Texas is known for having some dedicated workers. Photo via Getty Images

Texas residents are among the most industrious workers in the country, according to WalletHub's annual "Hardest-Working States in America (2024)" study. The Lone Star State ranks No. 7 this year.

Despite still ranking in the top 10, though, Texas has seemingly become a little less driven over the last six years. Texas ranked No. 4 most industrious state for two years in a row starting in 2019, then slipped to No. 5 in 2021 and 2022, then to No. 6 in 2023. And here we've arrived at No. 7.

The 2024 report ranked each state based on two major categories: "Direct Work Factors," which cover average workweek hours, employment rates, and the rate of "idle youth" (a.k.a. the measure of 18 to 24-year-old residents who aren't enrolled in school, have no job, or a high school diploma or GED); and "Indirect Work Factors," such as the share of workers with multiple jobs, average commute times, and other employment data.

Outshining the Lone Star State as the No. 1 hardest-working state in America is North Dakota, with a score of 66.54 points out of a possible 100. Rounding out the top five are Alaska (No. 2), Nebraska (No. 3), Wyoming (No. 4), and South Dakota (No. 5).

Texas was less than 10 points away from the No. 1 spot, scoring 56.86 points, and ranked No. 4 nationally in the "Direct Work Factors" category. Unfortunately, the state suffered in the national "Indirect Work Factors" ranking and only came in at No. 31.

Texans have the second-longest workweeks in America, right behind Alaska, but the study doesn't give details on how long the average workweek is in Texas. The state also has the fifth-lowest annual volunteer hours per resident, likely because Texans are too busy at their day jobs (or are too exhausted after work) to volunteer their time anywhere else.

In May 2024, over 15.26 million people were part of the state’s civilian workforce (which excludes active-duty military personnel), according to the Texas Workforce Commission. May marked the 10th consecutive month where Texas set a record-high level for jobs growth.

“Texas continues to outpace the nation in nearly all industries and continues to increase the number of employed Texans,” said TWC Commissioner Representing Labor Alberto Treviño III. “With job opportunities increasing, students and job seekers have multiple resources to help navigate the job market and create a career pathway.”

Houston succeeded as the No. 27 most hardworking city in America in a separate WalletHub report from February 2024.

Being known for efficiency and productivity is a good reputation for Texas workers to hold, but WalletHub analyst Cassandra Happe emphasizes that taking time to relax and reset is equally important for sustaining a determined workforce.

"It’s undeniable that America has fostered a culture of hard work, with people working longer hours than residents of other developed countries and often leaving vacation time on the table," Happe said. "Working hard is commendable, but people in the hardest-working states may need to consider taking a break once in a while, as a lack of leisure time can have a negative impact on people’s physical and mental health."

The top 10 hardest working states are:

  • No. 1 – North Dakota
  • No. 2 – Alaska
  • No. 3 – Nebraska
  • No. 4 – Wyoming
  • No. 5 – South Dakota
  • No. 6 – Maryland
  • No. 7 – Texas
  • No. 8 – Colorado
  • No. 9 – New Hampshire
  • No. 10 – Kansas
The full report can be found on wallethub.com

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This article originally ran on CultureMap.

The opportunities to reach and empower underserved populations to participate in the health care workforce are limitless. Photo via Getty Images

Op-Ed: Removing barriers is critical for the future of Houston's health care workforce

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Houston houses one of the most renowned medical communities in the world. However, Texas' current health care workforce shortage has severely impacted the city, with large swaths of the Gulf Coast Region deemed medically underserved. Thousands of Houstonians are impacted year after year due to the lack of access to life-saving medical care.

The obvious solution to this problem is to form a pipeline of health care workers by equipping students with the necessary skills and education to fill this gap. Sadly, many individuals who lack opportunity yet aspire to pursue a career in the health care industry face barriers related to childcare, transportation, mentorship gaps and life's unexpected circumstances.

