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One Houston Together

While the issues of racial inequity and systemic racism are not unique to Houston, we have an opportunity as Houstonians to lead the way in reforming broken systems, partnering with communities, offering support and removing barriers. We often speak with pride of Houston being "America’s most diverse city." Now we must work to make Houston "America’s most inclusive and open city", one that does truly offer "opportunity for all." The Partnership and the 900 member companies and institutions we represent are committed to this endeavor.

One Houston Together is a data-driven effort of 100+ businesses, institutions, and nonprofit organizations to advance people of color into senior management roles, increase racial diversity on corporate boards, and grow spending with Minority Business Enterprises.

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Houston Area Equity and Inclusion Organization Assessment

The Greater Houston Partnership has released the results of its inaugural Equity & Inclusion Assessment. A total of 120 companies and organizations participated in the 2021 assessment, which is a robust tool designed to help organizations enhance their equity and inclusion strategy and increase community impact. The assessment establishes a quantitative regional baseline for our collective progress in this, the nation’s most diverse city. View the results via the link.

Racial Equity Principles

The Partnership’s Racial Equity Principles are a framework to communicate the Houston business community’s pledge to reforming systems of bias, strengthening underserved communities, advocating inclusion, and removing barriers to achievement. Although many businesses have made their own individual statements and pledges, this unified approach sends an important signal about the Houston business community’s collective commitment. The Principles articulate how the Partnership and individual businesses can commit to advancing racial equity within their organizations and throughout our community.

Racial Equity Committee

The Partnership has created a new board committee that will guide the organization's actions to address racial equity and racial justice issues in Houston. The mission of the Racial Equity Committee is to harness the collective commitment and resources of Houston’s businesses and institutions to advance bold solutions to strengthen Houston as the most diverse, inclusive and equitable city in the United States.

This committee will operate at the level of our two other “board-member only” direction-setting committees, the Public Policy Steering and Economic Development Steering committees. The new committee will be co-chaired by Ruth Simmons, President of Prairie View A&M University, and Gretchen Watkins, President of Shell Oil Co. Click the link below for the full roster of committee members.

One Houston Together Overview

Download this PDF for an overview of the activity and goals of the Partnership's One Houston Together effort. 

Racial Equity Conversations

Understanding Racism

Defining and understanding systemic and individual racism.

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Education and Racial Inequities

How does race affect the educational opportunities afforded to individuals and communities in the Houston area? What can we do to ensure quality education is accessible to all?

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Health and Racial Inequities

A look at why race-based disparities remain in outcomes, access, cost and quality of care.

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Developing Equitable Communities

Today, a person’s zip code remains one of the best indicators of their health and wealth. But there are renewed efforts to close the gaps in equity in our region’s communities.

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The Business Community's Role in Addressing Racial Inequities

What can individual companies and the broader corporate community do to help eliminate racial disparities?

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Diversity, Equity and Inclusion Conversations

The Greater Houston Partnership presented Houston House during the 2021 SXSW virtual conference. The event featured candid conversations around a series of topics including innovation, the future of energy and DEI. 

Member Case Studies and Conversations

How 3 Companies are Advancing DEI in Houston

How are local business leaders working to advance diversity, equity and inclusion within their companies and what is the Partnership doing through One Houston Together to help guide that work?

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Member Spotlight on Sodexo's Roadmap to Global Inclusion; Updated...

Mia Mends is the Global Chief DEI Officer and CEO of Impact Ventures at Sodexo, an international facilities management and food services company with 420,000 employees worldwide.

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How 2 Organizations are Building a Sustainable Process for Hiring...

The Partnership’s One Houston Together Talent Roundtable gathers the region’s leading employers to share best practices and tools for advancing talent diversity in deliberate and measurable ways.

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Driving Action to Advance Inclusion and Strategic Talent Developm...

How does a global company launch an effective diversity and inclusion strategy from the ground up? And what does outside-the-box thinking look like when it comes to education benefits that significantly mo...

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Member Spotlight on JPMorgan Chase's $30B Commitment to Racial Eq...

As part of its ongoing effort to showcase success in supplier diversity, the Partnership’s One Houston Together initiative hosted its latest roundtable discussion in late April featuring a case study wit...

