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News & Field Trips

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1. Nigeria and Libya are getting pressure to cap output when production stabilizes.


Until now Nigeria and Libya have been exempt from the previous OPEC supply cuts, but this may change with an upcoming meeting in St Petersburg, Russia.  OPEC and Non- producers are gathering once again on Monday to discuss the future of their pact to curb output by 1.8 million bpd through the end of March 2018.  With pressure from Russian Energy Minister Alexander Novak, who is on record stating that Libya and Nigeria should cap output when their output stabilizes, many are wondering if the committee will recommend a conditional cap on Nigerian and Libyan oil production. 


2. U.S. threatens sanctions against Venezuela.


The Trump Administration has warned that it will take “swift economic actions” if the Venezuelan government continues with a July 30th move to rewrite the constitution consolidating power under President Nicolas Maduro.  Although we don’t have exact details of what the sanctions would entail, the prevailing thought is that the threat is directed at state-owned oil company PDVSA, the government’s main source of revenue. Obviously, a Venezuelan oil ban would severely cripple an already chaotic Venezuela.  The country is currently in shambles and this ban would continue the downward spiral.  Additionally, it will add further uncertainty to an already unstable global oil market.


3. Tensions continue to rise as the Philippines resumes drilling in South China Sea.


Even after the world court ruled China lacked a legal basis for its ownership claims in the South China Sea, China continues to cause problems.  Over two years ago, Philippine energy officials halted drilling for oil and natural gas in a sensitive part of the Sea and entered arbitration with China over who has the rights to an 8,866 square-kilometer island (Reed Bank) 80 kilometers from the Philippine island of Palawan.


However in a bold move, Now the Philippines is ready to let drilling resume.  The drilling would surely infuriate China, which believes more than 90% of the sea including Reed Bank to be its own – despite the July 2016 arbitration verdict saying otherwise.  This move by the Philippines will force China to make a choice:  Put up a fight and risk elevated tensions that may lead to the United States getting involved or losing its claim on the island.  China’s 19th Communist Party congress will most likely take place in November, and those meetings will reveal a great deal in regard to China’s position.

The idea of U.S. energy independence isn’t a new idea.  Nixon declared war on foreign oil in the 70’s.  In 2006 George W. Bush said the U.S. is, “addicted to oil, which is often imported from unstable parts of the world.”  And most recently, Donald Trump pushed for energy independence as part of his Presidential campaign.  So, this brings up a couple good questions…


Is U.S. energy independence a good idea?


Is U.S. energy independence possible?


Well, on the surface, the argument seems like a good idea.  The U.S. imports over 60% of their oil from questionable locations around the globe, exposing our economy and politics to numerous world pressures, stresses, and problems.  Our large imports also increase and our already massive trade imbalance, while simultaneously filling the pockets of countries like Iran, Russia, and Venezuela—not necessarily America’s list of best friends.  So, when you think about it, energy independence sounds like a pretty good way to get rid of all that.  Right? 


Not so fast.


First of all, currently the U.S. doesn’t have a “real” substitute for the oceans of oil we import.  Yes, American drilling is increasing in 2017, but at this point, can that really replace what we are importing.  Honestly… not yet.


And even if we had good renewable energy alternatives ready to deploy—such as fleets of super efficient cars, solar panels on every roof, and wind turbines on every hilltop, we’d need decades to replace the current oil infrastructure – and that would take lots of energy in the process – AKA oil.  Somewhat ironically… to build the energy economy that we want, we would need to lean heavily on the current energy economy that we have.  However, this doesn’t stop the renewable lobbyists like wind and solar from pushing their agenda to get subsidies and advance their own sectors by playing on the fears of Americans being dependent on foreign oil. 


So, let’s bust some myths.  Is U.S. energy independence possible?  Yes, it is, but not nearly as quickly as some people would like you to believe.  Is it a good idea?  Yes, but it’s not as clear cut as people would like you to believe. 


The better question might be, “do we have energy security?”  Regardless of where our energy is coming from, do we know we have a secure source of it long into the future?  That’s the answer we want to say YES to!  If we can get it cheaper by importing it, why not as long as it’s a secure source?  Let them use up their oil before we use up ours!  But we should also be Rolling out new technology as soon as possible because it takes so long for it to take hold. 


Energy independence is a good goal, and I’m not saying we shouldn’t “generally” strive for it...  But let’s make sure we’re keeping the whole picture in view and not cutting off our nose to spite our face.   

Author:  Polly Mosendz, Bloomberg NY

“This ain’t your daddy’s oil,” the commercial proclaims, cutting to shots of spray paint being made and a wall covered in fanciful graffiti. “Oil strikes a pose. Oil taps potential. Oil pumps life.”

Oil, in short, is cool, the industry’s branding braintrust has declared. The 30-second spot rolled out this year is part of a broader American Petroleum Institute campaign  to “raise awareness about the role natural gas and oil has in economic growth, job creation, environmental stewardship, and national security.” Dubbed Power Past Impossible, the ads by the lobbying arm of America’s oil giants are all about millennials, the generation of roughly 21 to 35 year olds which out-sizes any other and makes up the largest chunk of the American workforce. 

