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OTC names Houston professionals to 2024 class of emerging leaders

big winners

OTC’s annual Emerging Leaders program recognizes professionals with less than 10 years of experience in the offshore energy sector. Photo via LinkedIn

Nine people with ties to the Houston area have been named emerging leaders in the energy industry by the Offshore Technology Conference (OTC).

OTC’s annual Emerging Leaders program recognizes professionals with less than 10 years of experience in the offshore energy sector.

“This year's recipients embody the essence of what it means to be a young professional,” Alex Martinez, chair of the OTC board, says in a news release.

“Their commitment to excellence, relentless pursuit of knowledge, and unwavering passion for their work have set them apart. They have not only excelled in their field but have also shown remarkable leadership qualities, inspiring those around them to push beyond boundaries and explore new horizons.”

The 2024 honorees were recognized May 7 during an OTC ceremony at NRG Center. This year’s honorees with ties to the Houston area are:

  • Rebecca Caldwell, an exploration geologist at Chevron.
  • Jinbo Chen, associate professor in the School of Naval Architecture Ocean and Civil Engineering at China’s Shanghai Jiao Tong University, Shanghai, China. He is a former staff drilling engineer at Houston-based Shell USA.
  • Pankaj Goel, a projects adviser at Spring-based ExxonMobil.
  • Mejdi Kammoun, a principal engineer at the Houston-based American Bureau of Shipping.
  • Mathilde Luycx, a petrophysicist for the technology and engineering business of Spring-based ExxonMobil.
  • J. Michael Renning, an engineer at the Houston-based American Bureau of Shipping.
  • Jian “Jason” Shi, an assistant professor of engineering technology, electrical engineering, and computer engineering at the University of Houston.
  • Yan Wang, an advanced technology development engineer for the technology and engineering business of Spring-based ExxonMobil.
  • Luz Zarate, a marine technology research engineer at Houston-based Shell International Exploration and Production.

In a UH news release, Shi explains that his research centers on safety concerns associated with energy transition in the industry’s offshore sector.

Shi hopes his work helps share a future “where our world is powered by an abundance of innovative energy sources, where technology coexists harmoniously with nature, and where humanity embarks on bold adventures into uncharted territory.”

Work done by Kammoun, a UH alumnus, at the American Bureau of Shipping zeroes in on developing marine and offshore safety regulations and requirements for shipping of energy storage and generation systems.

“My aspirations have always centered around contributing to a safer, greener world,” Kammoun says. “Whether through innovative technologies, sustainable practices or policy advocacy, my dream remains unwavering: to leave a lasting positive impact on our planet.”

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Expert: 6 solutions to address the energy industry’s talent shortage

Guest Column

Across the energy sector, companies are facing the growing challenge of finding skilled workers. In fact, 71% of energy employers say they are struggling to fill open roles. What is causing the shortage? A mix of factors, including an aging workforce, outdated perceptions of the industry and a rising global demand for energy.

This talent gap threatens progress on big goals like transitioning to cleaner energy, upgrading infrastructure and driving innovation in renewables. Solving the problem isn’t simple, but it is possible. It is going to take a coordinated, long-term approach that includes education, recruitment, training, retention and supportive policies. Let’s explore some practical solutions.

1. Build a strong foundation through STEM and career pathway awareness

Solving the workforce shortage starts well before college or the first job offer. We need to reach students early, with STEM education, career exposure and clear pathways to energy careers. Elementary, middle and high school programs that connect science and math with real-world energy applications can spark curiosity and show students the range of opportunities available in the energy industry.

Organizations like the Energy Education Foundation are helping by partnering with educators and employers to align curriculum with real industry needs and bring energy topics to life in the classroom. We also need to ensure students understand the full range of energy systems, from traditional oil and gas to renewables like wind and solar, as well as nuclear, hydrogen and other emerging technologies. A broad, well-rounded understanding of the entire energy value chain will better prepare them for the future of work in this dynamic industry.

As technologies evolve, so must the systems that prepare people to work with them. Energy companies can collaborate with universities, trade schools and community colleges to design programs that match today’s job requirements through hands-on apprenticeships, industry-recognized certifications and digital skills training.

