Author: Catie George

DRC Member Spotlight: Movate

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Movate is a digital technology, IT and customer experience services company committed to disrupting the industry with boundless agility, human-centered innovation, and relentless focus on driving client outcomes. The company has been recognized as one of the most awarded and analyst-accredited companies in its revenue range. Movate helps ambitious, growth-oriented companies across industries stay ahead of the curve by leveraging its world-class talent of over 12,000+ full-time Movators across 21 global locations and a gig network of thousands of technology experts across 60 countries, speaking over 100 languages.

How does Movate help its clients build value?

Movate helps clients build value by combining agile innovation, flexible models, deep industry expertise, AI-driven solutions, global delivery, and relentless focus on measurable business outcomes. We align our success directly with our clients’ success. Complementing our managed IT, digital, and CX services, our AI-powered proprietary platforms and strong partnership ecosystem under Movate AI drives next-gen transformation and competitive advantage for our clients:

      • Movate Edison: Gen AI-powered customer and agent experience
      • Movate Contelli: AIOps platform for self-healing IT infrastructure
      • Movate SalesEdge: Gen AI and data science-led sales outcomes acceleration
      • Movate Insights: Advanced data analytics platform
      • Strategic partnerships: With Microsoft, Salesforce, ServiceNow, AWS, Databricks, NICE, Yellow.ai, Reef.ai, and others

By embedding advanced AI, analytics, automation, and next-gen digital technologies into its service delivery, Movate helps clients:

      • Improve operational efficiency through intelligent automation and predictive insights,
      • Modernize legacy IT systems to reduce costs and boost agility, and
      • Implement scalable solutions that future-proof their business models.

This results in tangible outcomes like faster go-to-market, reduced downtime, improved CX, and continuous innovation momentum.

What differentiates Movate within its industry?

Movate adopts a challenger mindset that prioritizes agility and efficiency. Through Movate’s W(AI)VE™ of Transformation – our forward-thinking vision, we lead with an innovative AI-first strategy and solution design, consistently aiming to create outcome-oriented enterprises.

Currently, over 40% of our engagements are outcome-based, a model that many service providers in the industry are reluctant to embrace. By maintaining a nimble and proactive approach, we challenge conventional practices, operate swiftly, and remain highly client focused. Our flexible workforce models, robust global delivery capabilities, and strong partner ecosystem collectively establish Movate as a leader in digital transformation, IT, and customer experience services.

What benefits does Movate enjoy by doing business in the Dallas Region?

The Dallas Region offers access to a diverse and highly skilled workforce across technology, innovation, and business domains, enabling the company to build strong teams. Proximity to clients in Dallas facilitates stronger relationships and better collaboration. Additionally, the business-friendly environment in Texas, favorable economic policies, and robust infrastructure support operational efficiency and growth.

Why did Movate become a DRC member?

Movate became a member of the DRC to strengthen its engagement with the local community by actively participating in community initiatives. Membership also provides valuable opportunities to connect with other businesses and stakeholders, fostering collaboration and growth. Additionally, joining the DRC allows Movate to reinforce its commitment to the Dallas Region as a key hub for its operations and innovation. Overall, DRC membership aligns with Movate’s strategy to integrate deeply into the communities where it operates.

How has Movate changed in the past five years?

        1. Rebranding: Transitioned from CSS Corp to Movate, reflecting its evolution into a digital-led, people-driven organization.
        2. Expansion of Service Offerings: Introduced AI-powered platforms and expanded into new service areas.
        3. Strategic Acquisitions and Partnerships: Acquired Directly OnDemand, Prescience, and formed a strategic partnership with Alcatel-Lucent Enterprise to accelerate AI-powered digital transformation.
        4. Industry Recognition and Awards: Received multiple recognitions and awards, including:
              • Positioned as a ‘Leader’ in NelsonHall’s Conversational Commerce 2025 NEAT Assessment
              • Global Leader in ISG Customer Experience Services Report 2024 for its AI & Analytics category
              • Inc. Best in Business Awards in ‘AI & Data’ category
              • Best Technology Innovation by Titan Innovation Awards 2025
              • Platinum winner for ‘IT Service Provider of the Year-2024’ by Titan Business Awards

DRC expert: The future of workforce development is industry-sector partnerships

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By Elizabeth Caudill McClain, Senior Vice President, Talent Strategies

Average reading time: 3 minutes

In March, I attended the National Association of Workforce Board’s 2025 Forum, the nation’s largest annual workforce development conference, in Washington, D.C. I had the pleasure to present on how workforce boards, higher education, and chambers of commerce can take workforce development to the next level with industry-sector partnerships. Below are the key takeaways.

Economic diversity creates both opportunities and challenges.

Speaking to attendees after the workforce panel.

The Dallas economy is incredibly diverse. That’s a tremendous opportunity. It means our economy is strong, and there’s economic opportunities for all of our young people and our adult workers. It also means we have to solve talent challenges and shortages for the many industries here. That’s incredibly daunting, but it’s also exciting when we get it right for workers and industry.

Complexity overwhelms employers and creates barriers.

Even though talent abounds in the Dallas region, finding it through the complex workforce systems can be difficult for employers. Because of this, employers may not be willing to branch out while looking to hire, meaning that workers with non-traditional backgrounds may be overlooked.

Systemic issues lead to persistent problems.

Talent fatigue is real. It’s exhausting constantly looking for talent and falling short, but this is a sign that there is opportunity in pipeline alignment. When a company turns to a workforce partner for help, it’s essential that the partner thinks about talent to workforce pipeline differently to circumvent systemic issues that keep employers from engaging. Alignment rather than siloed programming must be the top priority for workforce partners.

Solutions must be transformational, not transactional.

With the diverse economy we have, it takes too long for us to find one person to place in one job. It can’t be transactional; it has to be transformational. So how do we overcome these obstacles and how do we do it together?

The National Association of Workforce Board’s 2025 Forum.

Collaboration is essential for success.

Workforce boards, higher education institutions, and chambers of commerce are already working toward many of the same things, only each are focused on different aspects of the larger goal. The key to achieving more without duplicating efforts is to collaborate through innovation.

In our region, the DRC works closely with the 70-plus accredited colleges and universities in DFW to connect education and the workforce, strengthening the pipeline essential to the region’s business community. Through resources like the DRC’s DFW Higher Education Review, chambers of commerce can elevate and highlight the impact of higher education on the region.

There are multiple workforce boards in the North Texas Region, including Workforce Solutions Greater Dallas, Workforce Solutions of North Central Texas, and Workforce Solutions of Tarrant County. As partners, the DRC helps these organizations to provide comprehensive services and serve as connectors between the workforce and the corporate community.

In 2024, the DRC partnered with Dallas College and Workforce Solutions of Greater Dallas to launch ten Next Generation Sector Partnerships for industry-led education and workforce alignment. These partnerships, spanning from construction, life sciences, health care, aerospace, to business and finance, include senior industry experts and community partners all working towards the same north star of economic prosperity for our region.

This new initiative has created alignment and shined a light on opportunities for improved talent strategies. Collaboration continues to be the foundation of innovation in the Dallas Region, adding to our thriving economy.

If you are interested in partnering with the DRC to find talent or participating in an industry sector partnership, send me a note at ecmcclain@dallaschamber.org.

Texas Legislature helps protect businesses, elevate quality of life

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By Leslie Mireles, Public Policy, Manager

Average reading time: 3 minutes

At the start of the 89th Texas Legislative Session, there was notable momentum behind bills aimed at improving quality of life for Texans. The Dallas Regional Chamber closely tracked and supported legislation tied to re-entry programs, public safety, homelessness, and more issues that directly impact our region and business community.

Gov. Greg Abbott has signed into law two key victories for protecting Texas businesses, and the DRC is already mobilizing our strategy for the interim and laying the groundwork for employment-focused legislation in the 90th Texas Legislative Session in 2027.

Combating organized retail theft

Organized retail theft costs Texas approximately $421 million annually. To address this issue, the legislature passed and Gov. Abbott has signed Senate Bill (SB) 1300 to strengthen prosecution and increase penalties for organized retail theft. Key provisions of the bill, including increased criminal penalties, streamlined prosecution, and clarified evidence standards, provide the necessary tools for the state to combat retail crime.

SB 1300 helps protect retailers of all sizes—particularly small and midsize businesses that may not have the resources to absorb repeated losses. Reducing organized theft not only safeguards businesses’ bottom lines, but also promotes safer shopping environments and helps keep prices stable for Texas consumers.

Protecting infrastructure from copper theft

The increase in value and availability of copper has contributed to a rise in theft and illegal trade, frequently targeting essential infrastructure—including telecommunications, power grids, and utility systems. These crimes result in costly damages and service disruptions that impact businesses and communities alike.