“It’s a shift in our messaging and our target that’s been in the works for several years,” says Marty Durbin, the institute’s chief strategy officer.  “There isn’t a company out there that isn’t chasing the elusive millennials.”

That may be true, but there are few with the kind of uphill battle the oil industry faces in catching them. Millennials often frown on companies whose main products play a key role in global warming. A 2016 poll by the University of Texas found that 91 percent of those under the age of 35 said climate change is occurring and just over half supported a carbon tax. About two thirds of millennial-aged voters said energy issues influenced how they vote and that they plan to by an alternative fuel vehicle.

Oil and Gas Millenials Pink Petro Bloomberg

“What exactly were you guys thinking making a commercial aimed at young people?”

The spray paint ad, it turns out, got a decidedly mixed a reaction.

“What exactly were you guys thinking making a commercial aimed at young people,” tweeted one viewer. “Every time I see it I’m reminded of how [expletive] of a resource petroleum is ecologically and how dumb it was to advertise ... that way.”

Millennials prefer brands that come across as “conscious capitalists,” explained Jeff Fromm, an expert in marketing to younger Americans. “Any mature industry has to think about the fact that there’s a new sheriff in town with new values, new spending habits,” he added, referring to millennials. “Legacy brands often have that challenge.”

Beyond reintroducing the brand, the Big Energy ad blitz has a more daunting task: convincing millennials to work for the industry. In the coming years, fossil fuel companies expect “to see a big turnover, sometimes called ‘the big crew change,’” Durbin says. “We started to reach out to different demographics—women, veterans, minorities—to educate them on what the industry does and to learn what would pique their interest.”

Getting millennials to take these jobs, which tend to pay well but come with their own risks, won’t be easy for an additional reason. Unemployment is at a 16-year low and talented engineering graduates are flocking to Silicon Valley for internships and first jobs that pay more than the median national wage. This adds even more pressure on the oil industry to spiff up its image, insofar as it can, to lure young workers with lots of choices.


Asking a millennial to work for an oil company instead of Tesla is a tough proposition.

“Oil and gas companies may need more profound changes to meet demands for meaningful work and social responsibility to attract the next generation of top engineering and leadership talent,” McKinsey & Co. wrote in a September 2016 report on the future of the oil sector. Asking a millennial to choose between a green-tech company like Tesla Inc., which makes cars that don’t pollute, and an oil company, which fuels those that do, is a difficult proposition.

The consulting firm found 14 percent of millennials would reject a career in oil because of the industry’s image. That’s the highest of any industry it polled. Only 2 percent of American college graduates list the oil and gas sector as their first choice for a job, according to research by Accenture, a professional services company. 

Even among those unsure of their path, the news isn’t good. Less than half of millennials without a set career find appeal in oil and gas, according to the recently released EY U.S. Oil and Gas Perception poll. Women were more likely to reject the industry than men. And its only going to get worse as time goes on: The generation after millennials, commonly referred to as ‘Z’, turned their nose up at oil jobs even more frequently. 

Part of the issue, EY found, was a disconnect between what millennials want from a job and what oil executives think they want—and it has nothing to do with the environment. Asked what they prioritize in a job, 56 percent of millennials said salary, followed closely by work-life balance, job stability, and job happiness. Industry executives thought far more millennials were driven primarily by salary, an anachronistic viewpoint that may illustrate the generational challenge faced by their  branding campaign.

Millennials have a similarly dated outlook. EY found they view the oil industry as packed with roughnecks, and the work as “blue-collar, dangerous, and physically demanding,” despite much of the sector being office-based and engineering-focused. 

In a recent report, Accenture said most sectors facing a professional talent crunch can rely on new college graduates to fill vacancies.

“That’s not the case for oil and gas operators,” the firm said. “Many millennials believe the sector is lacking innovation, agility, and creativity, as well as opportunities to engage in meaningful work.”

At the very least, this perception is what the American Petroleum Institute says it hopes to change. “Millennials are interested in innovative, high technology industries,” Durbin says. “If they don’t have that view of our industry, we have the opportunity to change that. If you want to go into high-tech engineering, look at our industry.” 

Durbin concedes the ad campaign won’t change the mind of every millennial. “ There are those out there who we are never going to get,” he says. “ There are some who are going to say ‘I don’t like the industry.’”

But Durbin, and oil companies in general, may be happy with just letting people know there are jobs to be had, even if the campaign invites abuse from some young people who see fossil fuels as a blight.

“ It’s a very different flavor from what we had done before,” Durbin says. “ It’s gotten people talking.”

To contact the author of this story: Polly Mosendz in New York at

To contact the editor responsible for this story: David Rovella at

Photo: Matthew Staver/Bloomberg


Earlier this year the OGTAG (Oil and Gas Trafficking Advocacy Group) was formed out of a need to help combat sex trafficking in the industry.  It's mission is to bring awareness to the O&G Industry for the prevention of sex trafficking in the US and abroad. The term “sex trafficking” not only references the people being sold, but people soliciting sex, or buyers, hence the need to address both the “supply” and “demand” side of the issue to combat trafficking.


