Houston expert: How to recruit a diverse workforce for your company

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Here's your strategy for growing your team with intention and inclusion. Photo via Getty Images

Recruiting for diversity is a critical aspect of building a diverse and inclusive workforce. In today’s increasingly global and diverse society, organizations that prioritize diversity and inclusion are well positioned to attract and retain top talent, improve innovation, and enhance overall organizational performance.

There are a few effective strategies to employ when an organization recruits for diversity.

Start with a diverse job posting

The first step in recruiting for diversity is to start with a job posting that is inclusive and welcoming to all candidates. Use inclusive language, avoid generic or racially biased language and highlight your commitment to diversity and inclusion. This can help attract a more diverse pool of candidates from the start.

Expand the candidate pool

One of the biggest barriers to diversity in hiring is a limited candidate pool. To expand your candidate pool, consider posting job openings on job boards and websites that cater to underrepresented groups, partnering with community organizations or schools and attending career fairs that target diverse candidates. It is also important to tap employees and their networks for referrals.

Now that many companies are hybrid or fully remote, employers can look outside the usual geographic area for potential employees. However, it is critical for companies to follow the local, state and federal guidelines when employing this hiring tactic.

Remove biases from the hiring process

Unconscious biases can impact the hiring process and limit diversity. To address potential biases in the hiring process, use objective and consistent evaluation criteria, such as skills, experience and qualifications. Also, consider using blind resumes, where hiring managers review the application without seeing the candidate’s name and identifying information.

Hiring for a culture fit is important, but it can, unintentionally, encourage a homogonous workplace. When a company has a diverse team, values will often align, provided the organization clearly defines its mission and goals, but the perspectives and approaches to business may differ between team members. These unique viewpoints add to the company’s culture and spur innovation.

Ensure diversity on hiring committees

Hiring committees should be staffed with diverse employees to ensure different perspectives and experiences are represented in the hiring process. This can lower the risk of unconscious biases and promote inclusive decision-making. Company leadership should ensure the hiring committee includes individuals from different departments, backgrounds and levels of seniority.

Use structured interviews

Structured interviews use a standardized set of questions and evaluation criteria to assess candidates’ qualifications and fit for the role. A standardized approach can help reduce the impact of biases and promote objective decision-making. When interviewing a candidate, the interviewers should focus on the candidate’s skills and experience rather than personal information or characteristics. This tactic allows companies to find the best fit for the open position.

Provide mentorship and support

Once talent is recruited, provide mentorship and support to help them succeed in the organization. That may include pairing them with a mentor or a support group that shares similar experiences or backgrounds. It can also involve providing access to training and development opportunities for the entire organization, which promotes a culture of inclusivity and respect.

Recruiting is a critical aspect of building a diverse and inclusive workforce; however, it is the first step in a much longer process of creating an organization that retains the new hires. By expanding the candidate pool and becoming more intentional in recruiting efforts, organizations are off to a great start to attract and retain diverse talent and promote a culture of inclusivity and innovation.

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Jill Chapman is director of early talent programs with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

A new study shows a mixed workforce — some like the work-life blend and some want to check out of their jobs at 5 pm. How can you design a workplace culture that fits both? Photo via Getty Images

Houston expert shares advice for business founders leading dual interest workforces

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Managers are facing a new challenge after a recent Gallup survey revealed the chasm between work-life splitters and blenders. While splitters prefer a 9 a.m. to 5 p.m. job with a clear divide between work and life, blenders would rather blend work and life throughout the day. Although the increase in hybrid work would seem to benefit blenders, employees are split between the two camps.

This presents an obstacle for managers who want both groups to feel satisfied with their work-life balance. Fortunately, managers do not have to choose between forcing blenders to work certain hours or denying splitters the structure they want. Instead, organizations can accommodate both kinds of employees through establishing clear expectations, introducing flexible scheduling and emphasizing open communication.

