By Morgan Scruggs, Coordinator, Leadership Programs
Average reading time: 2 minutes
To celebrate 25 years of Young Professionals (YP), presented by Fidelity Investments, the DRC is highlighting a series of alumni to learn more about their experiences in YP.
Brennan Meier, Partner at Akin Gump Strauss Hauer & Feld LLP, first became involved with Young Professionals through the LEAD YP cohort program.
“I was looking for a way to push forward in my own development while also getting to know similarly motivated people in Dallas,” he said. “When I saw the great cross-industry focus for LEAD YP classes in the past, I knew it would be a great opportunity, and I applied.”
LEAD YP deepens young professionals’ understanding of their leadership style and primes them to grow into leaders who champion the Dallas Region.
After being accepted into the program, Meier began to learn about his own leadership style.
“The LEAD YP program is a rigorous process, both in and outside of class, that makes you look at where you are and how you can improve. I embraced the process and was able to see a side to leading and managing that I had not before.”
During Class Days, when the cohort meets monthly to receive leadership training and engage with their peers, Meier participated in group activities that helped him put these lessons into practice.
“[During] one class, the lead team created an obstacle course. Each other team then had to navigate a blindfolded teammate through the course while only listening to the instructions from the team,” Meier recalled. “It revealed communication styles and encouraged teamwork and reliance on others when to complete a nearly impossible task… it was a great distillation of the principles we had learned in the in-class sessions.”
The lessons Meier learned through LEAD YP have influenced his perspective.
“Before LEAD YP, I was much more of an ‘action-now’ kind of person. Now, I recognize that the process of getting to the right answer can be just as important as getting there if you want to have a bought-in team who will be willing to stay the course and achieve at a high level over the long term.”
In addition to learning valuable leadership lessons, Meier also found community within YP.
“From about the halfway point through the program, I could tell that the friendship and network being built was one that would endure for years. YP allows you to consistently see and interact with the same people and build real bonds.”
Meier recommends YP to those who want to make a difference with others.
“YP is for Dallas professionals who wake up and want to get better and make the city better. If that is you, then YP is your people, and you will meet and become friends with a diverse group that cares.”
ENGAGE WITH YOUNG PROFESSIONALS
YP YEAR-END CELEBRATION
Join us Thursday, Dec. 4, for a special evening celebrating another year of YP!
All five statewide constitutional amendments supported by the DRC-backed Good for Texans campaign—Propositions 1, 4, 6, 9, and 14—were approved by voters in the Nov. 4, 2025, election.
Each proposition passed with decisive support, all receiving at least 54% of the vote, with some reaching shares as high as 70%. The Good for Texans campaign targeted voters in Dallas, Collin, Tarrant, and Denton Counties—the four primary counties comprising the Dallas Region. Dallas Region voters represented an average of 23.4% of the statewide votes in favor of each proposition.
Together, these measures represent smart, forward-looking investments that will strengthen our workforce, safeguard resources, and enhance Texas’ long-term competitiveness—without creating or raising any taxes.
Turning policy priorities into progress
The DRC first backed the Good for Texans campaign in 2023 to help pass eight constitutional amendments that strengthened Texas’ economy and quality of life. The 2025 campaign built on that success, continuing the DRC’s strategy to champion key policy priorities through the legislative process and compel voters to bring them to fruition.
“Each proposition represents an investment in the people, places, and industries that power our economy — and all will deliver benefits for families, communities, and employers statewide,” shared DRC President & CEO Dale Petroskey in an op-ed for the Dallas Morning News ahead of the election. “They are visionary and fiscally responsible, practical and forward-looking — and every one of them is good for business, good for families, and good for Texans.”
To appear on the ballot, constitutional amendments must first be approved by a two-thirds vote of both the Texas House and Senate as a joint resolution—meaning each measure already has broad, bipartisan support before reaching voters.
Investing in people and competitiveness
Proposition 1 modernizes the Texas State Technical College System (TSTC), ensuring students train on industry-aligned tools and technology for high-demand fields like advanced manufacturing, aviation, and energy. Nearly 54% of Texas job openings are “middle-skill” positions—requiring more than a high-school diploma but less than a four-year degree—yet fewer than half of Texans currently have the training to fill them. Updating TSTC’s campuses and equipment helps close that gap and strengthens the talent pipeline that fuels business growth.
Proposition 4 creates a long-term, dedicated funding stream for water infrastructure projects, drawn from existing sales-tax revenue. Texas is projected to need $150 billion in water investments over the next 50 years to repair aging systems and meet rising demand. The amendment represents an important step toward safeguarding one of the state’s most critical resources for families, communities, and industry.
Proposition 6 ensures Texas remains a stable, low-tax environment by prohibiting future financial-transaction taxes on securities trades. Millions of Texans rely on 401(k)s, IRAs, and other investments to build financial security. As the Texas Stock Exchange prepares to open in Dallas, the amendment provides certainty for investors while reinforcing the state’s pro-business reputation.
Proposition 9 raises the exemption on business personal property taxes, providing meaningful relief for small and mid-sized employers that make up 99.8% of all Texas businesses. The change reduces administrative burdens and allows entrepreneurs to reinvest in growth, hiring, and local job creation—benefiting Main Street economies across the state.
Proposition 14 establishes the Dementia Prevention and Research Institute of Texas to accelerate innovation, attract top scientists, and advance new treatments for dementia and related brain disorders. More than 400,000 Texans are living with dementia, a number expected to exceed 500,000 by 2030. The measure positions Texas as a national leader in brain health research while strengthening the state’s medical innovation economy.
The DRC’s support of these measures reflects its ongoing commitment to advancing policies that secure Texas’ economic future. With the passage of all five propositions, voters reaffirmed their confidence in a vision of growth rooted in innovation, opportunity, and fiscal responsibility.
By Catie George, Director, Communications & Storytelling
Average reading time: 4.5 minutes
On Thursday, Oct. 23, hundreds of women leaders, entrepreneurs, and changemakers gathered at Gilley’s Dallas for the Dallas Regional Chamber’s 27th Women’s Business Conference (WBC), presented by JPMorganChase and Baylor Scott & White Health. Under the rallying theme of “Be Bold,” attendees explored what it truly means to lead with courage and create opportunities for the next generation of women in business.
“When we think about being bold, we have to think about courage,” said DRC Senior Vice President of Opportunity & Impact and WBC’s emcee Latosha Herron Bruff. “Even within that framework, boldness can look different in many things. Today, we want each of you to discover what boldness means to you and spark ideas and inspiration about what your next bold move will be.”
Focus on your audience, not your critics
In the first keynote of the day, New York Times bestselling author Alex Snodgrass captivated the audience with her journey from a one-woman operation to building a thriving business empire, offering practical wisdom for women at every stage of their career.
Alex Snodgrass in conversation with Amber Williams.
The founder of Defined Dish and SideDish emphasized the importance of staying focused on your audience rather than worrying about critics in your inner circle.
“The thing about taking that leap of faith and starting your own business is to not think about your inner circle and what they think, but really think about who I am trying to reach, who I am trying to share this with, and who I am trying to communicate to,” Snodgrass shared.
As Snodgrass’ success grew, so did the challenge of discernment. Snodgrass encouraged women to trust their instincts when evaluating opportunities.
“Does it feel authentic for me to talk about? Is it adding value to my community? Is it keeping their trust in me?” she asked. “I think women have a superpower of having this gut instinct that we can either listen to or ignore.”
Her advice for women pursuing bold careers was clear: be willing to make mistakes, shift gears when needed, and remember to prioritize self-care.
“Remembering to prioritize yourself, take care of yourself, and take mental health breaks amongst all the hustle is, I think, the most important thing for us humans to always remember.”
In addition to Snodgrass’ journey through entrepreneurship, women-owned businesses shined in the Frost Marketplace. The largest-ever WBC marketplace invited attendees to discover and shop with nearly 30 vendors.
Leading with purpose and integrity
Laysha Ward in conversation with Roslyn Dawson.
Keynote speaker Laysha Ward, acclaimed author of “Lead Like You Mean It,” challenged attendees to think deeply about their personal purpose and how it aligns with their professional lives.
“Leading with meaning is about operating with integrity, with intention, and with humanity,” Ward explained. “It’s really being focused on your personal purpose, like your why, your reason for being. What do you feel called to do at work and in the world?”
Ward encouraged women to be declarative about their personal purposes to create purpose congruence with the organizations where they spend their time.
“Your personal purpose really becomes a lantern that guides your way, but it’s also a measuring stick that helps you stay accountable to making progress,” she said.
Importantly, Ward reminded attendees that boldness looks different for everyone.
“You have to define what bold looks like for you. We’re all at different starting points, so don’t let folks judge what they think is bold versus what you think is bold.”
