How to prepare your business for severe weather, according to this Houston expert

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In Houston, severe weather can impact operations any time of year, not just hurricane season, so now is the time to incorporate any fresh lessons learned during Hurricane Beryl into your plans. Photo via Getty Images

Unprecedented severe weather events are becoming more frequent and intense. Proactive business planning is critical to navigating what Mother Nature has in store for us.

In Houston, severe weather can impact operations any time of year, not just hurricane season, so now is the time to incorporate any fresh lessons learned during Hurricane Beryl into your plans. Employers are responsible for safeguarding their employees and assets during these emergencies, which requires establishing an emergency action plan as a foundation of preparedness.

Develop an Emergency Action Plan

If your business does not have an emergency action plan (EAP), today is the perfect time to start it so you are prepared with a response strategy. This clearly written plan is a blueprint for how your business will react and protect employees when severe weather strikes. The more detailed the EAP, the better you and your employees will respond in a time of crisis. Within the EAP, it is important to outline specific protocols, designate key roles and responsibilities and establish communication channels for employees and clients. As power can be an issue during severe weather events, outlining various communication channels is helpful.

Identify Key Employees

During an emergency, you need to know who has the authority to make the decisions that impact your employees and your business. The designated person needs to assess the situation, determine whether employees should work remotely or shelter in place, and communicate these decisions clearly and quickly. This person is usually on the leadership team and can be trusted to make clear decisions, act promptly and communicate effectively to mitigate undue risks.

Implement Regular Emergency Training

Practice makes perfect. A plan on paper is the first step, but it must be practiced and drilled so everyone knows what to do, asks questions and makes any needed adjustments, all when the stakes are not as high. Familiarity with emergency procedures through periodic training and drills allows employees to practice evacuation routes, assembly points and safety protocols.Incorporating local emergency responders in safety drills familiarizes employees with the roles and responsibilities of each group. Through this emergency training, your teams will become confidently prepared to calmly respond to emergencies.

Provide a Swift and Orderly Response

Proactively thinking through and planning for location-specific emergency situations allows business owners to mitigate risks associated with severe weather events and quickly respond when a crisis strikes. When your business is prepared, there is less downtime and disruption to business operations, it protects physical assets, and most importantly, it prioritizes the safety and well-being of employees.

Houston experiences a wild mix of severe weather situations, which makes proactive business planning and preparedness even more critical. Prioritizing EAP development and implementation, designating responsible decision-makers, conducting regular training and drills, and ensuring clear communication channels sets the stage for a resilient organization in severe weather. Additionally, establishing a clear EAP helps foster a culture of safety and readiness that can significantly protect lives and livelihoods during times of crisis.

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Ray Brock is a director of safety services with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace.

This article originally ran on EnergyCapital.

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While numerous factors outside of work impact individual mental health, employers can make a difference with a few key steps. Photo via Getty Images

How Houston businesses can support employee mental health in 2023, according to expert

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In 2023, it is imperative leaders keep the wellbeing of their workforce at the forefront of their minds.

According to an October 2022 publication from the McKinsey Health Institute, 59 percent of the global workforce report having at least one mental health challenge either now or in the past. These challenges not only threaten employee wellbeing but can also impact performance by a reduction in productivity.

Numerous factors outside of work impact individual mental health. Nonetheless, employers can make a difference with a few key steps, such as properly training management to mitigate toxic behaviors, prioritizing inclusivity and providing mental health resources.

Management training

To start, leaders need to prepare their managers to set the tone for employees. Frontline managers can have a large influence on employee wellbeing through their daily interactions with their teams. Even if organizations offer a host of mental health benefits, employees might not take advantage if their managers do not buy in. There is no substitute for the genuine care and concern that a supportive manager offers their employees, and they can tell the difference when they are authentically cared for or not.

Although the vast majority of managers have good intentions toward their employees, managers also may hold themselves and their teams to high standards without realizing the impact on mental health. Managers should receive training in how to respect work-life balance, help employees prioritize their duties, and create and maintain a supportive, positive work environment. These things may not have been on the radar for management in the past, but it is now the norm to lead with the wellness of the whole person in mind.