Dwyer Workforce Development (DWD), a national health care training nonprofit, has recently expanded its footprint to Texas and has joined Houston Community College (HCC), one of the largest community colleges in the country, to provide life-changing support and create a pipeline of new health care workers, many who come from underserved areas.

Last year, our organizations launched the Dwyer Scholar Apprenticeship program, which is actively enrolling to combat the health care shortage and bring opportunities to those lacking. Working together, we are supporting apprentices each year to earn their Certified Nurse Aide (CNA) certificates, where students can choose a Phlebotomy or EKG specialization, helping our city meet the demand for one of the most essential and in-demand jobs in health care each year. Our program will help address Texas' loss of 36 percent of its CNAs over the past decade while providing gateways for highly motivated students—Dwyer Scholars—to thrive in long-term health care careers.

We know financial barriers prevent many potential health care workers from obtaining the certifications needed to enter the workforce. That's why we are bringing our innovative programs together, enabling Scholars to earn while they learn and opening doors for those who do not have the financial luxury of completing their training in a traditional educational atmosphere.

After enrollment, DWD continues to provide case management and additional financial support for pressures like housing, childcare, and transportation so Scholars don't have to put their work before their education. Scholars are placed with employers during the program, where they complete their apprenticeships and begin full-time employment following graduation.

The Texas Workforce Commission has identified apprenticeship programs as a key area for expansion to meet employer demand for skilled workers. Through our partnership, we are doing just that – and the model is proven. More than 85 percent of DWD Scholars in Maryland, where the program was established, have earned their certificates and are now employed or on track to begin their careers.

Our work doesn't end here. Over the next decade, Texas will face a shortage of 57,000 skilled nurses. Texas must continue to expand awareness and access to key workforce training programs to improve outcomes for diverse needs. Our organizations are working to vastly expand our reach, making the unattainable attainable and helping to improve the lives and health of our community.

No one's past or present should dictate their future. Everyone deserves access to health care, the ability to further their education and the chance to set and achieve life goals. The opportunities to reach and empower underserved populations to participate in the health care workforce are limitless.

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Barb Clapp is CEO of Dwyer Workforce Development, a nonprofit that supports individuals who aspire to pursue a career in the health care industry. Christina Robinson is the executive director for work-based learning and industry partnerships at Houston Community College.

The grant will allow about 50 students to become certified aerospace technicians in electrical, composite, or structural tracts. Photo via San Jacinto College

Houston college receives grant to support aerospace technician training

workforce funding

The Texas Workforce Commission granted $332,000 to three Houston-area organizations last month to support aerospace technician training for unemployed and displaced workers, as well as recent high school grads.

The funding will go toward BayTech, Bay Area Houston Economic Partnership and San Jacinto College, and comes out of the TWC's Texas Talent Connection grant. The TWC awarded a similar grant to Lone Star College in January with the goal of supporting "innovative education and workforce skills training programs" for first-generation students in six different industries.

This most recent grant will allow about 50 students to become certified aerospace technicians in electrical, composite, or structural tracts.

After advancing through the program, they'll receive a completion certificate from the San Jacinto College's EDGE Center and will have the opportunity to sit for a nationally recognized certification exam.

According to a release from San Jacinto College, the organizations will also facilitate students' placement directly into the workforce.

"Funding like this grant from the Texas Workforce Commission to further our training offerings reaches far beyond our students to the future of the aerospace industry, Brenda Hellyer, chancellor of San Jacinto College, said in a statement. "A skilled workforce is critical to the success of the Houston Spaceport and the aerospace industries that support it, and we understand our role in providing the next generation of aerospace technicians."

San Jacinto College, which is the official education training partner for the Houston Spaceport at Ellington Airport, launched the EDGE Center in 2020.

The center aims to train future aerospace professionals through its technician programs as well as a general aerospace program and a drone pilot program. To date, about 30 students have earned their credentials .

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Houston startup's revolutionary automotive recycling tech to begin commercial operations

houston innovators podcast episode 267

Vibhu Sharma observed a huge sustainability problem within the automotive industry, and he was tired of no one doing anything about it.