Alexandria Gerbasi, Chief Administrative Officer of the OVS Group sees a great need for O&G companies to raise awareness about the issue to drive prevention.  


At its recent meeting, Todd Latiolais, Associate Director of Prevention & Policy of The Texas Governor’s Office shared about Texas Legislation passed in 2015 to establish the Human Trafficking Prevention Business Partnership Program. This program was designed for businesses wishing to prevent and combat human trafficking by voluntarily enacting policies and measuring employee compliance to reduce demand. Participating Texas companies can apply for a Certificate of Recognition from the Secretary of State.


Mar Brettman, Founder & Executive Director of the BEST Alliance shared with the group the business risks trafficking poses, in addition to the harm it causes victims. He also provides strategies for addressing the issue, policies, employee communications, trainings, as well as how to engage other stakeholders to actively address human trafficking.  


Several O&G Companies are joining the Human Trafficking Prevention Business Partnership Program and BEST Employer Alliance to combat human trafficking both locally and abroad as zero tolerance policies are rolled out to address human trafficking and sex buying. To facilitate this process, The Texas Governor’s Office and BEST Alliance are available to help companies enact policies. By raising awareness, we can reduce demand and curb “supply” which in this case is not a product, rather, human beings coerced and often-times trapped into the commercial sex industry.


BOOM Film: Play on Vimeo


iEmpathize produced a training video to highlight how trafficking presents itself within the O&G Industry. BOOM can be used to make a business case for raising awareness and enacting policies internally and externally to address trafficking.  


OVS Group invites all O&G colleagues to join these efforts. The OGTAG meets bi-monthly in Houston. For more information about these efforts and more, please contact 

1. Huge oil discovery in Mexico looks promising.


Last week, UK-based Premier Oil, Talos Energy and also Mexico City-based Sierra Oil & Gas, announced a potentially massive new oil discovery off the Mexican coast.  So large in fact, that they said it was a “world class discovery.”  Premier stated that their initial results suggest the well has the potential to produce in excess of 1 billion barrels.  The well is made up of light oil and some associated natural gas.


The discovery is good news for a struggling Premier Oil; its stock price skyrocketed 30 percent after the announcement. But the discovery is even better news for Mexico, who has been experiencing declining oil production for years.  It now appears that Mexico will be a top global destination for oil exploration.


2. Siemens and AES launching a joint venture to focus on battery storage systems.


A new partnership between Siemens and AES could finally prove to be a formidable competitor for Tesla in the energy storage sector.  Although there’s enough room for both at the moment, The joint venture, called Fluence, will soon become a major player with Siemens 463 MW of battery-powered storage systems across 13 countries and AES’ decade of experience in energy storage systems. This is an exciting industry to keep your eye on because battery-based storage systems have significant potential to reduce the use of oil and gas in the future – as technology expands and increases.


3. Energy Investments are down year over year.


According to the International Energy Agency’s (IEA) World Energy Investment 2017 report released last Tuesday, energy investments are down by 12 percent from this year compared to last.  This drop is worldwide and brings the total investment to US$1.7 trillion in 2016.  And even more interesting is the fact that electricity investment is outpacing oil and gas spending for the first time ever.


Although oil and gas have plummeted from 2014-2016, upstream oil and gas investment is expected to rebound this year, according to the same report – led by U.S. Shale investments.


ICYMI (In case you missed it ....)


On Friday, our friends at Baker Hughes, a GE Company were on Wall Street and rang the bell to commemorate their first trading day on July 5 2017.    Thanks to member, and Chief Information Officer, Jen Hartsock for the photo of BHGE ladies on Wall Street. Watch the bell event live here.


Baker Huges GE Pink Petro


Mid-week, tech exec Mark Zuckerberg visited the North Dakota shale, furthering rumors the mighty millennial is running for office.  In a lengthy Facebook post, the Facebook CEO wrote that it is "important" to understand "different perspectives" about the energy industry. According to Zuckerberg, the workers he met "believe competition from new sources of energy is good, but from their perspective, until renewables can provide most of our energy at scale, they are providing an important service we all rely on, and they wish they'd stop being demonized for it."


We couldn't agree more. Read the story here.


Marck Zuckerberg energy pink petro 


And, finally all week long, the World Petroleum Congress was held in Istanbul, Turkey.  The 22nd congress brought 6000 delegates from over 90 countries.  And the gender balance discussion was a highlight.  Read our piece on Untapped Reserves: Bridging the Gender Gap here and check out the full report on the BCG website.  Watch our segment on Pink Petro TV with Leigh-Ann Russell and Yassmin Abdel-Magied to hear their perspectives.


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Amanda Barlow

Back To The Grind

Posted by Amanda Barlow Jul 12, 2017

The best part about working offshore for me is the travel and exploring new parts of the world - for some that may be the worst part of the job! I like to think of my travel days as a mini break…a break from home…a break from work… a break from electronic connectivity. A time to slow down and read for the fun of it or catch up on writing projects (like I am now!) or just to meditate, daydream, fantasize…anything you never make the time for in your busy life at home or at work. The transition from “break time” at home to “work time” on the rig can be brutal so it’s nice to have a day of disconnect between the two.


