Google to invest $1B in data center tech, clean energy in Texas

coming in hot

U.S. Congressman Jake Ellzey made the announcement in Dallas last week. Photo courtesy ofGoogle

Google is making a big investment in Texas to the tune of $1 billion.

According to a news release from the company, the tech giant will spend more than $1 billion to support its cloud and data center infrastructure and expand its commitment to clean energy.

The $1 billion will be spent on data center campuses in Midlothian and Red Oak to help meet growing demand for Google Cloud, AI innovations, and other digital products and services such as Search, Maps, and Workspace.

In addition to its data center investment, Google has also forged long-term power purchase agreements with Houston-based Engie, as well as Madrid-based entities Elawan, Grupo Cobra, and X-ELIO for solar energy based in Texas. Together, these new agreements are expected to provide 375 MW of carbon-free energy capacity, which will help support Google’s operations in Texas.

These agreements were facilitated through LEAP (LevelTen Energy’s Accelerated Process), which was co-developed by Google and LevelTen Energy to make sourcing and executing clean energy PPAs more efficient, and contributes to the company’s ambitious 2030 goal to run on 24/7 carbon-free energy on every grid where it operates.

The company has contracted with energy partners to bring more than 2,800 megawatts (MW) of new wind and solar projects to the state. Google’s CFE percentage in the ERCOT grid region, which powers its Texas data centers, nearly doubled from 41 percent in 2022 to 79 percent in 2023.

The initiatives were announced at a conference in Midlothian on August 15, attended by business leaders and politicians including U.S. Congressman Jake Ellzey, c, Ted Cruz, and Citi CIO Shadman Zafar.

The Dallas cloud region is part of Google Cloud's global network of 40 regions that delivers services to large enterprises, startups, and public sector organizations.

In a statement, Piazza said that "expanding our cloud and data center infrastructure in Midlothian and Red Oak reflects our confidence in the state's ability to lead in the digital economy."

Data centers are the engines behind the growing digital economy. Google has helped train more than 1 million residents in digital skills through partnerships with 590 local organizations, including public libraries, chambers of commerce, and community colleges.

In addition to its cloud region and Midlothian data center, Google has offices in Austin, Dallas, and Houston. The new Google’s total investment in Texas to more than $2.7 billion.

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This article originally ran on CultureMap.

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6 tips for retention in a tough job market from this Houston expert

Guest Column

If you are searching for new talent, you realize the job market is tight. Finding the right person to fill the role takes a lot of hard work, and you use a lot of resources to properly onboard them. The real challenge is retaining these new employees and converting them into long-term assets for the organization. When you take a strategic approach to hiring, onboarding and employee management, job seekers become job keepers.

Master onboarding

First impressions are lasting impressions. Many companies put their best foot forward during the hiring process but can fall short after the candidate accepts the offer. Developing a well-structured onboarding process sets a positive tone for the employee experience. Your onboarding process should introduce the new employee to the company culture, team members and job responsibilities. Consider having a mentorship program matching new employees with company ambassadors who can help show them the ropes throughout their first three to six months. A structure surrounding the onboarding process eases the candidate-to-employee transition and helps them feel welcomed into the organization.

Explore career paths

Growth opportunities are an attractive benefit for many job seekers. Establishing a system for advancement and communicating how employees can use learning and development opportunities to meet their career goals can draw people to your organization and encourage them to stay. However, it's the open conversations between managers and employees, the regular performance reviews and the training opportunities that truly empower them to explore and shape their career pathways.

Provide competitive compensation and benefits

A competitive salary and benefits are great retention tools, providing a sense of security for both the employer and the employee. While not all small businesses and startups can compete head-to-head with larger corporations’ packages, it is important to analyze compensation and benefits competitively and determine how you can position your business as a more attractive option. Small businesses and startups offer a more hands-on experience for the employee; they have direct access to leadership and the potential to have a hand in major business decisions. These opportunities to learn and make changes are a great retention tool.

Support work-life balance

Retaining employees is highly dependent on supporting a healthy work-life balance. Small businesses are often more flexible and can provide more attractive flexible work arrangements, allowing employees to better manage their life and work obligations. Paid time off is an attractive benefit, but people stay when they feel like they can take it without feeling guilty. Offering benefits that support the employee at home and work, including wellness initiatives, demonstrates the company values their well-being.

Encourage open communication

Open communication and transparency within the workplace are powerful retention elements. A positive workplace culture is created when leaders and managers regularly communicate with employees. Employees who feel heard and valued are more likely to stay with your organization. Establishing open-door policies, conducting regular feedback sessions and conducting employee surveys can help address any concerns quickly and strengthen a supportive culture.

