Houston expert: Here's how the pandemic affected the workforce

guest column

Whether it's the “Great Resignation” or the “Great Reallocation,” here's what you need to know about the pandemic's lasting effects on the workforce. Photo via Getty Images

The pandemic has altered many aspects of American life, but perhaps none as much as the way Americans work – or, if they work at all. One startling phenomenon resulting from the pandemic is a massive exodus of people leaving the workforce. On average, around 4 million employees quit their jobs each month in 2021, with resignations accelerating toward the end of last year and hitting a record 4.5 million in November.

These mass departures have created an imbalance in the labor market. As of December 2021, there were 10.9 million job openings in the United States, but only 6.3 million unemployed workers. This imbalance has contributed to the supply chain issues that have plagued many industries, as well as to some of the wage and price inflation we are seeing. Inflation has been rising while our labor force participation rate has plummeted to 61.9 percent, back to around where we were in the mid-1970s. In other words, only about 3 out of 5 working-age adults are actually working.

Embedded in the resignation data are really two types of people: those who are leaving the workforce permanently, and those who are leaving their current jobs for better, or more flexible, work. If the former group refers to a trend dubbed the “Great Resignation,” the latter is more aptly described as the “Great Reallocation.” Although fundamentally different, both trends tell us something important about the ways in which American work life has changed in the wake of the pandemic.

Workers permanently leaving the workforce may be doing so for a variety of reasons. Pre-pandemic, America was already in the Baby Boomer retirement cycle. So, for many people who might have been a year or two away from retirement before the pandemic, the fear and uncertainty resulting from COVID-19 simply delayed those plans. But with 2021’s stock market gains, and retirement accounts flush with cash, many people felt secure enough to pursue the retirement they put off during 2020’s uncertainty.

Another subset of people leaving the workforce likely did so out of a legitimate fear of COVID-19 or, on the flip side, because of burgeoning vaccine mandates. As Americans learn to live with COVID-19, and with many vaccine mandates being struck down or withdrawn, some of these workers will return to the workforce, while others will opt for retirement to avoid these issues. Additionally, with the advent of virtual school across much of the United States, many parents felt pressure to either quit working and stay home with their kids or quit an in-person job to find a work-from-home job.

Still another subset of workers—primarily those in lower-wage jobs—chose to stay home because government subsidies stemming from the pandemic equaled or, in some cases, exceeded their expected earnings from work. Since those subsidies largely ended, many of these workers have been looking to reenter the workforce. However, with the rise of artificial intelligence algorithms pruning resumes for “fit” with certain jobs, a significant employment gap on a worker’s resume could create problems for many who are now seeking work. In any event, many workers looking to get back in the game could benefit from having an expert optimize their resumes so they are attractive to the gatekeeper’s new electronic eye.

Another group of workers resigned to start their own businesses. From January to November 2021, nearly 5 million new businesses were created in the United States. This represents a 55 percent increase over the same period in 2019, which was a boom year right before the pandemic.

The workforce gap stemming from the “Great Resignation” has substantially increased employee bargaining power. In an effort to bridge that gap, employers have been engaged in a war for talent that will continue or, absent a market disruption, even intensify in 2022. In this tight labor market, employers have been realizing that there is a competitive advantage to recruiting talent away from competitors. Wages are up, with no downturn in sight. In November of 2021 alone, pay was up 3.2 percent for employees remaining in their existing jobs. But, for those employees who switched jobs, pay increased 4.3 percent, revealing an advantage to employees looking to “upgrade” their positions. To attract employees, employers are not only offering higher wages, but also, other enticements like signing bonuses, retention bonuses, private offices, and hybrid or fully remote working arrangements.

The pandemic also changed employees’ perspective on work. People became introspective and reevaluated their wants and needs. With so many forced to work from home at the onset of the pandemic, and the overall success of working from home, the flexibility that accompanies working from home has now become ingrained in people’s psyches. Many now prefer or demand jobs with greater flexibility. The success of the work from home phenomenon has also caused several employers to embrace nationwide recruiting of remote workers. These employers greatly benefit from mining a nationwide talent pool and their employees love being able to live where they want, work from home, and still receive great pay. Now, if you want to live in a cabin in Montana or a beach house in Florida, you can do that and still get Silicon Valley pay.

