the report identifies the Top 10 states to which Gen Zers are moving, and Texas was the runaway winner – far outranking No. 2 destination, California, with 76,805 Gen Z movers, versus California's 43,913.

Reasons for moving vary, but the report says young adults from 18 to 24 years old may prefer to live in states with high performing job markets, especially in a place like San Antonio where one of the nation's top employers resides. San Antonio is also a great place for remote work, according to estimations by Forbes.

Favorable weather also may play a factor in the high migration of Gen Z'ers, the report suggests. Texas' mostly year-round sunshine makes it more attractive to younger crowds who are looking for fun activities around the state, not to mention the advantageous impact on dating opportunities.

Other top states with high influx of Gen Z movers include Washington (No. 5), which added over 33,500 Gen Z movers in 2022, and Colorado (No. 6) with less than 31,000 new Gen Z residents.

Their least favorite destination was Michigan, and the Northeast also ranked poorly, with four New England states – Vermont, Rhode Island, New Hampshire, and Maine – all in the bottom 10.

State with a high cost-of-living like Washington, Colorado, and Virginia (No. 7) are places where young adults are more likely to have a bachelor's degree, work in tech, or serve in the military, according to Zillow principal population scientist Edward Berchick.

However, becoming a homeowner is much more difficult, as the report found 77 percent of the Gen Z workers in these states are renters.

"Gen Z movers are likely drawn to the job opportunities in these states, despite the higher costs of housing," Berchick explains. "They may also be in a stage of life where they're willing and able to be flexible in their standards of living while starting their careers."

The top 10 states for Gen Z movers are:

  • No. 1 – Texas
  • No. 2 – California
  • No. 3 – Florida
  • No. 4 – North Carolina
  • No. 5 – Washington
  • No. 6 – Colorado
  • No. 7 – Virginia
  • No. 8 – Illinois
  • No. 9 – Georgia
  • No. 10 – Arizona

The full report can be found on zillow.mediaroom.com.

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This article originally ran on CultureMap.

Gen Z workers are coming for the workforce whether you like it or not. This Houston business leader likes it — and shares why you should embrace these future generation of employees too. Photo via Getty Images

Why this Houston business leader integrated Gen Z employees into his workforce

guest column

My experience hiring Gen Z has been extremely positive — though many employers have complaints about that generation.

In my experience, employers say Gen Z folks:

  1. Don’t have a work ethic
  2. Lack discipline
  3. Demand instant gratification
  4. Think they deserve attention just for being alive (because they have always had attention)
  5. Think they are better and smarter than their bosses
  6. Are happy to tell their bosses what is wrong with them
  7. Are overly sensitive and easily offended
  8. Demand freedom and “personal space”
  9. Won’t bother learning something they don’t think is important

In a very recent ResumeBuilder survey of more than 1,300 managers, 74 percent of respondents said they find Gen Z more difficult to work with than other generations. Of those, 12 percent said they had to fire a young worker within their first week on the job.

That’s a damning list of negative attributes, especially to mature generations who were raised to believe the world didn’t owe them a living. Many older hiring authorities expect their team to behave the way they did 30 or so years ago. Namely, that new people at the firm should work hard to demonstrate that the company is their most important priority and, in return, they can patiently earn promotions over time after having proved themselves.

My firm manages over half a billion dollars for a short list of individuals and institutions. Every client is extremely valuable to us. Why would we ever hire Gen Z employees who, according to all the negative descriptions above, might endanger our client relationships?

Truth be told, I haven’t found the negative stereotypes about Gen Z to be accurate. I actually like hiring them and helping them integrate with our current mix of employees.

I think Gen Z employees expect their leaders to give deeply of themselves because they want the same thing we all want: to work for a company with a meaningful mission statement that gives a sense of purpose and significance to its employees. They want to see values, not the values hanging on the wall as a beautiful display, but the kind that actually set the tone for daily service, team commitment, and performance. They are sharp enough to immediately recognize when a company does not practice what it preaches. If they are disillusioned, they’re not going to perform as well and maybe they’ll leave.

Gen Z, like all of us, is hungry to learn what they need to know, especially when the knowledge will truly help them make an impact at their job. They are looking for valuable guidance instead of the “party line,” and they respond well to honesty and integrity (also known today as transparency and authenticity).