Building confidence through action
In complement to the insights from Snodgrass and Ward, Herron Bruff shared data-driven insights into the experience of women in leadership from CMP’s 2025 Women’s Leadership Pulse Check Report.
CMP’s data shows nearly one in four women still frequently experience imposter syndrome, but fewer women today say they experience it occasionally, and more report they rarely or never feel it.
“Confidence isn’t something you’re just born with. It’s not a personality trait. It’s a practice,” Herron Bruff explained. “It’s the act of showing up, even when you’re unsure. Bold doesn’t mean never feeling doubt…it means moving forward despite it.”
Emcee and DRC Senior Vice President of Opportunity & Impact Latosha Herron Bruff welcomed attendees from the WBC stage.
The data revealed another important truth: 62% of women said their self-perception at work is tied equally to their own performance and how others perceive them. This tension between internal confidence and external validation is something many women recognize, even as they advance. Nearly three in four women identified showing confidence and owning their success as the biggest drivers of career advancement.
“Boldness begins when we stop waiting for validation and start defining success in our own terms,” Herron Bruff said, emphasizing that bold advocacy isn’t arrogance. It’s leadership.
To encourage knowledge sharing, WBC also hosted AI Office Hours, powered by Improving, and Table Talks, powered by CMP. These experiences encouraged attendees to learn about a variety of topics, including AI, self-advocacy, career planning, and more. Nearly 300 attendees attended a total of 12 sessions between AI Office Hours and Table Talks.
The ATHENA® legacy continues
The conference also celebrated the DRC’s longstanding commitment to recognizing women’s leadership. The YPL ATHENA® Award, sponsored by KPMG, and the ATHENA® Award, sponsored by Wells Fargo, recognized women who excel in their careers, contribute to their communities, and develop women leaders.
Erika Leigh Nobles, Lease Administration Manager at Colliers International and YPL ATHENA® Award recipient, shared her framework for purposeful decision-making: gathering information, approaching with humility, seeing things from different perspectives, and then planning.
“It is important to know that nothing happens by chance, but rather there is a purpose for all of us,” she said.
Caren Lock, Managing Director and Government Relations Officer at TIAA and ATHENA® Award recipient, emphasized that boldness extends beyond individual action.
Attendees shopping in the Frost Marketplace.
“Being bold isn’t about just taking risks. It’s about having the courage to challenge convention. To ask ‘why not’ instead of ‘why’,” Lock said. “Boldness is rarely a solo act because it’s built on collaboration, trust, and the willingness to lift others up.”
Looking ahead
As the conference concluded, one message resonated clearly: the work of building bold, confident, and purpose-driven women leaders continues.
“Leadership isn’t just about climbing higher. It’s about strengthening the ladder and holding it steady for others,” said Herron Bruff. “The next generation should not have to rebuild the same rungs we’ve all climbed. We should all be lifting as we climb.”
With women leading with courage and confidence more than ever before, the future of business in the Dallas Region—and beyond—is undeniably bold.
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American National Bank of Texas | Axxess | Carrington, Coleman, Sloman & Blumenthal, L.L.P.
DHD Films | Hillwood, a Perot Company
By Catie George, Director, Communications & Storytelling
Average reading time: 4 minutes
This Wednesday, Oct. 29, business and community leaders once again stepped into Dallas ISD classrooms for Principal for a Day (PFAD), presented by Capital One. But this year was especially meaningful as it marked 15 years since Capital One became the presenting sponsor of this transformative program, and their commitment to Dallas students has grown into something far beyond a single day of engagement.
Jorge Calderon meeting students at Kathlyn Joy Gilliam Collegiate Academy during 2023’s PFAD.
From classroom visits to lasting change
When Capital One first became the presenting sponsor of PFAD in 2010, they could have simply participated alongside other corporate partners. Instead, they saw an opportunity to truly understand what Dallas ISD students needed to succeed, and then they acted on it.
“As a partner of 15 years running, we continue to embrace the opportunity to better understand what makes a quality education and do what we can to ensure Dallas students thrive now and into the future,” said Jorge Calderon, Dallas Market President at Capital One.
What began with observing classes and shadowing principals has evolved into a comprehensive partnership that touches nearly every aspect of student success: from financial literacy courses and P-TECH programs to paid internships and workforce development initiatives.
Addressing a critical gap: financial literacy
Through their consistent presence at schools like North Dallas High School, Capital One identified a pressing need that students themselves were reporting: the lack of practical financial knowledge. Many students were completing 13 years of education without understanding how to pay for college, manage employment benefits, or make informed decisions about their financial futures.
That insight led to action. Capital One’s support helped Dallas ISD implement Personal Financial Literacy courses across the district, equipping students with essential skills for life after graduation.
The impact has been profound. LeRoy McNac, a financial literacy teacher at Pinkston High School, shared that his students are now applying what they’ve learned when completing the FAFSA and making more informed decisions about student loans.
One former Dallas ISD student’s story illustrates the lasting power of this education.
“I always wanted to go to TWU to get a degree in dental, but financially, it just wasn’t possible. So, I made the decision to attend community college while working a full-time job… One thing that really helped me navigate all of this was taking a financial class in high school. I didn’t realize it at the time, but it gave me practical knowledge that I’ve actually used in real life… That class didn’t just give me book knowledge; it gave me tools.”
That student went on to join the Army, using military benefits to continue their education, a decision informed by the financial literacy skills gained in high school.
Building tomorrow’s workforce today
Capital One’s partnership with Dallas ISD extends well beyond financial literacy. As a proud P-TECH partner at Moisés E. Molina High School and North Dallas High School, Capital One helps students earn postsecondary credit in business administration and information technology at no cost. They’ve also hosted P-TECH Summits, connecting more than 160 Dallas ISD students with critical job readiness skills and information about careers in technology.
Through the NAF Future Ready Labs program, Capital One has provided hundreds of Dallas ISD students with paid internships since 2017. These aren’t just resume builders but real-world experiences where students tackle meaningful projects for local, small businesses, connect with mentors from Capital One, and develop essential professional skills like design thinking, project management, and personal branding.
“Providing our leaders of tomorrow with the skills, tools, and resources they need for the future has never been more crucial,” said Sanjiv Yajnik, President, Financial Services of Capital One and NAF Board Treasurer. “Through our NAF partnership, we prepare students for college and fulfilling careers. Our associates also give back in a rewarding way, mentoring young minds, telling them no challenge is too big to overcome.”
Students like Sebastian Delgado from Skyline High School and Perla Arredondo from Thomas Jefferson High School have gained invaluable experience through these internships, having developed skills in teamwork, collaboration, time management, and communication that will serve them throughout their careers.
A model for meaningful corporate engagement
Capital One’s approach demonstrates what’s possible when a corporation moves beyond transactional engagement to true partnership. By consistently showing up year-round, they’ve been able to identify genuine student needs and develop innovative solutions that benefit both the students and their own workforce pipeline.
Calderon with Amazon’s Vickie Yakunin at Career Institute North during 2025’s PFAD.
“PFAD is only the beginning for many participants,” Calderon explained. “Capital One has been able to establish a long-term relationship with Dallas ISD through PFAD and ongoing volunteerism. Through this relationship, we’ve discovered innovative strategies to support Dallas ISD while addressing our own priorities, such as strengthening our workforce pipeline through internships and work-based learning initiatives.”
The collaboration has also enriched Dallas ISD’s curriculum more broadly. Through partnerships with organizations like the Dallas Federal Reserve Bank and Next Gen Personal Finance facilitated through these corporate connections, Dallas ISD has been able to host professional development sessions for teachers and integrate high-quality, student-friendly resources into their financial literacy instruction.
This year’s Principal for a Day
This year’s PFAD on Wednesday, Oct. 29, offered participants the same opportunity that sparked Capital One’s transformative partnership 15 years ago: the chance to truly understand Dallas ISD’s strengths and challenges, meet the dedicated educators and inspiring students who make up Dallas’ schools, and discover how an organization can make a lasting impact.
For 25 years, PFAD has connected thousands of business executives, elected officials, and community leaders with Dallas ISD schools, and many, like Capital One, have turned that single day into years of meaningful collaboration.
Fujitsu Intelligence is Fujitsu’s innovation hub for Data and AI in the Americas. They focus on building practical, high-impact AI solutions that help organizations move from experimentation to execution. Their work centers on Agentic AI, systems that can reason, coordinate, and act autonomously across complex workflows, creating faster, smarter, and more human-centered digital experiences. As part of Fujitsu’s global network, they connect world-class R&D with real business outcomes.
1. How does Fujitsu Intelligence help its clients build value?
We help clients turn AI from a buzzword into measurable advantages. Our approach is hands-on: understanding the challenge, identifying where data and AI can make a difference, and deploying solutions that deliver clear impact. Whether it’s through predictive analytics, automation, or Agentic AI orchestration, our team brings deep technical expertise and a practical lens that helps organizations work smarter, serve customers better, and build long-term value.