Set clear expectations

To meet expectations, employees need to understand them. That includes understanding how their job performance will be evaluated by their managers. However, while many businesses historically evaluated employees on punctuality by signing in at 9 a.m. on the dot every day, hybrid work arrangements have challenged this notion. On many teams, employees can work the hours they choose so long as they work 40 hours in a week. On others, managers may allow employees to set a daily schedule but expect more consistent schedules from week to week.

With that in mind, managers should let employees know what constitutes tardiness and how many hours splitters and blenders are expected to work. If employees need to let managers know ahead of time what hours their working hours each week, then official policy should outline the expectation. On the other hand, if employees can work whatever hours they desire so long as they attend required meetings and hit certain hours every week, managers need to let them know. Otherwise, employees may feel frustrated toward one another or take advantage of flexible arrangements.

Allow flexible scheduling

Flexible scheduling is another solution to the splitters versus blenders dilemma. Though flexible scheduling may not work for every single team, the concept allows employees to choose their own hours, so long as they complete their work and attend mandatory meetings. If fully flexible scheduling is not an option, managers can also allow flex time, such that employees who need to fulfill personal obligations after work can sign on an hour early to sign off an hour early.

Flexible scheduling is also highly popular with workers and could boost morale for teams of splitters and blenders who struggle to collaborate as a result of their different orientations toward work-life balance. In fact, McKinsey's 2022 American Opportunity Survey found 87% of workers will work flexible hours when offered the chance.

The most important aspect of successful flexible scheduling is employees who understand how many hours they need to work and buy into the system. For flexible scheduling to work at its best, employees may need to track their hours. This ensures every employee is working the same total hours every week, making the system feel fair to everyone on the team.

Focus on open communication

The last critical element of managing splitters versus blenders is open communication. In the hybrid era, traditional communication strategies may need updating. A June 2021 Gallup survey found only 7% of U.S. workers would strongly agree communication is accurate, timely and open at their workplace. Where managers once regularly interacted with their teams together at the office, that is no longer the case for businesses with hybrid schedules. As a result, managers may need to take more deliberate action to communicate with regular email updates and employee check-ins, as well as transparent and timely responses to employee concerns.

Each group of workers may encounter challenges due to their preferred work-life balance. For instance, a blender may struggle to attend an early morning meeting on time due to family obligations like childcare. On the other hand, a splitter may resent being asked to work outside of typical business hours. In both cases, managers should encourage their employees to communicate their difficulties with work-life balance and offer their support in solving the problem. Workers need to feel comfortable being proactive, even about uncomfortable subjects like work-life balance. If a manager sees an employee consistently struggling to manage their duties with personal obligations, then it could be time to bring up the issue directly. The sooner the problem is acknowledged and addressed, the sooner it will be resolved.

The emergence of splitters and blenders in the workplace presents an obstacle to managers. With clear expectations, flexible scheduling and open communication, management can solve this challenge of the hybrid era.

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Jill Chapman is director of early talent programs with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.
Put in the effort to create a strong people culture from the start — it can make all the difference for your company. Photo by Tom Werner/Getty Images

Houston expert: How to build a strong people culture from day one

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Entrepreneurs are driven and tenacious when building a business. However, the laser focus on making a business profitable, from logistics to taxes and everything in between, can sometimes cause one important element to be missed, the people.

The best business plans cannot work without people to implement the details. When a strong people culture is established from the very beginning, the employees who help build the company from the ground up, stay engaged and can become an integral part of the company’s success for years to come.

Below are a few items to help entrepreneurs concentrate on their most precious asset, their people, pinpoint their motivations and learn how employees can enjoy what they do every day, which can take any business to the next level.

Share values

The onus falls on the business leaders within a startup to create a work environment that encourages employees to succeed and enjoy their career. Nurturing a culture rooted in a shared mission and values allows the company to easily build a desirable workplace where employees are eager to return.

When communicating a company’s values, they are more influential when they are lived by leadership. For example, if curiosity is a key value, leadership should encourage teams to ask questions and not be afraid to try to speak up when there may be a more effective path for the business.