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Key Articles

10 Proven Actions to Advance Diversity, Equity and Inclusion, Bain & Company
Bain’s research finds evidence that 10 specific tactics—some common, others underused—are particularly effective at advancing diversity, equity, and inclusion in the workplace.

Amplified Calls for Racial Equity Need Amplified Responses, Boston Consulting Group
Despite efforts to promote equity, many employees say companies haven’t done enough. Creating an equitable environment goes beyond hiring a diverse team—and benefits the entire company. 

Getting Serious About Diversity: Enough Already with the Business Case, Robin J. Ely and David A. Thomas, Harvard Business Review
This argues that to fully benefit from increased racial and gender diversity, organizations must adopt a learning orientation and be willing to change the corporate culture and power structure.

Leading on Diversity, Equity, and Inclusion, PwC
Learn how a DEI data focus can help corporate directors oversee DEI progress.

The Curb-Cut Effect, Angela Glover Blackwell, Stanford Innovation Review 
Laws and programs designed to benefit vulnerable groups, such as the disabled or people of color, often end up benefiting all of society.
 

Houston Demographics

Greater Houston Basic Demographics

A look at the Houston population by race, ethnicity, age, education and other factors.

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Urban Disparity

The Kinder Institute examines gaps in income, educational attainment, neighborhood services and other metrics and their impact on opportunity.

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Understanding Houston

Understanding Houston aggregates data across multiple sources to provide an accessible, one-stop platform for understanding key quality of life issues in Houston’s three most populous counties.

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Best Place for Working Parents Assessment

Houston has joined the national Best Place for Working Parents® partnership, offering real-time designations to businesses of all sizes whose family-friendly policies qualify through a first-of-its-kind, 3-minute online self assessment. 

Related News

Racial Equity

One Houston Together: Driving Action to Advance Inclusion and Strategic Talent Development and Retention

5/19/22
How does a global company launch an effective diversity and inclusion strategy from the ground up? And what does outside-the-box thinking look like when it comes to education benefits that significantly move the needle on talent retention?  Those are some of the questions addressed in the Partnership’s most recent One Houston Together Talent Roundtable earlier this month.  Jacobs Gets Results on Equity and Inclusion  The engineering giant Jacobs began its diversity and inclusion program in 2019 following its merger with another company. The original strategy developed four years ago remains the blueprint the company follows today, albeit with a few updates. Using key tools like the Global DEI Benchmarks – the basis for our Houston-region Equity & Inclusion Assessment – Jacobs measured their current state in 2019 and developed a transparent and measurable plan  to dive change. In 2020, the company’s TogetherBeyond initiative formally launched through the Jacobs rebranding and a director position was created to oversee the effort. Several factors have helped Jacobs achieve success, said Sabrina Becker, Global Director for the TogetherBeyond initiative at Jacobs. Visible and measurable executive support has demonstrated that equity and inclusion is a company priority from top to bottom, and one that’s tied to business goals. A robust group of employee networks with 16,000 participants enables direct connections to broader strategy and creates a clear through-line between values and people. Finally, said Becker, defined metrics for progress and regular check-ins help ensure the initiative is clearly and demonstrably working toward the broader company strategy.  “Everyone in the company knows what the strategy is and how it ties back to Jacobs values,” Becker said. “But we recognize that that strong value system has to be supported by senior management. That’s what makes the difference.”  Jacobs had to develop its baseline metrics and goals from scratch and was challenged to educate its employees on the importance of diversity and inclusion. Over the last two years, Becker said, the company has made Conscious Inclusion and Advocate and Ally training a requirement for all personnel.  Diversity and inclusion is important to Jacobs because of how few minorities and women are entering engineering and STEM-related fields. “We want more than our share of all of the diversity categories because there are simply not enough in our industry,” Becker said.  Today, Jacobs is tracking its progress via a biannual GDEIB survey, an annual internal culture survey with ancillary pulse surveys, regular benchmarking of TogetherBeyond goals, and ongoing conversations with the leadership of employee networks.  And in just three years, the firm has achieved significant success, from receiving international recognition for its diversity and inclusion efforts to establishing a mentoring network for employees that requires all executives at VP level and above to have a diverse mentee.  WM Reimagines Education Benefits  When it comes to education benefits, WM is leading the corporate pack. The company formerly known as Waste Management is the first U.S. company to extend a no-cost education and upskilling program to both employees and their dependent family members. WM’s Your Tomorrow program is available to over 37,000 team members and their nearly 35,000 family members, including spouses and children.  Gordon Blasius, Vice President of Total Rewards for WM, runs the Your Tomorrow program. While turnover can be incredibly high in blue-collar sectors, Blasius said WM has seen an 80% decrease in turnover among the workers engaged in Your Tomorrow.  “This is truly making a difference in the lives of those kids who would have never been able to go to college, and their parents,” Blasius said.  Your Tomorrow offers more than 170 programs, including fully funded high school completion, short-form technology and business certificates, select undergraduate degrees, and partially funded graduate programs for team members. WM covers the program costs upfront, helping eliminate student debt, promote economic mobility and foster generational wealth, said Blasius.  WM works in partnership with Guild Education to provide access to 130 different college programs to employees and their family members. In the first six months, nearly 6,000 team members engaged with the program – of which almost 70 percent are frontline workers. The roundtable discussion also included a presentation from Mark Brown, Executive Director of the Student Freedom Initiative, who spoke about the initiative that offers eligible students from Minority Serving Institutions an income-contingent option for funding college education. Brown also talked about InternX, an intelligence platform operated by the Student Freedom Initiative that companies can use to identify and hire racially diverse interns and support talent pipeline development. At present, more than 200 companies and 14,000 students are using the free platform. 
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Racial Equity