Given the pandemic-driven new market realities, a few things have become clear. First, work from home, to a greater or lesser extent, is here to stay. Second, whether employees work from home or at a business, if we hope to solve supply chain problems, get products back on shelves, and stem the tide of inflation, we need to get Americans back in the workforce. Third, for those considering going back to work, there is no better time than now.

------

Scott Nelson is a Houston-based partner at Hunton Andrews Kurth focused on labor and employment.

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

How Houston companies can use pandemic challenges to foster innovative corporate inclusion efforts

guest column

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.

------

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.

Ad Placement 300x100
Ad Placement 300x600

CultureMap Emails are Awesome

Property Showcase

Houston lands $14M in latest CPRIT grants to advance cancer, lab-on-chip research

cancer funding

Thanks to a $4 million grant from the Cancer Prevention and Research Institute of Texas, the University of Houston has recruited a top-tier researcher developing AI-powered lab-on-a-chip technology for early cancer detection.

Tianhong Cui, a professor of mechanical engineering at the University of Minnesota Twin Cities and an adjunct professor of physiology and biomedical engineering at the Mayo Clinic, specializes in microelectromechanical systems and advanced manufacturing at microscale and nanoscale levels. In addition to lab-on-a-chip systems, Cui focuses on biosensors and water sensors.

Lab-on-a-chip devices deliver big results in a tiny package

The CPRIT grant supports Cui’s development of a microscale lab-on-a-chip system for early cancer detection and post-therapy monitoring.

“Lab-on-a-chip technology crams an entire lab’s worth of functions into a tiny device roughly the size of a USB stick,” according to Built In.

Common uses for the technology include medical diagnostics, point-of-care testing, and environmental monitoring.

Lab-on-a-chip work being carried out at UH and elsewhere in Houston promises to revolutionize cancer detection and treatment. For instance, Houston biotech company iBiochips, a spinout from the Houston Methodist Research Institute, makes lab-on-a-chip devices that bolster cancer detection and therapy.

Four local organizations gain $10 million in CPRIT grants

Four other Houston-area organizations received an additional $10 million in grants in CPRIT’s latest round of funding:

  • University of Texas MD Anderson Cancer Center received two $2 million grants to recruit researchers Zheqi Li of Harvard University’s Dana-Farber Cancer Institute and Nikolaos Koundouros of Weill Cornell Medicine.
  • Rice University received one $2 million grant to recruit researcher Maria Akoppyan, formerly of the University of Southern California.
  • UT Medical Branch at Galveston received one $2 million grant to recruit researcher Cristina Santarossa of Johns Hopkins University.
  • Houston-based biopharma company Pulmotect received one $2 million grant to support better outcomes for cancer patients by activating immunity in the lungs as a first line of defense against germs.

The funding was part of $35 million in new CPRIT grants for institutions and companies across Texas approved at the organization's most recent meeting. To date, CPRIT has awarded more than $4.2 billion in grants.

“These awards support research across the cancer continuum from prevention to new classes of therapeutics,” said Dr. Scott Hiebert, chief scientific officer of CPRIT, said in a news release. “The work of these investigators will impact the lives of Texans across the state.”

2 Houston high schools soar as America's best for 2026, says U.S. News

Honor Roll

Houston ISD's Carnegie Vanguard High School is standing tall as one of the 25 best high schools in America, according to U.S. News and World Report's 2026-2027 Best High Schools rankings.

DeBakey High School for Health Professions also ranks among the top 100 nationally, and 23 more Houston-area schools join them at the top of the class in Texas.

Each year, U.S. News evaluates approximately 27,000 public high schools on six factors: college readiness, college curriculum breadth, state assessment proficiency, state assessment performance, underserved student performance, and graduation rates.

The highest ranking public schools provide the best educational environments where "students demonstrated outstanding outcomes above expectations in math, reading and science state assessments, earned qualifying scores on an array of college-level exams, and graduated in high proportions."

"Every student deserves a pathway to success, and that journey often begins with selecting the right school," said LaMont Jones, Ed.D., managing editor for education at U.S. News. "The 2026-2027 Best High Schools rankings empower families with the valuable data and transparency they need to help make the best educational choices for them. We are proud to offer this essential resource to help shape the next generation of college-ready students."

Top ranking Houston schools
Carnegie Vanguard High School once again leads in Texas as the No. 2 best high school, and soared as No. 25 in U.S. News' national list of the best high schools, up from No. 42 last year.

DeBakey High School for Health Professions is the 9th best high school in Texas and ranks No. 91 nationally (down from No. 75 last year).