2. What differentiates Fujitsu Intelligence within your industry?
It’s our combination of scale and agility. We have the reach and trust of Fujitsu, but we operate with the speed and innovation of a start-up. Our people are builders, AI engineers, data scientists, and domain experts who deliver real solutions, not just pilots. We’re leading the way in Agentic AI, designing systems that can manage complex decisions, connect across enterprise data, and amplify human capability. That mix of deep tech, speed, and integrity sets us apart.
3. What benefits does Fujitsu Intelligence enjoy by doing business in the Dallas Region?
Dallas is the perfect home base for what we do. It’s one of North America’s strongest regions for supply chain, manufacturing, and enterprise operations, industries where Agentic AI can have the biggest impact. The city’s innovation ecosystem, talent pool, and collaborative business culture create a strong foundation for partnerships. From our Dallas office, we’re leading Fujitsu’s Data and AI strategy across the Americas, delivering solutions that blend human expertise with intelligent automation.
4. Why did Fujitsu Intelligence become a DRC member?
We joined the DRC to connect, collaborate, and contribute. Dallas has a fast-growing innovation community, and we want to help shape its AI future. We’re offering DRC members exclusive access to our AI expertise, Bootcamps, and Workshops, hands-on sessions where teams can explore how technologies like Agentic AI can solve real business problems. Our next AI Workshop is on Tuesday, Nov. 11, and we’d love DRC members to join us and share ideas on how to move business forward responsibly and at speed.
5. How has Fujitsu Intelligence changed in the past five years?
We’ve evolved from an optimization-focused group into a full Data and AI business, helping customers deploy intelligent systems that act, learn, and adapt. Over the past few years, we’ve leaned heavily into Agentic AI, building orchestrated, goal-driven agents that connect data, people, and processes in new ways. It’s a major step toward our vision of practical AI that doesn’t just analyze but acts with purpose at scale.
By Morgan Scruggs, Coordinator, Leadership Programs
Average reading time: 2 minutes
To celebrate 25 years of Young Professionals (YP), presented by Fidelity Investments, the Dallas Regional Chamber is highlighting a series of alumni to learn more about their experiences in YP.
Casey Sharp, Director of Enterprise National Accounts at Blue Cross and Blue Shield of Texas.
Casey Sharp, Director of Enterprise National Accounts at Blue Cross and Blue Shield of Texas, discovered YP while looking for opportunities to build new connections.
“I first heard about the DRC YP program through my employer, Blue Cross Blue Shield of Texas, when I was looking for a way to get more involved in my community while expanding my professional network. I am extremely lucky to work for an organization that encourages and promotes community involvement.”
Once she joined YP and the LEAD YP cohort program, Sharp realized how to integrate her own leadership talents into her professional roles.
“The YP program and LEAD YP helped me gain confidence and understanding of how to best use my natural strengths,” Sharp said. “This helped me learn how to lean into my unique personal leadership style as a Connector/Promoter, develop those personal strengths, and make them my superpower.”
Later, Sharp joined the YP Advisory Council to help oversee programming for YP and LEAD YP.
“Being involved with the YP Advisory Council allowed me to learn how to quickly identify and collaborate in a group with diverse leadership styles. When I was an emerging leader, this helped me learn the importance of flexibility, and it allowed me to put into practice several of the skills I learned from LEAD YP.”
One of Sharp’s most memorable experiences in YP was when she heard Dale Petroskey, President & CEO of the DRC, talk about lessons in leadership.
“In one of Dale’s speaking engagements with YP, he spoke to the importance of relationships and always taking notes on the details. This advice from Dale allowed me to remember those details and use those details to help me connect with people to build authentic relationships in the future.”
Sharp’s YP experience shaped her professional and leadership trajectories.
“Since joining the YP program in 2019, I have moved from an individual contributor role in my organization to a people leader, and I have continued to develop my skills to be tapped into now leading statewide projects for my organization. This progression with YP built the experience and skills I needed to become part of the Leadership Dallas Class of 2025.”
Sharp recommends YP to anyone looking for networking opportunities and leadership development through the DRC.
“The DRC understands how to use YP to attract top talent from across North Texas. Joining YP will allow you to meet with and learn from the rising young professionals in the region while building a robust and talented professional network. Fun fact, I hired one of my current team members after meeting them at a YP event!”
ENGAGE WITH YOUNG PROFESSIONALS
YP YEAR-END CELEBRATION
Join us Thursday, Dec. 4, for a special evening celebrating another year of YP!
By Amber Dyer, Coordinator, Communications & Marketing
Average reading time: 3.5 minutes
Accenture’s Tracy Ring presenting at Convergence AI earlier this year.
At the Dallas Regional Chamber’s Convergence AI Dallas conference, presented by Accenture and Google, Accenture’s Tracy Ring emphasized that successful generative AI integration depends on more than just technological capability; it requires organizational trust.
“We have research telling us that 77% of executives believe that unlocking the true benefits of AI are only possible when it’s built on a foundation of trust,” said Ring, who serves as Accenture’s Chief Data Officer and Global Generative AI Lead for Life Sciences.
This trust must evolve alongside the technology itself, requiring companies to approach AI integration with strategic transparency.
“Sharing your AI strategy, making it part of the board discussions, making it part of all your people discussions,” said Ring. “Embracing it wholly and truly across [the organization is essential]… Engendering trust is really one of the most critical success factors of driving adoption and change management.”
Ring outlined four key trends organizations should consider when developing their AI strategy:
1. Binary Big Bang: Transformative agentic systems
The Binary Big Bang is a transformative shift in AI where agentic systems redefine software development conventions.
“It’s this idea that the ways that we approach every technological implementation, whether it’s the way we gather requirements [or] the way we implement it, we have to think about what ways that these autonomous agents can help us at each stage,” said Ring. “But as we think about the limits of programming and the way that we implement all of these, we see these multiplying digital outputs vastly accelerating implementation timelines.” Organizations are deploying agentic systems to streamline processes, enhance decision-making, and foster innovation across various departments.
RobotLAB’s robot from Convergence AI.
2. Face of the future: Personalized customer engagement
AI enables personalized customer experiences by analyzing individual preferences and behaviors to tailor interactions and recommendations.
“We think about AI having a personality. So, this personified AI can breathe life into these experiences [and] unlock customer relationships,” said Ring. “And for those of us that have B2C businesses, there’s just an incredible opportunity to engender trust and continue to grow that relationship.”
3. Large Language Models (LLMs) getting ‘bodies’: AI-powered robotics
LLMs are being integrated into robotics to enhance their functionality, enabling them to perform complex tasks with greater autonomy and decision-making capabilities.
“Robotics has always employed AI with this idea that when you move into the physical realm, [it’s] an opportunity for organizations to do something quite dramatic across the board in aspects of digital manufacturing, how we interact with customers, etc.,” said Ring.
These ‘bodies’ can revolutionize industries such as health care, manufacturing, and logistics by automating processes, improving efficiency, and reducing the need for human intervention in repetitive tasks.
4. Learning loop: Continuous AI improvement
This continuous improvement cycle uses AI feedback to drive ongoing development, with regular model updates based on real-time data and user interactions to meet evolving business needs.
“[It’s] similar to how large language models work, where everything we do is fed back in – the ideas that our people can continue to learn, grow, and lead is the most valuable reinvention we have,” said Ring.
Organizations that embrace these trends in their AI strategy can foster employee trust and drive effective AI adoption.
“It’s about creating a cohesive workforce. One that doesn’t feel disenchanted by the technology and that they feel happier by using it,” said Ring.
By Amber Dyer, Coordinator, Communications & Marketing
Average reading time: 2.5 minutes
At the Dallas Regional Chamber’s Education and Workforce Council meeting, hosted Thursday, Sept. 4, at the Uplift Heights Healthcare Institute, leaders from Uplift Education and Baylor Scott & White Health examined how their Healthcare Pathways program partnership is advancing college preparedness and post-secondary success.
Strategic partnerships help prepare students for post-secondary outcomes
“The goal of K–12 education is to prepare youth to have lives of economic opportunity, mobility, and choice,” said Yasmin Bhatia, the outgoing CEO of Uplift Education.
When students feel supported not just by their administration and school system, but by the broader community, success is sure to follow.
To achieve this goal, Uplift Education has partnered with organizations to create programs that prepare students to navigate the ever-evolving occupational landscape.
“We bring in secondary partners to think through what degrees and certificates are that best prepare students for jobs,” said Phil Kendzior, Vice President of Workforce Development at Baylor Scott & White Health. “Once we nail those degree plans out, we can start backwards mapping all the way down to high school to prepare students for the admissions requirements for various programs.”
One such partnership is their health care workforce pipeline which is an immersive health care program that focuses on building students’ technical expertise and mindset.