It is also important for business owners to look for candidates to fill roles in the growing business who embody their key values. This may mean looking beyond the job description for like-minded people who align with the values and who then bring a positive outlook to the position, are more apt to collaborate and are fully engaged.

Offer unique benefits

Small businesses have the upper hand when it comes to unique benefits because they are a much nimbler organization. When an organization intentionally creates a people-first environment, there is near immediate access to leadership, rapid advancement opportunities are more plentiful and the impact employees at every level can have on the organization is monumental. This is an exciting prospect for so many who share an entrepreneur’s vision.

There are also the traditional benefits that are essential to a strong people culture. This may seem like a daunting prospect, but it can be simple to provide employees, while also competing with large-company benefits, with the help of a professional employer organization. What will strengthen a people culture’s foundation is offering the traditional benefits along with the benefits many enjoyed during the pandemic, which may have been cut by other organizations, such as mental health programs, expanded sick-leave, financial wellness programs, care benefits and others.

When deciding what benefits to offer, it is important to ask employees what benefits mean the most to them. Every benefit may not be feasible, but employees having a say in their benefits further strengthens the people culture.

Communicate

It sounds simple but establishing a culture with transparent communication, within reason, is conducive to a strong people culture. However, for many entrepreneurs, communicating without a plan often leads to not communicating at all.

Set the stage for clear, consistent communication from the very beginning. For example, establishing a standing meeting, whether it is once per week or every morning, allows leadership to share updates, make announcements and point out team wins. For employees, it is an open forum to ask questions. Also setting the standard to talk to employees before making any major policy changes builds trust in the organization, even if the policy change may not be the most desirable for everyone. By surveying staff before a policy change, leadership can clearly communicate the reasoning and have a fully prepared team before implementation.

In a growing business, it is easy to put your head down and grind forward, but engaged employees are essential to making an entrepreneur’s dream come to fruition. Putting in the effort to create a strong people culture from the start will help ensure you have employees who want to be a part of the organization and contribute to its success.

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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.
While COVID-19 cases are not expected to surge this winter like 2020 and 2021, there are some things you can implement within your business to make sure employees stay healthy through the holidays. Photo via Getty Images

Houston expert: How to keep your workforce healthy this holiday season

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Since the coronavirus pandemic shut down the world economy in March 2020, it has not been business as usual. Last winter presented new challenges to small businesses as the Omicron variant caused a surge in cases and hospitalizations throughout the country, interrupting business once again.

Center for Disease Control (CDC) Director Dr. Anthony Fauci predicted less of a surge this winter than in 2020 and 2021 in a recent White House briefing. The CDC also reports the 32 percent of Americans who remain unvaccinated, whether for personal or medical reasons, remain at greater risk. Cases are not yet trending upward in Texas at a pace for concern, but neighboring New Mexico is experiencing an upswing, as is Arizona, according to data from the Mayo Clinic.

That raises the question, yet again, of how to address the issue with employees nearly three years into the pandemic. Businesses need to evaluate their plans now for a likely increase in coronavirus cases.

Evaluate risk factors

Each small business faces a different risk from a coronavirus surge based on its operations, employees and business model. Unlike bigger corporations, small businesses cannot easily reallocate staff when the coronavirus spreads within the workplace. If an infection spreads to a majority of the team, leanly staffed businesses may need to shut down until employees can return to work.

For businesses producing or distributing consumer or industrial goods, a coronavirus surge in a factory or warehouse could further impact delivery times or disrupt the supply chain. Likewise, independent medical practices, spas or gyms with daily in-person contact could face major impacts in the event of coronavirus spreading between employees and clients. On the other hand, a client services agency like a law firm with a hybrid schedule may face less of a risk, provided sick employees feel well enough to work from home.

