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 As Americans learn to live with COVID-19, and with many vaccine mandates being struck down or withdrawn, some of these workers will return to the workforce, while others will opt for retirement to avoid these issues.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 space companies take off with new tech, deals and contracts

space update

Space City has had a busy month.

Houston-based aerospace institutions Venus Aerospace, Axiom Space, and Aegis Aerospace have each recently announced advancements in their respective fields that include expansions and new contracts from U.S. and international government agencies.

Here’s the latest:

Venus launches new test stand

Earlier this month, Venus Aerospace added infrastructure to support the ongoing progress of its Rotating Detonation Rocket Engine (RDRE) with the opening of its new propulsion test stand at the Houston Spaceport.

The Texas Space Commission's Space Exploration and Aeronautics Research Fund is funding the test stand, which is part of a larger effort from the state to increase investments in the aerospace economy. The ribbon-cutting event on Sept. 10 welcomed officials from Venus Aerospace, the Texas Space Commission, the Houston Spaceport, Houston business and local community leaders.

With the new stand, Venus will be able to test at higher thrust and for longer durations, which will allow the company to better replicate real-life conditions.

"Building and testing propulsion systems at this pace requires the right infrastructure around the technology," Sassie Duggleby, CEO and co-founder of Venus Aerospace, said in a news release. "We're grateful to the Texas Space Commission and the State of Texas for investing alongside companies like Venus. Public investment like this helps companies move faster and keeps critical aerospace capability growing here in Texas."

Venus closed a $91 million Series B in July and expanded its leadership team.

Axiom partners in Europe

Axiom Space has signed a memorandum of understanding with the European Space Agency for “sustained European access to low-Earth orbit (LEO)” following the retirement of the International Space Station, according to a news release from the company.

Under the agreement, Axiom and the ESA agreed to explore future astronaut missions on the ISS and Axiom Station, research, transportation and spacesuit partnerships. The organizations will explore using the ESA’s European Cargo Return service and potentially a future European crew vehicle to support operations at Axiom Station, the company's forthcoming commercial space station. The partnership could also involve Axiom's AxEMU spacesuit for orbital and lunar applications, according to the release.

“With the upcoming de-orbitation of the ISS, it is our duty to anticipate and prepare future solutions to ensure our access to low-Earth orbit,” Daniel Neuenschwander, director of human and robotic exploration at ESA, said in the release. “The two documents signed today underline both our commitment to safeguard our ability to pursue in-orbit science and to keep offering flight opportunities to our European astronaut corps, as well as the growing interest of international partners for our ongoing project to develop an autonomous European cargo vehicle.”

The announcement comes as Axiom has made several international moves this year. The company shared plans to establish Axiom Space Switzerland this summer and launched Axiom Space Japan in July.

"The path to a sustainable human presence in space runs through international collaboration — reliable supply chains, shared innovation, and partners who bring real capability," Jonathan Cirtain, CEO and President of Axiom Space, said in the release. "Europe's contributions to microgravity science and deep space technology make ESA exactly that kind of partner. This MoU strengthens our work together, and we look forward to ESA and its member states joining us as customers for future astronaut missions."

Aegis expands DoW deal

Webster, Texas-based Aegis Aerospace announced that it has won a new task order to continue supporting the U.S. Space Force’s Space Test Program.

The contract starts in October and covers designing, building, testing and operating Department of War payloads or equipment on NASA, government, and commercial launch vehicles and platforms. The contract was issued by the USSF Space Systems Command, Space Test Program under NASA Johnson Space Center’s Research, Engineering, and Mission Integration Services 2 (REMIS 2).

Currently, the company is working on three payload facilities on the ISS and has plans for two more in development.

“Aegis Aerospace is grateful to continue our exceptional payload integration support to the USSF and the STP to meet their critical mission objectives,” President Matt Ondler added in the release. “This work is more important than ever to maintain U.S. superiority in space. This new contract will take us beyond the current life of the ISS and see us integrate and test payloads on commercial space stations, free-flyers, and cislunar missions.”

10 Houston billionaires land on Forbes' 2026 list of richest Americans

America's Richest

The richest billionaires in America have a collective worth of $8 trillion in 2026, a staggering $1.4 trillion increase since last year, says Forbes. American billionaires are so wealthy that it now takes an unprecedented $4.4 billion net worth to be considered one of the richest people in the country. And one local billionaire has regained the title as Houston's wealthiest resident.

Oil tycoon Jeffery Hildebrand, 67, now reigns as the No. 1 richest Houstonian, the 9th richest Texan, and the 88th richest person in America for 2026.

The annual Forbes 400 list is a definitive ranking of the wealthiest Americans, using interviews, financial data, and documentation provided by billionaires and their companies. In all, 43 billionaires across Texas made it on the 2026 list, and 10 are based in Houston.

Hildebrand's net worth has surged $4.7 billion since last year, bringing his current net worth to $14.7 billion. He cofounded Hilcorp, one of the largest privately owned oil and natural gas producers in the U.S., in 1990 and served as its CEO until 2018. He still serves as the chairman of the company.

Hildebrand skyrocketed past several other Houston billionaires to claim the top spot citywide: Kinder Morgan chairman Richard Kinder, Toyota mega-dealer Dan Friedkin, and hospitality honcho Tilman Fertitta.

Kinder, 81, was dubbed Houston's richest billionaire in the 2025 Forbes 400 list, whose net worth has increased from $11.1 billion to $12.9 billion in just one year. He is the 11th richest Texan and the 100th richest person in America.