“With our partners at Baylor Scott & White, we sat down and said, ‘what will it look like to prepare the future health care workforce and families?’” asked Dr. Remy Washington, incoming CEO of Uplift Education. The joint program between Baylor Scott & White Health and Uplift Education has simulation labs to recreate authentic hospital environments with real medical equipment, providing augmented learning experiences across multiple health care disciplines to prepare students for possible future careers.
“We very intentionally designed the simulation labs to look and feel like a major hospital,” said Sophia Kwong Myers, Senior Director of Career Pathways and Programs at Uplift Education. “They’re practicing how to take vital signs and how to draw blood. These are ways that we’re preparing students at an earlier age and being very innovative around the fact that we can’t have them working with patients.”
Connecting students with health care experts strengthens their support network
Beyond hands-on experience, the program exposes students to subject matter experts from various health care fields. Through their deep engagement with these experts, students will essentially become team members by graduation.
“Because of the level of involvement [students will] have with these scholars, by the time they graduate after four years, they’re already going to be part of the team,” said Kendzior. “They will already know the hiring managers; they will already have relationships. They will already be familiar with our culture and what it means to work with us. They will have realistic job previews and be ready to go.”
Programs like these demonstrate the power of partnership between education and industry, but measuring their success requires robust assessment systems. The recently introduced House Bill 8 (HB 8) from the 89th Texas Legislative Session will considerably change the state’s assessment system, leading to increased accountability.
HB 8 introduces a modernized assessment approach
Businesses throughout the Dallas Region rely on academic assessments and accountability ratings to evaluate the health of the talent pipeline and inform decisions about corporate relocations and expansions.
“By modernizing Texas’ approach to academic assessments, HB 8 will deliver clear data about educational outcomes to employers and working parents while maintaining rigorous standards for public schools,” said DRC Senior Vice President of Education and Workforce Jarrad Toussant.
By Amber Dyer, Coordinator, Communications & Marketing
Average Reading time: 2 minutes
To celebrate 25 years of Young Professionals (YP), presented by Fidelity Investments, the Dallas Regional Chamber is highlighting a series of alumni to explore their experiences in YP and the program’s impact on the Dallas Region.
Chase Luft, Project Executive at Turner Construction Company.
Chase Luft, Project Executive at Turner Construction Company, was drawn to YP through his desire for a leadership community that shared his commitment to excellence, innovation, and impact.
“I was looking for a space outside of my company where I could sharpen my leadership perspective, expand my network, and engage with a broader cross-section of industries shaping our region,” said Luft. “The DRC’s reputation for elevating local leadership and driving real progress made YP a natural fit.”
Luft also gained valuable insight from other leaders through YP.
“Hearing from leaders across various sectors helped me realize that leadership challenges are often shared, regardless of the field,” he said. “I’ve learned to pause before reacting, to lead with questions instead of answers, and to invest in mentoring as both a responsibility and a privilege. Being in rooms with equally driven people, but on different paths, expanded my definition of success.”
YP played a pivotal role in helping Luft better understand and refine his leadership skills.
“Through programs like LEAD YP, I gained clarity on how I lead in high-pressure environments, how I communicate vision across teams, and how to balance operational discipline with long-term strategic thinking,” he said. “The assessments, workshops, and peer feedback pushed me beyond self-perception and into intentional growth.”
A pivotal moment in his development occurred during a strength-based leadership and adaptive problem-solving session, where Luft redefined his approach to delegation and team empowerment.
“I brought those insights directly back to my role. Especially as I’ve continued to build a culture of ownership and accountability among those I lead,” he said. “LEAD YP didn’t just inspire—it gave me tangible tools I’ve embedded into my daily leadership.”
YP has also made a significant impact on his career journey.
“It reinforced the importance of community-minded leadership and the need to show up not just for my company, but for the region we’re building together,” said Luft. “It’s also challenged me to think more holistically about people’s development and about what it means to be a leader others trust.”
To Luft, leadership should never occur in isolation, and YP embodies that belief by creating a space where participants can both give and receive.
“Whether you’re early in your career or stepping into more senior roles, YP connects you to ideas, people, and opportunities that accelerate your trajectory. It challenges you to not just lead your team, but to lead with purpose in your community. In a city as dynamic as Dallas, that kind of leadership matters [now] more than ever.”
ENGAGE WITH YOUNG PROFESSIONALS
YP YEAR-END CELEBRATION
Join us Thursday, Dec. 4, for a special evening celebrating another year of YP!
By Amber Dyer, Coordinator, Communications & Marketing
Average reading time: 2 minutes
To celebrate 25 years of Young Professionals (YP), presented by Fidelity Investments, the Dallas Regional Chamber is highlighting a series of alumni to explore their experiences in YP and the program’s impact on the Dallas Region.
Principal of Cornerstone Government Affairs Matt Garcia.
In 2011, Matt Garcia, Principal of Cornerstone Government Affairs, discovered the YP program while seeking ways to engage civically in the region.
“The program provided [me] the opportunity to engage professionally with peers from various industries,” said Garcia. “There were plenty of great social events and a robust offering of volunteer opportunities.”
Beyond building connections, YP helped Garcia recognize and develop his leadership abilities.
“YP prepared me to serve on the various boards I have the privilege of serving today. During my tenure [as a YP board member], the Get on Board event was created, [which] connected many area non-profits seeking qualified candidates with our very talented YP cohort,” said Garcia.
The program also advanced his professional growth through a range of events and experiences. For Garcia, Austin Fly-In was the highlight of those experiences.
“[During Austin Fly-In, the YP cohort] was provided with the opportunity to lead on an issue in the Texas Capitol on behalf of the DRC, and each trip culminated with a great reception with area legislators, city leaders, and DRC members. I never thought that one day I would serve as SVP of Public Policy for the DRC and have the responsibility to do this entire program all over again.” said Garcia.
Through YP, Garcia learned that career success isn’t always linear.
“There are often many ups and downs that come with your career,” said Garcia. “And it is how you manage those which will test your character and long-term success.”
The relationships Garcia built through the program continue to influence his work today.
“I regularly take time to catch up with some of my closest peers and I have created a mini kitchen cabinet of former YP friends that I frequently will share ideas and thoughts with to seek expert feedback,” said Garcia. “It is so exciting to see many are now at executive level positions in their firms, business owners and one is even a Dallas ISD school board trustee!”
Garcia encourages others to join YP for the chance to cultivate meaningful connections with the next generation of leaders.
“While there are several young professional programs in the Dallas Region, there are none that bring together this many people and have so many alumni that stay engaged in the community. You get a true flavor of the power of the Dallas Region, and it is true pipeline of the future leaders of Dallas and a great preview of Leadership Dallas.”
ENGAGE WITH YOUNG PROFESSIONALS
YP YEAR-END CELEBRATION
Join us Thursday, Dec. 4, for a special evening celebrating another year of YP!
By Catie George, Director, Communications & Storytelling
Average reading time: 4 minutes
When nearly 88 million passengers flow through an airport’s gates in a single year, it’s clear that facility is more than a transportation hub—it’s one of the most powerful economic engines in America.
That was the central message as Dallas Fort Worth International Airport’s new CEO, Chris McLaughlin, keynoted the DRC’s Executive Circle, exploring how the world’s third-busiest airport drives unprecedented growth across North Texas.
Hosted at DFW Airport’s Public Safety Center Headquarters and presented by Capgemini and KPMG, the event revealed how this critical infrastructure does far more than move people and cargo. It serves as the foundation that enables one of America’s fastest-growing metropolitan areas to compete on the global stage, attracting Fortune 1000 headquarters and major corporate relocations that continue to reshape the regional economy.
The DRC’s Senior Vice President of Economic Development Mike Rosa shared an economic evaluation of DFW International Airport on the region.
Below are the key insights heard by attendees.
DFW Airport is an economic catalyst
For the DRC’s Mike Rosa, Senior Vice President of Economic Development, DFW Airport’s impact on regional growth is unmatched.
“In my 37 years of working to bring companies and jobs here, no factor has been more important than DFW International Airport, American Airlines, and their partnership with DFW, and our domestic and international air superiority,” said Rosa.
Innovation that creates competitive advantage
McLaughlin outlined how the airport is pioneering technologies that give North Texas businesses distinct advantages.
The airport is developing predictive analytics that identify bottlenecks before they occur across the facility’s multi-level roadway system. McLaughlin likened it to Waze for airports.
Unlike most airports that rely on outside contractors, DFW operates its own police and fire departments, ensuring complete operational control, said McLaughlin. The facility is also the first airport to use modular construction for terminals, with most building happening off-site before installation—a methodology other airports are now studying.
For business travelers, these innovations mean smoother connections and enhanced customer experiences that support international deal-making.
The Executive Circle event was hosted at DFW Airport’s Public Safety Center Headquarters.
