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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

Don Daigler will be tasked to lead CenterPoint Energy's yearly work in preparation for, response to and recovery from all emergencies, which includes both natural disasters and man-made events. Photo via CenterPoint Energy/LinkedIn

CenterPoint Energy announced the hiring of industry veteran Don Daigler as the new senior vice president of CenterPoint’s Emergency Preparedness and Response.

Daigler will be tasked to lead the company’s yearly work in preparation for, response to and recovery from all emergencies, which includes both natural disasters and man-made events. Daigler and his team will coordinate with all public safety partners.

“I’m pleased to join CenterPoint Energy and lead its Emergency Preparedness and Response team to transform how we prepare, mitigate and respond to the impacts of hurricanes, extreme weather and other emergencies,” Daigler says in a news release. ”The year-round work of our team will help position CenterPoint to deliver the service our customers expect and deserve before, during and after emergencies when the need is greatest.”

He brings over 40 years of experience across private and public sectors in emergency management, and national security and business resiliency. Daigler most recently was the CEO and founder of Resilience Advisory Services, which specialized in advancing resilience efforts across critical infrastructure sectors. He also served as director of the Federal Emergency Management Agency’s Response Planning Division and chief of FEMA’s Tactical Incident Support Branch. Daigler also had leadership roles for the Environmental Protection Agency , National Nuclear Security Administration, and Reynolds Electrical and Engineering Company.

This leadership position “underscores CenterPoint’s commitment to improving its emergency response and coordination following Hurricane Beryl, and represents completing another of the more than 40 commitments CenterPoint made as part of the Greater Houston Resiliency Initiative (GHRI) in August,” according to CenterPoint. CenterPoint completed 41 of the 42 overall commitments. The last commitment is scheduled to be completed by the end of 2024.

“After Hurricane Beryl, we heard loud and clear the calls to improve our preparedness for storms and other emergencies,” President and CEO of CenterPoint Energy Jason Wells adds. “Don will play a leading role in enhancing these operations ahead of the 2025 hurricane season and making CenterPoint a model for other utilities in emergency management and preparedness. His hiring underscores our commitment to better serve our customers in the energy capital of the world and building the most resilient coastal grid in the country.”

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