In response, Gov. Abbott swiftly signed SB 1646 into law to help combat the theft, damage, or destruction of copper and brass materials, specifically in relation to critical infrastructure. The bill establishes criminal offenses and compliance requirements for metal recycling businesses.

By protecting infrastructure assets, this legislation supports business continuity across industries, from construction and energy to logistics and communications—ensuring safer, more reliable services for all Texans.

Looking ahead: employment-centered strategies for the 90th Session

 

While we celebrate the progress made by the 89th Texas Legislature, the work begins for the 90th—and our sights are squarely on expanding access to employment opportunities to help sustain Texas’ rapid growth. Our interim priorities include two key areas: reducing homelessness through employment and expanding second-chance reentry programs.

Connecting employment and homelessness solutions

Employment is a critical step in supporting individuals experiencing homelessness, and better data is essential to improving coordination among service providers, tracking outcomes, and enhancing access to resources that promote long-term stability. For the business community, reducing homelessness means healthier, more vibrant communities and a broadened talent pool. For our region, it means an elevation to our collective quality of life.

Expanding second-chance hiring and reentry pathways

Another key strategy is strengthening reentry programs for individuals with low-level, non-violent offenses—those who often face significant barriers to employment, housing, and education after serving their time. Expanding second-chance opportunities not only improves individual outcomes but also strengthens Texas’ workforce and reduces recidivism. In the next legislative session, we expect to see proposals focused on streamlining the process of addressing low-level, non-violent offenses, particularly using nondisclosure orders. Notable efforts were made in the space through filed bills that sought to automatically seal certain low-level misdemeanor offenses. The movement of these bills reflects a growing, bipartisan recognition of removing barriers for individuals with low-level offenses, expanding the workforce, and, in the long term, helping meet the growing needs of Texas employers. Legislation like this aims for rehabilitation, allowing individuals to successfully reintegrate and grow the state’s talent pipeline.

Both of these efforts are crucial to improving economic mobility, addressing labor shortages that challenge Texas businesses, and enhancing the overall quality of life across our state.

The DRC worked closely with our members, community partners, and elected officials to help advance some meaningful wins not just for the Dallas Region, but for the entire state of Texas this session—and we look forward to continuing those collaborative efforts in the interim to set us up for key progress in the next session.

Do any of these bills affect your business? Send me a note on your thoughts.

DRC represents DFW Region for third consecutive year at world’s largest biotech event

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By Rebecca Robinson, Managing Director, Regional Marketing

Average reading time: 3 minutes

Each year, the DRC’s presence at the BIO International Convention continues to grow as part of our focus on life sciences development, and 2025 was no exception. As the world’s largest biotechnology event, BIO brings together more than 20,000 participants from across the U.S. and more than 30 countries. This marked our third consecutive year representing Dallas-Fort Worth with a dual presence: a dedicated “DFW Corner” within the Texas Pavilion and our own DRC-branded booth. Texas had a strong, unified showing in Boston this year, highlighting the state’s leadership in biotech, research, and innovation on a global stage.

Showcasing Texas’ signature collaborative spirit

The Texas Pavilion was supported by the Texas Healthcare and Bioscience Institute and included other state partners, such as the Texas Governor’s Office, the Cancer and Prevention Research Institute of Texas (CPRIT), and TxEDC. In addition to the DRC, the DFW Corner of the Pavilion featured regional partners, including BioNTX, BioLabs, and BridgeLabs at Pegasus Park.

The DRC’s booth showcased our economic development partners from across the DFW region, including the Arlington Economic Development Corporation, City of Dallas, City of Denton, City of Plano, and the DeSoto Economic Development Corporation. Their presence highlighted the strength of our regional collaboration and gave them the opportunity to share how we’re joining forces—and winning—together.

Buzz about DFW set the scene

With hundreds of individual interactions through the DRC and its partners, the message was received: Life science is converging in DFW. The convention was non-stop, and there was a distinct buzz of interest surrounding Texas and DFW.

Since BIO 2024, the year has been packed with life science announcements, including:

DFW connections strong even away from home

The DRC was proud to host our inaugural DFW Alumni Breakfast, generously sponsored by JLL. This vibrant morning event brought together DFW-area college alumni now living in—or connected to—Boston’s life science community. The breakfast provided a valuable opportunity to reconnect, exchange ideas, and grow our dynamic alumni network in the life sciences sector.

From convention floor to the national stage

While in Boston for BIO International, Kelly Cloud, the DRC’s Vice President of Economic Development, Life Sciences, had the opportunity to step away from the convention floor to represent the Dallas Region on a national stage—supporting Caris Life Sciences as they rang the Nasdaq opening bell. This moment was a powerful example of the kind of visibility and influence our region brings to the global biotech conversation, and it underscored the strength of our growing life sciences ecosystem.

The momentum sparked at BIO 2025 has only continued to build, with major investments, new programs, and national recognition reinforcing that DFW is quickly becoming a powerhouse for life sciences. From global biotech and pharma companies planting roots to groundbreaking education and research initiatives, DFW is proving it’s not just part of the conversation—it’s helping lead it. The buzz around our region is real, and we’re just getting started.

To learn more about the DRC’s life sciences and biotech work, visit our Life Sciences website.

DRC wraps up inaugural Talent Labs for senior talent and HR leaders

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By Catie George, Director, Communications & Storytelling

The first cohort of the Dallas Regional Chamber’s newest signature leadership program, Talent Labs, completed the six-month program in June. Talent Labs is designed for senior talent and HR professionals to connect, learn, and develop new talent strategies for their companies.

This comprehensive program offers far more than traditional professional development. From its innovative curriculum to the high-caliber cohort it attracted —representing major companies like AECOM, Hilti, Jacobs, McKesson, KPMG, and Schneider Electric—the program’s unique peer-to-peer approach creates an experience that participants describe as transformative for both their careers and their organizations.

Below are some highlights from the program’s pilot year.

Talent professionals brainstormed together to address work-life balance challenges.

Talent Labs earned dual professional certification in just one month.

Just one month into its inaugural flight, Talent Labs secured dual certification through both the Society for Human Resource Management (SHRM) and the HR Certification Institute (HRCI). This rapid certification validates the program’s rigorous curriculum and positions it among the most respected professional development offerings in the region.

Made possible through a partnership with Dallas HR, these certifications enable Talent Labs participants to earn 12 credit hours toward recertification, supporting HR professionals in maintaining their credentials and staying current on key talent trends.

Every session delivers immediately actionable strategies.

Each Talent Labs class day provides expert-led exploration of critical topics, delivering immediately applicable insights rather than theoretical overviews.

“I walked away from every session with at least one significant and meaningful action I could implement in my work or share with others,” said Vice President of Global Total Rewards Quinn Goetsch from AECOM.

Participants are also provided with a data-driven Talent Brief on the day’s topic, leading to facilitated, peer-to-peer discussions about professional experiences.

“Talent Labs was such a great experience,” shared Senior Vice President and CHRO Rosa Medina-Cristobal from Dallas Area Rapid Transit. “As a seasoned HR professional, I not only gained new insights every single session, but also made valuable peer connections that I will call on for years to come.”

Participants leave with company-specific implementation plans.

Two signature projects anchor the Talent Labs experience. Participants develop individualized Capstone Talent Plans —comprehensive strategies designed specifically for their company’s unique challenges. Working groups then collaborate on presentations covering emerging areas like AI in HR, leadership development, and advanced retention strategies.

“The war for talent isn’t won alone,” said Hilti North America’s Talent Acquisition Manager Nicole Bennett. “Through the DRC Talent Labs, I’ve gained a powerhouse network and walked away with real, actionable insight that’s helped me lead with more confidence and creativity.”

Groups presented their findings at the end of the six-month program to their peers.

The peer learning component proves particularly valuable, as participants test ideas and troubleshoot challenges with professionals managing similar scales and complexities at industry-leading organizations. “What stood out in Talent Labs was the depth of shared knowledge and the openness among peers,” shared Talent Acquisition Partner Leslie Butler from Children’s Health. “I gained new perspectives on workforce challenges that I hadn’t considered before.”

Talent Labs’ first year earns near-perfect score.

Talent Labs received a 4.8 out of 5 stars overall rating from participants, restating its positive impact on HR and talent professionals and stoking excitement for next year’s class.

“I was honored to participate in the inaugural Talent Labs cohort. Each session was thoughtfully curated, the DRC leaders were collaborative and agile, and the information shared was insightful,” said Resultant’s Talent Aquisition Manager Lauren Perez. “I truly appreciated the opportunity to connect with and be challenged by my Talent/ HR peers across DFW.”

Ready to level up your company’s talent strategies? Applications for the 2026 cohort will open in September 2025. Contact talent@dallaschamber.org for more information.