Global gateway advantages for business
As the third-busiest international gateway into the U.S., DFW Airport provides North Texas businesses with unparalleled global connectivity.
“More customers connect through DFW internationally than all but two other airports,” said McLaughlin, “and we expect about 7 million international customers coming up [in 2026].”
The airport is launching a game-changing program that will streamline international travel—while addressing a major pain point for business travelers.
“In the coming months, we will be launching a pilot with CBP and the TSA and American Airlines called One Stop Security,” McLaughlin announced. “Passengers traveling east can now process through Heathrow without having to go through customs and without having to reclaim their bags.”
World Cup readiness and global showcase opportunity
As North Texas prepares to host nine FIFA World Cup matches in 2026—more than any other region—DFW Airport represents a critical opportunity to showcase the region’s capabilities to global business leaders and investors.
“Very few people that are coming to North Texas next year are coming because they want to spend time at DFW Airport,” McLaughlin said. “They want a seamless experience, a friendly, welcoming, seamless experience through our airport.”
The preparation extends beyond infrastructure to service excellence: “We’ll have greeters, we’ll have a ton of folks out, language assistance, people in the building, making sure that guests can get where they need to go.”
One airport team—65,000 strong
While DFW directly employs about 2,000 people, McLaughlin emphasized the collaborative culture across the airport’s 27-square-mile campus. McLaughlin says the leadership team considers all 65,000 workers—from airline staff to concessionaires—as “one DFW, one team. “This approach extends to inclusive business practices.
“DFW Airport is fundamentally committed to providing opportunities for our community, and we believe there’s enough opportunity for everyone to be successful,” McLaughlin said. “We’re doing things through contractual mechanisms; through the way we can split work up to ensure that we do provide opportunities for everyone.”
Rosa and DFW International Airport’s new CEO Chris McLaughlin in conversation.
Strategic vision for sustainable growth
Currently, 65% of DFW Airport passengers are connecting travelers. However, the airport is preparing infrastructure for the region’s growing local market.
“It’ll always be a connecting model, but we’ll have more and more folks from here getting to the airport and leaving. And we need to make sure that infrastructure is in place,” McLaughlin noted.
“We’re all for development. We want to do it responsibly… in a way that 50 years from now, my grandkids are enjoying a facility that we purposefully left behind.” McLaughlin said, emphasizing he wants future generations to find the airport efficient, amenity-rich, and reflective of Texas’ conservation values.
This strategic approach ensures DFW remains the cornerstone of regional economic success and a critical asset for companies choosing North Texas. The airport remains the cornerstone of the region’s economic success and a critical asset for companies choosing to locate, expand, or relocate to North Texas.
The Executive Circle is presented by Capgemini and KPMG, with corporate sponsorship from Axxess and Whitley Penn, and media partnership from NewsRadio 1080 KRLD. The DRC’s Executive Circle series connects key decision-makers with subject-matter experts quarterly. To attend a future Executive Circle event, connect with our membership team.
By Makayla Rosales, Coordinator, Opportunity & Impact
Average reading time: 2.5 minutes
This October marks the 80th anniversary of National Disability Employment Awareness Month (NDEAM), a time to honor the vital contributions of people with disabilities in the workforce and to reaffirm the importance of creating inclusive opportunities for all.
First established in 1945 as a weeklong observance recognizing workers with physical disabilities, NDEAM has since grown into a nationwide month of awareness and action. In 1988, Congress formally designated October as NDEAM, expanding its scope to include individuals with mental health conditions and other invisible disabilities. Today, the U.S. Department of Labor’s Office of Disability Employment Policy leads the observance, selecting an annual theme that inspires organizations across the country to advance workplace inclusion.
Engage in the workplace
NDEAM is an excellent time to review your company’s policies and ensure they reflect a genuine commitment to accessibility. Examining areas such as recruitment, accommodation, professional development, and workplace culture can reveal opportunities to better support employees with disabilities.
To support these efforts, the Dallas Regional Chamber’s Disability Inclusion Toolkit, presented by Ernst & Young LLP, demonstrates why disability inclusion is a strategic business imperative that drives innovation, strengthens workplaces, and creates lasting value. It was developed with input from local experts and the experiences of individuals with disabilities, including those with invisible or neurodivergent conditions. It also encourages employers to create a culture where employees feel comfortable discussing accommodations and highlights the business benefits of disability inclusion.
Reinforcing a commitment to a disability-inclusive workplace starts with employee education. NDEAM provides the perfect opportunity to highlight this commitment through engaging activities such as disability awareness training, workshops, or informal sessions like brown-bag lunch discussions. Employers can take advantage of ready-to-use resources, including disability etiquette guides, videos, and discussion materials to spark meaningful conversations. Partnering with local disability organizations is another impactful way to bring expert-led training directly into the workplace, fostering greater understanding across teams.
Attend an event
If you are interested in bringing your team, friends, or family to events acknowledging NDEAM, here are some local events:
Disability Days of Service 2025: Oct. 10-11
Various Locations in North Texas
The inaugural 2025 NTX Disability Days of Service will feature more than eight nonprofits and 80+ volunteer opportunities spanning two days across North Texas.
Job Fair for People with Disabilities: 10 a.m.-2 p.m., Tuesday, Oct. 21
Gilley’s Dallas, 1135 Botham Jean Blvd. Dallas, TX, 75215
Meet inclusive employers and network directly with companies committed to disability inclusion. Learn about open roles, application tips, and explore opportunities in a variety of industries.
Book a Custom Engagement: Oct. 1-31, 10 a.m.-4 p.m.
Virtual
Partner with Disability:IN to find the right course for your organization’s priorities, with more than eight courses to choose from.
Employee Engagement Assessment
Virtual
Gauge how your disability practices impact employees and ensure you are meeting their needs with the National Organization on Disability’s Employee Engagement Assessment. Enrollment is limited.
Other October holidays to celebrate
October is filled with meaningful observances that offer opportunities for reflection, awareness, and celebration. World Mental Health Day on Friday, Oct. 10, reminds us of the importance of prioritizing mental well-being and fostering supportive environments.
Indigenous Peoples’ Day on Monday, Oct. 13, honors the history, culture, and contributions of Native communities, encouraging us to learn and engage with their enduring legacies.
Diwali, the Festival of Lights, on Monday, Oct. 20, is a time to celebrate new beginnings, hope, and the triumph of light over darkness.
Throughout October, Breast Cancer Awareness Month underscores the critical need for early detection, research, and support for those affected.
By Amber Dyer, Coordinator, Communications & Marketing
Average reading time: 2 minutes
On Thursday, Aug. 21, at the DRC’s Alliance for Opportunity and Impact event hosted by Improving, a panel of AI experts examined how organizations can leverage AI to drive responsible, impactful action while exploring whether these technologies can help mitigate inherent biases.
The DRC’s Alliance for Opportunity and Impact event featured a panel of experts.
The future of AI must be human-centered.
“The future of work lies in the collaboration between humans and AI,” said Latosha Herron-Bruff, DRC Senior Vice President of Opportunity and Impact. “Technology enhances our natural abilities, allowing us to think more strategically and creatively.”
Companies looking to integrate AI into their practices must strike a balance between fostering human-AI partnerships and dissuading over-reliance on automated systems to make decisions.
“[Employees shouldn’t] just rely on algorithms to give them the answer,” said Shuchi Agarwal, Technical Director at SMBC Group. “They are enhancers to help [employees] do the work faster and more efficiently.”
Because of this, organizations should offer comprehensive training when employees express interest in using AI tools, as human oversight can lead to the perpetuation of algorithmic biases.
“Even in traditional machine learning systems, AI is all about historical data,” said Michael Slater, Technical Director at Improving. “If you have inherent biases or direct biases in that historical data, it does show up in AI, depending on how you use it.”
This reality underscores the need for companies to establish ethical AI frameworks.
AI frameworks can help mitigate inherent biases.
“Building ethical practices all comes down to training and understanding the pros and cons [of AI] and having appropriate governance,” said Agarwal. “So even before implementing any kind of technology, any kind of AI inside your workforce, have governance, have a set of principles about dos and don’ts.”
Effective governance involves establishing safeguards to ensure employees understand the implications of AI in their work.
Michael Slater, Suchi Agarwal, and moderator Maiya Winston discussed the future of AI.
“So, if people are trying to abuse it, misuse it, you should know about that in your organization,” said Slater. “Reporting, auditing usage, automated testing of AI systems, all of that goes into good governance.”
Cross-functional teams are essential for comprehensive AI governance.
In addition, companies can form AI governance councils made up of individuals from various departments to identify and lessen potential biases in the prompt creation process.
“So, even if you think: ‘this is the best algorithm that can solve all our problems’, send it for review to different kinds of people,” said Agarwal. “As many perspectives as we can add. The richer we can make our data, the better the output.”