Risk will also vary based on vaccination rates, age and health of staff. Employers should be careful to protect employee’s privacy but asking whether an employee is vaccinated does not violate any laws if the question is limited to a yes-or-no answer, according to the U.S. Equal Employment Opportunity Commission. Federal law also does not prohibit employers from requiring all employees to be vaccinated in some circumstances but employers who wish to explore that option should consult with legal counsel to understand the risks.

Finally, businesses need to understand their community risk factors. Find out where weekly coronavirus data is reported within the region and assign responsibility to HR for tracking this data. If cases begin to peak, that could signal growing risk to the business and workers.

Based on the evaluation of risk factors to employees and business operations, determine how a possible surge could impact profitability. If possible, crunch the numbers on revenue and losses for a clear understanding of the financial ramifications. This data will help guide protocols.

Address preventive measures

In the early days of the pandemic, many businesses introduced requirements for employees to test regularly or remain home if experiencing symptoms of the coronavirus. While some businesses have discontinued these policies, they represent a helpful starting point for preventive protocols to implement during another surge.

Businesses who face a significant risk from a coronavirus surge may wish to introduce regular testing at once-a-week intervals, regardless of whether employee show coronavirus symptoms. Communicate to employees about why these protocols are necessary. In July 2022, Pew Research Center found only 41 percent of Americans view the coronavirus as a major threat to public health, down from 67 percent in July 2020. That means employees may take fewer precautions in their own lives and benefit from a reminder of the potential coronavirus impacts to business.

Staggered schedules can further lower the risk of a coronavirus breakout in the workplace, especially for the largest teams on staff. A business with a hybrid remote work policy may divide teams into “pods” where employees only come into the workplace on the same day as other workers in their pod. This approach can contain the potential coronavirus spread to the individuals within the pod while allowing in-person collaboration to continue.

It is important to keep in mind these policies present their own costs in the form of coronavirus test kits, if provided to employees by the business, the cost of employees’ time and possible reduced productivity. Considering these tradeoffs, entirely remote startups or small businesses with less risk of spreading coronavirus between teams may decide against mandatory testing and staggered schedules. Businesses who make that decision should carefully monitor coronavirus data in their communities in case circumstances should change.

Set protocols for illnesses

Regardless of mandatory testing and staggered schedules, all small businesses should put coronavirus policies in place, including how to respond with symptoms present and for those who test positive, but may not have symptoms. When setting policies for those who test positive or someone in their household tests positive, it is important to get the latest information on quarantines from the CDC and communicate these policies clearly with employees.

If vaccination status is unknown, set a rule applying to everyone. Policies to prevent a coronavirus case from spreading include a requirement for exposed employees to work remotely for the quarantine period or wear a mask and socially distance in the workplace. While small businesses and startups often take pride in their flexible approaches, coronavirus policies should be fair and standardized for all.

The worst of the pandemic may be over, and by planning for the likelihood of a winter coronavirus surge, businesses can help ensure it stays that way.

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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.

These guest articles — with advice and perspective on topics ranging from quiet quitting to emotional intelligence — attracted the most readers throughout the year. Photo via Getty Images

These were the most-read guest columns by Houston innovators in 2022

2022 in review

Editor's note: Every week, InnovationMap — Houston's only news source and resource about and for startups — runs one or two guest columns written by tech entrepreneurs, public relations experts, data geniuses, and more. As Houston's innovation ecosystem gets ready for 2023, here are some of this year's top guest contributor pieces — each with pertinent information and advice for startups both at publishing and into the new year. Make sure to click "read more" to continue reading each piece.

Is your New Year's resolution to start contributing? Email natalie@innovationmap.com to learn more.

Houston expert: How to navigate Gen Z's quiet quitting movement at your company

Your perspective on quiet quitting is probably generational, says one Houston expert and startup founder. Photo via Getty Images

This month, the internet has been discussing "quiet quitting," the practice of employees setting hard boundaries about when they work and to what extent they are willing to go beyond the outlined expectations of their jobs.