"Globally, humans dispose 1 billion tires every year," Sharma says on the Houston Innovators Podcast. "It's a massive environmental and public health problem because these tires can take hundreds of years to break down, and what they start doing is leaking chemicals into the soil."

Today, 98 percent of all tires end up in landfills, Sharma says, and this waste contributes to a multitude of problems — from mosquito and pest infestation to chemical leaks and fire hazards. That's why he founded InnoVent Renewables, a Houston-based company that uses its proprietary continuous pyrolysis technology to convert waste tires into valuable fuels, steel, and chemicals.

While the process of pyrolysis — decomposing materials using high heat — isn't new, InnoVent's process has a potential to be uniquely impactful. As Sharma explains on the show, he's targeting areas with an existing supply of waste tires. The company's first plant — located in Monterrey, Mexico — is expected to go online early in the new year, an impressive accomplishment considering Sharma started his company just over a year ago and bootstrapped the business with only a friends and family round of funding.

"It's about 16 months or so from start to commercial operations, which is phenomenal when you consider what it takes to build and operate a chemical or petrochemical facility," Sharma says.

Currently, with the facility close to operations, Sharma is looking to secure customers for the plant's products — which includes diesel, steel, and carbon black — and he doesn't have to look too far out of the automotive industry for his potential customer base. Additionally, the plant should be net zero by day one, since Sharma says he will be using the output to fuel operations.

While the first facility is in Mexico, Sharma says they are already looking at potential secondary locations with Texas at the top of his list. Houston, where Sharma has worked for 26 years, has been a strategic headquarters for InnoVent.

"When it came to doing the research and development, we were able to work with experts in the Houston and Texas areas to test out our idea and validate it," Sharma says. "One thing that gets under appreciated about Houston is how well it's connected to the rest of the world. There are so many direct connections between Houston and Latin America, as well as Europe, Middle East, and Asia."

"I also find that the Houston ecosystem is very supportive of new companies and helping them grow," he adds.

Houston expert on what AI is changing in the workplace — and why employers need to recognize the 'human edge'

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When OpenAI's GPT-4 made headlines by passing the bar exam and scoring in the top 10 percent on medical licensing tests, I noticed something fascinating: everyone focused on AI replacing professionals, but they missed the deeper story. AI isn't just disrupting work – it's exposing fundamental flaws in how we've built our entire workplace ecosystem. It's holding up a mirror to our organizations, revealing just how far we've strayed from what makes us uniquely human.

The World Economic Forum tells us 44 percent of workers' skills will need updating by 2027, but that statistic only scratches the surface. In my conversations with business leaders, I'm watching a transformation unfold in real-time. Take the accounting industry, where I've observed forward-thinking firms like Deloitte and PwC turning their accountants into strategic business advisors while other firms continue training junior staff for tasks that AI will soon handle. This isn't just a skills mismatch – it's a fundamental misunderstanding of human potential.

The challenge runs deeper than individual industries. McKinsey predicts 30 percent of hours worked globally could be automated by 2030, but I believe they're missing a crucial point. We've spent decades designing jobs around industrial-era ideals of efficiency and standardization – the very qualities that make them perfect targets for AI automation. In our obsession with measuring, standardizing, and streamlining everything, we've created workplaces that treat humans like machines rather than the complex, creative beings we are.

What's emerging is a striking paradox: as work becomes more automated, our workplace cultures are growing more disconnected. Microsoft researchers identified a "collaboration deficit" in remote work environments, with 56 percent of employees reporting a decline in workplace friendships. This cultural shift is occurring precisely when we need human connection most. During the Great Resignation of 2021, 47 million Americans quit their jobs, they weren't leaving because of salary considerations or technological inadequacies. The most common reasons cited were lack of human connection, purpose, and authentic leadership.

