Women in Non-renewable resources

 Women in Non-renewable resources

Ying Ding – Postgraduate student, Queen's Management School

l  Women in Non-renewable resources (i.e. oil, gas, electricity)

It is difficult for women to promote in the non-renewable resources industry. at present, women account for only 15% of the oil and gas labor force. (non-renewable resources refer to natural resources that cannot be recycled for a long time after human development and utilization. Such as mineral resources, soil resources, coal, oil and so on. Also known as "non-renewable resources.)

l  Women face two problems in oil and gas jobs

1. The first problem is the difficulty of promotion to management.

Because the promotion process requires women to face so many more challenges than men, the opportunities for women deteriorate when they are promoted later. As a result, women's participation in oil and gas industries fell by 31%, compared to 22% in other STEM industries, and a 20% drop in the company's overall workforce.

2.    The second issue is promotion from Vice President (VP) to Senior VP.

Due to the small number of women applying for the job, the number of people who have been promoted is still small on the whole. And there may also be a bias against women's abilities during promotion.

At the same time, female SVP turnover rates are higher, so women account for only 1/8 of senior vice president positions and 1/10 of senior executive positions across the industry.

l  How to solve

Since careers are also part of finance, a better and friendlier career system would better promote finance, the problems women have with energy careers deserve our attention and to improve it.

First on the entry level:

 we need to increase the number of girls studying STEM (science, technology, engineering and math) and encourage more girls to study STEM subjects. Because as the demand for these industries and technologies grows, women in STEM fields may be more likely to be hired for O&M-related positions and succeed in the field. For example, women make up only 14% of mechanical engineering graduates, but 21% of computer science majors and 47% of chemistry majors.

Secondly in terms of advocacy: they should also be better known outside the industry to reduce misconceptions and be able to make more people aware of the talent of women in the industry and celebrate their achievements. This will help more girls to be inspired by them and thus increase the likelihood of participation in the field. At the same time, however, women must ensure that they do not take long 'detours' off-track, which can damage their chances of getting more senior promotions later in life.

After entry:

Ensure that the list of male and female candidates considered for early promotion is representative of the employment figures. This is one way to prevent unintended bias. Studies have found that more women are promoted in companies that adopt these practices. Provide early-career women with exposure to female role models. Seeing women succeed is an encouragement in itself. These relationships may lead to women sponsoring other women, helping them to gain opportunities and advancement in the company.

Make clear to women at all levels what is required for promotion. For example, if a long career in an operational role is necessary for a senior position, the company should encourage women and help them to take on these roles. Only then will there be a pool of experienced and qualified female candidates for promotion to senior management positions.

Finally：

more flexible working hours, improved training, a higher proportion of managers in bias training, whether internal recruiters consider a proportional distribution of male and female candidates; and an increase in the prevalence and scale of female sponsored projects are also important.

 

References:

1.     Kassia Yanosek, Ahmad, S. and Abramson, D. (2019). How women can help fill the oil and gas industry’s talent gap. [online] McKinsey & Company. Available at: https://www.mckinsey.com/industries/oil-and-gas/our-insights/how-women-can-help-fill-the-oil-and-gas-industrys-talent-gap?cid=soc-web [Accessed 19 Oct. 2020].

2.     Nsenergybusiness.com. (2018). Women in oil and gas: Why are so few women employed in the sector? [online] Available at: https://www.nsenergybusiness.com/news/women-in-oil-and-gas/ [Accessed 19 Oct. 2020].

 

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