Skip navigation
All Places > News & Field Trips > Blog > 2017 > July
2017

1. Oil prices hit a two-month high.

 

Shrinking U.S. Inventories and the threat of sanctions against Venezuela have propelled oil prices to a two-month high today.  Brent crude futures are closing in on $53.00 and U.S. West Texas Intermediate (WTI) crude futures were up to almost $50.00 per barrel, the highest we’ve seen in over a month.

 

Oil prices have increased roughly 10 percent since the last OPEC meeting when the group discussed with Russia what their plans would be for the continued supply cuts.  Conversely, U.S. crude inventories have dropped by 10 percent from their March peak of 483.4 million barrels.  Only 10 rigs were added in July, the fewest since May 2016.

 

2. Venezuela still in chaos amid election.

 

On Sunday, there was an election to vote on the creation of a National Constituent Assembly in Venezuela.  The new assembly would be composed of new delegates that support current President Nicolas Maduro and are expected to dissolve the National Assembly, an opposition-heavy body of lawmakers.  The anticipation and results of this election are causing condemnation from the international community, and resulting in violence in Venezuela.  the Associated Press reports 10 people were killed in Sunday's unrest.

 

Those opposing this vote are boycotting because they see this vote as a move dictatorship and increased power for Maduro.  U.S. ambassador to the United Nations Nikki Haley called the election a "sham" on Twitter, and the U.S. has already imposed sanctions on senior Venezuelan officials over this election, with more to come shortly – such as sanctions on oil.

 

3. Indonesia is open to rejoining OPEC, but only on its own terms.

 

Last November Indonesia left OPEC.  The cartel agreed to cut supply and Indonesia didn’t like the agreement, so the two parted ways, but now they may be reuniting.  Indonesia’s Energy and Mineral Resources Minister Ignasius Jonan told Reuters that his country is open to the idea of returning, but only with concessions that allow them to be exempt from supply cuts.

 

“ …We would have to have a concession for not following cuts from time to time,” Jonan said.

 

Cheryl Chartier is a corporate storyteller for Articulus. She’s a career veteran in oil and gas having held senior roles at AMEC Foster Wheeler, NATO and KBR. She joins two-time Emmy award winning journalist and Pink Petro TV anchor, Linda Lorelle to explain how to “build your story”.

  

Cheryl was in the industry for over 20 years, starting off as a mechanical engineer then moving into business development, marketing proposals and big deals. That’s what turned her onto the need for better storytelling.

 

“When we were trying to win business in the industry if we couldn’t tell our story very well we couldn’t win.”

 

Five years ago she left the industry to join the consultancy Articulus as a corporate storyteller who does a lot of work inside the industry to help others learn how to tell their story. Cheryl notes that holistically the industry doesn’t tell its story properly, or even at all, so we find a lot of misinformation out there, and a lot of fake news about the big bad oil which has been around for a long time. Efforts like Pink Petro are leading the way in telling a better story so we can attract and retain the talent, particularly women, who seemed to be turned off by the idea of big bad oil. We need to get better at telling our story and this is one of our biggest problems.

 

Lorelle:

"When you coach some of the companies you work with what’s the first thing you tell them when you’re trying to get them to understand what it means to first of all own their story and secondly, how they go about communicating that story."

 

Cheryl:

"Because the industry is very technical they tend to approach things very technically and logically. They leave out the emotional components that are so important to make the story resonate with people; make the story really get into the peoples hearts. They have to layer the technical information with what’s in it for the audience that they’re talking to, and how they can prove that what they say is true. And how they can give perspective on why these messages are important. So it’s the layering of true storytelling ingredients for persuasion that I work on with the companies.

 

The emotional connection is really what’s going to get people to separate you from the crowd. It’s not necessarily about what you do, but why you do what you do, the passion that you bring to it, and how you can get them to get their return on investment from working with you.