If a smart, talented professional at the start of a promising career is disillusioned with your company, you should first ask yourself if you’re using them as a disposable resource, or if you’ve truly invested in them by promoting a company culture that is honest, open, and transparent.

Problems with Gen Z in the workplace may be more complex than just pointing a finger at the youngest employees while waving a list of stereotypes. For example, Gen Z employees are said to be overly sensitive and easily offended. Maybe that’s another way of saying they expect to give something valuable for the salary they earn, and they (like all of us) want to see and understand a clear path to advancement. “Do it because I said so,” doesn’t work because they’ve seen so many of their parents give years of effort to a system that downsized them without warning.

When a company’s leaders fire an entire department over the weekend, they may have helped improve the bottom line, but they also have shaped the way that incoming generations look at the workplace. Because up-and-coming professionals have seen the bosses of today reducing benefits and eliminating pensions, they are logically asking for more genuine attention and commitment from their leaders.

On our team, we find that a great first step to changing that cycle is to listen to Gen Z hires, not because of their age, but because all members of the team have a stake. When our leaders’ actions show a genuine encouragement to share opinions and insight, it’s not just Gen Z workers who flourish. When the leaders of a firm model integrity in an environment that offers a clear path forward in their employees’ careers, all members of the team, regardless of generation, will feel the loyalty that is the natural response to respect and dedication.

There will always be other jobs at other companies offering various levels of pay. When you provide your team with a meaningful place in a growing organization that comports itself in a way that makes the members proud to be associated with it, then suddenly a few more dollars of salary at another workplace doesn’t look as attractive.

I just hired another member of Gen Z, and I’m looking forward to working with this young employee who will undoubtedly have a fresh perspective and hard questions. You might enjoy a similar experience if you stop thinking of them as a stereotype and instead honestly exchange ideas. Let your daily discipline and commitment to high ideals give them an example that they can look up to and admire.

I’m reminded of this quote from Antoine de Saint-Exupéry: “If you want to build a ship, don’t drum up the men to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast and endless sea.”

Gen Z offers a chance for all of us to improve how we do business. Take advantage of it and teach them well.

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Christopher Manske is a Certified Financial Planner and president of Houston-based Manske Wealth Management. An author, his next book, Outsmart the Money Magicians, is expected this fall with McGraw Hill.

Gen Z is predicted to represent more than 25 percent of the workforce by 2025 — here's how you can prepare your workplace for their imminent arrival. Photo via unsplash.com

4 ways to prepare for Gen Z in the workplace

guest column

As each ensuing generation enters the workforce, they bring with them unique characteristics and desires that encourage employers to take notice, which typically results in proactive steps that significantly improve the workplace. Enter Generation Z, or Zoomers, which is an appropriate moniker given the Zoom era and descriptive nature of their rapid interconnection with technology.

Zoomers, born between 1997-2012, are reported to be the most diverse generation in U.S. history. They are also considered true digital natives born in the era of Wi-Fi, Google, social media, and smartphones. Although the oldest members are only 25, Zoomers are already voicing their opinions about key aspects of the workplace.

As employers continue to define and refine their workplaces to attract and retain top talent, now is an ideal time to address the needs of Zoomers, who are predicted to represent more than 25 percent of the workforce by 2025. Below are four areas for business leaders to consider as they prepare for an influx of Zoomers.

Promote mission and values

Zoomers place a high value on meaning and purpose in their lives, so they want to be associated with companies that have a mission that extends beyond making a profit and makes a difference in the world.

Business leaders should review/re-evaluate their mission and core values accordingly to position the company in a manner that connects to a greater good and establishes ways employees’ roles contribute to meeting organizational objectives.

Companies should prominently promote their mission and core values statements in all recruiting materials, job descriptions, websites and career pages to demonstrate their commitment to being an employer with a higher purpose that aligns with the current environment and workplace needs.

Embrace holistic well being

Although employee wellness and mental health are the topics of many conversations and initiatives, Zoomers expect employers to ramp up efforts and embrace a holistic approach to employee well-being.