Affordability can also be a barrier for many students who are interested in energy careers but face financial obstacles to higher education. While four-year degrees are important for some roles, they are not the only path into the industry. Trade schools, community colleges and certificate programs offer fast, affordable routes into high-demand jobs, often with strong earning potential right out of the gate. The industry can do more to elevate these options by promoting offshore, field and technical roles as innovative, high-impact careers.

2. Help today’s workforce learn new skills

As more energy companies adopt digital tools like automation, artificial intelligence and data analytics, there is a growing need for employees with the tech skills to match. But right now, there is a shortage of those skills across the board. That is why upskilling and reskilling current employees is so important. Companies can create internal training platforms, offer recognized certifications and explore immersive tools like virtual reality to simulate real-world scenarios. Cross-training employees to understand both traditional and renewable energy systems can also help build more flexible, future-ready teams.

3. Open the doors to broaden and diversify talent

The energy industry, being a global enterprise, has much to gain from embracing diversity across various dimensions, including cultural backgrounds, languages, work styles and time zone considerations. Research shows that culturally diverse companies are 33% more likely to out-innovate their competitors. These organizations are better equipped to generate a wide range of ideas and transform them into valuable products or services. The most successful firms offer equitable advancement opportunities, paid time off, family leave, mentoring and sponsorship programs and environments grounded in respect and fairness. These practices make a big difference not just in attracting talent, but in keeping it.

4. Use technology to support, not replace, people

From exploring new energy sources to managing the grid and storing power, technology is transforming the industry. But instead of replacing jobs, tools like AI and automation can be used to make work safer, smarter and more efficient. For instance, smart grid systems and AI-powered planning tools can cut downtime and boost productivity, freeing up skilled employees to focus on more strategic and creative tasks. When used thoughtfully, technology becomes an ally that helps teams do their best work.

5. Strengthen retention through purpose

While offering competitive salaries is important, it’s only one part of the equation. Many energy companies face challenges in areas such as career development, workplace culture and building trust in leadership. These elements play a significant role in shaping the employee experience and can strongly influence retention.

For younger professionals, particularly millennials and Gen Z, the opportunity to address sustainability challenges is especially compelling. A 2024 survey revealed that nearly 90% of respondents in these groups believe it’s essential for their work to make a difference, with 88% stating that their job should align with their personal values. Clean energy careers strongly align with these expectations. In fact, 81% of surveyed individuals see the clean energy sector as a promising career path. Among the top reasons cited were the sector’s positive environmental impact and the opportunity to be part of something larger than themselves. Even among those currently employed in unrelated fields, 65% expressed a willingness to pivot to a clean energy role, underscoring the growing demand for purpose-driven careers. People want to feel like their work matters and that they are growing. In a fast-evolving sector, building a strong team is about offering purpose, not just perks.

6. Embrace collaboration

No single company can solve the energy workforce shortage on its own. This is a shared challenge, and it needs a shared solution. That means governments, schools and businesses need to collaborate on everything from education to job training. As an example, it is critical to align training programs with real workforce needs. That means sharing data across sectors to understand where demand is heading and making sure employees are trained for the jobs of the future.

The energy sector is at a turning point. As we continue to embrace energy expansion, we need a workforce that can make it all happen. That requires more than quick fixes. It takes a long-term, inclusive approach that supports talent at every stage, from early education to career advancement. By investing in people as intentionally as we invest in technology and infrastructure, we can close the talent gap and build a workforce ready to power a stronger energy future.

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Kristen Barley is the executive director of the Energy Education Foundation, a nonprofit dedicated to inspiring the next generation of energy leaders by providing comprehensive, engaging education that spans the entire energy spectrum.


Houston energy hub announces first cohort for new accelerator

green team

Energytech Nexus, a Houston-based hub for energy startups, has named its inaugural cohort of 14 companies for the new COPILOT accelerator.

COPILOT partners with Browning the Green Space, a nonprofit that promotes diversity, equity and inclusion (DEI) in the clean energy and climatech sectors. The Wells Fargo Innovation Incubator (IN²) at the National Renewable Energy Laboratory backs the COPILOT accelerator.