Yet instead of heeding this wake-up call, the rise of AI is pushing us further apart. A decade ago, the concept of "workplace family" was commonplace – now it's often dismissed as manipulative corporate rhetoric. This shift reveals a troubling blindspot in our thinking about work. Consider this: we spend more than 90,000 hours at work over our lifetime – more time than we spend with our own families – yet we're increasingly treating these relationships as purely transactional. In our rush to establish boundaries and protect ourselves from corporate exploitation, we've overcorrected, creating sterile workplaces stripped of human connection.

This timing couldn't be worse. As someone who studies the intersection of technology and workplace culture, I've observed a clear pattern: the more we automate routine tasks, the more our success depends on distinctly human qualities like trust, emotional sensitivity, and the ability to navigate complex interpersonal dynamics. Yet we're systematically dismantling the very cultural foundations that enable these qualities to flourish. It's as if we're entering a boxing match by tying one hand behind our back – at precisely the moment we need every advantage we can get.

The real crisis isn't that AI might replace jobs – it's that we're creating workplace environments that suppress the very qualities that make us irreplaceable. When we treat our colleagues as mere interfaces rather than complex human beings, we don't just damage relationships – we damage our capacity for innovation, creativity, and the kind of deep collaboration that complex problem-solving requires.

Some companies are starting to get it right. When I look at examples like IKEA, who chose to retrain their call center workers as interior design advisors rather than simply replacing them with chatbots, I see a glimpse of what's possible. They recognized something profound: you can't automate the human ability to understand what a frustrated customer really needs, or the intuition to read between the lines of what they're saying.

This is what I call the "human edge" – and it's far more nuanced than most leadership teams realize. It's the marketing manager who can sense team tension during a video call and address it before it derails a project. It's the sales representative who builds such strong relationships that clients stay loyal through market upheavals. It's the team leader who knows exactly when to push for more and when to show compassion. These aren't just nice-to-have soft skills – they're becoming our most valuable business assets.

But here's the challenge: we're still trying to measure workplace success like it's 1990. We track productivity metrics, sales numbers, and project timelines, but how do we quantify someone's ability to defuse a tense client situation? How do we measure the value of a team leader who creates an environment where people feel safe to innovate? These human capabilities – empathy, emotional intelligence, relationship building, creative problem-solving – are increasingly what separate successful companies from failing ones, yet they're nearly impossible to capture in a performance review.

When I talk to business leaders, I tell them bluntly: if a job can be reduced to a process, AI will eventually do it better. Our value lies in all the messy, human things that happen between the bullet points of a job description. Instead of asking "How many tasks did you complete?" we should be asking "How did you help your team navigate that difficult change?" Instead of training people to follow processes, we should be developing their ability to build relationships and navigate complexity.

It's time we started treating these human capabilities not as soft skills, but as core business competencies. The question isn't whether AI will change work – it's whether we'll use this moment to finally build workplaces that enhance rather than diminish our humanity.

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Nada Ahmed is the founding partner at Houston-based Energy Tech Nexus and author of Amazon Bestseller “Determined to Lead- The Disruptive Woman's Guide to Stop Playing Small and Transform your Career through Agile Leadership.”

Houston robotics co. closes series B after year of growth

money moves

Houston- and Boston-based Square Robot Inc. closed a series B round of funding last month.

The advanced submersible robotics company raised $13 million, according to Tracxn.com, and says it will put the funds toward international expansion.

"This Series B round, our largest to date, enables us to accelerate our growth plans and meet the surging global demand for our services,” David Lamont, CEO, said in a statement.

The company aims to establish a permanent presence in Europe and the Middle East and grow its delivery services to reach four more countries and one new continent in Q1 2025.

Additionally, Square Robot plans to release a new robot early next year. The robot is expected to be able to operate in extreme temperatures up to 60 C. The company will also introduce its first AI-enabled tools to improve data collection.

Square Robot launched its Houston office in 2019. Its autonomous, submersible robots are used for storage tank inspections and eliminate the need for humans to enter dangerous and toxic environments.

The company was one of the first group of finalists for the Houston Innovation Awards' Scaleup of the Year, which honors a Bayou City company that's seen impressive growth in 2024. Click here to read more about the company's growth.

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This article originally ran on EnergyCapital.