In Houston, severe weather can impact operations any time of year, not just hurricane season, so now is the time to incorporate any fresh lessons learned during Hurricane Beryl into your plans. Photo by Brandon Bell/Getty Images

Unprecedented severe weather events are becoming more frequent and intense. Proactive business planning is critical to navigating what Mother Nature has in store for us.

In Houston, severe weather can impact operations any time of year, not just hurricane season, so now is the time to incorporate any fresh lessons learned during Hurricane Beryl into your plans. Employers are responsible for safeguarding their employees and assets during these emergencies, which requires establishing an emergency action plan as a foundation of preparedness.

Develop an Emergency Action Plan

If your business does not have an emergency action plan (EAP), today is the perfect time to start it so you are prepared with a response strategy. This clearly written plan is a blueprint for how your business will react and protect employees when severe weather strikes. The more detailed the EAP, the better you and your employees will respond in a time of crisis. Within the EAP, it is important to outline specific protocols, designate key roles and responsibilities and establish communication channels for employees and clients. As power can be an issue during severe weather events, outlining various communication channels is helpful.

Identify Key Employees

During an emergency, you need to know who has the authority to make the decisions that impact your employees and your business. The designated person needs to assess the situation, determine whether employees should work remotely or shelter in place, and communicate these decisions clearly and quickly. This person is usually on the leadership team and can be trusted to make clear decisions, act promptly and communicate effectively to mitigate undue risks.

Implement Regular Emergency Training

Practice makes perfect. A plan on paper is the first step, but it must be practiced and drilled so everyone knows what to do, asks questions and makes any needed adjustments, all when the stakes are not as high. Familiarity with emergency procedures through periodic training and drills allows employees to practice evacuation routes, assembly points and safety protocols.Incorporating local emergency responders in safety drills familiarizes employees with the roles and responsibilities of each group. Through this emergency training, your teams will become confidently prepared to calmly respond to emergencies.

Provide a Swift and Orderly Response

Proactively thinking through and planning for location-specific emergency situations allows business owners to mitigate risks associated with severe weather events and quickly respond when a crisis strikes. When your business is prepared, there is less downtime and disruption to business operations, it protects physical assets, and most importantly, it prioritizes the safety and well-being of employees.

Houston experiences a wild mix of severe weather situations, which makes proactive business planning and preparedness even more critical. Prioritizing EAP development and implementation, designating responsible decision-makers, conducting regular training and drills, and ensuring clear communication channels sets the stage for a resilient organization in severe weather. Additionally, establishing a clear EAP helps foster a culture of safety and readiness that can significantly protect lives and livelihoods during times of crisis.

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Ray Brock is a director of safety services with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace.
Recruiting in the energy sector may be challenging, but the right candidates are out there. Photo via Getty Images

How you should be approaching energy recruiting in 2024, per Houston expert

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The January jobs report, per BLS, may be cause for celebration with 353,000 new jobs, but with a low unemployment rate of 3.7 percent, the tight labor market persists.

The same report states there were 2,000 more jobs in oil and gas extraction in January. Finding the right people for energy jobs can be a challenge right now as the industry has experienced flux the past few years. Many energy employers find key talent has moved into new industry verticals, drawn by the promise of increased stability.

Recruiting in the energy sector may be challenging, but the right candidates are out there. It is important for hiring managers to be realistic as they approach recruiting and hiring timeframes and make smart hiring decisions. The organization will be better off in the long run for this approach.

The following recruiting strategies are poised to support energy employers throughout the year.

Get personal.

Job candidates want to feel like their future employer is genuinely interested in them, which means recruiters should personalize the candidate’s experience. This starts by taking a holistic look at the hiring funnel and considering ways to make each candidate feel as though they are the only one you are talking to for the role.

Each touchpoint impacts how the candidate perceives the organization. The job description should inspire candidates, making them excited to apply and motivating them to dream about a future with your organization. Personalizing recruitment outreach messages to speak to their individual talents instead of a standard, generic message speaks volumes.

Moving through the hiring process as quickly as possible is important, but recruiting is about the long game. There are candidates who fall into place in a matter of days. Other times, you may have a conversation with a candidate months or even years before the timing is right for them to make a move. Asking about the candidate’s professional timeline and letting them know that you are willing to work with them, no matter how fast or slow, makes them feel special and valued by your company.

Be ready to compromise.

