Equal Pay Day is nothing to celebrate without forward action

Calling for progress

According to the American Association of University Women, women are losing $500 billion each year because of the gender pay gap. Pexels

National Equal Pay Day, which symbolizes how far into the year women must work to earn what men earned in the previous year, falls on April 2 this year and marks a 56-year effort across the nation to have employers address the gender pay gap and provide equal pay for equal work.

That effort is now, closer than ever, to reality as the U.S. House of Representatives, in a heartening move this week, passed the bipartisan Paycheck Fairness Act, authored by Congresswoman Rosa DeLauro and co-sponsored by newly elected Texas Congressman Colin Allred.

The act, among other things, would require employers to prove that pay disparities exist for legitimate job-related reasons, prohibit employers from relying on salary history in determining future pay, provide assistance to all businesses to help them with their equal pay practices and recognize excellence in pay practices by businesses. It would also get rid of rules imposed by employers that prohibit workers from talking about their salary, so women are permitted to ask how much their coworkers are making and find out if they are underpaid.

This legislation is a leap forward in closing the persistent and woeful gender pay.

Statistics show that although more women, nationally, are receiving undergraduate and graduate degrees compared to men, and are equally qualified for the work as their male counterparts, they continue to receive about 82 cents for every dollar earned by men, and women of color earn even less (e.g. Black women earn 63 cents for every dollar and Hispanic women earn just 54 cents for every dollar). At this rate, without any affirmative or proactive changes, it will take another 51 years for women to catch up to men's wages.

In Texas, the outlook around women's pay and the gender gap is grim.

According to the Texas Women's Foundation, in Dallas County, women made almost 93 percent of what men earned, compared to just about 70 percent in Collin County and a little more than 76 percent in Denton County.

According to the American Association of University Women, women are losing $500 billion each year because of the gender pay gap. U.S. corporations suffering those kind of financial losses would send shockwaves through our economic system.

If women made the same pay as men, they would not only be able to better care for their families, but put aside more money in their retirement or pension funds, pay off college loans and mortgages, and enjoy better healthcare and a healthier lifestyle. Research by the Texas Women's Foundation has shown that if working women in Texas were paid the same wages comparable to men, the poverty rate would be reduced by 51 percent.

Companies should not just support the Paycheck Fairness Act, but also become assertive about equal pay and gender diversity, and treat them as an integral part of their business strategy. In order for businesses to truly benefit from the myriad of backgrounds and experiences in our global economy, we must ensure a level-playing field for women and other underrepresented employees. Then and only then will our nation's workplaces and businesses truly thrive. Mr. President and senators — let us pass the Paycheck Fairness Act now.

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Mandy Price is the CEO and co-founder of Dallas-based Kanarys Inc., a web platform that incorporates data and AI to foster diversity, equity, and inclusion in the workplace.

Just making sure your workplace is diverse isn't enough to solve the problem. Inclusion should be just as important of a goal, says this expert. Getty Images

Data-driven inclusion platform founder says ensuring your workplace is diverse just isn't enough

Guest column

Business leaders have long recognized that a diverse and inclusive workforce results in greater employee engagement, innovation, financial returns and market share. Although the "business case" for diversity has long been proven over the years, and "diversity" has become a buzzword adopted by corporate America, few companies — big or small, new or old — have been able to cultivate real inclusion, acceptance and collaboration in the workplace.

According to a 2018 Atlassian study, State of Diversity and Inclusion in U.S. Tech, less than 30 percent of underrepresented employees feel a sense of belonging in their workplace. By and large, most diversity and inclusion initiatives focus primarily on recruitment and increasing the representation of various demographics in the workforce, with little attention given to inclusion — although research has shown that increases to diversity alone do not improve inclusion.

One reason companies have focused on diversity, as opposed to inclusion, is because it is easy to measure diversity — it is simply a matter of headcount. Traditionally, trying to quantify feelings of inclusion was difficult for organizations to measure. However, it is important to incorporate quantifiable and data-driven strategies to measure inclusion, in order to drive the necessary cultural and structural changes needed in the workplace.

What many companies struggle with, it turns out, is not solving problems, but figuring out what the problems actually are—especially when it comes to creating inclusive workplaces. At Kanarys, we have constructed a unique and robust framework for measuring inclusion, to help companies promote a sense of belonging among their employees in the workplace. Our data-driven approach and methodology relies on artificial intelligence and responsive, anonymous, quantitative surveys, to provide actionable insights in order to promote an environment where all employees feel included and empowered.

