New national polling shows more Americans see workforce diversity as a business advantage, with more people linking it to profitability and innovation.
According to the Bentley University-Gallup Business in Society survey, 71 percent of Americans believe businesses with diverse workforces are more profitable, up from 61 percent in 2025. Another 75 percent associate workforce diversity with greater innovation, an 11-percentage-point increase from the previous year.
In Houston, more than 1.2 million workers, or nearly one in three, are foreign-born, according to the Greater Houston Partnership’s analysis of 2024 Census data.
For Houston employers, the findings raise a broader question: What could businesses miss by stepping back from efforts to reach, develop and retain diverse talent?
Diversity, Talent and Business Performance
For employers, diversity offers opportunities to strengthen teams, solve complex challenges and build talent pipelines that reflect the communities they serve. Across metro Houston, 41 percent of residents age five and older speak a language other than English at home, underscoring the range of backgrounds represented among potential employees and customers.
But recognizing the value of diversity and putting it into practice are different challenges.
The survey found that 72 percent of Americans consider DEI an important business priority, yet only 34 percent believe businesses are doing a good or excellent job advancing it.
That gap suggests businesses can turn workforce priorities into measurable results.
Making the Most of Houston’s Talent Pool
In a region where talent comes from a wide range of communities and backgrounds, stepping back from inclusive workforce strategies raises practical business questions.
Could employers overlook qualified workers? Miss opportunities to bring different perspectives into decision-making? Or struggle to retain talent if employees see limited paths for growth?
These questions matter as Houston businesses consider how to make the most of the region’s workforce.
Employers can start by asking:
- Are we reaching the full talent pool? Expanding career pathways and removing unnecessary barriers can help connect businesses with qualified workers.
- Are we helping talent thrive? Inclusive leadership, advancement opportunities and a sense of belonging can support employee development and retention.
- Are we measuring results? Clear goals and accountability can help turn workforce commitments into business outcomes.
Turning Opportunity into Action
Houston’s diversity gives businesses access to a broad range of talent, experiences and perspectives. Realizing the full value of that advantage requires intentional strategies to attract, develop, advance and retain talent.
HR and talent leaders at Partnership member companies are invited to join Inclusive Leadership and Opportunity, a network of organizations sharing insights and leading practices and strategies to strengthen talent and expand opportunity across Houston.