It has become hard to find the right fit for some of the energy jobs today. However, this does present an opportune moment for employers to reassess the conventional prerequisites typically required for specific positions. Criteria such as an exact college degree, a specified number of years of relevant experience, industry-specific expertise, an unbroken work history and proficiency in specific software applications are areas to reconsider in the job postings, job descriptions and interviews. This strategic adjustment broadens the talent pool and provides access to individuals whose suitability for a role might have been overlooked. Shifting away from stringent education backgrounds and narrowly defined experience, and instead prioritizing qualities such as adaptability and learning capabilities in the search for candidates, recruiters may discover a smoother path to securing qualified candidates.

Grow internal talent.

Recruitment today also means recruiting internally. The optimal approach to efficiently filling positions is promoting the role internally as existing employees have a vested interest and are deeply ingrained in the company’s culture. Their familiarity with colleagues, procedures and protocols facilitates a swift transition into new roles. In order for this to become a possibility, it’s imperative for leaders to nurture internal talent through professional development initiatives that equip employees with the skills needed for advancement. Tailored learning opportunities, mentorship and guidance for reskilling and upskilling can foster internal mobility, enhance employee retention and ensure sustained success. With all this in mind, recruiters should keep in close contact with management teams to discuss internal candidates and their career path.

There is no one way to recruit in 2024, but focusing on the individual and their skills as well as in-house candidates can make it a successful endeavor.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

This article originally ran on InnovationMap.

Retirement is coming for the energy industry's workforce. Here's how to prepare for it. Photo via Getty Images

Houston expert shares strategies for addressing the energy industry’s potential workforce shortages

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The energy industry, a vital part of Houston’s business ecosystem, faces the challenge of a shrinking workforce.

A U.S. Chamber of Commerce report indicates the workforce has nearly two million fewer workers today as compared to February 2020. A considerable part of this decline can be attributed to retirement and early retirement rates, with the pandemic prompting three million people to early retirement. Furthermore, with an estimated 10,000 Baby Boomers turning 65 daily, the entire generation is expected to reach retirement age by 2030.

The tight labor market, coupled with the growing brain drain associated with retirement rates, should serve as a wake-up call for employers in the energy sector. There are tried-and-true strategies to prepare businesses for waves of retirement and ensure the knowledge does not walk out the door.

Upskilling: Invest in the workforce 

Knowledge and skills go with workers are they retire. To mitigate the brain drain, companies need to invest in upskilling their existing employees and new hires. Establishing formal training and development opportunities can help enrich the workforce to pick up the responsibilities of retiring colleagues. This investment ensures a smooth transition, shows employees they are valued by the organization, and increases employee loyalty and engagement.

Adopting innovative training programs that cater to the specific needs of the energy sector is one approach. Technologies rapidly evolve, and employees must stay current to remain effective in their roles. Investing in the latest training programs, workshops and certifications will enable the workforce to thrive in a rapidly changing industry.

Mentoring programs: Pass the torch

Mentorship programs can play a pivotal role as more employees retire. Experienced employees nearing retirement can mentor younger workers, transferring knowledge and skills while ensuring a seamless transition of expertise. The value of mentorship programs can be priceless for an organization as they help transfer on-the-job learning and experiences that are not taught in the classroom.

A structured mentorship program usually proves most effective as it outlines the responsibilities of the mentors and mentees. A structured approach, which should have built-in accountability measures, ensures there is a productive knowledge transfer process.

Intentional recruitment: Attract and retain talent

A proactive recruitment approach is essential as businesses work to fill knowledge gaps. Companies in the energy sector should seek out talent to bridge the generational divide. This may include targeting candidates who have the relevant skills and knowledge, yet they are willing to adapt to the industry’s changing landscape.

Workplace culture is still a relevant and important component of attracting and retaining top-notch talent. Beyond competitive compensations packages, today’s job candidates look for growth opportunities and a focus on work-life balance.

Retaining knowledge: Document the expertise

Institutional knowledge will walk out the door as experienced employees retire. Companies can prepare for and mitigate the knowledge migration with knowledge-sharing systems and comprehensive documentation processes. An established process can help preserve information that may seem like second nature to more experienced employees and make it accessible to current and future employees. Asking retiring employees to document their expertise and best practices can safeguard their insights within the organization.