With my job as a wellsite geologist, I may not even have the option to study up on wellsite operations that I’ll be walking into because working mainly in exploration means we quite often don’t even get briefed on the status of the operations due to strict “tight hole” status. This means that any news on the drilling operations can be market sensitive and therefore the dissemination of all operational information is strictly controlled. Sort of like being involved in a big expensive secret mission in the middle of some exotic sea that only specially trained people can fly to…ok, now I’m fantasising :-)


The travel day to the rig at the start of your hitch has a totally different vibe to the travel day on your way home, after spending up to 28 days on the rig. When I’m travelling to work, I feel a mixture of excitement and also dread, knowing that I could be working for up to 28 days on the rig, 12+ hours every day and this is my last day of “freedom” for a while. But there’s also the fun part of catching up with work mates again…and of course not having to do any cooking or cleaning for the next few weeks!


It’s always a bonus if you get to overnight at a nice hotel the night before you fly out to the rig. One last taste of comfort – and beer - before the hard work begins. 


Novotel Bed


It’s generally an early start on fly-in day and this hitch was to be no exception. A 4:30 am pick-up at the hotel for a 5:00 am check-in at the airport is a sure sign the holiday is over. Despite the early check-in, our helicopter wasn’t due to depart until 7:30 am so we had a long boring wait in the terminal without any electronic devices to keep us entertained. By this stage all of our belongings are checked in for the flight and the only thing you’re allowed to keep with you in the cabin of the chopper is a soft-covered book or magazine. It pays to remember to take one with you because delays can happen and you can find yourself with hours to kill in a boring departure lounge.


With all the waiting over, the eight incoming crew members were led out to the tarmac and boarded a bus that took us to the helicopter. We geared up in our life vests and hearing protection and boarded the chopper for the 2.5 hour trip to the rig. The life vests contain emergency breathing apparatus so are very heavy on one side which makes them lopsided and awkward to wear. The straps are always hard to adjust so I fumbled trying to get it tight enough to feel snug around my waist, although I doubted they were made to fit a waist my size! I was reassured by the addition of a crotch strap that meant even if the waist strap was loose then the crotch strap would ensure the life vest wouldn’t float off me once inflated.


Being wet season, the payloads of the aircraft are kept to a minimum so we were warned to have only one bag of maximum 12 kg. Even with the restricted payloads the chopper still made a fuel stop at Kcaow Pyuy (pronounced Chow Pew) airport to ensure it had enough fuel in case of delays or diversions during the remaining flight to the rig.


Kcaow Pyuy is on the western coast of Myanmar and is the closest airport to where the rig was drilling offshore. We were directed into a waiting room just off the tarmac where we waited for about 15 minutes while they re-fuelled the helicopter. It had taken about 1 hr 50 min to get to Kcaow Pyuy and it would be another 30 minutes flying time to get to the rig, finally arriving at 10:00 am.


It was my first time on this particular rig and it was by far the biggest I have been on. Being a dual derrick 6th generation drillship meant it was heavily staffed by not only drilling crew but also a dedicated marine crew who were responsible for the running and maintenance of the ship. I was to be one of only 4 women on board out of a total POB (persons on board) of 198.


While the layout of the rig was very similar to the previous drillship I had worked on, it was probably about 15% bigger, which equated to a lot more stairs to climb. From the lowest deck (where the gym was located) to the top of the helideck there were 10 levels within the accommodation block. After a brief spiel on the status of the current operations by the OIM (Offshore Installation Manager) and the WSM (Wellsite Manager) it was time for a quick Cook’s Tour and induction of the rig. The important things like where your cabin is, where your office is and the location of your emergency lifeboat are all covered in this quick walk-around. Being the first of the wellsite geologists on the rig for this current phase of the operations meant I had no-one to greet me so all I had for a guide was a copy of some handover notes that had been emailed to me by the last WSG who was on-board for the previous well.


I was happy to learn there was a dedicated room for the wellsite geologists so for now I would have the 2-man room to myself. Being the first geologist on board meant I got to secure the bottom bunk for myself…always a great start to your hitch.




The cabin was spacious although as is typical of all offshore accommodation, they provide a locker for your gear that has no shelves in it so 80% of the space is wasted. Obviously the people who design the rigs have never worked and lived on one of them so have no idea how ridiculously frustrating it is to live out of a locker that has 80% unusable space in it. Added to this design fault is usually a small square mirror on the inside of the door that is positioned at least a foot above my head height, but I was happy to see the mirror in this locker was not only bigger than usual, but also at a height where I could actually see myself. Although this was a good thing, it was soon offset by the fact that the door had no way of securing the hinge in an open position so the door was free to swing closed with every roll of the ship. You just have to get used to tying your hair up with both hands and balancing on one foot while you use the other foot to hold the locker door open. It’s a life skill most women never have the need, or opportunity, to acquire so I considered myself lucky to be given this opportunity. Where else can you get an ab workout while doing your hair?