Dallas Region students show gains in reading and math on 2024-25 STAAR tests

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By Michael Wood, Vice President, Education & Workforce

Average reading time: 2.5 minutes

Students in the Dallas Region improved both reading and math proficiency during the 2024-25 academic year, according to the latest results of the State of Texas Assessments of Academic Readiness, or STAAR.

STAAR is the annual measure of academic achievement for students in grades 3 through 12. The tool is the primary way parents, employers, and other stakeholders evaluate schools and school districts.

Statewide, student achievement inched forward – with two notable exceptions

Across Texas, students in grades 3-8 saw improvement in both reading and math proficiency. In reading, 53% of students met grade-level standards, an increase of two percentage-points from a year ago. In math, 42% of students met standards, also an increase of two percentage-points.

Reading performance improved the most in grade 5, increasing to 57% from 53%. Grade 8 saw pronounced improvement in math, raising from 40% to 45%.

These results continue the state’s upward trajectory in reading proficiency, which saw a sharp recovery post-pandemic and has continued to improve gradually since. Despite the year-over-year improvement, math proficiency has been slower going. Math proficiency declined significantly after COVID-19 and has yet to get back to pre-pandemic levels.

Across end-of-course exam subjects, just two of the five saw improvements from the previous year: Algebra 1 proficiency was 47%, up two percentage-points, and Biology proficiency was 62%, up five percentage-points. Students lost ground in English 1 (down three percentage-points), English 2 (down four percentage-points), and US History (down one percentage-point).

The Dallas Region continues to run ahead of the state across all subjects

Students from the 108 school districts in the Dallas Region outperformed the state average in all subjects.

In grades 3-8, 56% of Dallas Region students demonstrated proficiency in reading – up two percentage-points from last year, and three percentage-points ahead of the state overall. In math, 44% of Dallas Region students met standards, up one percentage-point and ahead of the state by two.

Consistent with statewide trends, Dallas Region students saw small improvements in Algebra 1 and Biology scores, while English 1, English 2, and US History declined.

State lawmakers target funding to address gaps

During the 89th Texas Legislative Session, state legislators made historic investments in education and workforce programs, including $8.5 billion for public education.

Within that $8.5 billion is new funding to support pre-service teacher preparation and additional professional development to improve math instruction. In 2019, the state created Reading Academies to help teachers strengthen their literacy instructional strategies. The 2025 Texas Legislature adopted a similar strategy to tackle continued underperformance in math, requiring Math Achievement Academies for all teachers in grades K-8.

These funds build on previous legislative investment in high-quality curriculum. In 2023, the DRC supported House Bill 1605 to create a statewide pool of rigorous instructional materials for Texas classrooms.

Explore how students in your neighborhood school or school district did on the STAAR using the Texas Education Agency’s Texas Assessment Research Portal here.

Address hidden wounds of veterans

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By Nicole Ward, Data Journalist, Research & Innovation

Average reading time: 3 minutes

U&I’s Spread the Light program is one of the largest workforce development centers in the Dallas Fort-Worth (DFW) area. In the Homeless Veterans’ Reintegration program, Lead Case Manager Lakeydra Houston, herself a veteran of 20 years, works with both visible and invisible disabilities to help veterans find work.

Lakeydra Houston in her 17th year as a Master Sergeant.

Veterans can have a hard time finding work while keeping their benefits.

“Some veterans can’t make over $2,000 and keep getting their military benefits, which might only be $400 or $500,” said Houston. “So, at best, that’s $2,500 they’re taking home each month, but oftentimes it’s a lot less. Between housing, groceries, gas to drive to a job – there’s nothing left.”

Nothing left for an emergency, nothing left to save. And saving money with less expensive housing can be riskier in other ways. For example, putting a veteran who has a history of substance abuse or mental health issues in an environment that isn’t conducive to a healthy lifestyle. She says that’s how so many veterans end up homeless.

“And those who have disabilities that impact their ability to work have it even worse. As a veteran you have to go to 15 to 20 appointments just to prove you have a disability. You can get denied at any point and then you have to start all over.”

A denial two or three months into the process could mean another two years before seeing any progress.

“I know people who have disabilities from the Vietnam War who are still waiting and fighting for their benefits.”

DFW lacks a dedicated space for veterans with disabilities.

Houston said a place for homeless veterans to go and get the comprehensive help they need is key.

“It would have mental health, medical services, affordable housing – everything onsite,” Houston said, but she admits it could take years to work out sustainable funding and support.

Currently, Houston speaks with clients in hospitals and nursing homes, making sure they get access to resources, as well as guiding them through the legal process and finding counseling.

Houston training recruiters on work-life balance.

U&I’s Spread the Light program also funds work-related training for veterans, like helping them to polish their interview skills. Houston also helps veterans find and apply to jobs.

Veterans’ futures depend on others’ support.

Houston said other people changing their mindsets would go a long way in improving the quality of life for thousands of people in Dallas.

“I would love to see people be more understanding in general, more empathetic… and not dismiss anyone with a disability because our normal is different from theirs.” Houston includes herself in the disability community—she suffered a traumatic brain injury in 2008. Like many brain injury survivors, she continues to learn how to optimize her brain and what circumstances may impact her ability to retain information.

Houston and her team talk to a minimum of 40 to 50 people each month who reach out to them. Counting trips to shelters and other outreach, that number is closer to 100. One hundred people each month with a range of disabilities and personal histories that are exacerbated by a society that wasn’t designed to support them.

Companies and organizations, however, can offer support and a sense of community to the veteran population through employment and employee resource groups. Offering flexible work arrangements, mentorship programming, and reskilling for veterans re-entering the workforce can also make workplaces more welcoming for the veteran population.

To learn more about how to make your business veteran-friendly, visit the U.S. Department of Labor’s guide to hiring veterans.

For more on U&I Spread the Light, click here.

Connecting boardroom to classroom: 25 years of Principal for a Day

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By Sara Medina, Director, Education & Workforce

Average reading time: 3.5 minutes

This year marks the 25th anniversary of Principal for a Day (PFAD), a joint program between Dallas Independent School District (ISD) and the Dallas Regional Chamber that connects business and community leaders with Dallas ISD schools. Since its inception, PFAD has allowed thousands of business executives, elected officials, and community leaders to spend a day in the life of a Dallas ISD principal – getting an inside look at the development of the future workforce and how companies can help.

Jennifer Scripps from Downtown Dallas, Inc.

From idea to action: PFAD’s grassroots beginnings

The first PFAD was hosted with help from Leadership Dallas (LD), the DRC’s flagship leadership development program. Jon Dahlander, then-Executive Director of Communication Services for Dallas ISD and a member of the 1999 LD class, was inspired by a similar initiative in New York City and brought the idea to his classmates.

Dahlander’s LD cohort comprised the initial group of guest principals, alongside other corporate leaders and elected officials. Though modest in size and without sponsors, that first event made a strong impact—participants shared powerful reflections that reinforced the value of Dallas ISD and a commitment to supporting public education.

A Model of Corporate Engagement

Over the years, PFAD has become much more than just an observational day—it has sparked long-term investments and forged meaningful partnerships across Dallas ISD, one of the region’s leading talent incubators serving nearly 140,000 students and over 22,000 staff members across 240 campuses.

Take Capital One for example, the presenting sponsor of PFAD since 2010. Capital One’s longstanding partnership has significantly shaped Dallas ISD’s corporate engagement. What began as classroom visits during PFAD has evolved into programs like financial literacy courses.

“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.

Connecting real-world experiences to education policymaking

Capital One’s Jorge Calderon

Beyond the corporate community, PFAD has drawn participation from elected officials from city, state, and federal offices. Some notable participants include Texas Senator Royce West, U.S. Congressmen Pete Sessions and Marc Veasy, and former Dallas Mayor Mike Rawlings, among many others.

Their presence in Dallas ISD schools not only demonstrates confidence in public education but also helps inform policymaking by providing a real-world experience.

“We need our elected officials to have a real understanding of our strengths and our needs,” said Dahlander, now Chief of Partnerships and Intergovernmental Relations for Dallas ISD. “That way, they can advocate for us where it matters most.”

PFAD has also brought professional athletes to Dallas ISD schools, including former Dallas Cowboy Brandon Carr, Arike Ogunbowale from the Dallas Wings, and Kenny Cooper from FC Dallas. Executive leadership from the Texas Rangers, the Dallas Mavericks, and the Dallas Stars have joined in, too.

Beyond the office door: 25 years of community connection

For 25 years, PFAD has given Dallas’s leaders a clearer picture of the strengths and challenges facing public education. Through classroom observations, student conferences, and earnest discussions with school administrators, participants walk away with a deeper understanding of the students, educators, and systems that shape the Dallas Region.