Covering bases: Create an alumni network

Retirement does not always mean the employee wants to hang up their proverbial hat entirely. Filling the knowledge gap as employees retire can be daunting. However, the development of an alumni network can extend the life of the institutional knowledge and knowledge-sharing process. Bringing back retirees on a project basis or to consult is a solution benefiting everyone involved.

Every industry must prepare for the impending wave of retirements. The energy industry’s significant impact on the Houston economy requires proactive and thoughtful solutions. The tight labor market and retirement rates should have businesses in this sector working diligently to fill the upcoming knowledge gaps through upskilling, mentoring, intentional recruitment, knowledge-sharing systems and alumni networks. Taking these steps now, the energy industry can circumnavigate workforce shortages and prepare for continued success.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

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

4 layoff alternatives energy businesses should consider in a downturn, according to this Houston expert

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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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Rice University team's acid bubbles study keeps CO2-to-fuel devices running 50 times longer

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In a new study published in the journal Science, a team of Rice University researchers shared findings on how acid bubbles can improve the stability of electrochemical devices that convert carbon dioxide into useful fuels and chemicals.

The team led by Rice associate professor Hoatian Wang addressed an issue in the performance and stability of CO2 reduction systems. The gas flow channels in the systems often clog due to salt buildup, reducing efficiency and causing the devices to fail prematurely after about 80 hours of operation.

“Salt precipitation blocks CO2 transport and floods the gas diffusion electrode, which leads to performance failure,” Wang said in a news release. “This typically happens within a few hundred hours, which is far from commercial viability.”

By using an acid-humidified CO2 technique, the team was able to extend the operational life of a CO2 reduction system more than 50-fold, demonstrating more than 4,500 hours of stable operation in a scaled-up reactor.

The Rice team made a simple swap with a significant impact. Instead of using water to humidify the CO2 gas input into the reactor, the team bubbled the gas through an acid solution such as hydrochloric, formic or acetic acid. This process made more soluble salt formations that did not crystallize or block the channels.

The process has major implications for an emerging green technology known as electrochemical CO2 reduction, or CO2RR, that transforms climate-warming CO2 into products like carbon monoxide, ethylene, or alcohols. The products can be further refined into fuels or feedstocks.

“Using the traditional method of water-humidified CO2 could lead to salt formation in the cathode gas flow channels,” Shaoyun Hao, postdoctoral research associate in chemical and biomolecular engineering at Rice and co-first author, explained in the news release. “We hypothesized — and confirmed — that acid vapor could dissolve the salt and convert the low solubility KHCO3 into salt with higher solubility, thus shifting the solubility balance just enough to avoid clogging without affecting catalyst performance.”

The Rice team believes the work can lead to more scalable CO2 electrolyzers, which is vital if the technology is to be deployed at industrial scales as part of carbon capture and utilization strategies. Since the approach itself is relatively simple, it could lead to a more cost-effective and efficient solution. It also worked well with multiple catalyst types, including zinc oxide, copper oxide and bismuth oxide, which are allo used to target different CO2RR products.

“Our method addresses a long-standing obstacle with a low-cost, easily implementable solution,” Ahmad Elgazzar, co-first author and graduate student in chemical and biomolecular engineering at Rice, added in the release. “It’s a step toward making carbon utilization technologies more commercially viable and more sustainable.”

A team led by Wang and in collaboration with researchers from the University of Houston also shared findings on salt precipitation buildup and CO2RR in a recent edition of the journal Nature Energy. Read more here.

The case for smarter CUI inspections in the energy sector

Guest Column

Corrosion under insulation (CUI) accounts for roughly 60% of pipeline leaks in the U.S. oil and gas sector. Yet many operators still rely on outdated inspection methods that are slow, risky, and economically unsustainable.

This year, widespread budget cuts and layoffs across the sector are forcing refineries to do more with less. Efficiency is no longer a goal; it’s a mandate. The challenge: how to maintain safety and reliability without overextending resources?

Fortunately, a new generation of technologies is gaining traction in the oil and gas industry, offering operators faster, safer, and more cost-effective ways to identify and mitigate CUI.

Hidden cost of corrosion

Corrosion is a pervasive threat, with CUI posing the greatest risk to refinery operations. Insulation conceals damage until it becomes severe, making detection difficult and ultimately leading to failure. NACE International estimates the annual cost of corrosion in the U.S. at $276 billion.