 

For some reason it’s thought we need to remove the emotion from a business like ours and all we need is the logic but the reality is that human beings make decisions based on both logic and emotion, so if we’re constantly trying to strip the emotion out of our messages we paralyze peoples ability to get on board with things and decide if this is where they should go."

 

Story telling in respect to a personal brand

 

Linda:

 “There are a lot of Pink Petro members who are in transition, some are looking for new jobs; some are in a job but not quite where they want to be. Maybe they’re struggling to communicate who they are and what they want to achieve. How does someone go about using storytelling techniques to help advance their career?”

 

Cheryl:

 “I love working with individuals who are trying to work on their brand and find better ways to communicate their brand. One of the first things we do is find the differentiator.”

 

  • What is it about this person and their brand that could stand out? What is the differentiator that makes people want to hear more?
  • Look for the subtle differentiators – things that are unique to them and bring those out in the story.
  • Also add elements of proof and evidence – we don’t want people to just trust what we’re saying but we want to be able to back that up with real evidence.
  • Be kind of scientific about the approach of putting that message together.
  • Then work on authentic delivery because the delivery of the message is so important.
  • Energy, passion, smile – bring emotion to the message.
  • Delivery is so important when you’re trying to win someone on your personal brand.

 

Tactics for overcoming anxiety and nerves when presenting your message

 

Whenever you have a high stakes performance that’s when the anxiety can come on. Ways to avoid anxiety are:

  • Being prepared and practicing
  • Power posing to make you stand tall and imposing
  • Getting ready for this performance

 

"When it comes down to it, everyone is qualified so it comes down to who we want to work with and that’s where storytelling can really help you. That’s what can distinguish the culture, the attitude, the passion, the team, all those things that are the differentiators that go over and above the qualification.”

 

 

How to get that edge over everyone else

 

Learn how to tell a better story. We have the power to get out there now; we have the technology at our fingertips; we have the ability through social media to get out there so we need to take this power on and start telling the other stories. Start telling people through conversations; start telling them through social media; tell the story of how we can be part of the solution not part of the problems within the industry.

 

The industry has always been afraid to tell its story externally, with layers and layers of communication, getting things approved before you communicate anything externally.

 

There has to be a story out there that’s compelling enough to entice people to want to come into the industry. Is the industry good for women? Women are hearing it’s not a good place to work but there’s a lot of stories as to why that is not true.

 

Cheryl’s take home message

 

“The industry empowered me to be a Mom and a career woman and I had lots of good opportunities and good choices and if I don’t tell that story then others don’t know. There’s so much richness in how we can drive the diversity that Pink Petro’s all about and we can use these platforms that we have available to us. By getting out there ourselves we help everyone get engaged by solving these problems, not just complaining about them.”

An offshore oil rig is one of the few workplaces in the world where cultural diversity is the norm rather than the exception. Technically referred to as Mobile Offshore Drilling Units (MODU), these facilities roam the oceans and seas around every continent and fly in a workforce from all around the world.

 

Highly specialized professionals and tradespeople whose skills are specific to the offshore drilling industry perform most of the work on the rigs. These people are sourced from oil and gas hubs around the world with long-haul flights being the standard means of transportation to get work.

 

Regardless of where any rig is drilling, there will most probably be people from the following countries working on it at any one time: US, UK, Brazil, Canada, Australia, New Zealand, India, The Philippines, Indonesia, China, Thailand, Vietnam, Malaysia, Pakistan, Russia, Norway, Middle Eastern countries and France. And these are just the majority of nationalities; there will be many other nationalities also represented.

 

Where this workplace differs from those onshore is in the fact that all these people still live in, and travel from, their country of origin. While most large cities these days boast very multi-national workforces, the people there now all live in the same city where they work. While they may originate from countries all around the world, they now socialize in the same circles so their cultural differences get somewhat watered down in order to conform to some socially acceptable norm of the host nation.

