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10 Takeaways from the 2020 Houston NEXT: An ERG Summit

Published Oct 26, 2020 by Casey Schrade

Diversity & Inclusion Best Practices Panel

The Partnership convened nearly 700 business leaders, diversity and inclusion officers, HR professionals, recruiters and ERG leaders at the third annual Houston NEXT: An ERG Summit October 15-19. The summit explored how Houston can and should take a leadership role in addressing diversity, equity, inclusion and justice for our region and workplaces.

Through presentations and discussion groups, thought leaders and attendees shared best practices, challenges, recruitment/retention needs and suggestions on championing D&I in the workplace. Here are 10 key takeaways: 

  1. Diversity and inclusion should carry as much weight as any other business measurement in your organization. Diversity of thought and including different voices at the table can help drive business impact and outcomes. Encourage leaders to include a diversity and inclusion component within their performance review metrics. 
     
  2. Use employee resource groups (sometimes called business resource groups) and employee networks to engage people around common passions and interests. Dr. Terri Cooper discussed how Deloitte uses their employee councils as a source to host courageous conversations. “The purpose of these councils is to bring together people of different backgrounds and different experiences to engage in conversations regarding what’s happening in the community, employee well-being, professional development and perhaps most importantly, issues relating to diversity and inclusion.”
     
  3. Executive sponsors, allies and advocates are key supporting elements that allow for employee resource groups (ERGs) to have the greatest impact. Organizations must consider how to measure the success of their ERGs. Are they tied to your talent attraction and retention efforts? Do you look to ERGs for promotions, leadership abilities, etc.? Do you source ideas from your ERGs for innovation within your organization, like policies and procedures?
     
  4. ERGs and employee networks are all about deliberate action and driving culture. Jeff Dingle shared that accountability, matched with elaborate training and a culture of inclusive thought, is the deliberate action Jacobs is taking to drive culture further toward an inclusive environment.
     
  5. It is important to continue to drive research to understand the needs of each generation in the workplace. In a 2017 Deloitte study, it was apparent that many new professionals in the workforce no longer wanted to be seen from a one-dimensional perspective. Young professionals were looking for ways in which they could embrace their multi-dimensional characteristics, come together and create a more collaborative environment to learn from each other, share experiences and truly create an inclusive culture.   
     
  6. Waste Management's Tiana Carter emphasized organizations are reevaluating all aspects of business as a result of the pandemic. Take the step to consider a workforce evolution taskforce, comprised of individuals with different backgrounds, at different levels and different subject matter expertise, to evaluate the need to evolve an organization's business model, workforce, processes, procedures and pandemic response efforts. Be in a position where you are ready to act. You may not have all the answers right now, but transparency is more important and valuable for employees and team members. Be okay with the possibility of having to say, “we may not always get this right but we’re going to try.” It’s that effort that makes people want to go on a journey with you. 
     
  7. All diversity and inclusion efforts start with communication, transparency and accountability. It is important your inclusion and diversity strategy is based on the needs of the employees and what they want, versus what you think they may want and need. Work to understand your employees through courageous conversations at all levels, pulse point surveys, discussion forums and share the results.
     
  8. Attendees shared what an inclusive corporate culture should look like. It's where employees feel they can bring their true selves to work every day without the fear of being judged. Employees are completely comfortable to speak their mind, certain levels of leadership are in the room for D&I discussions and employees can speak comfortably without fear of retribution. Everyone has a voice and access to resources. 
     
  9. The distributed approach adopted by Matt Mullenweg's company Automattic gives employees a great deal of personal freedom and autonomy to get the job done in a space of their choosing and in their own way. “When people are really happy and fulfilled in the rest of their life, they bring their best self to work,” Mullenweg said. He interviews managers in his Distributed podcast to share best practices and he also shares his Distributed Work's Five Levels of Autonomy and encourages companies that can "enable their people to be fully effective in a distributed fashion can and should do it far beyond after this current crisis (the pandemic) has passed."
     
  10. Mullenweg shared there is a difference between remote and distributed work. "The work must get done. When you're in the early levels of distributed autonomy, the people who aren't in the office might actually be remote. They might be operating at 70-80% of someone who is there (in the office). That's a perfect opportunity to identify that and see what you need to do in how you hold meetings, how you communicate and operate to allow them to be fully productive." If you can operate decentralized and work in a distributed model, "you'll be primed to succeed in the coming decades." 

Learn more about the Partnership's Talent Resources Group here. Click here to learn more about the Partnership's work to advance racial equity and justice. 