Compounding the issue is aging infrastructure: roughly half of the nation’s 2.6 million miles of pipeline are over 50 years old. Aging infrastructure increases the urgency and the cost of inspections.

So, the question is: Are we at a breaking point or an inflection point? The answer depends largely on how quickly the industry can move beyond inspection methods that no longer match today's operational or economic realities.

Legacy methods such as insulation stripping, scaffolding, and manual NDT are slow, hazardous, and offer incomplete coverage. With maintenance budgets tightening, these methods are no longer viable.

Why traditional inspection falls short

Without question, what worked 50 years ago no longer works today. Traditional inspection methods are slow, siloed, and dangerously incomplete.

Insulation removal:

  • Disruptive and expensive.
  • Labor-intensive and time-consuming, with a high risk of process upsets and insulation damage.
  • Limited coverage. Often targets a small percentage of piping, leaving large areas unchecked.
  • Health risks: Exposes workers to hazardous materials such as asbestos or fiberglass.

Rope access and scaffolding:

  • Safety hazards. Falls from height remain a leading cause of injury.
  • Restricted time and access. Weather, fatigue, and complex layouts limit coverage and effectiveness.
  • High coordination costs. Multiple contractors, complex scheduling, and oversight, which require continuous monitoring, documentation, and compliance assurance across vendors and protocols drive up costs.

Spot checks:

  • Low detection probability. Random sampling often fails to detect localized corrosion.
  • Data gaps. Paper records and inconsistent methods hinder lifecycle asset planning.
  • Reactive, not proactive: Problems are often discovered late after damage has already occurred.

A smarter way forward

While traditional NDT methods for CUI like Pulsed Eddy Current (PEC) and Real-Time Radiography (RTR) remain valuable, the addition of robotic systems, sensors, and AI are transforming CUI inspection.

Robotic systems, sensors, and AI are reshaping how CUI inspections are conducted, reducing reliance on manual labor and enabling broader, data-rich asset visibility for better planning and decision-making.

ARIX Technologies, for example, introduced pipe-climbing robotic systems capable of full-coverage inspections of insulated pipes without the need for insulation removal. Venus, ARIX’s pipe-climbing robot, delivers full 360° CUI data across both vertical and horizontal pipe circuits — without magnets, scaffolding, or insulation removal. It captures high-resolution visuals and Pulsed Eddy Current (PEC) data simultaneously, allowing operators to review inspection video and analyze corrosion insights in one integrated workflow. This streamlines data collection, speeds up analysis, and keeps personnel out of hazardous zones — making inspections faster, safer, and far more actionable.

These integrated technology platforms are driving measurable gains:

  • Autonomous grid scanning: Delivers structured, repeatable coverage across pipe surfaces for greater inspection consistency.
  • Integrated inspection portal: Combines PEC, RTR, and video into a unified 3D visualization, streamlining analysis across inspection teams.
  • Actionable insights: Enables more confident planning and risk forecasting through digital, shareable data—not siloed or static.

Real-world results

Petromax Refining adopted ARIX’s robotic inspection systems to modernize its CUI inspections, and its results were substantial and measurable:

  • Inspection time dropped from nine months to 39 days.
  • Costs were cut by 63% compared to traditional methods.
  • Scaffolding was minimized 99%, reducing hazardous risks and labor demands.
  • Data accuracy improved, supporting more innovative maintenance planning.

Why the time is now

Energy operators face mounting pressure from all sides: aging infrastructure, constrained budgets, rising safety risks, and growing ESG expectations.

In the U.S., downstream operators are increasingly piloting drone and crawler solutions to automate inspection rounds in refineries, tank farms, and pipelines. Over 92% of oil and gas companies report that they are investing in AI or robotic technologies or have plans to invest soon to modernize operations.

The tools are here. The data is here. Smarter inspection is no longer aspirational — it’s operational. The case has been made. Petromax and others are showing what’s possible. Smarter inspection is no longer a leap but a step forward.

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Tyler Flanagan is director of service & operations at Houston-based ARIX Technologies.


Scientists warn greenhouse gas accumulation is accelerating and more extreme weather will come

Climate Report

Humans are on track to release so much greenhouse gas in less than three years that a key threshold for limiting global warming will be nearly unavoidable, according to a study released June 19.