Beyond helping employees balance their lives, managers also need support in balancing their own, particularly to avoid burnout. Employees and managers may both face pressure to perform, and leaders need to make sure mental health initiatives for junior employees do not simply transfer excessive workloads to their supervisors. To accomplish that, train managers in time- and stress-management techniques and keep the lines of communication open with the executive team. Staying in tune with the pulse of wellness at work requires open communication and the commitment to support work-life balance by all members of the organization.

Prioritize inclusivity

Since 2020, inclusivity has become a bigger and bigger part of the conversation about workplace culture. The impact of a discriminatory workplace on mental health can be profound. When employees experience or indirectly experience discrimination in the workplace, their overall wellbeing suffers, with engagement and satisfaction decreasing as well, according to a 2021 survey from Gallup. The good news is most workplaces already have policies in place to prevent and report discriminatory practices.

However, a truly inclusive workplace will go beyond anti-discrimination policies to create an affirmative environment where employees can fully embrace their identities. Steps to promote inclusivity include celebrating holidays of various cultures, creating opportunities for employees to discuss their heritage and traditions, organizing relationship-focused exercises and offering educational opportunities in the workplace. To promote unity in the workplace, leaders should take care to discourage the formation of cliques and ensure all employees feel welcomed and not judged or mistreated by coworkers. Valuing diversity and honoring the individual drives the culture of tolerance and acceptance, which promotes a harmonious and productive work environment and team.

Provide mental health resources

To promote mental health and wellness, employees need access to the right resources and the knowledge to navigate those resources. In many cases, employees with the biggest mental health challenges may also face the most obstacles in receiving care. For employers offering health care benefits, employees may need training on how to find mental health practitioners in their area. What is more, employees accustomed to inconvenient appointment times or long wait lists for therapists may benefit from learning about online therapy platforms, which can offer care sooner and outside of typical work hours.

Many employers also choose to offer an employee assistance plan, or EAP, which can offer further mental health programs, free of charge. Despite their relevance to employees in need, EAPs are often overlooked and underutilized, making it even more necessary for managers or HR to proactively reach out to employees and educate them about their EAP benefits.

For organizations without the budget to provide health care benefits or EAPs, their leadership should investigate free or low-cost mental health resources in their region. In many cases, local government will provide free access or subsidies for mental health care. Nonprofit organizations may also offer free programs for those meeting eligibility requirements.

Employers should keep in mind employees may feel afraid to use mental health benefits for fear of stigma. While managers should be careful not to intrude on employees’ personal lives, managers can still gently offer caring support to employees who show signs of struggling with mental health, including chronic tardiness, absenteeism, low mood and a sudden change in personality or work performance. The ability to know if a behavior is out of the norm for an employee, the manager needs to have built a relationship with them and to care enough to notice the change.

As employees continue to face mental health challenges in their personal lives, employers can be part of the solution by educating managers, emphasizing inclusivity and offering mental health resources and support. Being a caring human being goes a long way, even at work.

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Karen Leal is a performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

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Key energy leaders to converge in Houston for CERAWeek 2026

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CERAWeek returns this month, March 23-27, and will once again bring leading energy executives and government officials to Houston.

The 44th annual event will again host U.S. Secretary of Energy Chris Wright and U.S. Secretary of the Interior Doug Burgum.

Wright will participate in a plenary session focused on energy policy with Daniel Yergin, conference chair and vice chairman of S&P Global, on March 23. The following day, he will be featured in the Celebrating 10 Years of U.S. LNG reception with Jack Fusso, president and CEO, of Cheniere Energy. Both events are part of the Executive Conference track.

Burgum will participate in a leadership dialogue plenary session with Yergin on March 25. It is also part of the Executive Conference track. Burgum is also chairman of the National Energy Dominance Council, established by President Trump in 2025.

Top energy executives, many of whom are based in Houston, will also be featured prominently at the week-long event. Other speakers include:

  • Bill Blevins, director of grid coordination for the Electric Reliability Council of Texas (ERCOT)
  • Trevor Best, CEO of Syzygy Plasmonics
  • Marie Contour Carrere, executive director of the Rice Sustainability Institute
  • Ryan DuChanois, co-founder and CEO of Solidec
  • Reginald DesRoches, president of Rice University
  • Georgina Campbell Flatter, CEO of Greentown Labs
  • Jim Fitterling, chair and CEO of Dow Inc.
  • Vicki Hollub, CEO of Occidental Petroleum Corp.
  • Renu Katon, chancellor and president of the University of Houston
  • Ryan Lance, chairman and CEO of ConocoPhillips
  • Olivier Le Peuch, CEO of SLB
  • Patrick Pouyanné, chairman and CEO of TotalEnergies SE
  • Adrian Tromel, chief innovation officer and interim VP for Innovation at Rice University
  • Bobby Tudor, founder and CEO of Artemis Energy Partners and chairman of HETI
  • Wael Sawan, CEO of Shell plc
  • Lorenzo Simonelli, chairman and CEO of Baker Hughes Co.
  • Mike Wirth, chairman and CEO of Chevron Corp.
  • Jeremy Pitts, managing director of Activate Houston
  • And many others

This year, CERAWeek will center around the theme of Convergence and Competition: Energy, Technology and Geopolitics.

"Change is inescapable," Yergin said in a news release. "The global energy landscape—and to a large extent the entire global economy—is being fundamentally reshaped by the dual forces of convergence and competition. The race for AI is fusing the energy and technology industries like never before, bringing into sharp relief the need to align energy expansion with sustainable economic growth."

"Yet, the potential for collaboration and innovation is increasingly matched by the risk for collision and conflict in a world marked by geopolitical rivalry, tariffs and fragmented supply chains," he continued. "Reconciling an increasingly complex world with the growing demand for energy that is stable, secure and affordable is a complex reality that CERAWeek 2026 will tackle when global energy leaders meet in Houston."

Key topics of discussion will include:

  • Politics, Economics, Trade and Supply Chains
  • Policy, Regulations and Stakeholders
  • Oil Value Chain
  • Power, Renewables, Generation and Grid
  • AI and Digital
  • Minerals and Mining
  • Electrification Technologies
  • Investment and Financing
  • Chemicals and Materials
  • Business Strategies
  • The Innovation Ecosystem
  • Managing Emissions
  • Low-Carbon Fuels and Mobility
  • Climate and Sustainability
  • Workforce Strategy

The CERAWeek Innovation Agora track, which is the program's deeper dive into technology and innovation, will feature thought leadership on "AI, decarbonization, low carbon fuels, cybersecurity, hydrogen, nuclear, mining and minerals, mobility, automation and more," according to the release.

Agora Hubs will return this year and be divided into three zones: new energies, carbon and climate, and AI. The hubs will feature amphitheater-style sessions and panels. Agora Pods will allow energy startups to showcase their ideas in 20- to 30-minute presentations.

Additionally, CERAWeek will introduce a new program this year on Friday, March 27. Known as Look Forward, it will focus on economics, politics and technology.

See the full agenda for the week here. Find more information and register for the event here.

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This article originally appeared on our sister site, EnergyCapitalHTX.com.

Texas ranks as the No. 13 most innovative state in 2026 study

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During a SXSW reception March 12 at the Governor’s Mansion in Austin, Gov. Greg Abbott hailed Texas as the No. 1 state for innovation. Personal finance website WalletHub doesn’t see it that way, though.

A new study from WalletHub assigns Texas a No. 13 ranking for innovation among the states and the District of Columbia. D.C. comes out on top, followed by Massachusetts, California, Colorado and Washington. Mississippi appears at the bottom of the list.

Texas earns an innovation score of 49.56, compared with 69.13 for top-ranked D.C. In two broad categories, Texas ranks 12th for human capital and 13th for innovation environment.

To identify the top places for innovation, WalletHub evaluated the 50 states and D.C. by reviewing 25 key indicators of innovation friendliness. The indicators include:

  • Share of STEM professionals.
  • Forecast for Share of STEM professionals
  • Forecast for STEM jobs
  • Eighth-grade math and science performance
  • Concentration of tech companies
  • R&D spending per capita
  • Share of science and engineering graduates age 25 and over
  • Average internet speed
  • Venture capital funding per capita

“The most innovative states are especially attractive to people who have majored in science, technology, engineering and math, or STEM, as they offer abundant career opportunities and investment dollars, both for jobs at existing companies and for startups,” WalletHub analyst Chip Lupo said in the report.

“These states also instill young students with the skills they need to succeed in the current workforce, skills which are useful whether or not they pursue a STEM career,” he added.