Understanding employees' daily lived experiences in the workplace is key and fundamental to understanding an organization's' inclusiveness. However, fear of retaliation and retribution prevents most employees from holding back true and authentic feedback. Benchmarking key aspects of an organization's culture—and understanding the employee experience—is important to understand in order to promote lasting inclusion.

Diversity without inclusion inevitably results in missed opportunities with diverse talent because they no longer feel empowered to contribute and lead. However, if you have both diversity and inclusion, retention and engagement for all employees increases–resulting in a potent mix of innovation, collaboration and success.

Instead of asking "how can we acquire more diverse employees?" we should be asking, "what is it about our systems and culture that prevents us from retaining diverse talent?" Employers must therefore recognize that hiring a few "diverse" employees alone is not enough, and that inclusive cultures don't just happen. They are intentional.

I invite businesses to re-focus their efforts on true diversity, equity, and inclusion and help create workplaces where their employees have a true sense of belonging.

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Mandy Price is the CEO and co-founder of Dallas-based Kanarys Inc., a web platform that incorporates data and AI to foster diversity, equity, and inclusion in the workplace.

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Houston scientists make breakthrough in hearing science and treatment research

sounds good

Researchers at Baylor College of Medicine and the Jan and Dan Duncan Neurological Research Institute at Texas Children’s Hospital have successfully mapped which cell populations are responsible for processing different types of sounds.

Working with a team at the Oregon Health & Science University, the Houston scientists have classified where in the cochlear nucleus our brains connect with various sounds, including speech and music. The research was published in the new edition of Nature Communications.

“Understanding these cell types and how they function is essential in advancing treatments for auditory disorders,” Matthew McGinley, assistant professor of neuroscience at Baylor, said in a release. “Think of how muscle cells in the heart are responsible for contraction, while valve cells control blood flow. The auditory brainstem operates in a similar fashion — different cell types respond to distinct aspects of sound.”

Though scientists have long thought that there are distinct types of cells in the cochlear nucleus, they didn’t have tools to distinguish them until now.

Lead author on the study, Xiaolong Jiang, associate professor of neuroscience at Baylor, added: “This study not only confirms many of the cell types we anticipated, but it also unveils entirely new ones, challenging long-standing principles of hearing processing in the brain and offering fresh avenues for therapeutic exploration.”

Jiang and his team have cooked up a comprehensive cellular and molecular atlas of the cochlear nucleus, which will help them to create more targeted and more effective treatments for patients struggling with their hearing.

The strategies that aided them in creating these tools included single-nucleus RNA sequencing, which made it possible to define neuronal populations on a molecular level. Phenotypic categorizations of the cells were made possible with patch sequencing.

This is a watershed moment for the development of targeted treatments for individuals with auditory disorders, including those with impaired function in the auditory nerve, for whom cochlear implants don’t work.

“If we can understand what each cell type is responsible for, and with the identification of new subtypes of cells, doctors can potentially develop treatments that target specific cells with greater accuracy,” McGinley explains. “These findings, thanks to the work of our collaborative team, make a significant step forward in the field of auditory research and get us closer to a more personalized treatment for each patient.”

Houston shines among top 10 tech metros in the South, study says

Tops in Tech

A study analyzing top U.S. locales for the tech industry ranked Houston the No. 9 best tech hub in the South.

The report by commercial real estate platform CommercialCafe examined the top 20 Southern metros across nine metrics, such as the growth rates of tech establishments and employment, median tech earnings, a quality of life index, and more.

Like other Texas metros, the study attributes Houston's tech powerhouse status to its growing presence of major tech companies. However, Houston leads the nation with the highest number of patents granted between 2020 and 2024.

"The second-largest metro by population in the South, Houston led the region with an impressive 8,691 tech patent grants in the last five years," the report said. "Once synonymous with oil, Houston is increasingly making its mark as a cleantech hub — and patents reflect this shift."

Houston also experienced an impressive 14 percent growth in tech establishments, with nearly 500 new tech companies moving to the metro. An impressive 32 percent job growth rate also accompanied this change, with over 30,500 tech jobs added between 2019 and 2023.

Here's how Houston stacked up across the remaining five rankings:
  • No. 11 – Tech establishment density
  • No. 15 – Median tech earnings
  • No. 19 – Median tech earnings growth
  • No. 20 – Tech job density
  • No. 20 – Quality of life index

In a separate 2024 report, Houston was the No. 22 best tech city nationwide, showing that the city is certainly making efforts to improve its friendliness toward the tech industry in 2025.