Former Dallas Mavericks’ CEO Cynt Marshall

“[PFAD participants] can talk from experience because they’ve actually walked into school and spent a moment getting to know what’s really going on – understanding the students we serve, the dedication of our teachers, and the various programs we offer,” said Dahlander. “It’s a one-of-a-kind opportunity for us to do that. I’m really pleased that the program has continued on for 25 years.”

As we look to the next 25 years, the goal is simple: continue building meaningful relationships between schools and the business community. Because when leaders from all sectors come together to support our students, everyone wins.

The 2025 Principal for a Day program will be hosted on Wednesday, October 29, throughout Dallas ISD. To learn more about the program and how you can get involved, attend our virtual Information Session on Thursday, Aug. 7. Please contact Sara Medina, Director of Education & Workforce for the DRC, at smedina@dallaschamber.org with all other questions or concerns.

Business leaders discover Southern Dallas County’s strategic advantages

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By Catie George, Director, Communications & Storytelling

DRC President & CEO Dale Petroskey

Opportunity-rich Southern Dallas County took center stage at the Dallas Regional Chamber’s first-of-its-kind Opportunity Summit on Wednesday, June 11, at The Shops at RedBird.

The half-day event, presented by Ernst & Young LLP (EY) and Regions Bank, touted the opportunities for and advantages of doing business in Southern Dallas County and the economically imperative need to invest in the historically under-championed area.

In front of an audience of more than 300 business leaders and community advocates, DRC President and CEO Dale Petroskey detailed the booming growth of the Dallas Region as a whole, as it leads in corporate projects and boasts record job growth.

“That’s all good news, but it’s not enough if everyone, everyone, doesn’t have an opportunity to share in that prosperity,” Petroskey said. “We won’t be the community we want to be, we should be, we know we can be, until everyone has a chance to reach their full potential, and that’s what today is about.”

Read on for the key insights shared by the day’s speakers.

Panelists discussing innovative ways to expand economic access in Southern Dallas County.

Major development is building now

Southern Dallas County stands at an exciting inflection point.

“People don’t really understand yet that Southern Dallas is really on the edge of major development,” said Cynthia Figueroa, Managing Attorney at The Figueroa Law Group and Dallas Economic Development Corporation Board Member. “It’s not an if, it’s a when. And it’s a short when.”

Southern Dallas County delivers what businesses need most: one million residents, five colleges and universities, and 486 square miles of available, affordable land across 12 cities. The region’s strategic location—minutes from Downtown Dallas with direct access to multiple interstate highways, rail lines, and airports—positions companies to serve the entire North American continent.

“An investment in Southern Dallas County is good for your companies,” Petroskey offered to the business decision-makers in the room.

Peter Brodsky, CEO of The Shops at RedBird, experienced these advantages firsthand.

“I saw a very rare opportunity to do well and do good at the same time,” he said. “This area is so much more than I’ve been told.”

As part of the Summit, the DRC convened a Developers Expo of 25 businesses and organizations leading groundbreaking projects in Southern Dallas County to showcase opportunities and strategies helping to drive prosperity in the area.

John Hope Bryant in conversation with Kelley Cornish, President & CEO of the T.D. Jakes Foundation.

Strong communities create strong business outcomes

Keynote speaker John Hope Bryant, Founder, Chairman, & CEO of Operation HOPE Inc., the nation’s largest financial literacy organization, illustrated how driving financial empowerment and economic opportunity in Southern Dallas County supports a prosperous future.

“70% of all gross domestic product for the 30 trillion-dollar economy across the US is consumer spending,” he said. “70% of Americans are living from paycheck to paycheck.”

This economic reality underscores the importance of regional development that strengthens entire communities.

“We’re only as strong as the weakest of us,” said Tyrus Sanders, Regions Bank Executive Vice President and Dallas Market Executive. “If we want to be a strong Dallas and be proud forever, we have to make sure that we’re investing in all parts of our city.”

The region’s educational infrastructure supports this growth.

“In a changing economy with technology evolving, we’ve got to make sure that wherever people are, in whatever stage of life, that they see the path of opportunity,” said Dr. Justin Lonon, Chancellor of Dallas College, which has several campuses throughout Southern Dallas County.

DRC’s Senior Vice President of Opportunity & Impact Latosha Herron Bruff

Share Southern Dallas County’s success story

A bright future for Southern Dallas County starts with reshaping how the area is perceived and discussed.

“When you talk about Southern Dallas County… talk about opportunities, the vibrant community, and the beautiful land,” said Michelle Vopni, EY’s Dallas Office Managing Partner.

In order to make Southern Dallas County the “center of tomorrow’s success,” DRC Senior Vice President of Opportunity & Impact Latosha Herron Bruff called on attendees to “change old perceptions” and “rethink what’s possible.”

In an effort to reshape conversations about Southern Dallas County, the DRC is leveraging its Say Yes to Dallas campaign to help connect consumers and future business decision-makers with the often-overlooked gems of the region through a series of videos highlighting the region’s restaurants, businesses, culture, and entertainment.

“Dallas thrives when every part of our region is valued, represented, and included in our shared future,” Herron Bruff said.

With its strategic location, educated workforce, affordable land, and development momentum, Southern Dallas County offers businesses the chance to grow alongside one of the region’s most promising markets. Visit the Southern Dallas County Economic Development Guide to see opportunities for your company.

Texas budget delivers $62 billion for Dallas-Fort Worth business growth

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By Travis Reynolds, Vice President, Public Policy

After months of negotiations, the 89th Texas Legislature passed—and Gov. Greg Abbott signed—a $338 billion two-year budget, along with a $13 billion supplemental budget. These historic investments reflect a clear focus by Texas lawmakers on the long-term health of our state.

By prioritizing infrastructure, workforce development, and long-term resilience, Senate Bill 1 and House Bill 500 have built on recent legislative successes while laying the foundation for the “Texas Miracle” to continue for years to come.

DRC advocacy delivers results

For 140 days of the legislative session, your DRC Public Policy team was on the ground and at the table in Austin to ensure the Dallas Region business community had a voice in the state’s budget. We were successful in helping to bring home more than $62 billion in state investment related to the DRC’s public policy priorities.

This $62 billion spans everything from the largest transportation investment in state history to property tax relief, education funding, broadband expansion, cybersecurity, health care research, and targeted North Texas projects that support health and safe communities.

While all of these appropriations have the potential for transformative impacts on the Dallas Region’s economy and quality of life, three stand out as particularly game-changing for our region’s future.

Three game-changing investments

      1. Texas Water Fund – $2.5 billion

Water is the limiting factor for growth in many parts of Texas, and the Dallas Region is no exception. The Legislature’s $2.5 billion investment in the Texas Water Fund—backed by an additional $1 billion in annual funding for the next 20 years—represents a long-overdue down payment on our state’s water security.

This funding will support a range of initiatives, including reservoir development and aquifer storage, as well as aging infrastructure upgrades and conservation programs. For the Dallas Region, this means companies have less risk of development delays due to water constraints, and we can continue to grow without outpacing our most vital resource.

2. Texas Energy Fund – $5 billion

Reliable, on-demand power is a top concern for companies in the Dallas Region and also those considering relocating here. The $5 billion investment in the Texas Energy Fund will support the expansion of generation capacity, boost grid reliability, and help reduce costly power disruptions.

With the Dallas Region leading the state in corporate relocations, data center expansions, and high-tech manufacturing growth, this investment helps ensure our grid can keep pace with demand while providing companies with more predictable energy costs and fewer operational disruptions.

3. Texas Education Agency – $8.5 billion

As talent remains a top concern for employers in our rapidly growing region, the $8.5 billion in new funding for public education helps ensure our students have the resources they need to meet future workforce demands.

Strategic foundation for continued success

When all added up, these investments represent more than just line items in a budget—they represent a strategic commitment to the long-term competitiveness of the Dallas Region and our great state.

From securing our water future and modernizing our power grid to investing in the next generation of talent, the decisions made by this Legislature will have lasting impacts on our economy, community, and quality of life.

The budget is approved, but the work isn’t done. Now, we turn our attention to working closely with state leaders and local stakeholders to ensure that these dollars are implemented effectively and that the Dallas Region remains a driver of Texas’ continued success.

Does a portion of funding in the new state budget present an opportunity for your company? I’d love to hear about it. Send me an email anytime.

In Dallas and Austin, lawmakers explore innovative solutions to child care access

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By Michael Wood, Vice President, Education & Workforce

Michael Wood, VP Education & Workforce Dallas
Michael Wood, Vice President, Education & Workforce

Expanding access to quality, affordable child care is critically important to ensuring a robust and reliable workforce that addresses the needs of Dallas Region employers. A 2021 report from the U.S. Chamber of Commerce Foundation estimates that child care challenges cost Texas north of $9 billion annually.