The report predicts that society will have emitted enough carbon dioxide by early 2028 that crossing an important long-term temperature boundary will be more likely than not. The scientists calculate that by that point there will be enough of the heat-trapping gas in the atmosphere to create a 50-50 chance or greater that the world will be locked in to 1.5 degrees Celsius (2.7 degrees Fahrenheit) of long-term warming since preindustrial times. That level of gas accumulation, which comes from the burning of fuels like gasoline, oil and coal, is sooner than the same group of 60 international scientists calculated in a study last year.

“Things aren’t just getting worse. They’re getting worse faster,” said study co-author Zeke Hausfather of the tech firm Stripe and the climate monitoring group Berkeley Earth. “We’re actively moving in the wrong direction in a critical period of time that we would need to meet our most ambitious climate goals. Some reports, there’s a silver lining. I don’t think there really is one in this one.”

That 1.5 goal, first set in the 2015 Paris agreement, has been a cornerstone of international efforts to curb worsening climate change. Scientists say crossing that limit would mean worse heat waves and droughts, bigger storms and sea-level rise that could imperil small island nations. Over the last 150 years, scientists have established a direct correlation between the release of certain levels of carbon dioxide, along with other greenhouse gases like methane, and specific increases in global temperatures.

In Thursday's Indicators of Global Climate Change report, researchers calculated that society can spew only 143 billion more tons (130 billion metric tons) of carbon dioxide before the 1.5 limit becomes technically inevitable. The world is producing 46 billion tons (42 billion metric tons) a year, so that inevitability should hit around February 2028 because the report is measured from the start of this year, the scientists wrote. The world now stands at about 1.24 degrees Celsius (2.23 degrees Fahrenheit) of long-term warming since preindustrial times, the report said.

Earth's energy imbalance

The report, which was published in the journal Earth System Science Data, shows that the rate of human-caused warming per decade has increased to nearly half a degree (0.27 degrees Celsius) per decade, Hausfather said. And the imbalance between the heat Earth absorbs from the sun and the amount it radiates out to space, a key climate change signal, is accelerating, the report said.

“It's quite a depressing picture unfortunately, where if you look across the indicators, we find that records are really being broken everywhere,” said lead author Piers Forster, director of the Priestley Centre for Climate Futures at the University of Leeds in England. “I can't conceive of a situation where we can really avoid passing 1.5 degrees of very long-term temperature change.”

The increase in emissions from fossil-fuel burning is the main driver. But reduced particle pollution, which includes soot and smog, is another factor because those particles had a cooling effect that masked even more warming from appearing, scientists said. Changes in clouds also factor in. That all shows up in Earth’s energy imbalance, which is now 25% higher than it was just a decade or so ago, Forster said.

Earth’s energy imbalance “is the most important measure of the amount of heat being trapped in the system,” Hausfather said.

Earth keeps absorbing more and more heat than it releases. “It is very clearly accelerating. It’s worrisome,” he said.

Crossing the temperature limit

The planet temporarily passed the key 1.5 limit last year. The world hit 1.52 degrees Celsius (2.74 degrees Fahrenheit) of warming since preindustrial times for an entire year in 2024, but the Paris threshold is meant to be measured over a longer period, usually considered 20 years. Still, the globe could reach that long-term threshold in the next few years even if individual years haven't consistently hit that mark, because of how the Earth's carbon cycle works.

That 1.5 is “a clear limit, a political limit for which countries have decided that beyond which the impact of climate change would be unacceptable to their societies,” said study co-author Joeri Rogelj, a climate scientist at Imperial College London.

The mark is so important because once it is crossed, many small island nations could eventually disappear because of sea level rise, and scientific evidence shows that the impacts become particularly extreme beyond that level, especially hurting poor and vulnerable populations, he said. He added that efforts to curb emissions and the impacts of climate change must continue even if the 1.5 degree threshold is exceeded.

Crossing the threshold "means increasingly more frequent and severe climate extremes of the type we are now seeing all too often in the U.S. and around the world — unprecedented heat waves, extreme hot drought, extreme rainfall events, and bigger storms,” said University of Michigan environment school dean Jonathan Overpeck, who wasn't part of the study.

Andrew Dessler, a Texas A&M University climate scientist who wasn't part of the study, said the 1.5 goal was aspirational and not realistic, so people shouldn’t focus on that particular threshold.

“Missing it does not mean the end of the world,” Dessler said in an email, though he agreed that “each tenth of a degree of warming will bring increasingly worse impacts.”