Other top Texas tech hubs in the South
The only other Texas metros to earn spots in the report were Austin (No. 1) and Dallas-Fort Worth (No. 4). Most notably, CommercialCafe says Austin saw a 25 percent increase in tech company density from 2019 to 2023, which is the third-highest growth rate out of all 20 metros.

"Moreover, the metro’s tech scene thrives on a diverse range of segments, including AI and green energy (bolstered by the University of Texas), as well as globally recognized events like [South by Southwest]," the report says. "Thus, with tech companies accounting for more than half of all office leasing activity in 2024, Austin remains a magnet for innovation, talent and investment."

Dallas, on the other hand, has a far greater diversity when it comes to its tech sector and its thriving economic opportunities.

"Not to be outdone, Dallas-Fort Worth moved up from sixth to fourth in this year’s rankings, driven by a 25.9 percent growth in tech company presence — the second-highest increase among the top 20 metros," the report said. "For instance, companies like iRely (which relocated to Irving, Texas) and Diversified (now in Plano, Texas) have joined homegrown successes, such as StackPath and Bestow."

The top 10 best tech metros in the South are:

  • No. 1 – Washington, D.C.
  • No. 2 – Austin, Texas
  • No. 3 – Raleigh, North Carolina
  • No. 4 – Dallas-Fort Worth, Texas
  • No. 5 – Huntsville, Alabama
  • No. 6 – Baltimore, Maryland
  • No. 7 – Durham, North Carolina
  • No. 8 – Atlanta, Georgia
  • No. 9 – Houston, Texas
  • No. 10 – Charlotte, North Carolina
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This story originally appeared on our sister site, CultureMap.com.

Houston startup, researchers awarded millions to develop Brain Mesh implant

brain health

Houston startup Motif Neurotech and several Rice research groups have been selected by the United Kingdom's Advanced Research + Invention Agency (ARIA) to participate in its inaugural Precision Neurotechnologies program. The program aims to develop advanced brain-interfacing technologies for cognitive and psychiatric conditions.

ARIA will invest $84.2 million over four years in projects that “explore and unlock new methods to interface with the human brain at the circuit level,” according to a news release.

Three of the four Rice labs will collaborate with Houston health tech startup Motif Neurotech to develop Brain Mesh, which is a distributed network of minimally invasive implants that can stimulate neural circuits and stream neural data in real time. The project has been awarded approximately $5.9 million.

Motif Neurotech was spun out of the Rice lab of Jacob Robinson, a professor of electrical and computer engineering and bioengineering and CEO of Motif Neurotech. It will be developed in collaboration with U.K.-based startup MintNeuro, which will help develop custom integrated circuits that will help to miniaturize the implants, according to a separate release.

Robinson will lead the system and network integration and encapsulation efforts for Mesh Points implants. According to Rice, these implants, about the size of a grain of rice, will track and modulate brain states and be embedded in the skull through relatively low-risk surgery.

The Rice lab of Valentin Dragoi, professor of electrical and computer engineering at Rice and the Rosemary and Daniel J. Harrison III Presidential Distinguished Chair in Neuroprosthetics at Houston Methodist, will conduct non-human primate experimental models for Brain Mesh. Kaiyuan Yang, associate professor of electrical and computer engineering who leads the Secure and Intelligent Micro-Systems Lab at Rice, will work on power and data pipeline development to enable the functional miniaturization of the Mesh Points.

“Current neurotechnologies are limited in scale, specificity and compatibility with human use,” Robinson said in a news release. “The Brain Mesh will be a precise, scalable system for brain-state monitoring and modulation across entire neural circuits designed explicitly for human translation. Our team brings together a key set of capabilities and the expertise to not only work through the technical and scientific challenges but also to steward this technology into clinical trials and beyond.”

The fourth Rice lab, led by assistant professor of electrical and computer engineering Jerzy Szablowski, will collaborate with researchers from three universities and two industry partners to develop closed-loop, self-regulating gene therapy for dysfunctional brain circuits. The team is backed by an award of approximately $2.3 million.

“Our goal is to develop a method for returning neural circuits involved in neuropsychiatric illnesses such as epilepsy, schizophrenia, dementia, etc. to normal function and maybe even make them more resilient,” Szablowski said in a news release.

Neurological disorders in the U.K. have a roughly $5.4 billion economic burden, and some estimates run as high as $800 billion annually in terms of economic disruptions in the U.S. These conditions are the leading cause of illness and disability with over one in three people impacted according to the World Health Organization.

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