The DRC has long been an advocate for child care solutions at the local and state level. In the 88th Texas Legislative Session in 2023, the DRC supported legislation to create an optional tax break for child care providers and helped pass the associated constitutional amendment (Prop 2) in November 2023.

New efforts at the local and state level provide additional opportunities to explore innovative child care solutions, including employer-driven approaches.

Dallas County pilot will test employer demand for child care incentives

In March, the Dallas County Commissioner’s Court approved $1 million to establish a pilot program to provide employers matching funds for child care benefits. The DRC supported the development of the pilot program and advocated for its passage ahead of the March 4 Dallas County Commissioner’s Court meeting.

The Dallas County Child Care Benefits Program is the first of its kind in the state. The County has contracted with TOOTRiS, a national technology company that connects stakeholders with child care services, to recruit employers and administer the program.

To be eligible, both the employer and participating employees must be located in Dallas County. Employers must provide a financial contribution toward participating employee child care costs to draw down County support.

Eligible employers can submit an interest form to connect with TOOTRiS to learn more about the program.

State incentives for employer child care benefits fall short of the Governor’s desk

Two bills supported by the DRC that would have created incentives for employers to provide child care benefits – House Bill (HB) 3191 and Senate Bill (SB) 2164 – failed to pass.

Together, the bills as originally filed would have established a program similar to the pilot program in Dallas County, providing matching funds to employers for financial contributions toward employee child care costs. Additionally, both bills also recommended a franchise tax credit for eligible employers offering child care benefits. The bills were, in part, inspired by similar programs in states such as Kentucky, Michigan, and North Carolina that split the cost of child care between the government, employer, and employee.

Despite this setback, local efforts like the pilot in Dallas County provide a path forward for innovative child care solutions.

New state task forces will explore child care solutions ahead of the 2027 Texas Legislative Session

While legislation on employer child care incentives fell short, state lawmakers did approve two bills, HB 117 and HB 4903, both supported by the DRC, to create new task forces that will study child care solutions ahead of the 90th Texas Legislative Session in 2027.

HB 117 establishes the Governor’s Taskforce on the Governance of Early Childhood Education and Care. The primary charge of the task force is to make recommendations to streamline the governance and operations of the state’s early childhood education system, which is currently divided across multiple state agencies. The task force will also identify policy and budget recommendations to improve the affordability of child care.

HB 4903 creates the Quad-Agency Child Care Commission, comprised of representatives from the relevant state agencies that manage child care in Texas. The commission will explore inter-agency initiatives to expand access to quality, affordable child care.

Both bodies will present stakeholders with an opportunity to elevate child care solutions, such as the Dallas County pilot program, ahead of the 2027 Texas Legislative session.

If your company has seen the impacts of child care challenges, I hope you’ll connect with me to discuss these and other solutions to expand access to quality, affordable child care for your employees. Send me a note with your thoughts.

Texas legislators make record investment in state’s education and workforce pipeline

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By Michael Wood, Vice President, Education & Workforce

On Wednesday, June 4, Gov. Greg Abbott capped off a marquee session for education and workforce investment by signing House Bill (HB) 2, the state’s latest investment in public schools, into law.

Michael Wood, VP Education & Workforce Dallas
Michael Wood, Vice President, Education & Workforce

Led by HB 2’s $8.5 billion investment, Texas lawmakers approved more than $10 billion in new funding for the state’s education and workforce systems over the next biennium, including significant new funding for higher education research, workforce development, and child care.

This is the largest public school funding increase in Texas history

Heading into the 89th Texas Legislative Session, there was consensus among lawmakers that the state needed to boost public education spending. Per-pupil funding had not increased since 2019, and school districts statewide were facing dramatic budget deficits as a result of inflation and expiring federal pandemic relief funds. In North Texas alone, aggregate budget deficits among ISDs totaled nearly $400 million for the 2024-25 school year.

Five months of negotiation saw HB 2, authored by House Public Education Chairman Brad Buckley, balloon from an initial $5 billion investment to a historic $8.5 billion by the end of session, the largest-ever public school funding increase in Texas.

Roughly half of that investment– $4.2 billion – is dedicated to teacher pay raises, a shared priority of Gov. Abbott and Lt. Gov. Dan Patrick. For most ISDs, teachers will receive a set compensation increase based upon their years of experience in the classroom. School districts like Dallas ISD, that utilize a comprehensive pay-for-performance compensation system, can allocate the raises based on their teacher evaluation system.

The remaining funds are divided across a variety of strategic initiatives, including $1.3 billion for a new allotment for basic operational costs, $677 million for pre-K and early learning, $153 million for career and technical education programs, and $135 million to support teacher preparation and certification. HB 2 also makes big investments in special education and school safety, at $850 million and $430 million, respectively.

School districts statewide will see increased funding beginning this fall for the 2025-26 academic year.

Additional funds target higher education, workforce development, and child care

Lawmakers also invested in the years before and after a student’s PK-12 career. In higher education, the legislature provided additional funding for research, workforce development, and facilities maintenance.

Texas legislators invested approximately $400 million to clear the Texas Research Incentive Program (TRIP) backlog. TRIP provides state matching funds for private gifts that support research initiatives at certain Texas universities. In the 89th Texas Legislative Session, lawmakers opted to fully fund the backlog of eligible projects – including more than $150 million in matching grants for DFW universities – contingent upon repeal of the program.

Through HB 42, led by House Higher Education Chairman Terry Wilson, lawmakers also increased funding for the Higher Education Fund, which provides resources for certain universities to invest in campus facilities, by 50%, from $394 million to $591 million.

Lastly, the legislature approved Senate Joint Resolution (SJR) 59 by Senator Brian Birdwell. SJR 59 will place a constitutional amendment proposition on the November 2025 ballot to establish an $850 million invested endowment for the Texas State Technical College system. If approved by voters, the endowment will generate funding each year to support the capital needs of Texas State Technical College campuses throughout the state, including the North Texas campus in Red Oak.

In child care, state budget writers included $100 million in new funding to serve more families through Texas’ child care subsidy program. Presently, more than 90,000 eligible children are on the waitlist for child care subsidies statewide, with nearly 5,000 in just Dallas County. The state’s child care subsidies help parents of young children pursue an education or participate in the workforce. The new tranche of funding will help to reduce the waitlist by roughly 10,000 over the next biennium.

Looking ahead

The 89th Texas Legislature made a significant commitment to the state’s education and workforce infrastructure. Now, state agencies will be tasked with standing up new programs and ensuring allocated funding reaches classrooms throughout Texas.

As we move toward November, the DRC will keep our members informed as the constitutional amendments ballot takes shape, including propositions related to SJR 59.

How do these investments in education and workforce impact your company? Send me a note with your thoughts.

Redefine inclusion as innovation

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By Amber Dyer, Coordinator, Communications & Marketing 

Business leaders of the Dallas Region are embracing disability inclusion as a strategy that isn’t just the right thing to do—it’s a competitive advantage that drives business, expands talent pools, and strengthens bottom lines.

This was the central message when the DRC partnered with the National Organization on Disability (NOD) and Toyota Motor North America (Toyota) to convene regional employers for a discussion on how disability inclusion can transform workplaces and communities.

Disability inclusion connects organizations with underutilized talent.

“As businesspeople, you will always need a productive and engaged workforce,” said Beth Searle, President & CEO of NOD, an organization entirely focused on employment for people with disabilities. “You will always need innovative, creative talent. And you will also need those workers to be loyal, to stay, so that you can minimize your recruiting and onboarding and turnover expenses.”

People with disabilities are uniquely positioned to meet these business needs. Navigating a world not always designed with them in mind fosters adaptability, which cultivates creativity and innovation.

“We are [working toward] the day when every single person with a disability, no matter what that disability is, has a meaningful job that enables them to earn a living, and leverage whatever talents they have to enable them to fulfill their life potential,” said Searle.

That potential can only be unlocked when businesses actively provide opportunities for growth and development for everyone.

“To unlock human potential,” said Searle, “we need a place to unlock it, a place for people to go. But that only works if it enhances the bottom line, enhances business performance.”

Research confirms that companies embracing disability inclusion experience significant operational benefits, including:

    • Lower absenteeism rates
    • Higher retention rates
    • Lower staff turnover
    • Higher productivity

In short, disability inclusion isn’t just the right thing to do, it’s a strategic advantage.

Meaningful workplace accommodation addresses both visible and invisible barriers.

Workers with disabilities are more likely to thrive when workplaces accommodate their needs, leading to better mental and physical health. As a member of NOD’s leadership council, Toyota exemplifies exceptional commitment to disability inclusion that extends beyond visible accommodations.