The conversation around quiet quitting has also been lively at the Ampersand offices. As a training company that is dedicated to training new professionals for employers both big and small, it's critically important for our team to have a good grasp on the relationship employees have with their jobs, and what motivates them to succeed. So we had a long meeting where we discussed what quiet quitting meant to each of us. Read more.

Houston expert shares how small business leaders can encourage PTO use

Retaining employees is no easy feat these days. Encouraging a healthy PTO policy can help avoid burnout. Photo courtesy of Joe Aker

As many small businesses continue to operate in a challenging, fast-paced environment, one thing that has arrived at breakneck speed is midyear, along with the summer months. Theoretically, to ensure work-life balance, most employees should have 50 percent of their PTO remaining to use for summer vacations and during the second half of the year. In reality, that is probably not the case given workers are hesitant to use their PTO, leaving approximately five days of unused PTO on the table during 2020 and 2021.

While the pandemic affected PTO usage the last two years, the labor shortage appears to be a major contributor in 2022, which has led to PTO hoarding and increasing levels of employee burnout. Although these factors can be compounded for small business owners because there are fewer employees to handle daily responsibilities, it is imperative for workers to take PTO, returning recharged with a fresh perspective on the tasks at hand. Read more.

Houston expert: 3 emotional intelligence tips for improving patient-practitioner experience

A Houston expert shares how to improve on communication in the health care setting. Image via Getty Images

After spending hours with healthcare professionals as both a consultant and patient, I know that it takes a special kind of person to take care of others in their most distressing and vulnerable times. That responsibility has been in overdrive because of COVID, causing emotional burnout, which in turn affects patient care. By equipping yourself with emotional intelligence, you can be more resilient for yourself and patients.

Emotional intelligence is keeping your intelligence high, when emotions are high.

Health care sets up an environment for a tornado of emotions, and the rules and regulations centered around patient-provider interactions are often complex to navigate. This leaves many on the brink of emotional exhaustion, and for survival’s sake, depersonalization with patients becomes the status quo. Feeling a disconnect with their patients is another added weight, as few get into this industry for just the paycheck – it’s the impact of helping people get healthy and stay healthy that motivates them. I’ve seen it time and time again with people in my life, as well as on my own patient journey as I battled stage 3 cancer. Read more.

Here's what types of technology is going to disrupt the education sector, says this Houston founder

Edtech is expected to continue to make learning more interactive, fun, and inclusive for people around the world. Photo via Pexels

Technology has always maneuvered education in a certain direction but the COVID-19 pandemic has forced it to shift towards a new direction entirely.

What started off as a basic video lecture turned into a more hybrid and innovative form of education, enabling student engagement and interactivity like never before. Social media forums allow teachers to pay one-on-one attention to students boosting their learning process.

With an edtech boom on the rise, there is a question of what further expansion in educational technology is expected. Here are some technology breakthroughs currently underway in the education sector. Read more.

Houston expert weighs in on marketing from an investor’s perspective

What should Houston startups know about marketing? Photo via Getty Images

Just what do investors want to see from a startup with regards to the company’s marketing? I recently spoke on this topic to a cohort of early-stage technology startup entrepreneurs at Softeq Venture Studio, an accelerator program that helps founders build investable technologies and businesses. Read more.

By implementing best practices in salary negotiations, employees can secure a salary increase that matches inflation, avoid the uncertainty of job-hopping and invest in the future at their current company. Photo via Getty Images

4 tips for pay negotiation amid inflation from this Houston expert

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With the consumer price index rising 9.1 percent since last year, many Americans are evaluating new employment opportunities with better pay. However, employees would be wise to consider the risks of accepting a new position in the face of inflation and a possible recession, which could leave employers unable to sustain higher wages and generous benefits.

As a safer option in the longterm, employees may wish to ask for a raise from their current management, yet many do not know how to start the conversation. By understanding best practices for negotiations, employees can improve their chances of obtaining a pay raise without undermining relationships.

