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Houston expert analyzes women's role, challenges in the energy industry

By understanding the barriers they encounter, leaders, managers, and recruiters can implement targeted strategies to create more inclusive and diverse work environments. Photo via Getty Images

The Women in Energy Global Study is an annual guide that delivers insights on how to retain female talent in a challenging world. It’s a critical roadmap for business leaders, managers, recruiters, and diversity and inclusion professionals to what women want, need, and can offer in the global energy workplace.

The report dives into the data to reveal the nature and aspirations of the female energy workforce. It explores the kids of jobs women are doing and the level of seniority that they are reaching, the career issues they face, what motivates them to contribute their skills to the energy transition and what they need to truly thrive.

The energy transition was a strong thread running through this year’s global survey with a commitment to Net Zero being the stand-out factor that attracts women to a company. Respondents came from an even greater variety of sectors and roles both within and outside the energy industry, reflecting the growing richness and complexity of energy today and the exciting new opportunities it offers.

This year's results showed that oil and gas is the largest employer of women, followed by renewables, and most respondents have reached middle-management level in their career. However, there are still more women than men at the bottom and more men at the top. Women are more likely to be in project management, while men are more likely to be in engineering, and only 6 percent of field services roles are held by women.

Work-life interface and flexibility

Employers appear to be rolling back some of the flexible working policies introduced during the COVID-19 pandemic yet offering options for where and when work is an important value proposition for any company wanting to attract and retain talent.

The good news is that most men and women feel they now have a good work life balance, a positive shift from last year when most said they didn't. Women said that better flexible working would make the most difference to work-life balance.

Attracting and developing diverse talent and helping women thrive

Companies’ commitment to DEI appears to be declining, a reversal in trend from previous years. If this is more than just lack of visibility of what has become "business as usual," then organizations need to remember that better DEI leads to better business performance and it is critical to communicate efforts in this area.

Key things women want from their employer are better professional development, sponsorship and mentoring, flexible working and the opportunity for job-share or part-time working, but there appears to be delivery gap between availability of policies and their uptake.

The demand for good paternity leave is huge among men – more than half said they wanted to see it introduced or improved – and this could be a gamechanger for both sexes. Additionally, a strong commitment to net zero still makes a company more attractive to both women and men. Other key factors for women when choosing their employer are an inclusive workplace culture, benefits and a commitment to DEI.

Time to pave the way

When we amplify the voices of women in the global energy market, we not only bring attention to the challenges they face but also highlight the vast potential they hold. By understanding the barriers they encounter, leaders, managers, and recruiters can implement targeted strategies to create more inclusive and diverse work environments. This not only benefits women in the industry but also fosters innovation and drives growth in our ever-evolving energy sector. As we pave the way for more opportunities and empowerment for women in energy, we are shaping a brighter and more sustainable future for all.

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Jayne Stewart is vice president of oil, gas and chemicals across the Gulf Coast region in the U.S. for NES Fircroft. She is based in Houston.

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A View From HETI

Thanks to a new partnership, Engie North America plans to add 'precycling' provisions to power purchase agreements on projects in the Midwest. Photo via Getting Images.

Houston-based Engie North America has partnered with Arizona-based Solarcycle to recycle 1 million solar panels on forthcoming projects with a goal of achieving project circularity.

The collaboration allows Engie to incorporate "precycling" provisions into power purchase agreements made on 375 megawatts worth of projects in the Midwest, which are expected to be completed in the next few years, according to a news release from Engie.

Engie will use Solarcycle's advanced tracking capabilities to ensure that every panel on the selected projects is recycled once it reaches its end of life, and that the recovered materials are returned to the supply chain.

Additionally, all construction waste and system components for the selected projects will be recycled "to the maximum degree possible," according to Engie.

“We are delighted to bring this innovative approach to life. Our collaboration with Solarcycle demonstrates the shared commitment we have to the long-term sustainability of our industry,” Caroline Mead, SVP power marketing at ENGIE North America, said in the release.

Solarcyle, which repairs, refurbishes, reuses and recycles solar power systems, estimates that the collaboration and new provisions will help divert 48 million pounds of material from landfills and avoid 33,000 tons of carbon emissions.

“ENGIE’s precycling provision sets a new precedent for the utility-scale solar industry by proving that circular economy principles can be achieved without complex regulatory intervention and in a way that doesn’t require an up-front payment," Jesse Simons, co-founder and chief commercial officer at SOLARCYCLE, added in the release. "We’re happy to work creatively with leaders like ENGIE to support their commitment to circularity, domestic energy, and sustainability.”

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