“One of [Toyota’s] core values is respect for people and continuous improvement,” said Tellis Bethel, President and CEO of Toyota Financial Savings Bank. “What you don’t see there is respect for some people; it’s implicit that [it’s respect for] all people, and that’s how we try to live in this, through the pattern of what we do.”

Following Toyota’s example, companies should view disability inclusion as a business imperative, especially considering more than a quarter of Americans have a disability. Creating workplaces where people of all abilities can contribute meaningfully is not just about compliance, it’s about fairness.

“Everyone deserves the right to live to their fullest potential,” said DRC Senior Vice President of Opportunity and Impact Latosha Herron Bruff. “Every community, every person, should have exactly what they need to grow and thrive.”

Accessible opportunities fuel regional prosperity.

When more people are empowered to join the workforce, the entire economy benefits. Disability inclusion is essential to building a region where everyone can participate and prosper.

“We need lots of folks here, lots of talent, and a lot of opportunity to strengthen our workforce pipeline,” said Chris Neilsen, EVP at Toyota NA, DRC Board Member and 2019 DRC Board Chair.

That means creating opportunities that include everyone, without exception.

“The DRC believes that the economic growth and prosperity in this region should apply to all people, regardless of [whether] you’re north or south of Interstate 30,” said Neilsen.

This commitment is demonstrated through the creation of the DRC’s Disability Inclusion Toolkit, presented by Ernst & Young LLP, a resource designed for companies to ensure everyone can participate in the workforce and benefit from the region’s prosperity.

Access to employment and resources not only empowers individuals and their families but also enriches the broader community.

To learn more about the DRC’s work in this area, explore our Disability Inclusion Toolkit.

Four generations, one workplace: How to bridge the divide

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By Tyler Files, Director, Talent Strategies

In today’s workplace it’s not uncommon to find a 20-year-old intern working alongside a 68-year-old department leader on a company-wide project. Today, there are four generations in the workforce: Boomers, Gen X, Millennials, and Gen Z, each shaping company culture, productivity, and employee expectations. Each brings a different set of values, communication styles, and priorities to the table.

While this representation presents a wealth of opportunity, it also creates one of today’s most pressing talent challenges: how do we bridge the generational gap?

Below are three key themes that business leaders and HR professionals should keep in mind as they build multigenerational workplaces.

1. Unretirement is real, and it’s a retention opportunity.

Boomers aren’t quietly exiting the workforce. In fact, over 12% of retired Boomers say they plan to return to work in some capacity. Financial pressure plays a role, but so does the desire for purpose, structure, and community. With workers over 65 representing the fastest-growing labor segment, employers have an opportunity to rethink retirement.

Organizations can benefit from offering flexible retirement return-to-work options, part-time roles, or mentorship pathways. These employees bring institutional knowledge, loyalty, and stability, qualities in short supply during frequent turnover.

2. Purpose, flexibility, and personalized benefits matter more than ever.

Millennials and Gen Z are redefining work. For these generations, compensation alone isn’t enough to accept a job or stay at one. 89% of Millennials say purpose is key to job satisfaction. Gen Z, meanwhile, is redefining workplace boundaries. They often leave jobs over value misalignment and want to normalize open discussions around mental health in the workplace.

They expect purpose-driven work, flexibility, and benefits that reflect where they are in life. Student loan assistance, mental health support, child care, and financial coaching are key factors.

3. Bridge generational gaps through mutual mentorship.

One of the most promising solutions to cross-generational friction is also the simplest: connection. The traditional top-down mentorship model is evolving into something more reciprocal. Reverse mentorship, where younger employees teach older colleagues about technology, social trends, or new platforms, builds trust, breaks down stereotypes, and drives performance.

Companies with formal mentorship programs report 18% higher profits on average, while 90% of employees in these programs say they’re happier at work. It’s not just a smart talent move; it’s a smart business move.

Multigenerational workplaces are not going away anytime soon, and that’s a good thing. Leaders must take this opportunity to evolve beyond a one-size-fits-all approach. This starts with asking:

      • Do your benefits and communications address all age groups?
      • Could you pilot a reverse mentorship program or audit job descriptions for unintentional age bias?
      • When’s the last time you surveyed employees about what they need by generation?

By fostering a culture that values every generation’s voice, you won’t just reduce friction; you’ll unlock collective strength.

If you are interested in learning more, reach out to me at tfiles@dallaschamber.org.

Wellness in the workplace: Grant Thornton’s new program supports employees

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By Catie George, Director, Communications & Storytelling

Managing Director of Audit Services at Grant Thornton LLP Pat Andrews-Osula

Increasingly, employees are looking to their workplaces to support both their physical and mental well-being.

“Studies show that 46% of employees report that mental health struggles affect their ability to focus at work, and one in five employees have left their organization due to the impact of mental health on their work performance,” said Managing Director of Audit Services at Grant Thornton LLP Pat Andrews-Osula, quoting the 2024 State of Workforce Mental Health Report. “The increasing prevalence of mental health challenges and their significant impact on the workplace played a key role in launching the wellness program at our Dallas office.”

At the time Andrews-Osula began developing a mental health program for Grant Thornton, there were no company-wide wellness programs focused on this topic. The wellness program in Dallas launched via a six-week pilot in spring 2024.

“The pilot was open to employees of all levels—from associates to partners—across different service lines and internal functions. We explored a range of topics, including gratitude, compassion, and vulnerability, among others,” said Andrews-Osula. “The program saw strong participation, with a diverse group of employees across different levels, service lines, ethnicities, and genders.”

The program was led by Andrews-Osula in conjunction with other Grant Thornton professionals and an HR representative. At the end of the six-week pilot program, which included both in-person and virtual meetings, a survey showed overwhelmingly positive feedback, with many participants expressing strong support for continuing the program.

“What sets this program apart is its emphasis on mental health — a subject many find difficult to discuss openly. To make the conversation more comfortable and inclusive, we designed the program in an informal, conversational format, fostering open dialogue on wellness topics that are relevant to everyone.”

The conversation-based meetings focused on a wellness topic each week, such as compassion, kindness, and gratitude, and allowed participants to ask questions about the topics. Each meeting ended with meditation or breath work and a takeaway wellness challenge for the participants related to the week’s topic.

Andrews-Osula said that even though Grant Thornton is still in the early days of its wellness journey, there are already positive outcomes.

“Employees are becoming more open about discussing their mental health challenges, and participation in wellness events and competitions has been strong. Moreover, leadership’s growing support for wellness is evident, with the introduction of firm-wide wellness initiatives and benefits, such as new ‘Appreciation Days’ during both the summer and the holiday season.”

She also emphasized that all companies can see numerous benefits from prioritizing mental health for their employees.

“It is a priority that no company can afford to overlook if it wants to stay competitive and successful. Mental health challenges are costing organizations worldwide billions of dollars in lost productivity, making it crucial for organizations to recognize the value of nurturing healthy, happy employees,” said Andrews-Osula. “Research highlights several key advantages of robust wellness programs, including reduced health costs for employees, lower employee absenteeism rates, decreased stress levels overall, [and] improved employee morale.”

Companies cannot afford to wait for wellness challenges to impact their bottom line. Organizations should start evaluating their current employee wellness offerings today and consider partnering with wellness experts to develop comprehensive programs that address both physical and mental health needs.

Texas Legislature makes historic investment in water infrastructure

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By Rebekah Chenelle, Senior Vice President of Public Policy 

North Texas companies and communities now have a path to the water security we need to thrive for the next two decades and beyond.

With the passage of  Senate Bill 7 and House Joint Resolution 7 heading to Texas voters in November, Gov. Greg Abbott and our state legislators have established the most significant water investment in state history—dedicating $1 billion annually for the next 20 years to address our critical water needs.

When Gov. Abbott declared water an emergency item for the legislature in February, it validated what the DRC and our members have been saying: Texas cannot afford to wait on water. A long-term funding plan for water is critical to preparing us for decades of expansion, so we made water a top item on our legislative agenda and joined a statewide push for a dedicated funding source for water infrastructure. The DRC’s sustained advocacy, alongside our statewide partners, helped ensure the business community’s voice was heard throughout this process.

This news is a win for the Dallas Region and our business community. Here’s what you need to know—and what happens next.

What House Joint Resolution 7 accomplishes

HJR 7, which passed the Texas Senate on Tuesday, May 27, creates the constitutional framework for Texas’ historic water investment. This joint resolution will appear on the November 2025 ballot, asking voters to approve a constitutional amendment dedicating $1 billion annually from state sales and use tax revenue to the Texas Water Fund through 2047.

Voters created the Texas Water Fund in November 2023 when they passed the DRC’s Good for Texans propositions, which also infused a $1.5 billion down payment into the fund.