Texas zeroes in on semiconductor industry

On the innovation front, Abbott and other state leaders have focused intently on growing the state’s semiconductor industry, which generates roughly $30 billion to $60 billion in economic activity per year. Texas ranks among the top states for semiconductor manufacturing, with major operations in North Texas and Central Texas.

To bolster the industry, Abbott signed the Texas CHIPS Act into law in 2023. The law established the Texas Semiconductor Innovation Fund, which issues grants for semiconductor research, design and manufacturing, and the Texas Semiconductor Innovation Consortium, which advises the governor and state legislators on matters related to the semiconductor sector.

Among the consortium’s appointed representatives are:

  • Joe Elabd, vice chancellor for research at the Texas A&M University System
  • David Staack, deputy vice chancellor for research at the Texas A&M University System
  • Ramanan Krishnamoorti, vice president for energy and innovation at the University of Houston
  • Magesh Rajan, vice president for research and innovation at Prairie View A&M University

Semiconductor companies with a presence in the Houston area include chip manufacturer NVIDIA, which is building an AI supercomputer factory in Houston; Labtopia, a tech staffing firm that does business in the semiconductor sector; Microchip USA, a distributor of semiconductors and other electronic components that opened an office in Kingwood last year; and Infineon Technologies, which designs, develops, and manufactures semiconductors.

The Greater Houston Partnership touts the Houston area’s track record as an innovation hub.

“As a home to world-changing innovations and a talented labor pool, Houston has been an attractive region for innovation and startups across all key industries for years,” the partnership says, “and as a major player as a center of activity for the next generation of innovators and entrepreneurs.”

Houston fuels energy innovation

As for energy innovation in the Houston area, Abbott last month announced a 455-megawatt, $617 million natural gas plant that Houston-based NRG Energy is building at its Greens Bayou facility in north Harris County is now a designated project under the Texas Jobs, Energy, Technology, and Innovation (JETI) program. JETI offers economic incentives for qualifying projects.

The NRG plant is expected to begin generating power for the Electric Reliability Council of Texas (ERCOT) in 2028.

Other energy innovators in the Houston area include Chevron, ExxonMobil, Occidental’s 1PointFive subsidiary, Schneider Electric, Shell, AB Energy USA, Fervo Energy, Solugen and Syzygy Plasmonics.

One promising area for energy innovation in Houston is carbon capture, utilization, and sequestration (CCUS). A new study from the Houston Energy Transition Initiative (HETI) and Deloitte Consulting says the Houston area is positioned to take a leading role in the development of CCUS, thanks to the region’s chemical and refining industries, energy infrastructure, energy-heavy workforce and access to global markets.

“With supportive policy, continued innovation, and strong industry partnerships, we can accelerate [CCUS] deployment, create new low-carbon value chains, and ensure Houston remains at the forefront of the global energy transition,” said Jane Stricker, HETI’s executive director and senior vice president of energy transition.

Uber rolls out women-only ride preferences to Houston users

Women Preferences

Houston women riders and drivers can now be matched to other women on the Uber app. The ride-hailing giant has expanded its pilot program nationwide in response to customer safety concerns.

“When women riders and drivers told us they wanted more control over how they ride and earn, we listened,” wrote Uber in a blog post announcing the move. “That feedback led to Women Preferences, features designed to give women the choice to ride with other women. Since our first pilots last summer, we’ve heard just how much that choice matters — from feeling more comfortable in the back seat to more confident behind the wheel.”

According to Uber, passengers can request to be matched with a woman driver by requesting an on-demand ride, scheduling a trip in advance, or setting a preference within the ride app. If wait times are longer than anticipated, the rider can opt to be paired with a driver of any sex.

Uber says it began offering the rides in 2019, after women in Saudi Arabia gained the right to drive. Since then, it has rolled out the program in Europe, Latin America, Australia, and Africa — although in some countries, only drivers can make the match.

The move forward on Women Preferences comes despite a pair of lawsuits aimed at Uber and its main competitor, Lyft. According to Time reporting, the plaintiff’s lawyers argue that women-only rides unfairly limit the volume of rides for male drivers and reinforce gender stereotypes about men.

Lyft rolled out its similar program, Women + Connect, in 2023. The initiative is slightly more expansive than Uber’s preferences, allowing both women and nonbinary people to participate.

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This article originally appeared on CultureMap.com.

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