The ensuite bathroom also proved to be a bit annoying with no shower curtain in it to prevent the water from covering the rest of the small room when you had a shower. I tried to explain to a passing cleaner that I had no shower curtain but he didn’t speak English so I couldn’t get the message across to him. I thought maybe all the rooms were like this so put up with it for the first day. Feeling very exposed while having a shower, I couldn’t help but be reminded of an incident I had read about a year earlier where a rig was found to have hidden cameras in one of the women’s rooms, positioned covertly in hanging hooks on the wall. I suspiciously scrutinised the towel hooks on the back of the door for any signs of camera lenses but was satisfied I probably wasn’t being spied on.


The bunk bed was very comfortable and I had no problems falling to sleep at the end of the day. Unfortunately though the sleep was short-lived when I was awoken by a fire alarm. I was pretty sure it wasn’t a drill so waited for the announcement to be made on what course of action we were to follow before getting out of my comfy bed. I was praying it was a false alarm so I could go straight back to sleep. The first announcement to follow said the alarm was being investigated and everyone was to standby for further instructions so I was hoping that meant we wouldn’t have to muster straight away, if at all. After a few minutes the announcement was made that it was a false alarm and no action was required…yay, I could go back to sleep!


Getting into a routine quickly is important to me so I set my alarm for an early start so I could get a workout done in the gym before starting my shift the next day. I hadn’t actually been shown the gym on my induction tour so I was hoping to be able to find it OK. Like on many rigs, the gym was on the lower most deck which meant it was below the water line. To make it even more interesting you had to access it through an hydraulically-driven water-tight door that was alarmed and had a red flashing light while it slowly opened and closed. Before entering the area you had to call the bridge to let them know you would be going through the water-tight door. These doors can be operated remotely from the bridge and in the event of an emergency they could be opened or closed automatically without warning. The blaring alarm and flashing light was almost enough to put me off entering but not training in the mornings isn’t an option so I persevered.


The gym was well equipped, despite only being a fairly small room. There were three TV screens mounted on the walls and a table with a supply of bottled water and paper towels. Two doors at the back of the room led to a toilet and a sauna room. For the next hour I was in my happy place and my daily routine of train-work-eat-sleep had begun.


DDKG2 gym


Due to it being monsoon season, the rig was moving quite a bit so training in the gym was extra challenging. My run on the treadmill turned into a hill interval session whether I wanted it to be or not. Managing the free weights also posed an extra degree of difficulty as the heaving motion of the ship either increased or decreased the effective weight you were pressing/pulling with unpredictable timing. It all added to the weirdness that comes with doing a workout in the bowels of a ship at 3 am in the morning before starting work at 4:30 am.


For the next few days I would be the only wellsite geologist on board so I wanted to touch base with people to find out what had been happening overnight before I had to deliver my morning reports. The first of the meetings is at 5:30 am with a pre-work meeting for everyone starting shift at 6:00 am. That usually goes for about 20 minutes and then at 6:30 am there’s another 20-30 minute meeting for the third-party supervisors to discuss operations for the shift ahead. Then at 08:00 am there is a phone conference with the drilling operations people in the Perth and Yangon offices. In-between all these meetings I had to send reports to the operations geologist who I report to in town. Normally when I’m on day shift and there is another geologist doing the night shift I wouldn’t need to attend any further meetings but because there was no night shift geo I wanted to attend the 6:30 pm third party meeting also, just in case any operations anyone was doing overnight impacted me. By the time that meeting was over at about 7:00 pm I was ready for bed so I could get enough sleep before starting it all over again the next day.


Another priority when you get to a rig for the first time is to check out the availability of Wi-Fi. While it is prohibited to take your mobile phones outside of the accommodation block, there is generally a Wi-Fi network within the accommodation area so you can stay in touch with the outside world while on the rig. The network is always very slow and many sites have access banned, such as gaming and pornography websites. You always want to make sure you have any apps you want downloaded at home before you leave because large data downloads are virtually impossible. Be prepared to only see the text on your Facebook feed as the photos take several minutes to load.


The rig is offshore from Myanmar with a lot of the drilling and marine crew coming from India, where the rig had previously been working for a few years. Many of the third party personnel are from Myanmar, as are the catering and cleaning crews. There’s also quite a few Scottish and English crew members as well as Australians who work either directly for the operating oil and gas company or are contracted to it (as I am). Although that covers the larger number of personnel, there are also many other nationalities represented from all around the world. You couldn’t find a more culturally diverse workforce at any other worksite in the world, I’m sure. Many of the lower skilled workers speak no, or little, English so there is a Myanmarese interpreter on board at all times.


Returning back to the long days of work on the rig after being out of work for 15 months was surprisingly easy to adjust to and within a couple of days I felt like I’d never been away. Once you get that long, first day on the rig done and your first decent night’s sleep it’s back to business as usual.


This particular rig had been working almost continually since the boom so most people working on it had not been impacted to the degree I had in the current downturn. Although most would inevitably had a reduction in their pay rate, they were still to experience the threat of a possible long-term unemployment situation. Despite this, it is still a possibility that it could happen after this contract finishes so everyone is very aware of the precariousness of their jobs. It’s a very uncertain future for all of us and it’s virtually all everyone talks about. I have no way of knowing how long this hitch will be or if I’ll be lucky enough to secure more after this one…I’m hoping I will be.






