Houston’s future success depends on the strength of its people. At the Greater Houston Partnership, we believe that advancing talent and creating opportunity for all is not only the right thing to do, it’s an economic imperative. That’s why our work through the Talent & Economic Mobility strategic imperative focuses on aligning employers, educators, and community partners to strengthen career pathways, open doors to opportunity, and ensure our region remains globally competitive.
Conversations Shaping Houston’s Talent Agenda
Throughout 2025, the Partnership has convened leaders from across industries to explore how businesses can build inclusive cultures that drive innovation and expand opportunity. These conversations underscored a common truth: when companies put people at the center of strategy, they not only create stronger workplaces but also fuel long-term business success.
At one roundtable, Dr. Derek Avery, C.T. Bauer Chair of Inclusive Leadership at the University of Houston, shared insights from his research showing that inclusive practices significantly boost employee engagement and performance. He emphasized that when inclusion is framed as a strategic imperative, not just a moral obligation, it becomes a lever for innovation and growth. Leigh N. Ganchan, Shareholder at Ogletree Deakins, added a legal perspective, underscoring the importance of proactively navigating an evolving regulatory landscape. She emphasized the need for clear communication with legal teams as companies refine their inclusion strategies, especially as definitions of compliance continue to shift. Together, their insights highlighted the need for organizations to prioritize clarity, competence, and cultural intelligence in order to sustain high-performing workplaces.
Another dialogue featured leaders who shared how a people-first approach transforms organizations. JeNae Johnson of CTM Unlimited highlighted the role of AI-enabled talent solutions in unlocking workforce potential. Thomas Lopez of Vestas shared how people-centered strategies drive retention and engagement in competitive industries. And Brady Pyle of Space Center Houston drew on his distinguished career to illustrate the impact of inclusive leadership at every level of an organization.
These conversations reinforced several key takeaways:
- Inclusion goes beyond identity. It’s about considering voices, roles, and perspectives that may have been overlooked.
- Culture is behavior. It’s not what’s written on a wall, but the consistent actions of leaders that make employees feel seen, valued, and supported.
- Representation is the new reputation. Employees and candidates look to leadership and company culture to decide where they belong.
- Skills-first hiring is essential. Removing unnecessary degree barriers helps companies access the full spectrum of talent.
- Initiatives must be measurable and impactful. Strong programs improve employee engagement, retention, and business outcomes.
Why This Matters
Taken together, these conversations highlight why the Partnership is committed to advancing talent and building inclusive workplaces. Employers who embrace inclusion and adopt skills-first practices are not only creating opportunities for Houstonians, they are building stronger, more innovative companies and fueling the long-term prosperity of our region.
How to Get Involved
Through initiatives like UpSkill Houston and One Houston Together, the Partnership convenes leaders to align strategies, pilot new tools, and share best practices that strengthen Houston’s workforce and expand opportunity. We invite employers, educators, and community partners to join us in this critical work. Contact [email protected] to learn more about getting involved.