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

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.

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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.

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Houston neighbor clocks as one of the best U.S. cities for remote workers

working from home

Working remotely is increasingly part of the modern lifestyle, and a new report cements a Houston neighbor as one of the top places for remote workers.

Apartment search website RentCafe ranks Conroe No. 15 in its Top 50 Cities for Remote Workers, released in November.

The study looked at 150 U.S. cities, comparing them across five main categories: leisure, affordability, comfort, rental demand, and remote work readiness. Scores were based on 19 metrics, from cost of living, availability of apartments with short-term leases, and rental demand to coworking spaces, percentage of remote workers, and internet speed.

"With remote work migration on the rise, we uncovered the most desirable cities to move to across the nation if you work remotely," the website says. It suggests that remote workers on the move "look toward the South and Southeast, where we identified several cities that offer the perfect balance between comfort, value, leisure and remote work-readiness."

Conroe ranks best for:

  • Number of high-end units
  • Share of new apartments
  • Number of apartments with access to sports amenities

Three other Texas cities join Conroe in the top 15. College Station (No. 9) makes the cut for remote workers due to its high availability of short-term rentals, large population of rentals, and access to sports amenities.

In the Austin metro area, both Austin (No. 13) and Round Rock (No. 11) appear, thanks in part to access to internet connection, average download speed, and the number of remote workers.

Lower on the list, but still in the top 50, are: Plano (No. 23), Lubbock (No. 27), Houston (No. 35), Amarillo (No. 36), San Antonio (No. 41), Dallas (No. 42), and Fort Worth (No. 46).The top city for remote workers, according to RentCafe, is Greenville, South Carolina.

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This article originally ran on CultureMap.

Walmart, Houston startup team up to bring small biz products to shelves

holiday shopping teamwork

Thanks to a pop-up shop marketplace platform, small businesses will now have the opportunity to have their goods displayed in one of the country’s largest national retail stores.

Through a strategic partnership between Houston-based Popable and Walmart, local businesses to set up shop for short-term leasing and bring brand new eyes to their products.

“Supporting small businesses has always been a priority for Walmart,” says Darryl Spinks, senior director of retail services for Walmart, in a news release. “We are proud to work with Popable to offer local brands an opportunity to grow inside our stores. This is a great example of our focus on offering services unique to the neighborhoods we serve through our store of the community initiative.”

Popable has assisted brands secure qualified spaces, get education and resources, and build community, and connections that are vital to helping small businesses expand their visibility in the marketplace. The platform simultaneously helps retail landlords find qualified retailers from a directory of tens of thousands of brands to fill vacancies and drive traffic to their shopping centers.

For those small businesses interested, they can be paired with their local participating Walmart to connect and enter into an agreeable temporary leasing agreement by signing up on the platform’s official website. The businesses will set up right in front of the store generally where the customer service areas and salons tend to be. While the partnership isn’t aimed to be a pilot program, Popable will be giving Walmart the chance to infuse some local flavor into the stores from the community.

With the holidays around the corner, and small businesses looking to gain back revenues lost during the COVID-19 pandemic, the opportunity to display and sell their products at Walmart can be highly beneficial to recoup profits, and unload new and extra products to a larger audience.

“Going into the holidays the timing is pretty good for a lot of brands looking to move some access inventory that they have loaded up from last year, but this (hopefully with Walmart) will be a year-round thing,” says Popable CEO and co-founder Scott Blair. “The pop-up opportunities we’ve been seeing with brands doing reach outs so far, a lot of them are looking for stuff into January and February too.”

Scott Blair, CEO and co-founder of Popable, says he hopes to continue the partnership with Walmart. Photo courtesy of Popable