Offshore Oil and Gas PEOPLE 3D book coverAmanda Barlow is a wellsite geologist in the offshore oil and gas industry and also a published author of "Offshore Oil and Gas PEOPLE - Overview of Offshore Drilling Operations" and “An Inconvenient Life – My Unconventional Career as a Wellsite Geologist”. She is also a recreational marathoner who has run over 40 marathons in 16 different countries and is the author of “Call of the Jungle – How a Camping-Hating City-Slicker Mum Survived an Ultra Endurance Marathon through the Amazon Jungle”, an account of her participation in one of the worlds most extreme multi-stage endurance events. You can connect with Amanda through the Pink Petro community, LinkedIn: or through her Facebook page:

The apple doesn’t fall far from the tree.


It starts at the top.


Like mother, like daughter.


We have a whole slew of phrases in our language to convey the simple notion that the people in charge set the tone for the people who look up to them.


The oil and gas industry is no different and the data seems to be getting worse.


A new report released by the Boston Consulting Group and the World Petroleum Council at the World Petroleum Congress in Istanbul today found that when it comes to fighting gender imbalance in the industry, CEO commitment makes all the difference.



I spoke with Ivan Marten, vice chairman of Boston Consulting Group’s energy practice and a co-author of the report, about the findings, and he called the perceived commitment of the CEO on gender issues “the most relevant factor determining its importance within the organization.”


What does that mean, in hard numbers?


“Of men who think their CEO considers gender diversity very important, 86 percent consider it important or very important. But this percentage drops to 34 percent when men think their CEO considers gender diversity very unimportant,” Marten said.


For an industry that ranks just about dead last (okay, 2nd to to last, but really who is counting) when it comes to the number of women in its ranks (22 percent, according to the new report), that means a whole lot is riding on the feminist tendencies of an executive who is – let’s face it – more than likely a man.



But really, it’s not about feminism (even though I wholeheartedly believe the bumper sticker slogans that feminism is the radical notion that women are people and women’s rights are human rights).  It’s about logistics, safety and profitability.


First, there’s the sheer fact that three-quarters of oil and gas employees are 50 years of age and older, according to the report, which came together after extensive interviews with more than 60 senior industry executives (both male and female), a survey of 2,000 male and female professionals from a variety of companies and countries and data from all major international oil companies. That will leave a lot of holes to fill in just a few short years. If and when the energy industry rebounds, the need for human capital will increase even faster. I can guarantee there won’t be enough qualified men to satisfy the need. Hiring and promoting qualified women will no longer be a choice; it will be a necessity.


Then there’s the question of safety. The report ties an increased number of women in the industry to improved problem solving, greater creativity and lower-risk decision-making. For an industry where safety records are judged publicly and harshly, those qualities are critical.


And then there’s the matter of pure dollars and cents: Past research has shown that an organization with 30 percent female leaders can add 6 percent to the bottom line.


 So the report solidifies the business case for CEO buy-in. And Marten is optimistic that more C-level industry executives will come around to the cause.


“I have seen genuine commitment to address these issues in the vast majority of the conversations with CEOs,” Marten told me.


But how does that trickle down to the rest of these organizations?


The CEO might set the tone, but after that, it comes down to accountability in the lower ranks. Middle managers need to be judged in part on driving cultural change and attracting, promoting and retaining qualified female leaders.


Ulrike Von Lonski, director of communications for the World Petroleum Council, agrees.


“If a CEO clearly demonstrates their commitment to supporting women — and other minority groups — in their employ, this will set the standard across the ranks,” Von Lonski told me. “This a responsibility that CEOs have to take on more and communicate to their employees and stakeholders.”


In the study, opinions differ on gender diversity's importance to supervisors and the CEO.



The report makes several recommendations along these lines. To attract more women at the entry level, for instance, the authors advocate establishing clear recruiting targets for men and women and developing KPIs for attracting and retaining women. To keep women from jumping ship mid-career, the report suggests insisting that “every executive and senior manager take at least one talented female employee under his or her wing.” And at the senior level, the authors recommend “talking shop” with women, rather than focusing career development on softer topics.


I've got an idea.


In addition to changes on the HR front, why not issue public scorecards – scorecards that drive bonuses for senior executives – that measure diversity and inclusion, rather than just safety and environmental impact? After all, what’s measured gets managed and, eventually, transformed.  


That’s what the authors of the report are hoping, too. For their part, they have made a commitment to conduct this assessment every three years going forward. That will give us an industry-wide view of our progress – or lack thereof.


“A lot of companies do not yet have a detailed breakdown of their female employees and we hope to encourage more to start assembling and monitoring these data points in order to get a clearer picture of their workforce,” Von Lonski told me.


I couldn't agree more.  We need to boost these numbers.  




We really have our work cut out for us and it's bigger than I expected.  With industry reputation, culture and the talent gaps we have, the time for action is now.  I know this industry, and I know its people.   I know we are capable of the change we need.  Let's go do it!