Companies should go beyond the basics and realize that many factors influence employees’ lives and their overall health, such as purpose/career, social, financial, physical, community and mental/emotional. For example, it is important for employees to feel connected to the community, so employers can offer paid time to volunteer. Mindfulness programs, meditation apps and EAPs offer mental/emotional support.

Putting programs and services in place that focus on the six areas for a holistic approach is critical to Zoomers.

Consider DEI initiatives

As the most diverse generation in U.S. history, Zoomers are mindful about diversity, equity and inclusion in the workplace. They are interested in companies that have solid DEI programs in place and demonstrate them through actions.

For example, addressing the composition of boards and executive teams for equal representation; conducting ongoing DEI training in the workplace to raise awareness and institute behavioral change; ensuring a diverse hiring panel and slate of candidates during recruiting efforts; and offering robust mentoring programs for equal learning/advancement opportunities are ways for companies to support DEI initiatives.

Companies should display their DEI stances on websites and in recruiting materials to ensure Zoomers are aware of their efforts to remain relevant and make a difference for everyone in the workforce.

Optimize technology

Zoomers are considered to be true digital natives and have an innate ability to use technology, so they prefer employers that offer the latest technology and tools to enhance their performance in the workplace. In addition, Zoomers are a mobile-first generation that grew up with smartphones and tablets, so many of their activities, such as job searches, employer research, and work applications are conducted on mobile devices.

Employers should optimize technology by using HR technology platforms that are mobile friendly for all aspects of the business, including recruiting, hiring, onboarding, time, and attendance, performance management, training and more. Communication platforms such as Slack, Zoom, and Microsoft Teams should be staples in the workplace, along with relevant social media platforms for instant connections, to help employers remain relevant to Zoomers.

As business leaders prepare for an influx of Zoomers in the workplace by promoting mission/values, employee well-being, DEI and technology, they are also making significant strides toward improving the work environment, which leads to increased employee engagement, retention and performance for sustained business success.

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Jill Chapman is a senior performance consultant with Insperity, a leading provider of human resources and business performance solutions.

Allie Danziger, co-founder and CEO of Ampersand Professionals, is bridging the gap between the next generation — and their future employers. Photo courtesy of Ampersand

How this Houston entrepreneur is preparing the workforce for Gen Z employees

Houston innovators podcast episode 126

For decades, workplaces have had to deal with a generational divide among the employees. Businesses have to navigating the needs of a few generations simultaneously — from Baby Boomers to Generation X and Millennials.

Now, Gen Z is entering the workforce in droves, and Allie Danziger, founder and CEO of Ampersand, is helping companies get ready for them.

"By 2026, 25 percent of the workforce will be Gen Z in these entry-level positions," Danziger says on this week's episode of the Houston Innovators Podcast. "By investing in an internship program or entry-level talent now, it's helping the rest of your workforce and the company adjust now to the new ways of working Gen Z is looking for."

Ampersand is a professional development tech platform that onboards interns, upskills them on how to be successful in the workplace, and then matches them with paid internships based on their interests and aspirations.

Originally founded in 2020, the startup has been buoyed by needs resulting from The Great Resignation.

"What's happening now is all these people who have been in a job for about two to five years are leaving. They are re-evaluating what they are looking for in a company, and they are either moving on to other companies, or they are taking time off," Danziger says. "Interns can really support that, as can entry-level employees."

Companies of every size are experiencing this sensation — and there's no quick fix. Onboarding and hiring replacements takes time and money, but bringing in already trained interns can be a solution.

"When someone leaves, other people take on that work. If you don't hire proper support for the people still there, you see the trickle. You see more and more people leave, because they are just burnt out," Danziger says. "By hiring interns or entry-level support, it shows the employees still there that you've got them."

The Houston community has bet on the impact of Ampersand. Earlier this year, the city of Houston the startup as a partner for the Hire Houston Youth initiative. All of the initiative's new hires will go through the Ampersand curriculum before they are matched with jobs. And, as Danziger explains on the podcast, they will then have access to opportunities via the platform too.

"It's awesome for us because it's giving us a ton of people on the platform. If they don't get hired for a Hire Houston's Youth job with the city, they still are on the Ampersand platform and can be eligible for one of our paid internship opportunities," Danziger says. "The city expects 5,000 applicants for those jobs from now until April 6."