Successful implementation depends not only on the technology itself, but on prioritizing a human-centered approach that places employees’ needs first.
“[When used responsibly,] AI can make everyone better,” said Slater. “Some people say that it lowers the barrier to entry, and I think it’s really brilliant to think about it that way.”
By Catie George, Director, Communications & Storytelling
Average reading time: 4 minutes
The Dallas Regional Chamber’s Talent Talk, presented by BGSF and Holmes Murphy, brought together workforce experts and business leaders on Wednesday, Aug. 6, at the DRC for an insightful discussion on the evolving talent landscape and strategies for building resilient, family-friendly workplaces. Below are the key insights shared by the day’s speakers.
The modern workforce demands flexibility
The workforce landscape has fundamentally shifted, requiring employers to adapt their approaches to talent management and retention. Sadie Funk, Co-Founder and National Director of Best Place for Working Parents®, highlighted the dramatic transformation of today’s workforce composition.
“The reality is that today, two-thirds of children under the age of six have all parents in the workforce. 75% of the workforce in general are caregivers,” Funk explained.
This shift extends beyond child care responsibilities. Workers may be caring for elderly loved ones or adult dependents, meaning “the workforce today looks drastically different than it did 30, 20, even 10 years ago, so employers are charged to respond differently.”
The data reveals compelling statistics about flexibility’s impact on retention and engagement.
According to Funk, “66% of women who have access to flexibility say they’ll stay for three years or more, compared to 19% of women who say they won’t,” and “employees with remote benefits are 75% more likely to be often or always engaged.”
Building family-friendly workplaces drives results
Co-Founder and National Director of Best Place for Working Parents® Sadie Funk shares workforce tips for parents and caretakers.
The business case for family-friendly policies extends far beyond retention, delivering measurable improvements in performance.
Funk’s research demonstrates that “those who have access to flexibility rate their workplace as 123 times more supportive” and shows factors such as being “more likely to be a high performer, higher retention rates, more loyalty, and a more motivated workforce.”
The shift is particularly pronounced among millennials and fathers.
“Eighty-three percent of millennials say they leave one job for another with more family-friendly benefits,” while “80% of dads say they’d leave one workplace for another if it allowed them to be more present in their children’s lives.”
For employers looking to implement change, Funk recommended starting small: “Survey your employees, hear what some of their challenges are, both at work and at home, and then find strategies to be able to address even just one of those. There’s this sentiment that you have to go big, but I think what’s more meaningful is just to start small.”
Understanding Generation Z in the workplace
As the newest generation enters the workforce, employers must understand unique characteristics and career expectations of Generation Z, people born between 1997 and 2012.
Amit Banerjee, CEO of Philanthropy Kids, cautioned against oversimplification.
“Like any generation, no generation is a monolith,” he said, but technology proficiency sets this generation apart.
“Technology is evolving faster than it ever has been before, and Gen Z is able to adapt to those new tools, new resources, and overall new technology environment,” Banerjee noted. However, this comes with unique challenges: “They’re skeptical of institutions and they’re obsessed with identity management.”
The career landscape presents both opportunities and obstacles for Gen Z. While “Gen Z sees everything as an option because of the Internet,” they also “feel unqualified for everything because when they click on that job posting, they see that it’s requiring so much more work experience than they have.”
Banerjee emphasized the importance of early investment in this generation: “Invest in soft skills development early on.”
Maximizing veteran talent potential
A panel of experts evaluate current trends in the workforce.
Another underutilized talent pool is military veterans, but current hiring practices often fail to capture their full potential. Charles Bischoff, North Texas Program Manager at NextOP, shared concerning statistics about veteran employment outcomes.
“60% of veterans make less at their first job than they did while they were serving, 33% are underemployed, and only one in four have a job lined up prior to leaving the service.”
Despite these challenges, veterans bring exceptional qualifications to the workforce. They are “160% more likely than non-veterans to have a graduate degree or higher” and have “2.9 times more work experience with a bachelor’s degree than [their] counterparts.” Veterans also demonstrate superior retention rates, being “8.3 times more likely to stay with [their] first position than college graduates” and “39% more likely to be promoted earlier than non-veterans.”
The key to successful veteran hiring lies in proper support systems.
“Veterans using a coach are two times more likely to get a job and three times more likely when getting help with an interview,” Bischoff explained.
However, many military veteran hiring programs lack proper measurement and accountability.
“One of the biggest things that I see consistently is with the military veteran hiring programs, no one tracks data,” Bischoff noted, emphasizing the need for employers to measure return on investment for these programs.
As the workforce continues to evolve, companies that proactively adapt their approaches to talent management will be best positioned to attract, retain, and develop the skilled professionals needed to fuel Dallas’s continued economic growth.
Thinking about new ways to strengthen your talent pipeline? The DRC’s Talent Labs program is a six-month, hands-on program where senior talent and HR pros workshop strategies and solutions for their company’s needs. To inquire about joining the program, email talent@dallaschamber.org.
By Nicole Ward, Data Journalist, Research & Innovation
Average reading time: 3 minutes
Whether someone is starting out in their career or at the highest level, work-related stress is a problem for everyone, and it can affect mental health. Recently, the U.S. Chamber of Commerce has emphasized the importance of mental and physical health for entrepreneurs. However, everyone balancing responsibilities can benefit from prioritizing all aspects of their health to combat mental fatigue.
Mental health is everyone’s concern
You don’t have to be starting a company to experience stress, uncertainty, or regret; these are all part of the human experience. The key is to diffuse negative feelings before they overwhelm you—something easier said than done.
Data released in April by the Centers for Disease Control (CDC) indicated that the prevalence of depression in U.S. adolescents and adults increased by 60% in the past decade.
This adds to CDC findings that said more than 49,000 adults died by suicide in 2023, or one death every 11 minutes. That data set showed that another 1.5 million adults attempted suicide.
Crystal Lockett-Thomas, licensed professional counselor supervisor and Clinical Director at Bright Futures, who also teaches at the University of North Texas, held a session at the Dallas Regional Chamber during Mental Health Awareness Month for employees. She pointed out that whether it’s a mood disorder or psychotic illness, mental health is something that impacts everyone. She says it’s critical to check in with each other, not just during advocacy months like September’s National Suicide Prevention Month but year-round. That can be as simple as saying to a friend or colleague, “Hey, it seems like something’s got you down lately, is everything okay?”
She also explained that the chances of being diagnosed with a mental health challenge rise in people who have a disability or chronic illness. In medical terms, this is referred to as comorbidity—having more than one diagnosis at the same time. Another way to think of it is in terms of intersectionality.
Balancing all the parts of yourself
Lockett-Thomas says the term mental health is not widely embraced. While some people feel gratified by talking about how they feel or getting a specific diagnosis, many feel labeled and somehow damaged. There are an infinite number of ways people can be part of more than one community, and some of the cultural norms attached to these affiliations are in conflict.
For example, men are typically characterized as being providers who are strong and independent. Talking to a therapist about something they’re struggling with that makes them feel vulnerable may not only be intimidating but may also be embarrassing. Sometimes these negative connotations compound and leave the person emotionally stuck.
Additionally, it sounds counterintuitive, but some people might not realize they have a mental health challenge. People can be very good at masking—covering up their true feelings with smiles and fake enthusiasm—even to themselves. That’s why, Lockett-Thomas says, it’s key to tune into your body.
“The body cannot be tricked, and if you pay attention, you may recognize signs,” she says. “You may realize that you used to be able to take on 15 projects at a time, but now you can only handle half that.”
She says there’s no amount of ‘healthy burnout.’ If you’re feeling detached and unmotivated, seek help before it gets worse. Just like travelers are instructed to put on their oxygen mask before helping others, the same goes for mental health. You need to get yourself in a good place before you can be an effective leader, friend, or parent.
Employers’ role in changing perception
“Why struggle in life if you don’t have to?” asks Lockett-Thomas.
Emotional regulation is crucial to our happiness, and while many things are beyond our control, taking charge of our own mental health isn’t something we need permission for.
Additionally, given that we spend a significant portion of our lives at work, companies have an opportunity to shift the perception of mental health and the discussion surrounding it.
“People at the top—CEOs or other senior leaders—can help destigmatize and demystify mental health by being open.”
She suggests that this could involve sharing a personal story or setting up small but consistent opportunities to learn and discuss mental health.
“Lunch and learns are a great way to get people comfortable with the topic in a non-confrontational way.”
By Catie George, Director, Communications & Storytelling
Average reading time: 3 minutes
The Dallas Regional Chamber’s Higher Education Forum, presented by the Communities Foundation of Texas, in June brought together key leaders to examine how post-secondary education drives economic growth and workforce development across North Texas. The event highlighted the region’s educational strengths and the critical role higher education plays in maintaining Dallas-Fort Worth’s (DFW) competitive edge.