Understand the risks of job-hopping

Conventional wisdom suggests that job hopping can result in higher salary increases than an annual raise. During the pandemic, many employees took advantage of labor market shortages to secure new positions for higher pay. However, job hopping presents risks, particularly in an uncertain economic environment. Companies may institute “last in, first out” layoffs, leaving recent hires unemployed.

Even in strong economic conditions, job-hoppers face uncertain outcomes. When employees leave a company, they may leave behind teammates, mentors, client partnerships and friendships years in the making. These relationships can redevelop in a new organization, but employees may find themselves in an unfamiliar setting, facing unrealistic expectations or unexpected challenges that were not clear during the interview process.

Prepare ahead of time

Before approaching management with a request for a raise, employees should understand their own financial needs and how much additional compensation would improve their finances. If inflation has caused financial strain, employees should gather recent data on inflation, including the consumer price index, to share with management. The more information employees can offer about changing economic conditions, the more management will understand and accept their position.

Focus on the positive

Employees should begin a conversation about salary with praise for the organization and a reiteration of their commitment to the team. By beginning on a positive note, employees set the tone for a mutually productive conversation. Although employees may view salary negotiations as adversarial across the table, productive negotiations are a conversation with both employee and employer on the same team.

Likewise, while employees may worry about looking greedy, employees should not let that fear prevent them from opening the conversation. Employers also understand that employees work to meet their financial needs. While employers may face budget constraints or other considerations in salary allocation, strong management also recognizes the importance of nurturing growth among employees, both in compensation and job responsibilities.

Nonetheless, employees should focus the discussion on broader economic conditions like inflation, not on their personal budget items. By acknowledging the economic environment outside of the employer’s control, employees can then respectfully request their salary be adjusted for inflation.

Employees with a record of strong results can also gather data or performance reviews to demonstrate their contributions to the team beyond the expectations of their role. In doing so, employees can frame a salary increase as a celebratory recognition of the mutually successful partnership between employee and employer and an investment in the relationship.

Be flexible if negotiations stall

If employers decline to adjust an employee’s salary for inflation, employees should not give up on negotiating additional compensation or benefits. Rather than a pay raise, employees can ask for reimbursement for gas mileage or additional remote days to cut down on their commutes. If management declines a pay raise based on timing, employees can acknowledge that management may face budgetary constraints, remaining flexible but firm. For instance, a compromise may involve revisiting the discussion in three to six months.

As employees face record-breaking inflation, it remains critical to consider the risks of departing one role for another. By implementing best practices in salary negotiations, employees can secure a salary increase that matches inflation, avoid the uncertainty of job-hopping and invest in the future at their current company.

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

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Houston Innovation Awards opens ticket sales as nomination deadline looms

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You can now buy tickets to the 2023 Houston Innovation Awards on November 8 — but the deadline to nominate deserving individuals and companies for the prestigious awards is just a few days away.

Tickets are available online for the awards event taking place at Silver Street Studios, and InnovationMap has a few options to choose from. Individual tickets are on sale for $80, with a special founder price of $40 available. This year, individual tickets will have seating at a first come, first served basis, but attendees are also able to opt into a reserved table of 10 for $1,000. Sponsors, judges, and finalists and their guests will receive complimentary tickets.

The nomination period for the annual awards is coming to a close next week on Tuesday, September 19. Click here to read about this year's awards categories.The process includes submitting nominations on behalf of yourself or others, and next week, nominees will be sent an application that will be due October 4. A panel of judges will review the applications and finalists will be announced and notified ahead of the event.

If you are interested in joining our partners, which include The Ion, Uncle Nearest Premium Whiskey, Tito’s Handmade Vodka, and more, in sponsoring this event, please reach out to misti@gowmedia.com.

Secure your Houston Innovation Awards tickets now.

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Cultivating an office culture can prevent loneliness, create connections, says Houston expert

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There’s been a lot of chatter about returning to the office and remote work. No matter which side of the argument you’re on, there are valid points to be made for both views. The pandemic forced organizations to rethink operations, with many employees working remote for the first time. And now, we’re in that habit and many don’t want to change.