Three more local schools ranked among the best STEM schools in the country: Memorial High School in Spring Branch ISD (No. 86), Seven Lakes High School in Katy ISD (No. 96), and Dulles High School in Fort Bend ISD (No. 99).

In U.S. News' ranking of the best charter schools, four Houston-area schools made the top 100: Spring Branch ISD's Westchester Academy for International Studies (No. 62), Harmony School of Innovation - Katy (No. 72), Harmony School of Discovery - Houston (No. 78), and YES Prep - North Central (No. 100).

Other Houston-area schools that rank among the 100 best in Texas are:

  • No. 17 – Kerr High School, Alief ISD, Houston
  • No. 24 – Young Women's College Prep Academy, Houston ISD
  • No. 25 – Kinder High School for Performing and Visual Arts, Houston ISD
  • No. 31 – Challenge Early College High School, Houston ISD
  • No. 39 – Westchester Academy for International Studies, Spring Branch ISD, Houston
  • No. 44 – Tomball Star Academy, Tomball ISD
  • No. 45 – Harmony School of Innovation - Katy
  • No. 46 – North Houston Early College High School, Houston ISD
  • No. 51 – Eastwood Academy, Houston ISD
  • No. 52 – Seven Lakes High School, Katy ISD
  • No. 54 – Harmony School of Discovery - Houston
  • No. 55 – Energy Institute High School, Houston ISD
  • No. 56 – Spring Early College Academy, Spring ISD
  • No. 63 – Sharpstown International School, Houston ISD
  • No. 66 – YES Prep - North Central, Houston
  • No. 73 – Tompkins High School, Katy ISD
  • No. 76 – YES Prep - Southeast, Houston
  • No. 80 – Harmony School of Innovation - Sugar Land
  • No. 81 – Clements High School, Fort Bend ISD, Sugar Land
  • No. 82 – Houston Academy for International Studies, Houston ISD
  • No. 86 – Jordan High School, Katy ISD
  • No. 88 – Victory Early College High School, Aldine ISD, Houston
  • No. 96 – Clear Horizons Early College High School, Clear Creek ISD, Houston

---

This article originally appeared on CultureMap.com.

Intuitive Machines lands $600M satellite deal, NASA ‘spacecraft bus’ contract

space deals

Houston-based space infrastructure company Intuitive Machines has scored two astronomical deals.

The deals add to the company’s soaring success. As of June 30, Intuitive Machines had a record-high $1.8 billion backlog of orders, a $1.5 billion increase from the end of last year. The current backlog includes orders for more than 80 spacecraft.

The company, which went public in 2023, expects this year’s revenue to total $900 million to $1 billion. In the first half of 2026, Intuitive Machines generated nearly $393 million in revenue.

Intuitive Machines estimates its total available market is valued at more than $150 billion.

$600 million-plus deal represents ‘important milestone’

On Monday, Intuitive Machines said it picked up a $600 million-plus deal to develop three commercial satellites for an undisclosed customer over the course of about two years.

Intuitive Machines says it will design, manufacture, set up and support several spacecraft “for a critical communications infrastructure mission.”

Steve Altemus, the company’s CEO, says the deal represents “an important milestone for Intuitive Machines and reflects the confidence our customers place in our ability to deliver high-performance spacecraft for a broad range of mission needs.”

Company nails down NASA deal for ‘spacecraft bus’

A day after announcing the $600 million-plus deal, Intuitive Machines said it secured a new contract with NASA.

Intuitive Machines says NASA’s Jet Propulsion Laboratory in Southern California will use the company’s IM 300 “spacecraft bus” for an EAGLE-VSWIR Earth observation mission. The mission is scheduled to launch in 2028.

Aside from supplying the IM 300 bus, Intuitive Machines will carry out mission support services.

The low-Earth-orbit mission will be equipped with Intuitive Machines’ hyperspectral visible to shortwave infrared (VSWIR) instrument. This technology sees colors and details that aren’t visible to the human eye.

The instrument is “designed to perform surface biology and geology observations from Earth orbit while demonstrating technologies that could support future lunar and Mars exploration missions,” Intuitive Machines says.

Intuitive Machines builds mission-critical spacecraft, systems, and infrastructure for business and government customers. To date, the company has produced more than 300 spacecraft, delivered over 575 pounds of payload to the moon and launched about 100 satellites.

View All Listings