“The DRC’s North Star is to help make the Dallas Region the best place in America for all people to live, work, and do business,” said DRC President & CEO Dale Petroskey. “The bedrock of that principle is higher education.”
Higher education’s massive economic impact
DRC President & CEO Dale Petroskey shares the importance of higher education in the region.
The Dallas Region’s educational infrastructure represents a powerful economic force that often goes unrecognized.
“Here in the Dallas Region, we have more college students and more college graduates than any other place in Texas… 72% of them stay here and work after they graduate,” said Petroskey. “College graduates in DFW contribute $120 billion a year to our economy.”
This is true when thinking of the future workforce as well.
“Texas can’t achieve its education and workforce goals without the Dallas-Fort Worth Region,” said Commissioner of the Texas Higher Education Coordinating Board Dr. Wynn Rosser. “1.5 million K-12 students just in these two regions… If you were to compare that to the U.S. population of states, that 1.5 million students would be the 40th largest state in the country.”
With the combination of educational excellence, federal investment, and industry partnerships, the DRC’s Higher Education Review, an online publication highlighting the impact of the region’s foremost colleges and universities, showcases how the Dallas Region stands poised to meet the evolving demands of a rapidly changing economy.
Addressing critical workforce gaps
Despite the region’s educational strengths, speakers identified significant challenges in meeting industry demands, particularly in technical fields.
Koushik Venkataraman, Director of Workforce Development at Texas Instruments, highlighted a stark reality: “Out of close to 150,000 students enrolled in the five community college ecosystems in the region, less than 1% were enrolled in courses related to mechanical, electrical, and automation.”
This skills gap extends across critical industries.
“We need more electricians and plumbers and HVAC technicians and commercial truck drivers and welders,” Dr. Rosser acknowledged.
The challenge isn’t just about numbers—it’s about awareness, particularly in industrial and systems engineering spaces.
“I think the biggest issue I see is that there’s a lack of understanding on what supply chain means for anyone,” said Tim Feemster, CEO & Managing Director of Foremost Quality Logistics. “Most of the time, they don’t understand what a supply chain is. All they see is trucks. And it’s a lot more than that.”
Commissioner of the Texas Higher Education Coordinating Board Dr. Wynn Rosser’s keynote on the higher education and talent.
Federal investments drive innovation
The region is leveraging federal initiatives to strengthen its position as a national innovation hub.
Dr. Sukumaran Nair, Chief Innovation Officer & Vice Provost for Research at SMU, discussed the impact of the CHIPS and Science Act: “Within that 53 billion [dollars], they set aside 10 billion for tech hubs, and SMU’s is one of the ones that were selected, and the only one selected for Texas.”
Similarly, Dr. Terry Pohlen, Senior Associate Dean of UNT’s G. Brint Ryan College of Business, outlined the university’s role in the Texoma Innovation Engine: “We’re the fourth-largest freight market in the country. From an industrial real estate perspective, we’re the second largest only to Southern California.”
Building pathways to opportunity
Education leaders emphasized the importance of creating clear pathways from education to employment.
“Every Texan deserves an education that empowers them to earn a good living, find a purposeful career, and the chance to achieve their dreams,” said Kerri Briggs, Executive Director of Educate Texas at the Communities Foundation of Texas.
Dr. Rosser highlighted recent legislative victories that support this goal: “Students in the sixth grade have an opportunity to set up that My Texas Future profile. It also requires that direct admissions be a graduation requirement for students before they finish high school.”
The state has also made significant investments in making higher education more accessible. “We received an additional $328 million for state need-based financial aid. That’s a 22% increase,” Dr. Rosser reported.
By Kevin Shatley, Vice President, Economic Development
Average reading time: 2 minutes
In May, I attended the SelectUSA Investment Summit, a four-day event put on by the U.S. Department of Commerce to connect foreign companies with the federal government and state and local organizations, like the Dallas Regional Chamber and the State of Texas, to talk about locating and expanding into wherever they want to go.
With more than 5,000 attendees and representation from over 100 countries and 54 states and territories, Texas and the Dallas Region interacted with companies from across the globe.
Here are my biggest takeaways from the summit.
Texas’ business-friendly attitude continues to shine.
At the Texas booth, there were more than 80 economic developers from Texas touting the attributes of the state. Led by the Office of the Governor, the Texas Economic Development Corporation, and Team Texas, the Lone Star State was well-represented.
In fact, Texas had the most communities represented of any state there. Many of our allies and partners were there, representing the cities of DeSoto, Plano, Houston, Austin, El Paso, San Antonio, Lubbock, Amarillo, and more. With upwards of 1,100 economic development organizations represented from around the U.S., it was an impressive feat.
Our region attracts attention from all types of industries.
We received interest from companies representing many industries, from software and AI development, manufacturing, medical, and life science—everything.
A lot of companies are interested in doing operations in the U.S. because they want to have a “Made in America” label on their business and product. However, even though companies want to come to the U.S., Texas stands out because of our business-friendly environment, and the Dallas Region is unique because of our growth within the state.
The DRC made promising global connections.
Over the course of the summit, the DRC connected with companies from more than eight countries representing varied industries, including technology companies from South Korea, manufacturing companies from Peru and Pakistan, and more.
We also interfaced with over 30 countries from around the world, including Switzerland, India, Finland, Australia, and the U.K. Follow-up conversations are already underway with several of the companies we met at the summit, and many are now earnestly evaluating Dallas-Fort Worth for their businesses.
Events like these allow us to share the impressive DFW economic landscape with prospective companies from around the world. Our region is set apart on the world’s stage, and we will only continue to grow.
By Makayla Rosales, Coordinator, Opportunity & Impact
Average reading time: 3.5 minutes
National Hispanic Heritage Month, observed annually from Monday, Sept. 15, to Wednesday, Oct. 15, is a time to recognize and celebrate the rich histories, cultures, and contributions of Americans whose ancestry traces back to Spain, Mexico, the Caribbean, and Central and South America.
Established as Hispanic Heritage Week in 1968 under President Lyndon B. Johnson, the celebration was expanded to a full month by President Ronald Reagan in 1988 and officially enacted into law. The month begins on Monday, Sept. 15, a date that coincides with the independence anniversaries of Costa Rica, El Salvador, Guatemala, Honduras, and Nicaragua. Mexico and Chile celebrate their independence on Tuesday, Sept. 16, and Thursday, Sept. 18, respectively. The period also includes Día de la Raza (Sunday, Oct. 12), a day that recognizes the diverse heritage of Latin America.
In the workplace and beyond, Hispanic Heritage Month is an opportunity to deepen our understanding of Hispanic and Latino cultures, reflect on the community’s wide-ranging impact across industries, and reaffirm our commitment to building inclusive environments where all voices are valued.
Engage in the workplace
Celebrating Hispanic Heritage Month in the workplace requires intentionality and depth. One powerful approach is to center storytelling as a way to build authentic connections. Inviting employees to share their personal narratives, family traditions, or cultural heritage through internal blogs, videos, or newsletters can foster a sense of belonging and increase understanding across teams.
Education should be at the heart of any heritage month initiative. Providing curated learning resources such as documentaries, podcasts, and articles encourages ongoing reflection and dialogue among employees. Facilitating discussions around these materials adds structure to self-directed learning and invites deeper exploration of Hispanic history, contributions, and contemporary issues. It is also critical to recognize the intersectionality within Hispanic and Latino communities, including Afro-Latino, Indigenous, LGBTQ+, and immigrant experiences.
Finally, consider organizing a group outing to a local Hispanic art gallery or museum exhibit, where employees can engage with powerful visual narratives and learn about the diverse histories and identities within Hispanic communities. Pair the visit with a guided tour or post-event discussion to deepen the impact. Alternatively, host a cooking class led by a Hispanic chef, allowing employees to connect through food while exploring the cultural stories behind each dish. These shared experiences foster team connection, cultural appreciation, and a more inclusive workplace environment.
Attend an event
If you are interested in bringing your team, friends, or family to Hispanic Heritage Month festivities, here are some local events:
Mesquite Main Library, 300 West Grubb Dr., Mesquite, TX 75149
Celebrate with the Mesquite Main Library as they welcome the talented dancers of the Indigenous Cultures Institute. These talented dancers will bring the vibrant traditions and colorful costumes of Hispanic historical dance to life, offering an amazing experience for all ages.
Mesquite Art Center, 1527 N Galloway Ave., Mesquite, TX 75149
In celebration of Hispanic Heritage Month, enjoy this free event offering a variety of fitness classes, mental health resources, clean eating tips, health-related vendors, and more.
The Dallas Arboretum, 8525 Garland Rd, Dallas, TX 75218
Join for the 8th annual Dallas Arboretum Hispanic Heritage Celebration. This two-day celebration will feature food, vendors, live music, children’s activities, and the Quinceañera Fashion Show.
