seeing green

Houston steps to top of list of U.S. cities with lowest carbon footprints

Houston claimed the No. 1 spot among the 50 most visited in the U.S. with the lowest carbon footprint. Sean Pavone/Getty Images

People looking to travel to a sustainable city probably don’t have Texas spots at the top of their lists. Images of oil, cars, and blasting air conditioners spring up. The Texas power grid, no one need remind us, is barely hanging on.

But Texas blew other states away for lowest carbon footprint per capita, landing Houston at the top of the 2022 list compiled by travel blog Park Sleep Fly. Austin followed (No. 3), then San Antonio (No. 4) and Dallas (No. 9). Only Florida appeared twice in the top 10, and none matched Texas with four cities.

Among the 50 most visited in the U.S., those with the lowest carbon footprint are:

1. Houston
2. Los Angeles
3. Austin
4. San Antonio
5. Tampa, Florida
6. Salt Lake City
7. Phoenix
8. Miami
9. Dallas
10. Portland, Oregon

Houston is not exactly a green place, with less-than-ideal utilization of public transportation. It and Dallas tied for third place among least sustainable cities in the same report.

“Public transit isn’t the most popular mode of transportation in Houston, but it does exist,” an online publication called TripSavvy drably admits. The city takes credit for employing “nearly one third” of the nation’s oil and gas extraction workers.

On the renewable side, however, Houston claims more than 100 solar energy companies, and at least half of its corporate research and development centers pursue “energy technology and innovation.” And its huge population spreads the load, leaving only 14.6 metric tons of carbon dioxide per resident — the same as Los Angeles. Big cities seem to have an advantage in this rating system.

Austin is just behind Houston at 15 metric tons per capita, neck-and-neck with San Antonio at 15.2. These two cities have smaller populations to distribute their total footprint, but are generally seen as eco-friendly. Austin got a big head start in 1991 with the introduction of the Austin Energy Green Building program — the first of its kind in the whole country — which created an evaluation system for individual building sustainability that’s still in use. Dallas' carbon footprint is the largest of the Texas cities in the ranking, at 16.5 metric tons per capita.

As such a multifaceted issue (especially tied up in economic concerns), sustainability is hard to pin down from city to city. The multiplicity of this list is yet another indicator that Texas as a whole is a much more nuanced place than many people think.

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This article originally ran on CultureMap.

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A View From HETI

Here's what you should consider if you need to make cuts to your business — now or in the future. Photo via Getty Images

Preparing for a potential economic downturn can be unsettling for employers and employees. As payroll is typically one of the largest expenditures for a business, no matter its size, layoffs seem like the quickest fix. While this may offer short-term relief, they can severely impact operations and workplace culture.

When staff is reduced, culture can suffer. Employee morale can decrease and distrust may build, especially if layoffs are not communicated properly. This can lead to the remaining employees feeling anxious about their own future with the organization and spur them to look for employment elsewhere, which can affect an organization’s overall productivity and day-to-day operations.

Business owners should get creative and consider the impact and the many alternatives before resorting to workforce reductions.

Analyze salaries

If the organization’s downturn is short-term, senior leadership and upper management could accept temporary salary reductions until business improves. However, if the situation is more dire, leaders might consider an option such as cutting overhead with job sharing. Employee numbers then remain the same, but two positions become one and it is filled by two part-time employees to support a function or role. Furloughs for non-essential employees give employers time to consider if permanent layoffs are necessary. Of course, this requires an understanding of each performers contribution within the organization to determine overall impact and level of “necessity.”

Look at schedules

Permanent remote work could save on operating costs, such as leases and travel expenses, which gives more budgetary leeway to avoid layoffs. Another approach is implementing a four-day workweek to reduce hours and salaries by 20 percent. The added benefit to a shortened workweek is better employee work-life balance.

Scale Back Benefits

When finances are in a critical state, and leadership is looking to avoid layoffs, employers can scale benefits and perks for all employees. Temporarily pausing the 401(k) match, relying more on virtual business meetings instead of incurring travel expenses, and cutting employee bonuses can help ease the economic burden without letting people go. As with salary reductions, scaling back on benefits should begin with leadership before expanding to others.

Streamline Systems

When auditing the company, employers should also evaluate company processes and workflows for efficiency. It’s possible an employee could be more productive in a different role or a process may be found to be more laborious than necessary. Digital software is another alternative to help streamline systems. Employee feedback is another great resource to help identify gaps and streamline processes. A good practice is to have performers look for ways to make tasks within their role more efficient and productive.

Every decision has its costs. The most important thing employers can do is to be open and honest with employees, including transparency about the state of business. This communication style can increase employee buy-in during economic uncertainty and encourage employees to rally and be part of the resiliency of the organization.

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Karen Leal is a performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

This article originally ran on InnovationMap.

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