Get the details here:  Full report  | Infographics

1. Former CEO of Exxon Mobil, Rex Tillerson, receives lifetime achievement award.


Current Secretary of State Rex Tillerson received a lifetime achievement award from the World Petroleum Congress in Istanbul, Turkey yesterday (Sunday).  The former CEO of Exxon Mobil is now a member of President Trump’s Cabinet, but Tillerson said he found out he would receive the award before he was chosen by Trump to lead the State Department, and joked that he thought at the time he would be accepting it in the middle of his retirement.


“It didn’t quite work out that way,” Tillerson said, according to ABC News.


Tillerson graciously accepted a lifetime achievement award and said, "I miss all of you, I miss you as colleagues, I miss you as partners, I miss you as competitors."


2. India buys U.S. crude oil for the first time.


India, the world's third-largest oil importer, has never imported oil from the U.S…. until now. 


For the first time ever, Indian Oil Corp bought a cargo of U.S. oil that will be delivered in October of this year.  IOC bought 1.6M barrels of U.S. Mars crude, a heavy, high-sulfur grade, and 400,000 barrels of Western Canadian Select. 


IOC's head of finance, A.K. Sharma, told Reuters that the cargo was priced "very competitively" and, "So long as the prices remain competitive, we will buy more of the U.S. crude,"


This first purchase of U.S. crude oil by India comes shortly after Indian Prime Minister Narendra Modi's visited the U.S. in June.  At the conclusion of their meeting, President Donald Trump said the U.S. looked forward to exporting more energy products to India.


3. Former Energy Secretary disagrees with Trump on oil reserve.


President Obama’s Energy Secretary Ernest Moniz publicly disagreed with the Trump administration's current policy on the federal government's oil reserve, stating the new administration should improve on its usefulness.


Moniz led the Department of Energy from 2013 to 2017 and argued in a Houston Chronicle op-ed last week that the Strategic Petroleum Reserve (SPR) should not be dramatically reduced, as President Trump’s budget proposes.


The former Energy chief maintained that while the United States’ oil and energy systems are different from four decades ago when the SPR was established, it’s still important and serves a vital purpose.

Increase your chances of being contacted for your dream job.

Pink Petro is offering a complimentary resume review.


This service gives you the opportunity to have your resume sent to a resume-writing expert.


Within 48 hours of opting-in, you will receive an evaluation outlining your strengths, weaknesses and suggestions to ensure you have the best chance of landing an interview.


Here's how:


To submit a resume when uploading it to Experience Energy:


1. Visit the "MANAGE RESUMES" section of your job seeker account
3. Choose the file to be uploaded
4. Click YES next to SUBMIT my resume for a free evaluation from a trusted resume expert at TOP RESUME.
5. When you receive the pop-up, click EVALUATE MY RESUME
6. Proceed with the upload by clicking "UPLOAD RESUME.


To submit a resume already uploaded to your account on Experience Energy:


1. Visit the "MANAGE RESUMES" section of your job seeker account
2. Locate the resume you would like to have evaluated
4. When you receive the pop-up, click 'EVALUATE MY RESUME'


You will then receive email confirmation from your personal resume expert.



When you say geothermal energy, a lot of people don’t even know what that is.  Hence, all the misconceptions.  The truth is geothermal energy is safe, reliable, and can be found just under our feet.  It’s a great source to help the United States meet its growing energy demand and power our electric grid. 

So, what is geothermal energy, and what are the facts about it?

According to Renewable Energy World, geothermal energy is the heat from the Earth. It's clean and sustainable. Resources of geothermal energy range from the shallow ground to hot water and hot rock found a few miles beneath the Earth's surface, and down even deeper to the extremely high temperatures of molten rock called magma.

What are the misconceptions about geothermal energy?

Myth number one: We’ll run out of geothermal energy

This won’t be true as long as the center of the earth remains hot magma.  And if that’s no longer the case, our lack of geothermal energy will be the least of our worries.  The truth is geothermal energy is a renewable energy source and will never go away.

Myth number two: Geothermal power plants take up a ton of space

Yes, they may seem big, but when you look at the numbers, you get a different story.  When you compare land consumption per gigawatt hour, geothermal energy blows the competition out of the water.  It has a smaller gigawatt/hour footprint than coal, solar and wind! 

Myth number three: Geothermal energy plants cause pollution. 

Modern closed-loop geothermal power plants don’t emit greenhouse gasses.  They consume less water than other power generation technologies and they create very little waste as they generate electrical power.  I’d say that’s pretty good compared to other energy production methods and technologies. 

Myth number four: Geothermal energy is only found in certain areas of the U.S.

It is true that depending on where you live, there are varying degrees of efficiency and cost savings when it comes to geothermal energy, but geothermal heat pumps can be used most anywhere in the United States because all areas generally have constant shallow-ground temperatures.

In fact, the U.S. Department of Energy’s Geothermal Technologies Office is currently working on an initiative to bring geothermal-powered electricity to regions across the United States.  Although we’re still early in the game, the technologies they are creating and developing are promising and have the potential to power tens of millions of U.S. homes and businesses in the future.


From PRWeb:  Cheniere Energy extends its commitment to diversity and inclusion through Pink Petro.