Anita N. Martinez Recreation Center, 3212 N Winnetka Ave., Dallas, TX 75212
Taste the incredible flavors of Latin America! Their Hispanic Heritage Month Programming features five countries: Mexico, Guatemala, Peru, Venezuela, and Ecuador, through fun, easy-to-make recipes using budget-friendly ingredients.
Other September holidays to celebrate
Labor Day, observed on Monday, Sept. 1, honors the contributions and achievements of American workers. Rooted in the labor movement, it’s a time to recognize the hard work, dedication, and resilience of those who power our communities, industries, and economy. Use the day to reflect on the value of fair work, dignity, and the people behind progress.
Wednesday, Sept. 10, marks World Suicide Prevention Day, during Suicide Prevention Awareness Month, a time to break the silence, promote hope, and prioritize mental well-being. Suicide impacts millions each year, yet stigma and isolation often prevent people from seeking the help they need. Whether you are navigating your own challenges, supporting a colleague, or simply seeking to understand more, you have the power to make a difference. Together, we can learn to recognize the warning signs, encourage open conversations around mental health, and connect ourselves and others to effective resources and support.
By Nicole Ward, Data Journalist, Research & Innovation
Average reading time: 3 minutes
Companies that tap into the disability community create a competitive advantage and report seeing a benefit to the bottom line. Bank of America (BOA) is one organization that knows this well.
“Everyone has strengths—corporations just need to learn how to harness them,” says Marc Woods, who leads the financial services company’s Support Services team in Dallas.
In addition to Dallas, Support Services has operations in Wilmington, Delaware; Belfast, Maine; and Boston. It’s made up of approximately 300 employees who have Intellectual and Developmental Disabilities (IDD).
From account management, which includes flagging and resolving potential fraud, to packaging documents for use by the business, Support Services fills a critical role in BOA—acting as an in-house consulting firm for every line of business.
Woods adds that people with IDD are uniquely suited to this kind of work.
“Doing a repetitive task, matching account details on multiple documents, over and over again, might be boring to you or me, but for someone who is neurodiverse, it could be the thing they do exceptionally well.”
In fact, he says in the 13 years of dedication, the team reduced the number of errors to zero—mistakes that would have cost the bank money.
Growing into opportunity
Alana celebrating her birthday with her BOA coworkers.
Alana Drablos, who has Down Syndrome, is one of 85 members of BOA’s Dallas team; Woods says she’s one of the reasons for the team’s success.
“She’s great to work with—everyone loves her—she’s good at what she does, and she’s a great advocate for the disability community,” Woods said.
Alana has been with BOA for more than 13 years, but she’s been part of the workforce for longer. Her first job was with Kroger as a courtesy clerk.
Alana’s mother, Kelly, says her daughter has worked hard to get where she is. She and Alana’s father, Scott, were relentless about keeping her as integrated as possible throughout her education, in addition to getting her the extra attention she needed, such as speech and occupational therapy.
Kelly also gives a lot of credit to companies like Kroger and BOA for creating opportunities that are both good for the company and the person.
“There’s still a lot of resistance to employing people with disabilities,” says Kelly. “BOA’s Support Services unit is big enough to create synergy, and the managers are also very creative in designing tasks that make the most of the unique skills people have.”
Examples to follow
Kelly points to other companies that have figured out how to harness the talent of people with disabilities—historically overlooked and undervalued in the workforce.
“In the warehouse industry, there’s a real push to hire from this group of people,” she said. “There’s an organization called Ken’s Krew, started by Ken Langone of Home Depot, whose purpose is to get companies to hire people with disabilities.”
Like My Possibilities, the local 501(c)(3) that serves adults with IDD, which began as the vision of three mothers, Ken’s Krew was started in 1998 by a group of parents and children with neurodevelopmental disabilities.
Alana and her niece, Sadie.
“Every organization’s path to workplace disability inclusion is going to be different,” says Woods. “But it starts with a conversation at the top. Do we want to put an emphasis on hiring from the disability community, and if so, what makes sense as a first step for us?”
He says in addition to clear benefits for the organization, people like Alana, who are dedicated, responsible employees, and grateful for the opportunity.
Outside of work, Alana also contributes her time to the Down Syndrome Guild of Dallas. She did a rotation on their board of directors and helps with fundraising activities.
“Each year I help with the Buddy Walk,” says Alana. “I like to be involved and help people out.” She raises money each year and has led a team during several walks.
“She is so dedicated to her job,” says Woods. “She does not want to get sick—she doesn’t want to miss a day. She never wants to be late. She doesn’t get angry.”
Doesn’t everyone want to work with employees like that?
To help your company embrace disability inclusion, check out the Dallas Regional Chamber’s Disability Inclusion Toolkit.
By Michael Wood, Vice President, Education & Workforce
Average reading time: 4 minutes
The Texas Education Agency (TEA) released A-F accountability ratings for the state’s public school districts and campuses for both the 2023-24 and 2024-25 academic years on Friday, Aug. 15.
Texas’ A-F Accountability System is a statewide rating system for public schools and the primary tool stakeholders can use to evaluate campus and district performance. Additionally, A-F ratings give state policymakers important data to understand the return on Texas’ investment in public education, which totals more than $160,000 per student through the duration of their PK-12 career.
Earlier this year, the TEA released ratings from the 2022-23 academic year following the conclusion of a lawsuit that precluded the agency from publishing grades. A separate lawsuit contesting results from the 2023-24 academic year was settled in July. State education officials elected to align the release of 2023-24 results with the scheduled release of 2024-25 results on Friday, Aug. 15. As a result, the state has released three years’ worth of A-F ratings in just six months.
Despite the delayed release, ratings from the 2022-23 and 2023-24 academic years are still critically important in identifying trends in school performance – and allowing the state to intervene in cases of poor outcomes.
More than half of Texas’ school districts and campuses earned an “A” or “B” rating in 2025
Across the state, 24% of school districts and 31% of campuses increased their ratings from 2024 to 2025.
Among Texas school districts, 14% earned an “A” rating in 2025, compared to 11% in 2024, while 41% earned a “B” rating in 2025, up from 37% a year ago.
At the campus level, 23% of schools received an “A” and 33% received a “B” in 2025 – up from 18% and 33%, respectively, in 2024.
These gains follow a refresh of the A-F Accountability System, introduced for the 2023 ratings, which enhanced the rigor of the state’s accountability grades. In 2022, prior to the new accountability standards, 74% of campuses earned an “A” or “B” grade.
Frisco, Garland, and Dallas ISDs lead North Texas school district ratings
Most of the Dallas Region’s largest school districts and charters have seen stability or growth in their A-F ratings since 2023, with Frisco, Garland, and Dallas ISDs leading the pack.
Dallas ISD, in particular, has achieved significant growth since 2023. Texas Education Commissioner Mike Morath kicked off a statewide tour touting improved school ratings at Dallas ISD’s Walnut Hill International Leadership Academy, which rose to an “A” rating in 2025 from a “C” in 2024.
See the table below to evaluate how the ten largest public school systems in the region have performed since 2023. You can search for your neighborhood school or school district at www.txschools.gov.
District
2025
2024
2023
Trend since 2023
Arlington ISD
C / 76
C / 74
C / 72
+4
Dallas ISD
B / 83
C / 79
C / 76
+7
Fort Worth ISD
C / 73
C / 70
D / 65
+8
Frisco ISD
A / 90
A / 90
A / 90
~
Garland ISD
B / 84
B / 81
B / 81
+3
Irving ISD
C / 76
C / 73
C / 72
+4
Mesquite ISD
B / 80
C / 79
C / 77
+3
Plano ISD
B / 82
B / 83
B / 84
-2
Richardson ISD
C / 79
C / 78
C / 75
+4
Uplift Education
C / 78
C / 76
C / 75
+3
Texas lawmakers exploring changes to state PK-12 assessment system
Governor Abbott included an overhaul of the state’s PK-12 assessment system on the agenda for the second called special session of the 89th Texas Legislature, which gaveled in on Friday, Aug. 15.
The charge asks legislators to eliminate the STAAR exam, a foundational component of the A-F grading system, and replace it with new tools to evaluate student progress and provide for school district accountability. Proposals under consideration by the legislature would replace the STAAR with three shorter exams administered at the beginning, middle, and end-of-year. The proposed assessment system is intended to provide teachers and parents with more consistent and actionable feedback on student achievement.
If lawmakers approve the proposal – filed as House Bill 8 by Chairman Brad Buckley and Senate Bill 9 by Chairman Paul Bettencourt – the TEA would have until the 2027-28 school year to implement the new test.
Join us at the DRC’s annual State of Public Education on Wednesday, Sept. 24, to hear more about accountability ratings and potential changes to the state assessment system from Commissioner Morath and a panel of local school system leaders.