If approved by voters this November, HJR 7 will generate $20 billion over two decades, specifically for water infrastructure—the largest water investment in Texas history. The resolution required a two-thirds majority in both chambers, demonstrating the broad bipartisan support for addressing our water crisis.

What Senate Bill 7 delivers

This constitutional framework works hand-in-hand with Senate Bill 7, which cleared both chambers as of May 28, establishing how these billions will be administered and spent. The legislation creates a balanced approach to water funding:

  • 50% for new water supply projects: Including desalination, treating oilfield wastewater, and other innovative water sources
  • 50% for infrastructure maintenance and conservation: Repairing aging pipes, flood mitigation, and water conservation initiatives

This 50-50 split, negotiated during final legislative discussions, ensures communities can address both immediate infrastructure needs and long-term water supply challenges. The Texas Water Development Board will administer these funds, prioritizing projects that deliver the greatest benefit to Texas communities.

Immediate financial boost

Beyond the annual dedication, lawmakers also approved a one-time investment of $2.5 billion from the current budget surplus into the Texas Water Fund. Combined with existing funds, this immediate injection will jumpstart critical water projects across the state before the constitutional amendment even takes effect.

Why this matters for North Texas

North Texas continues to be one of the fastest-growing regions in America, adding approximately 400 new residents daily—equivalent to adding a city the size of Plano every decade. Our region is projected to become the nation’s third-largest metro area by 2028. This explosive growth places enormous strain on aging water infrastructure that wasn’t designed for today’s demands.

As we’ve consistently highlighted, water shortages could cost Texas up to $100 billion in economic losses and hundreds of thousands of jobs. For the business community, reliable water isn’t just about utility bills—it’s about maintaining the foundation for continued economic prosperity and competitiveness.

Looking ahead

While this $20 billion investment represents a historic step forward, experts estimate Texas needs approximately $154 billion by 2050 to fully address our water infrastructure needs. This legislation provides a strong foundation, but continued advocacy and innovation will be essential.

Of course, it’s ultimately up to Texas voters to implement these wins delivered by Gov. Abbott and our legislators by passing HJR 7 this fall. If approved, funding would begin flowing in 2026, providing immediate relief for communities across the state.

As we move toward November, the DRC will continue advocating for policies that ensure North Texas remains the premier destination for business growth and opportunity. We’ll keep our members informed as the ballot takes shape and work to ensure strong voter support for this critical investment.

How does this legislation impact your company? We want to know.

Texas extends, strengthens R&D tax credit, securing innovation advantage

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By Mike Rosa, Senior Vice President of Economic Development

Texas companies can continue to grow a bright future for us all thanks to the work of Gov. Greg Abbott and the Texas Legislature.

Gov. Abbott has signed Senate Bill 2206 into law, extending Texas’s research and development tax credit beyond its 2026 expiration date and introducing some new opportunities to help keep our state in the race for high-value innovation jobs and ensure our companies can keep building their new ideas right here in our backyard.

This bill ups Texas’s ante in the global competition for innovation leadership.

SB 2206 prevents the expiration of Texas’s R&D tax credit, which was set to sunset in 2026. By passing this bill, lawmakers skirted a fumble in our state’s ability to lead in innovation and economic ability—and they took the opportunity to enhance the incentive structure.

The legislation, by Sen. Paul Bettencourt and coauthored by Sen. Joan Huffman, with Rep. Charlie Geren serving as the house sponsor, increases the franchise tax credit from 5% to 8.722% for qualified research expenses, with an even higher rate of 10.903% for research conducted through higher education institutions—of which Dallas-Fort Worth has many.

Without this legislation, Texas would have lost a critical tool for attracting R&D investment at a time when other states are aggressively competing for innovation jobs. The enhanced structure now positions Texas competitively with other states—while our previous 5% credit lagged behind states like California (15%) and Michigan (10%), the new rates ensure Texas companies can compete for high-value research projects.

The enhanced R&D credit does come alongside the elimination of the current sales and use tax exemption option for R&D activities, which many companies have found useful as they could choose between a franchise tax credit or a sales tax exemption. SB 2206 streamlines this to focus solely on the franchise tax credit while providing the more robust incentive for most R&D activities.

SB 2206 marks an important “win” for the DRC and our members.

The DRC team started this legislative session with our sights clearly set on securing the R&D tax credit, as our members had told us it was important to them as we developed our legislative agenda.

And thanks to a study by Dr. John Diamond of Rice University’s Baker Institute—commissioned by Texans for Innovation, of which the DRC is a member—we knew that extending and enhancing the R&D tax credit would create more than 113,000 jobs and generate $13.8 billion in additional Gross State Product over the first decade.

The study projects that for every dollar of foregone tax revenue from the R&D incentive, Texas gains $12.47 in gross state product over 20 years. This represents an extraordinary return on investment that will more than pay for itself through increased economic activity.

Looking ahead to a future packed with innovation.

Texas currently ranks 33rd nationally in R&D investment, contributing just 4.3% of U.S. business-funded research and development despite being the nation’s second-largest economy. This legislation helps close that gap by making Texas a more attractive destination for companies making critical decisions about where to locate their research activities.

For many industries, R&D represents the critical “first phase” where ideas and problems are developed into the products and solutions that power our economy. This tax credit helps us seed the future, creating the foundation for continued growth in our region’s innovation ecosystem.

The enhanced R&D tax credit, combined with Texas’ business-friendly environment and North Texas’ talented workforce, positions our region to capture an even larger share of the innovation economy. This is exactly the kind of strategic policy that helps ensure our continued economic leadership.

Does your company stand to benefit from this new tax credit structure? We want to know. Send our public policy team a note.

Bring invisible differences into view

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By Nicole Ward, Data Journalist, Research & Innovation

Note: This story was originally published by Dallas Innovates. 

With more than 2,000 sunflower lanyards—worn by travelers who may need extra time, space, or support—already issued, and sensory rooms in development, Dallas-Fort Worth International Airport (DFW Airport) is creating a travel experience that recognizes different needs and reduces stress for all kinds of travelers.

“We’re trying to create that next phase of the personalized journey for all customers, including people with varying abilities,” said Maruchy Cantu, DFW Airport’s Executive Vice President of Administration.

Photo credit: Dallas-Fort Worth International Airport.

Taking a multi-pronged approach to support all needs

Hidden Disabilities Sunflower, known by the sunflower-emblazoned lanyard, was started in 2016 at the London Gatwick Airport, allowing individuals to voluntarily share that they have a disability or condition that may not be immediately apparent and might need a helping hand, understanding, or more time. This program has since been adopted around the world by companies across industries, including banks, hotels and resorts, toy companies, transit, and more. In the first year of adoption at DFW Airport, more than 2,000 lanyards have been issued.

“We average about 100 requests per month,” said Candra Schatz, DFW Airport’s Assistant Vice President for Safety and Leave Administration. “But it fluctuates seasonally. Last June, for example, we sent out 500.”

Free of charge and mailed directly to passengers’ homes, the sunflower lanyard signals to airport staff that the person wearing it may have difficulty getting where they need to go because of a cognitive, auditory, speech, or other non-apparent difference.

For non-verbal people in particular, the accompanying plastic card that comes with the lanyard can be another key to success in an airport environment. The card identifies the person’s difference, so that staff members know how to provide assistance.

DFW Airport also has sensory rooms in which people can decompress if they get overwhelmed by auditory or visual distractions.

Cantu and her team are also thinking about proximity to pet relief areas for people traveling with service animals. Demand for space is high, and the airport needs to be strategic to get this right. Cantu is also taking note of how other airports are exploring their accommodations for travelers with different needs.

“We’re working really hard to make sure we’re creating solutions to address travelers’ pain points in a way that can remove friction from their travel experience,” said Catrina Gilbert, Vice President of Enterprise Risk Management.

While it will take time to work out logistics, space to build sensory rooms has already been committed. The team hopes the first couple of rooms will be ready for use in early 2026.

“We understand that we can’t be everything to everyone, but we’re listening to the community to ensure that we are serving the needs of the traveling public,” said Schatz.

Disability inclusion isn’t only for passengers; it’s also for workers

“In addition to our external-facing programs, we added our eighth Employee Resource Group, ABLE, last October,” Schatz said.

ABLE, or Accessible Barrier-free Life for Everyone, supports employees who have disabilities as well as employees who are in a caregiving role for someone with disabilities. This group will also help the airport identify organization-wide solutions to attract talent from segments of the community that are historically overlooked. As of early 2025, 50 employees have already joined the resource group.

Airport staff are trained to interact with people with disabilities

Airport staff know the importance of continual training with frontline team members, airline ambassadors, and Transportation Security Administration workers.

“Training is about being aware and keeping empathy top of mind, as well as understanding that all travelers may not communicate in the expected way,” said Gilbert.