 

To draw an analogy you would have to imagine a city office block where 200 people from up to 20 different countries fly into the office from their homes around the world, work for 28 days straight, live and sleep at the office, eat all meals in a cafeteria at the office and then fly back to their homeland at the end of the month. That would be crazy, right? Well that’s exactly what happens offshore. You really can’t compare it to any other job.

 

Understanding, appreciating and being sensitive to cultural differences is a key quality all offshore workers must possess. Everyone on board must work as a team. Everyone has a specific job to do or they wouldn’t be there. There are no freeloaders offshore. With bed space being critical, only essential personnel are flown onto the facility.

 

At times it can be frustrating. Out on the deck everyone works to a common standard but in the accommodation it can be a different story. I’ve come to realise that western cultures are overly fussy when it comes to housekeeping and food. We are so demanding and expect everyone to comply with our standards of living. When there are people working on the rigs who come from countries where everyone has traditionally squated over a toilet rather than sitting on it, or where they don’t have sliced bread as a staple part of their diet, you have to expect that standards may be “different” (as opposed to “lower”) than what you’re used to. Patience and understanding is key to establishing and maintaining a harmonious workplace.

 

Let me walk you through an average day working offshore so you can appreciate the cultural diversity we live and work with. I will give all times without reference to am or pm because it honestly doesn’t matter when you’re working offshore. Shift work is part and parcel of the job and a great majority of the workers alternate between day shift and night shift. The times of these shifts can also change as there can be a “6 to 6” shift or a “12 to 12” shift. As my role always works “6 to 6” this is what I’ll report on.

 

3 o’clock

Arrive in the gym for a workout. Some days I do just cardio, others I do just weight training, some days I do both. Sometimes I’m the only person in the gym but most of the time I share it with the rig’s electrical supervisor. He resides in the north of England and commutes to the rig, which is currently offshore from Myanmar, on a 28-day rotation. The gym is fairly small but has loads of equipment and is very functional. Out-of-work time is precious so once we got the initial introduction over and done with during my first week on the rig we don’t usually do much talking – just training. After all, gym training is serious business!

 

5 o’clock

After an hour in the gym and time back in my cabin having a shower and getting ready for work I head to the mess (dining hall) for “breakfast”. Unfortunately if you’re on night shift your breakfast may be a roast dinner so cereal is quite often the best choice.

 

The galley crews, like the cleaners, are mostly Myanmar nationals who have been employed to work for the catering company that services the rig. Most of them only speak minimal English but they all understand the meaning of “thank-you” and “have a great day!” Like eating when at home, meal times are a time for social interaction although most of the time the conversation is purely work-related and serves more as a time to get briefed on operations that happened while you were sleeping. There can be up to 20 people or more grabbing a quick feed before work and most of them won’t be native Australians like me; in fact most of the time I would be the only Aussie in the room.

 

5:30

It’s time for the pre-shift meeting (formally known as the “pre-tour”), which every person on board has to attend before each shift. The rig safety coordinator holds the meeting. I’m not quite sure about his accent so only guessing that he could be from either South Africa or maybe Scandinavia… or anywhere in-between! His name, Johann, is a hint but not a strong enough one for me to figure out his home country.

 

Once the safety guy gives his update on safety issues he hands over to the other heads of departments who systematically give a brief run-down on events that have been carried out by their department on the previous shift and more importantly what they will be doing in the coming shift.

 

The mechanical department head is a heavily accented Scottish guy. The Scottish brogue is quite common on this rig. He hands over to the electrical department guy who also happens to be the English guy I trained with in the gym earlier. The marine crew is also represented by a Scottish guy and he passes the baton to the marine electrical engineering spokesperson who is a lady from Chennai, India, who looks like a Bollywood movie star…and I mean that in the most complimentary of ways…definitely breaking the mould of rig engineer stereotypes!