The eight-month COPILOT program offers mentorship, training and networking for startups. Program participants will be tasked with developing pilot projects for their innovations.

Two Houston startups are members of the first COPILOT class:

  • GeoFuels, housed at Houston’s Greentown Labs, has come up with a novel approach to hydrogen production that relies on geothermal power and methane decomposition.
  • PolyQor, which converts plastic waste into eco-friendly construction materials. Its flagship EcoGrete product is an additive for concrete that enhances its properties while reducing carbon emissions. PolyQor’s headquarters is at Houston’s Greentown Labs.

Other members of the COPILOT cohort are:

  • Birmingham, Alabama-based Accelerate Wind, developer of a wind turbine for commercial buildings.
  • Ann Arbor, Michigan-based Aquora Biosystems, which specializes in organic waste biorefineries.
  • Phoenix-based EarthEn Energy, a developer of technology for thermo-mechanical energy storage.
  • New York City-based Electromaim, which installs small hydro-generators in buildings’ water systems.
  • Chandler, Arizona-based EnKoat, an advanced materials company whose flagship product, the IntelliKoat System, is a patented two-layer thermal and weather barrier roof coating for flat and low-slope commercial buildings.
  • Calgary, Canada-based Harber Coatings, which manufactures electroless nickel coating and electroless nickel plating.
  • Dallas-based Janta Power, which designs and makes 3D solar towers.
  • Miami-based NanoSieve, a developer of gas remediation technology.
  • Palo Alto, California-based Popper Power, which has developed a platform that turns streetlight networks into resilient, maintenance-free distributed charging infrastructure.
  • Buffalo, New York-based Siva Powers America, developer of small wind turbines for farms, utility companies and others with annual energy needs of 300,000 to 2 million kilowatt-hours.
  • Los Angeles-based Thermoshade, which specializes in cooling panels for outdoor environments.
  • Waukesha, Wisconsin-based V-Glass, Inc., developer of a vacuum-insulated glass for affordable high-efficiency windows.

“These startups reflect the future of energy access and resilience innovation,” said Juliana Garaizar, founding partner of Energytech Nexus. “By connecting them directly with partners through

COPILOT, we’re helping them overcome the ‘pilot gap’ to build solutions that scale.”

The startups will run pilot projects along the Gulf Coast for their inventions.

Summer outages remain major concern despite CenterPoint upgrades, report shows

power report

A new survey from the University of Houston Hobby School of Public Affairs showed that nearly 70 percent of 2,300 Harris County registered voters polled were very worried or moderately worried about losing power this summer.

The survey asked residents questions about the potential impact of severe summer weather and to evaluate CenterPoint’s efforts to improve the electrical grid over the past year. It was conducted between July 9-18.

Among the three severe weather threats studied—being without power, high winds and flooding—loss of power was the primary concern among respondents. When asked to what extent residents were worried about being without power:

  • 42 percent were very worried
  • 27 percent were moderately worried
  • 19 percent were a little worried
  • 12 percent were not worried at all

Only 25 percent of respondents reported they were very worried about wind damage, and 20 percent were very worried about flooding.

The report also found that 63 percent of respondents held an unfavorable opinion of CenterPoint Energy.

And despite CenterPoint’s $3.2 billion Systemwide Resiliency Plan (SRP), partnerships with AI companies, and its ongoing Greater Houston Resiliency Initiative (GHRI), 44 percent of respondents said they believe CenterPoint has made only "a little bit" progress on improving the grid's overall reliability.

CenterPoint maintains that the SRP is expected to reduce storm-related outages by 1 billion minutes for its 2.8 million customers by 2029. The company also recently reported a 45 percent reduction in the duration of outages for individual customers from January to June of this year.

“We believe that these resiliency actions will help create a future with fewer outages that impact smaller clusters of customers, coupled with faster restoration times for our Greater Houston communities,” Jason Wells, president and CEO of CenterPoint, previously said in a news release.

Read the full report that includes demographic explanations here.
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