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Exxon Mobil Corp. (NYSE: XOM) has signed a key offtake deal to supply Japan-based Marubeni with 250,000 metric tons of low-carbon ammonia a year from its planned Baytown project. Harris County has unveiled Bayland Park’s master plan to improve facilities, programming and connectivity and concentration on active parks, pedestrian safety, gardens, and farms. The city of Montgomery is set to break ground on its first H-E-B in 2026 at the southeast corner of Texas 105 and FM 2854. The Woodlands-based Howard Hughes Holdings Inc. (NYSE: HHH) has completed a $900 deal with Perishing Square to become a diversified holding company. Howard Hughes Holdings Inc. (NYSE: HHH) acquires the former McKesson Building in The Woodlands for $16.3 million. The Class A building with 200,000 square feet of available office space will be renamed "7 Waterway." NRG Energy Inc. (NYSE: NRG) is set to double its power-generation capacity in a $12 billion deal, acquiring a portfolio of natural gas generation facilities along with a commercial and industrial virtual power plant platform from LS Power Equity Advisors LLC. Rice University breaks ground on the Moody Center Complex for Student Life, a 75,000 square foot building offering a cafe, coffee house, meeting rooms, study areas and student services office. The project is expected to be completed by fall 2027. Shell Energy Stadium in Houston's East Downtown, or EaDo, will host the FIFA 2026 Fan Festival, featuring an indoor food court, mini soccer fields, interactive activities and more on a 39-day basis to watch the 104 matches of the World Cup. Sugar Land City Council approves the Lake Pointe Green redevelopment project, which seeks to repurpose more than 1 million square feet of office space, parking lots and trails of the former Fluor engineering and construction firm headquarters. University of Houston-Downtown expands into Amegy Bank's downtown building, which will be used for workshops, classes, events and more. The new 17,000-square-foot space on the 10th floor of the Amegy Bank building is called UHD@1801 Main, or “The Launchpad.” Education Alvin Community College has approved an online bachelor’s degree in nursing after the increased demand for nurses with bachelor’s degrees from local healthcare providers. Houston ISD commits $40 million to both HVAC and roofing updates, in which $21.2 million would go toward HVAC system repairs. 28 schools are projected to receive upgrades. Houston Livestock Show and Rodeo commits to $500,000 in vocational scholarships in 2025 and increased to benefit 10 Houston-area colleges and trade schools. Memorial Hermann Health System and Aldine ISD partner with HEAL High School to offer health care career training and clinical experience in a school-within-a-school model. 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Downtown Houston+ has implemented a $400,000 pedestrian lighting project, deemed the "Underpassage," that will brighten a stretch of downtown Houston at Texas Avenue and Rusk Street in light of the FIFA 2026 World Cup Fan Festival. Harris County has approved a five-point Climate Justice Plan to address issues relating to ecology, infrastructure, economy, community and culture. Intuitive Machines plans an orbital reentry vehicle, backed by $10 million from the Texas Space Commission, to fly fly autonomously and be capable of landing at airfields. Mercury Fund continues to leverage artificial intelligence to improve efficiency and decision-making processes within industries, drawing interest from traditional VC hubs. Rice University has opened the headquarters for the new RBL LLC incubator at Texas Medical Center, aiming to incubate three to four biotech companies annually.  Transportation  Downtown Houston+ leads the Main Street Promenade project, turning a stretch of Main Street into a pedestrian-friendly corridor in Downtown Houston. The $12 million project will work on seven blocks of Main Street that stretches from Rusk Street to Commerce Street. Houston ISD explores a partnership with METRO as it retools its transportation services for the 2025-2026 school year. Southwest Airlines Co. (NYSE: LUV) has filed an application seeking approval from the Department of Transportation to broaden its international flights in accordance to the Open Skies agreement, which would permit future flights to over 130 countries that are subject to the agreement. If you are a member and want us to help communicate news about your organization, please send a press release or information about the announcement to member.engagement@houston.org and we will share it with our content team for possible inclusion in an upcoming roundup. Learn more about Partnership membership.
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Markovich Grover PLLC: Markovich Grover is a Houston-based law firm specializing in complex commercial litigation, bankruptcy and restructuring, and energy litigation, representing clients across various industries with a focus on achieving favorable outcomes through strategic and effective legal advocacy. Website. MetroNational: MetroNational is a prominent Houston-based real estate development and investment firm known for its diverse portfolio of commercial, residential, and mixed-use properties that have significantly shaped the city's landscape. Website. Shell Federal Credit Union: Shell Federal Credit Union is a member-owned financial institution serving the Houston, Texas area, offering a range of financial products and services such as checking and savings accounts, loans, and investment options, with a focus on providing personalized service and supporting the financial well-being of its members. Website. 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