 

Once everyone from the different departments has had their say, it’s time for the Company Man (Wellsite Manager) to give a run down on current operations. With this drilling campaign being done by an Australian oil and gas company it’s no surprise that the operator representatives mostly reside in Perth, Australia. After the Aussie has his say, there’s a final message from the Captain/Offshore Installation Manager who is from Romania…where else?!

 

6 o’clock

With the pre-tour taking around 20 minutes it’s time to head to the “office” and handover with my back-to-back who has been working the opposite 12-hour shift to me. The two other wellsite geologists on this campaign are a Serbian and a Filipino, both of whom now reside in Australia.

 

6:30

A third-party meeting is held at 6:30 am and pm so all the supervisors can brief everyone on operations to be performed throughout the coming shift. With so many simultaneous operations being performed at any one time on the rig it’s essential everyone knows what’s happening and how it can possibly impact their work. The meeting starts off with the company man giving a run-down on current operations and then he goes around the room so everyone can report on what they will be doing and if they need any help from anyone. This meeting is attended by the following supervisors or company representatives:

 

The Mud Engineer: The dayshift guy is Scottish and resides in Glasgow. The nightshift is covered by a Chinese guy who has a very heavy accent and is quietly spoken so you have to listen very carefully to try and understand what he’s saying. Like many of the rig workers, the more you communicate with them the easier you’re able to understand their heavily-accented English.

 

The Cementer: Picture a young Will Smith with a Jamaican accent and you’ll paint a fairly accurate image of this guy. Turns out he’s from Trinidad but that Caribbean accent is captivating to say the least. Unfortunately his turn to speak is over and done with all too soon. His back-to-back is a Spanish guy who now lives in South America and his accent as just as intriguing as the Trinidadians. The cementers are my top picks in the awesome accent stakes.

 

The ROV operator: The remotely operated vehicle crew has a big part to play in the monitoring of the drilling operations. The lead guy on this shift is an African-American from Louisiana, USA, and he just happens to be a fellow gym junkie. Our conversations never fail to end up being a post-mortem of our last workout in the gym and how we both are on the same page with our training regime. Oh, and his accent (and personality) is pretty cool too!

 

MWD and Directional Drilling Engineers: These guys operate the measurement-while-drilling (MWD – downhole survey) and logging-while-drilling (LWD – formation evaluation) tools that are in the toolstring behind the bit down the hole. Most of the team comes from Myanmar but there is also a Thai and an Australian directional driller. While they all speak English, some are more difficult to understand than others.

 

Mudloggers: The mudloggers monitor the well and drilling parameters and it is their job to identify anything out of the ordinary with all the monitored parameters. They also collect the drilled samples for the geologist and deliver all the recorded data for the well. The team will usually consist of 2 data engineers, 2 mudloggers and 2 sample catchers. Out of the 6 people working in the unit on this hitch, four of them have the first name Aung. They are nearly all from Myanmar. It seems that Aung is a very common name in Myanmar. It certainly makes it easy for me to remember everyone’s name! I think it’s fair to say they would have to be one of the most gracious and easy-going races on the planet.

 

Deck Supervisor: With everything on the rig being too heavy to lift manually, crane lifts are an essential part of the job. The deck supervisor is in charge of coordinating all the lifts for everyone on the rig so they have the tools they need, when they need them. Because the rig had worked offshore from India for several years prior to this current drilling campaign most of the lower and middle ranked drilling and deck crew are from India. The deck supervisors are also from India.

 

Once the 6:30 third-party meeting is over it’s business as usual on the rig. Other rig personnel include the drillers and tool pushers, some of who come from the USA, India, Scotland and England. There are no Australians anywhere near the drillfloor on this rig. Quite a few of the marine crew are from Scotland and the dynamic position operators (DPO’s) are mostly Indian.

 

That just about covers all the major nationalities that are represented on the rig but there’s always many other less common ones from around the globe coming and going from the rig. The location of the rig, and from what country the operating company is based, has a big influence on the make-up of the personnel. While the language of the rig is English there are many accents that make for interesting listening in daily meetings.