One Houston Together: Member Spotlight on JPMorgan Chase's $30B Commitment to Racial Equity

5/9/22
As part of its ongoing effort to showcase success in supplier diversity, the Partnership’s One Houston Together initiative hosted its latest roundtable discussion in late April featuring a case study with financial services firm JPMorgan Chase & Co.  Supplier diversity is one of the two priorities of One Houston Together alongside talent advancement and board representation. The roundtable discussions are designed to showcase Partnership members that are leading change and to share best practices.  In 2020, JPMorgan Chase committed $30 billion over a five-year period to advance racial equity. The firm said at the time that it would harness its expertise in business, policy and philanthropy to address the key drivers of the racial wealth divide, reduce systemic racism against Black and Latinx people, and support employees. Part of the bank’s commitment includes $750 million in additional spending with Black and Latinx suppliers.  JPMorgan partners with its sourcing managers and business units to ensure supplier diversity throughout the sourcing process. Qualified and certified minority business enterprises (MBEs) are identified from the bank’s diverse supplier registration portal and external supplier databases to source vendors that can meet business needs.  Click to expand JPMorgan Chase supplier diversity strategy Jim Flynn, Executive Director of Global Supplier Diversity at JPMorgan, joined the roundtable and discussed the bank’s diverse supplier program and how it’s grown in recent years. Since 2015, JPMorgan has spent $11 billion with diverse suppliers.  In 2020, the bank examined how they could become more activist and intentional in their approach while leveraging their own supply chain to expand the reach to more MBEs. Today, he said, the company is much more focused on business development and a holistic supply chain centered approach.  “The old model was meeting companies where they are,” Flynn said. “Our new approach goes beyond that to how do we increase overall inclusivity by working with our suppliers and helping them develop a program with specific standards.”  JPMorgan’s robust Tier 2 Program, aimed at encouraging its direct or prime vendors to use MBEs, puts those prime vendors into three categories: nascent, emerging and mature. The bank works with its suppliers in each category to help them develop an effective supplier diversity program of their own. The company also requests its suppliers to report their diverse supplier spend on a quarterly basis. “We’re asking our primes to be interested in what we’re doing and to be engaged,” Flynn said. “We’re sharing our success stories with MBEs with them because sometimes the MBEs core competencies may be best suited to one of our suppliers. So we’ve gotten better at showcasing the MBEs to the group.”  Through their city strategy/focus, “We have an opportunity in Houston to leverage the power of partnership to do this work,” Flynn said.  Flynn said when it comes to MBE supplier success, JPMorgan is focused on finding, protecting and propelling effective MBEs in their network.  Learn more about One Houston Together and the Equity & Inclusion Assessment. 
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Related Events

Demography

Diversity, Equity & Inclusion Council

Houston is America's diverse city - this Council explores how Houston's business community plays a critical role in advancing Houston as America's most inclusive and open city, one that truly offers an opportunity…

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