But here’s the thing. Isolation creates loneliness and we’re in the middle of a loneliness epidemic. A report released by The U.S. Surgeon General titled “Our Epidemic of Loneliness and Isolation,” found that even before COVID changed the world, about half of the U.S. adults reported experiencing measurable levels of loneliness. While technology has allowed for work to continue outside of traditional office walls by dialing in to video conferences from home, there is still a missing link. It’s much harder to build community virtually. We haven’t cracked that code yet.

Sen. Chris Murphy, D – Conn, recently introduced legislation to create a national policy to promote social connection and address the soaring rates of loneliness.

“Loneliness is one of the most serious, misunderstood problems facing America today,” Murphy said in a press statement. “This crisis transcends traditional political boundaries, presenting a chance to bring together right and left around a project to help people find connectedness.”

Whether people realize it or not, we all need to feel seen and understood, and when that happens it creates meaningful connection. That connection in turn leads to strong company Whether people realize it or not, we all need to feel seen and understood, and when that happens it creates meaningful connection. That connection in turn leads to strong company culture and more productive, energizing workdays.

Happiness begins with healthy human relationships and companies are being challenged to balance employee flexibility and workplace interactions. While there is no clear-cut right answer, Birkman International is moving to a four-day, in-office workweek. Employees will cut back from 40 to 32 hours-per-week and those hours will be spent at Birkman’s offices.

With employees once again working under the same roof, there will be opportunities for organic spot meetings, team brainstorms and water cooler chatter. While some might see these as “soft” skills, they are essential for a well-performing workplace.

It’s important to remember that there’s no one-size-fits-all solution to balancing employee flexibility with returning to the office. Just like every person has unique needs, every company must figure the best solution for its culture, its productivity and most importantly, its people.

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Amy Shepley serves as president at Birkman International, an industry-leading organizational performance company.

Houston startup with sustainable biotech solutions lands offtake arrangement with United Airlines

ready for takeoff

An innovative Houston company is celebrating a new deal with a global airline.

Cemvita Corp. announced a new offtake arrangement with United Airlines. Cemvita's first full-scale sustainable aviation fuel plant will provide up to 1 billion gallons of SAF to United Airlines. The 20-year contract specifies that Cemvita will supply up to 50 million gallons annually to United.

It's not the first collaboration Cemvita has had with the airline. Last year, United invested in the biotech company, which used the funding to open its Houston pilot plant.

“Since our initial investment last year, Cemvita has made outstanding progress, including opening their new pilot plant – an important step towards producing sustainable aviation fuel,” United Airlines Ventures President Michael Leskinen says in a news release. “United is the global aviation leader in SAF production investment, but we face a real shortage of available fuel and producers. Cemvita’s technology represents a path forward for a potentially significant supply of SAF and it’s our hope that this offtake agreement for up to one billion gallons is just the beginning of our collaboration.”

Founded in Houston in 2017 by brother-sister team Moji and Tara Karimi, Cemvita's biotechnology can mimic the photosynthesis process, turning carbon dioxide into feedstock. The company's SAF plan hopes to increase reliability of existing SAFs and lower impact of fuel creation.

“Biology is capable of truly amazing things,” Moji Karimi, CEO of Cemvita, says in the release. “Our team of passionate, pioneering, and persistent scientists and engineers are on a mission to create sustainable BioSolutions that redefine possibilities.”

“We are thrilled to partner with United Airlines in working towards transforming the aviation industry and accelerating the energy transition,” he continues. “This agreement featuring our unique SAF platform is a major milestone towards demonstrating our journey to full commercialization.”

Earlier this year, United, which was reportedly the first airline to announce its goal of net zero carbon emissions by 2050, launched its UAV Sustainable Flight FundSM. The fund, which named Cemvita to its inaugural group of portfolio companies, has raised over $200 million, as of this summer.

Moji and Tara Karimi co-founded Cemvita in 2017. Photo courtesy of Cemvita

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This article originally ran on EnergyCapital.

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