Houston-based Cheniere Energy, Inc. (NYSE MKT: LNG) announced today that it has joined Pink Petro, the

global community aimed at ending the gender gap in energy, in a partnership that extends membership benefits

to employees and provides events to foster professional development.


Cheniere Energy, Inc., is a global energy company primarily engaged in LNG-related businesses. Cheniere has received broad recognition for being the first company to export LNG from the lower 48 states in more than 50 years. The company has nearly 1,000 employees with offices in Houston, Corpus Christi, Louisiana, Washington, D.C, London, Singapore, and Santiago, Chile.


“A diverse workforce is key to maintaining a solid market position and remaining competitive,” said Hilary

Ware, Chief Human Resources Officer, Cheniere Energy. “At Cheniere, we are always exploring ways to

enhance our existing talent management and professional development networks. Joining Pink Petro will enable

the company and our employees to tap into a vast network of like-minded companies and individuals who share

Cheniere’s commitment to diversity and inclusion.”


Cheniere recently launched its women’s employee resource group, WILS (Women Inspiring and Leading

Success), aimed at enabling and empowering careers for women by providing development and leadership

skills and creating a culture that promotes inclusion and diversity. While the group is geared towards the

professional development of women, all Cheniere employees are encouraged to participate.


Collaborative efforts with Pink Petro will include participating in formal and informal events, utilizing the Pink

Petro online community, and serving on the global energy community board, an industry inclusion think-tank

that collaborates with external organizations and initiatives.


“We are very pleased to have Cheniere Energy join Pink Petro, as a first mover LNG company,” said Katie

Mehnert, Pink Petro Founder and CEO. “Their commitment to building a diverse workforce and talent pipeline

make them a perfect fit. We welcome them to our community and look forward to working together to change

the energy conversation.”


About Pink Petro

Pink Petro is the leading global community and social enterprise aimed at ending the gender gap in energy.

Using social technology, its mission is to elevate and connect individuals, companies, and industry to create a

more diverse and inclusive workforce and supply chain. The community has a diverse audience of women and

men in 120 countries in nearly 500 companies across energy in oil and natural gas, LNG, renewables, and



About Cheniere

Cheniere Energy, Inc., a Houston-based energy company primarily engaged in LNG-related businesses, owns

and operates the Sabine Pass LNG terminal in Louisiana. Directly and through its subsidiary, Cheniere Energy

Partners, L.P., Cheniere is developing, constructing, and operating liquefaction projects near Corpus Christi,

Texas and at the Sabine Pass LNG terminal, respectively.





Contact Information


Eben Burnham-Snyder

Cheniere Energy 



With the Oil & Gas industry having faced a major downturn since 2014, it is now more imperative than ever that Oil and Gas Companies take steps to show our Employees their value on a Global Scale and continue to support Diversity & Inclusion.  As such oil Diversity Global has launched Quarterly Awards which will be run by World Class Judges to celebrate our employees and promote our successes on a Global Stage.  We are therefore asking companies to become involved and nominate their employees for our Diversity Awards  as per below.  Please join us and contact for application forms today.


Oil Diversity Global was launched at the beginning of 2017 in response to an urgent need by companies globally to drive efficiency, reduce cost and celebrate success.  The concept of our site is to provide several global business functions in one system for companies, whilst also addressing diversity and Business Collaboration, which are to become key tools in today’s ever changing market.

1. U.S. drilling is down for the first time in months.


After meandering down for the last few weeks, oil prices increased today (Monday) after news that U.S. drilling activity is down for the first time in six months.  Brent crude futures are up 16 cents, or 0.3 percent, to nearly $49 per barrel.  U.S. West Texas Intermediate (WTI) crude futures increased 24 cents, or 0.5 percent, to just over $46 per barrel.  The boost in prices is mainly attributed to the fact that U.S. oil production fell for the first time since January, dipping by two rigs and breaking a 24-week streak of rig count increases.


2. Baker Hughes and GE Oil & Gas to merge.


In deal scheduled to close today (Monday) Baker Hughes and GE Oil & Gas will merge and be known as "Baker Hughes, a GE company".  Shareholders approved the merger last Friday, finalizing what analysts have been expecting and projecting for some time now.  This newly formed company will be traded on the New York Stock Exchange under the ticker symbol of BHGE and be the second-largest oilfield services company in the world behind Schlumberger.


3. French energy giant Total looks to invest in Iran’s oil fields.


Total, the French energy giant, will be signing a multi-billion-dollar contract today (Monday) to develop Iran’s South Pars gas field.   Total will take a 50.1 percent stake in the $4.8 billion dollar project along side China National Petroleum Corporation (CNPC), that will own 30 percent and Iran's Petropars that will own 19.9 percent.


The investment has been talked about form months but Total CEO Patrick Pouyanne stated he’s been waiting to see if the new US administration of President Donald Trump would reimpose sanctions on Iran.  When signed, this contract will be the largest foreign deal since sanctions were eased last year.


This isn’t Total’s first foray in Iran.  The French energy firm headed the development of phases two and three back in the 90’s but left Iran in 2012 when the European Union partners imposed sanctions on Iran, including an oil embargo.