Friedkin, 61, is the third-richest Houstonian and the 102nd richest American with an estimated net worth of $12.9 billion, up from $9.7 billion last year. He most notably owns Gulf States Toyota, which sold $14.5 billion worth of Toyotas in 2025, per Forbes.

The Friedkin family is also in talks to launch a new NHL team in Texas, with Houston and Austin being eyed as potential home bases, CultureMap reports. Bringing a professional hockey team to Houston would be a major boon for the city, which has been without one since the Houston Aeros folded in 2013.

Fertitta, 69, has a net worth of $12.3 billion and is the fourth richest Houstonian and the 110th richest American. Fertitta owns hospitality corporation Fertitta Entertainment and the NBA team Houston Rockets. He most recently purchased the WNBA's Connecticut Sun and plans to relocate them to Houston under the Houston Comets name in 2027. He also keeps himself busy as President Trump's ambassador to Italy.

There's also one new Houston-based billionaire making his debut on the Forbes 400: Houston Texans owner and CEO Cal McNair.

McNair, 64, took over as the principal owner of the NFL team after his late mother, Janice McNair, transferred her principal stake to him in 2024. Janice, who cofounded the Texans with her late husband Bob McNair, passed away in July 2026. She previously had an estimated net worth of $7.3 billion.

Cal McNair ranks as the 218th richest person in America with an estimated net worth of $7.7 billion.

Here's how the rest of Houston's billionaires fared on this year's list:

  • Houston pipeline heir Randa Duncan Williams ranks 124th with an estimated net worth of $11.7 billion. Fellow pipeline heirs Dannine Avara and Milane Frantz tie for 128th nationally. Each has an estimated net worth of $11.6 billion. Scott Duncan ties for No. 137 with an $11.3 billion estimated net worth.
  • Energy exploration chief exec George Bishop of The Woodlands ranks No. 380 with an estimated net worth of $4.5 billion. Last year: $4.7 billion.

Texas' richest billionaires
Walmart heiress Alice Walton, 76, who currently leads as the richest woman globally, is also the richest woman in America, the third-wealthiest person in Texas, and the richest Fort Worth resident for 2026.

Walton's net worth has grown by $12 billion since last year, bringing her current net worth to $118 billion. She is the only daughter of late Walmart cofounder Sam Walton, though she focuses her attention on other endeavors like the Crystal Bridges Museum of American Art and the Alice L. Walton School of Medicine in Bentonville, Arkansas. Forbes still lists her residence as Fort Worth. Walton is one of only 62 women billionaires on the Forbes 400 list, making up just 16 percent of the total list.

---

This article first appeared on CultureMap.com.

3 Houston children's hospitals ranked best in the nation by U.S. News

Hospital Honor Roll

Houston has many renowned hospitals providing exceptional care, and now three local medical centers have earned national acclaim for their top-notch healthcare for children and adolescents.

Texas Children's Hospital, Children's Memorial Hermann Hospital, and Children's Cancer Hospital-MD Anderson Cancer Center are the three local pediatric care centers named in U.S. News and World Report's 2026-2027 Best Children's Hospitals.

Each year, U.S. News surveys over 100 children's hospitals and thousands of pediatric specialists to determine it's Best Children's Hospitals rankings. The winning hospitals excel at various factors such as "clinical outcomes, compliance with established best practices, and level and quality of hospital resources directly related to patient care."

Out of the 90 total children's hospitals selected across 34 states and Washington, D.C., only six were based in Texas.

"For two decades, U.S. News has helped guide families to top-tier pediatric care," said Ben Harder, chief of health analysis and managing editor at U.S. News, in a release. “Finding the right medical team for a rare diagnosis or complex surgery can be overwhelming, and U.S. News’ annual evaluation of the Best Children’s Hospitals provides a clear starting point for parents and referring pediatricians alike."

Texas Children's Hospital reigns as the No. 1 pediatric hospital in the Lone Star State and in the Southwest, and it was the only Texas hospital to be named in U.S. News' national Best Children's Hospitals Honor Roll list for 2026-2027.

Texas Children's also leads as the No. 1 best hospital in the U.S. in two pediatric specialties — Cardiology and Heart Surgery; Diabetes and Endocrinology. It earned top-five acclaim in seven more nationally ranked specialties: Nephrology (No. 2); Pulmonology and Lung Surgery (No. 2); Urology (No. 2); Neurology and Neurosurgery (No. 3); Gastroenterology and GI Surgery (No. 5); Neonatology (No. 5); and Orthopedics (No. 5).

The hospital also ranked as the country's 12th best pediatric cancer hospital, and it's one of the top 50 Best Children's Hospitals for Behavioral Health in the U.S.

Children's Memorial Hermann Hospital is the No. 3 best pediatric hospital in Texas for 2026-2027, and it earned top-50 ranks in seven specialties:

  • No. 12 – Cardiology and Heart Surgery
  • No. 26 – Neonatology
  • No. 28 – Gastroenterology & GI Surgery
  • No. 34 – Neurology and Neurosurgery
  • No. 40 – Orthopedics
  • No. 50 – Nephrology
  • "Top 50" Best Children's Hospitals for Behavioral Health

MD Anderson's Children's Cancer Hospital was unranked in the statewide list of the best pediatric care centers. It ranked as the No. 33 best pediatric cancer hospital in the U.S.

Other high-performing Texas pediatric hospital include Children's Health Dallas, Dell Children's Medical Center in Austin, and Cook Children's Medical Center in Fort Worth.

---

This article first appeared on CultureMap.com.

View All Listings