Give recognition

A recognition and awards program highlighting employee contributions through praise and incentives can positively impact retention. Appreciation for a job well done strengthens employees’ commitment to an organization and increases engagement. Communicating the parameters of the recognition programs allows employees to strive toward these goals and take pride in the awards they receive.

Turning a job seeker into a job keeper takes time and effort, but it is well spent. Investing in your retention efforts strengthens your team, increases employee tenure, and reduces recruiting and onboarding costs. With an engaged and talented workforce on staff, your business is primed to grow successfully.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

Houston therapeutics innovator looks into GLP-1 drugs for Alzheimer’s treatment

drug discovery

Glucagon-like peptide 1, or GLP-1, agonists are all the rage right now thanks to drugs like Ozempic and Wegovy. Though they’re currently being prescribed for diabetes and weight loss, a Houston company reports that it may have found another use for GLP-1s.

Coya Therapeutics, a publicly traded clinical-stage biotechnology company, has filed intellectual property protection for a combination of its proprietary COYA 301 and GLP-1. Coya’s team believes that combining COYA 301, a low-dose interleukin-2 (IL-2) intended to enhance the anti-inflammatory function of regulatory T cells (Tregs), with GLP-1 could be a game-changer in the fight against Alzheimer’s disease.

How does GLP-1 amplify the positive results already noted for COYA 301? The company will soon release phase 2 data for IL-2 in patients with Alzheimer's. Through distinct mechanisms, the pair of drugs could synergistically combat inflammation. That means that neurodegenerative maladies such as Alzheimer’s are just the beginning. The drug combination could also fight autoimmune and metabolic conditions. This isn’t the first combination therapy for Coya — Coya 302 is a pairing of LD IL-2 and CTLA-4 Ig that has also racked up some success in human trials.

According to Coya’s CEO, Howard Berman, “We believe that combination immunotherapy approaches will evolve to play a meaningful role in treating complex immune-based diseases that are driven by a host of pathophysiologic mechanisms.”

He goes on to add that the company has already had success with targeting “multiple, independent, and non-overlapping immune pathways simultaneously” with COYA 302, a combination of COYA 301 and CTLA-4 Ig, commercially known as Abatacept. That pairing is currently being evaluated in numerous neurodegenerative disease models, such as Amyotrophic Lateral Sclerosis (ALS), Alzheimer’s, and Parkinson’s diseases.

“We will continue to expand our portfolio with additional synergistic drug combinations with COYA 301,” Berman adds.

NASA, bp partner to share digital tech, expertise with new agreement

dream team

Houston-based energy company bp America is helping NASA boost U.S. space exploration efforts.

Under an agreement signed August 7, bp and NASA will share digital technology and technical expertise developed over several decades. The energy company says the deal will help advance energy production on earth, and will help advance exploration of the moon, Mars, and other planets.

For example, the agreement will enable bp and NASA to collaborate on an array of technologies. This includes digital models and simulations that let engineers and scientists visualize equipment in remote locations more than 7,000 feet underwater or millions of miles away on another planet.

The bp-NASA partnership evolved thanks to the Space Act Agreement. This agreement, part of the National Aeronautics and Space Act of 1958, allows NASA to work with companies, universities, and other entities to propel space exploration.

In a news release, Ken Nguyen, principal technical program manager at bp, says: “bp has built a proud legacy of technological innovation as we deliver the energy the world needs today while investing in the energy system of tomorrow. As NASA pursues a sustained presence on the moon and Mars, we see a unique opportunity for bp and NASA to work collaboratively on the forefront of digital technology that will cultivate further innovation in energy and space.”

Initially, bp and NASA will focus on developing standards, and expanding the capabilities of visualization and simulation models. Subsequent phases might include:

  • Exchanging practices surrounding safety, communication, artificial intelligence, and other aspects of remote operations.
  • Collaborating on renewable energy, such as hydrogen, solar, regenerative fuel cells, and high-capacity batteries.

“Both bp and NASA are custodians of deep technical expertise, working in extreme environments — whether that’s at the bottom of the ocean or on the moon,” says Giovanni Cristofoli, senior vice president of bp Solutions. “Sharing what we know with each other will help us solve complex engineering problems faster, meaning we can focus on keeping energy flowing safely and delivering higher margins with lower emissions.”

This won’t be the first time bp and NASA have teamed up. Offshore workers from bp have undergone underwater escape training at NASA's Neutral Buoyancy Laboratory, the astronaut training pool near Johnson Space Center. In addition, NASA has used bp’s Castrol lubricants for more than 60 years.

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This article originally ran on EnergyCapital.

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