Photo credit: Dallas-Fort Worth International Airport.

Disability inclusion is good for the bottom line

Delivering more personalized solutions through multiple platforms to show consideration of all people’s abilities is just good business. And as DFW Airport demonstrates, it doesn’t have to happen all at once. When an organization implements strategic changes based on research, it makes them more than a public relations tactic. This kind of authenticity can set businesses apart from industry peers.

According to the Hidden Disabilities Sunflower website, more than 90 percent of lanyard wearers are more likely to visit a participating partner that is part of the network.

Whether it’s a global program or a company-specific initiative, taking steps to represent the disability community — estimated at 1.3 billion people worldwide — is not just nice to do. It’s critical to stay competitive.

To learn more about how your business can improve your disability inclusion, visit the Dallas Regional Chamber’s Disability Inclusion Toolkit.

Engaging with Cultural Holidays in June: Honoring Freedom and Justice on Juneteenth

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By Makayla Rosales, Coordinator, Opportunity & Impact

Juneteenth, observed on Thursday, June 19, commemorates the day in 1865 when Union troops arrived in Galveston, Texas, and announced the end of slavery—more than two and a half years after the Emancipation Proclamation had declared enslaved African Americans in Confederate states to be free. It was not until the 13th Amendment was ratified in December 1865 that slavery was formally abolished across the entire United States.

Juneteenth is more than a historical milestone; it is a powerful symbol of delayed justice, Black resilience, and the ongoing pursuit of equity. After more than 150 years of community celebration, Juneteenth became a federal holiday in 2021, inviting all Americans to reflect on our past and recommit to building a more just future.

Engage in the workplace

Observing Juneteenth in the workplace is an important way to honor Black history. It provides employees with a chance to reflect, learn, and engage in meaningful dialogue about the history of slavery and the ongoing fight for justice.

One meaningful way to honor Juneteenth in the workplace is by organizing educational events that explore the historical significance of the holiday and its ongoing relevance. Invite historians, community leaders, or activists to speak about the history of slavery, emancipation, and the continued struggle for racial justice. These sessions can foster greater understanding, encourage open dialogue, and promote a more welcoming workplace culture.

Another impactful way to honor Juneteenth is by facilitating employee involvement in volunteer opportunities or community service projects that advance racial equity, education, or civil rights. This might include collaborating with local nonprofits, schools, or advocacy organizations on initiatives such as mentorship programs, community improvement efforts, or voter education and registration events. Seek out local organizations with whom you have an existing connection or take time to research reputable groups whose mission and work align with your values and could be strong partners for meaningful collaboration.

Attend an event

If you are interested in bringing your team, friends, or family to events honoring Juneteenth, here are some local recommendations:

Best Southwest Juneteenth Festival– 6-10 p.m., Saturday, June 14

Grimes Park, 501 E. Wintergreen Road, DeSoto, TX, 75115

Join for a free night filled with music, food, and community. Bring your friends and family for a fun evening to enjoy live performances, stroll through vendors and local crafts, and have fun in the kids’ zone.

Fair Park Juneteenth Festival of Service– 9 a.m.-9 p.m., Monday, June 15

Fair Park Automobile Building and Amphitheater, 1010 First Ave., Dallas, TX, 75210

Participants will spend a full day doing community service and volunteering in honor of Juneteenth. Participants can help clean up the streets, paint murals, and plant landscapes with their fellow neighbors. There will also be DJs spinning sets and food trucks.

Opal’s Walk for Freedom– 9 a.m., Thursday, June 19

Farrington Field, 1501 North University Drive, Fort Worth, TX 76107

Join Dr. Opal Lee on her annual 2.5 mile walk to recognize the 2.5 years it took for the news and enforcement of freedom to reach the enslaved people in Texas.

AMPLIFY Juneteenth-11 a.m.-2 p.m., Thursday, June 19

The DEC Network at The Shops at RedBird, 3560 W. Camp Wisdom Rd Suite 200, Dallas, TX 75237

Join The DEC Network in celebrating entrepreneurs in the Dallas-Fort Worth Metroplex at their special event on Juneteenth. This gathering will spotlight the accomplishments of established business owners and up-and-coming entrepreneurs seeking capital.

Juneteenth Fashion Show– 6-10 p.m., Thursday, June 19

Lexus Box Garden at Legacy Hall, 7800 Windrose Ave., Plano, TX, 75024

In honor of 160 years of Juneteenth, the fourth annual Juneteenth Fashion Show will be hosted outdoors at Legacy West. Fashion from Black American creators will be shown on a runway, paying tribute to the contributions of their community. After the fashion show, a dance party will follow. Come dressed in all white to honor the past, present, and future. Doors open at 5:30 p.m.

Juneteenth 2025 Free Admission Day- 10-5 p.m., Thursday, June 19

Dallas Holocaust and Human Rights Museum, 300 N. Houston St., Dallas, TX 75202

In honor of Juneteenth, join for free admission and programming throughout the day to acknowledge and learn about the importance of Juneteenth. Training for business’ is also available upon request.

The Power of Proximity Summit– 8 a.m.-5 p.m., Friday, June 20

UNT Dallas, 7300 University Hills Blvd, Dallas, TX 75241

Through panels, breakout sessions, storytelling, and collective strategy, UNT will explore how proximity to people, data, and lived experience fuels liberation.

Other June holidays to celebrate

Pride Month, celebrated throughout June, honors the resilience, contributions, and ongoing fight for equality of the LGBTQ+ community. It commemorates the 1969 Stonewall Uprising, a pivotal moment in the LGBTQ+ rights movement, and serves as a reminder of the importance of visibility and advocacy in all areas of society, including the workplace.

Caribbean American Heritage Month recognizes the rich history, culture, and achievements of Caribbean Americans and their impact on the United States. It offers a chance to celebrate cultural traditions, spotlight influential figures of Caribbean descent, and promote greater understanding of the community’s contributions to areas such as politics, the arts, science, and education.

Father’s Day, observed on Sunday, June 15, is a time to celebrate fathers and father figures for their role in families and society. This is a day to express appreciation, strengthen family bonds, and acknowledge the contributions of caregivers of all kinds.

50 years of Leadership Dallas: LD ‘was a masterclass on the history of the city’

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By Amber Dyer, Coordinator, Communications & Marketing

To celebrate 50 years of Leadership Dallas (LD), presented by Grant Thornton, the Dallas Regional Chamber’s premier leadership development program, we are highlighting a series of alumni to learn more about the LD experience.

As a newcomer to Dallas, Amber Scanlan, Senior Vice President and Director of Client & Community Relations at PNC Bank, found everything about DFW unfamiliar—until LD helped bridge the gaps.

“[The program] was essentially a masterclass on the history of the city,” said Scanlan.

When PNC Bank expanded to North Texas, Scanlan and her family moved with them. Among those who welcomed them, several encouraged Scanlan to apply to LD.

“When several amazing people all tell you the same thing, I knew enough to take the advice!” she said.

Prior to LD, Scanlan relocated twice with her husband and sons for career advancement opportunities with PNC. Each move meant starting over in a new city, which made it difficult to build connections and make a lasting impact as a leader.

“LD changed this for me,” said Scanlan, member of the LD Class of 2019. “Through LD, I learned so much and connected so quickly, I felt my speed to market, if you will, in being able to contribute and help create an impact on the city happened quickly. LD truly made Dallas home for me.”

LD not only helped Scanlan establish connections quickly, but it also changed her perspective on leadership.

“The change for me was an understanding of the numerous areas throughout the city where leadership is both critical and present,” she said. “My understanding grew from leadership of companies and industry to tiny details of geography, history, culture, context, subjects, past-present-future, and so much more.”

For Scanlan, the impact of LD cannot be limited to a single experience.

“It’s the amalgamation of experiences of being able to continue to work with my LD classmates whose own leadership spans the depth and breadth of companies and industries across the region.”

Leveraging the regional insights she gained through LD, Scanlan enhanced her professional expertise and forged key partnerships for PNC, strengthening the company’s brand presence.

“It’s important we fulfill our role as a good corporate leader, so the more we know the more we can engage,” she said. “If PNC’s clients, employees, and community are successful, we will be successful.”

Recognizing the invaluable experience she gained, Scanlan expressed her gratitude to those that encouraged her to apply to LD when she first moved to Dallas.

“Many people cared enough about me to ensure I pursued LD, and it was a game changer. I see it as my responsibility to reciprocate to others. It’s good for them, but also great for all of us and our city!”

ENGAGE WITH LEADERSHIP DALLAS

LD 50th CELEBRATION

Join us Friday, June 6, for a special evening honoring the legacy of Leadership Dallas with LD alumni and business and community leaders. Let’s celebrate 50 years of LD!

REGISTER