The Ion has also brought on Ampersand, which raised $1.75 million in a pre-seed round last fall, as a part of its workforce development program.

Ultimately, this next incoming generation is just different, Danziger says, and employers need to be ready for it. Gen Z employees want to know their impact in the workplace, and they want to work from home and be supported. All they know is the heavily tech-enabled, post 9/11 world.

"They come with a really different mindset and different needs. It can be a challenge, if you're not prepared for it, to address that," she says. "We see businesses get frustrated with it, but it is what it is. Again, 25 percent of your workforce is going to be this demographic very soon here."

Danziger shares more on Ampersand's future and navigating the Gen Z workforce on the podcast. Listen to the full interview below — or wherever you stream your podcasts — and subscribe for weekly episodes.


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9 can't-miss Houston business and innovation events for April

where to be

Two new conferences will launch while another longtime business competition celebrates its 25th anniversary this month in Houston. Plus, there are networking opportunities, family tech events and more.

Here are the Houston business and innovation events you can't miss in April and how to register. Please note: this article might be updated to add more events.

​Ion Block Party: Art Crawl

Network and socialize with other tech enthusiasts and business-minded individuals while taking in the new gallery at Community Artists’ Collective and experiencing the immersive dome at Omnispace360. See work by Joel Zika, who will showcase his digital sculptures through augmented reality screens, and other public art around the Ion while also enjoying food and drink.

This event is Thursday, April 3, from 4-7 p.m. at the Ion. Click here to register.

​CLA Presents: Raising Capital over Happy Hour

Gain a better understanding of the capital-raising process and various funding opportunities at this educational happy hour. Keith Davidson, the market leader for CLA in Dallas and former CFO of ICS, will present.

This event is Thursday, April 10, from 4-6 p.m. at The Cannon. Click here to register.

Rice Business Plan Competition 

The Rice Alliance for Technology and Entrepreneurship will host the 25th annual Rice Business Plan Competition this month. Forty-two student-led teams from around the world, including one team from Rice, will present their plans before more than 300 angel, venture capital, and corporate investors to compete for more than $1 million in prizes.

This event is April 10-12. Stream the Elevator Pitch Competition and Final Round here.

RSVF Annual Conference

The Rice Student Venture Fund will host its first-ever Annual Conference to celebrate the university's entrepreneurial spirit and the rising generation of student-led innovation. The conference will include live startup demos, an RSVF fund update, a keynote fireside chat, a builder-investor panel and networking. RSVF welcomes students, alumni, investors, faculty and staff, and innovators and community members of the broader tech scene.

This event is Monday, April 14, from 4-8 p.m. at the Ion. Click here to register.

​TEX-E Conference

TEX-E will host its inaugural conference this month under the theme "Energy & Entrepreneurship: Navigating the Future of Climate Tech." The half-day conference will feature a keynote from Artemis Energy Partners CEO Bobby Tudor as well as panels with other energy and tech leaders from NRG, Microsoft, GE Vernova and TEB Tech.

This event is Tuesday, April 15, from 1-4:30 p.m. at the Ion. Click here to register.

Houston Methodist Leadership Speaker Series 

Hear from Dr. Jonathan Rogg, Chief Quality Officer and Vice President of Operations at Houston Methodist Hospital and a a practicing emergency medicine physician, at the latest Houston Methodist Leadership Speaker Series. Rogg will present "Leadership from the Bedside to the Boardroom."

This event is on Wednesday, April 23, from 4:45-6 p.m. at the Ion. Click here to register.

Ion Family STEAM Day– Let's Build a Tripwire Alarm

STEAM on Demand will host a hands-on, family-friendly engineering lesson for young ones on the Ion Forum Stairs. Kids will learn to create and test their own working alarm system. The event is geared toward those ages 7 to 14.

This event is Sunday, April 26, from 10 a.m. to noon at the Ion. Click here to register.

 Greentown Houston Fourth Anniversary Transition On Tap

Climatetech incubator Greentown Labs will celebrate its fourth anniversary with a special edition of its signature networking event, Transition On Tap. Entrepreneurs, investors, students, and friends of climatetech are invited to attend.

This event is Tuesday, April 29, from 5:30-7:30 p.m. at Greentown Labs. Click here to register.

Integrate Space Technology Into Your Small Biz

The SBA Houston District Office and the UH Technology Bridge will host a collaborative event designed to help small businesses leverage space technology for prototype development. Attendees will also hear from industry experts on resources and gain access free technical engineering assistance to help accelerate their businesses.

This event is Wednesday, April 30, from 9:30-11:30 a.m. at UH Technology Bridge Innovation Center. Click here to reserve your spot.

Texas university's innovative 'WaterHub' will dramatically reduce usage by 40%

Sustainable Move

A major advancement in sustainability is coming to one Texas university. A new UT WaterHub at the University of Texas at Austin will be the largest facility of its kind in the U.S. and will transform how the university manages its water resources.

It's designed to work with natural processes instead of against them for water savings of an estimated 40 percent. It's slated for completion in late 2027.

The university has had an active water recovery program since the 1980s. Still, water is becoming an increasing concern in Austin. According to Texas Living Waters, a coalition of conservation groups, Texas loses enough water annually to fill Lady Bird Lake roughly 89 times over.

As Austin continues to expand and face water shortages, the region's water supply faces increased pressure. The UT WaterHub plans to address this challenge by recycling water for campus energy operations, helping preserve water resources for both the university and local communities.

The 9,600-square-foot water treatment facility will use an innovative filtration approach. To reduce reliance on expensive machinery and chemicals, the system uses plants to naturally filter water and gravity to pull it in the direction it needs to go. Used water will be gathered from a new collection point near the Darrell K Royal Texas Memorial Stadium and transported to the WaterHub, located in the heart of the engineering district. The facility's design includes a greenhouse viewable to the public, serving as an interactive learning space.

Beyond water conservation, the facility is designed to protect the university against extreme weather events like winter storms. This new initiative will create a reliable backup water supply while decreasing university water usage, and will even reduce wastewater sent to the city by up to 70 percent.

H2O Innovation, UT’s collaborator in this project, specializes in water solutions, helping organizations manage their water efficiently.

"By combining cutting-edge technology with our innovative financing approach, we’re making it easier for organizations to adopt sustainable water practices that benefit both their bottom line and the environment, paving a step forward in water positivity,” said H2O Innovation president and CEO Frédéric Dugré in a press release.

The university expects significant cost savings with this project, since it won't have to spend as much on buying water from the city or paying fees to dispose of used water. Over the next several years, this could add up to millions of dollars.

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A version of this story originally appeared on our sister site, CultureMap Austin.

Texas female-founded companies raised more than $1 billion in 2024, VC data shows

by the numbers

Female-founded companies in Dallas-Fort Worth may rack up more funding deals and more money than those in Houston. However, Bayou City beats DFW in one key category — but just barely.

Data from PitchBook shows that in the past 16 years, female-founded companies in DFW collected $2.7 billion across 488 deals. By comparison, female-founded companies in the Houston area picked up $1.9 billion in VC through 343 deals.

Yet if you do a little math, you find that Houston ekes out an edge over DFW in per-deal values. During the period covered by the PitchBook data, the value of each of the DFW deals averaged $5.53 million. But at $5,54 million, Houston was just $6,572 ahead of DFW for average deal value.

Not surprisingly, the Austin area clobbered Houston and DFW.

During the period covered by the PitchBook data, female-founded companies in the Austin area hauled in $7.5 billion across 1,114 deals. The average value of an Austin deal: more than $6.7 million.

Historically, funding for female-established companies has lagged behind funding for male-established companies. In 2024, female-founded companies accounted for about one-fourth of all VC deals in the U.S., according to PitchBook.

PitchBook noted that in 2024, female-founded companies raised $38.8 billion, up 27 percent from the previous year, but deal count dropped 13.1 percent, meaning more VC for fewer startups. In Texas, female-founded companies brought in $1.3 billion last year via 151 deals. The total raised is the same as 2023, when Texas female founders got $1.3 billion in capital across 190 deals.

“The VC industry is still trying to find solid footing after its peak in 2021. While some progress was made for female founders in 2024, particularly in exit activity, female founders and investors still face an uphill climb,” says Annemarie Donegan, senior research analyst at PitchBook.

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