 

It’s not just the language variations that make for an interesting workplace. There are also many different religions and cultures represented, and with that comes acceptance of their respective practices. With many of the workers on board being Muslims, they were going through Ramadan on my last hitch so the galley crew prepared special meal times for these people so they could have breakfast before the sun came up. While there was no call to prayer over the rig PA system I suspect that was probably done in private regardless.

 

Despite all the variations in language, religion and culture the rig still operates at an exceptionally high productivity level and has an extremely good safety record. Being respectful to everybody’s personal needs does not need to compromise productivity and safety when it's an accepted way of living. Working on a rig calls on the expertise of specialists from all around the world and it serves as a model for the rest of the world to see how being an inclusive workplace can add value to the experience for everyone.

 

Now, getting back to that office job in the city where everyone lives in the same city…no thanks, give me the true multi-cultural experience of offshore rig life any day!

 

 

 

 

An Inconvenient Life  3D 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: https://au.linkedin.com/in/amanda-barlow-wsg or through her Facebook page: https://www.facebook.com/AnInconvenientLife

A month ago Mark Zuckerberg changed the mission of Facebook.  

 

Give people the power to build community and bring the world closer together.

 

And at Pink Petro for three years that's what we've been doing: building community to bring together the energy community and public closer together.  It's been nice to say we're the only one.  But today that changes and we're pretty stoked about it.

 

Technology, like energy is an amazing thing.  It has moved us into the modern age and accelerated and disrupted just about every industry. But it has the power to bring us closer together despite where we are, where we work and live.  It creates community.

 

Today I'm so pleased to share with you the Women Offshore community.  

Like Pink Petro, Women Offshore isn't a group, a diversity initiative or network...it's a collection and collaboration of people in our industry who care about its future. It's online, where everyone is consuming and sharing and connecting in the knowledge and relationship economy.   It's the outcome of months of hard work, late at night or on break to bring it to fruition.  It's a team of people across the world from the USA to Korea, women and men who are shipmates, engineers, mud loggers, and geologists working to bring energy to our world.

 

 

Ally Cedeno, founder of Women Offshore is the captain of this great ship.   She's a US Coast Guard licensed Chief Mate of unlimited tonnage and Senior Dynamic Positioning Operator on an ultra deepwater drillship.  (Yep, I just said and wrote that. WOW, the women in our industry amaze me!)

 

"I was feeling pretty lonely being the only woman on a crew.  I couldn't find a community for women on the water so I started one."   I met Rebecca Ponton (a Pink Petro member) and learned of her book and did some research online. It's good to be able to reach out to others who understand.  We need to find a way to connect everyone and that's what communities do."

 

The community just "came together".  

 

"We're all scattered. One guy is in Ohio, another team member in Angola, another in the Gulf of Mexico, one in San Diego and Louisiana, some in Houston and I'm in Korea. And it just keeps growing.  There's something special about how technology can connect people with common interests and that's what communities do." 

 

Ally recently found Pink Petro through a male colleague.  When we connected, it was an instant chemistry.  We've formed a group on the Pink Petro members app for women on the water which Ally leads and her content will also be shared with Pink Petro members.

 

Check out this great community at www.womenoffshore.org to read some amazing stories, subscribe to the newsletter for exclusive content and a to get great discount to join Pink Petro.  

 

And stay tuned for next week's interview with Ally.

By Lydia DePillis, Economics Reporter, The Houston Chronicle. @lydiadepillis

The tech industry gets a lot of attention these days for being unfriendly to women, with sexual harassment seemingly rampant and the small share of women in computer science declining.

But the oil and gas industry also has a serious - and perhaps worse - gender gap. Women make up only 14.5 percent of the workforce in the industry, according to the Labor Department, compared with 25.5 percent of computer and mathematical occupations and 47 percent of the workforce overall.

The reasons those gender divides exist are different across the two industries. But the remedies, according to a comprehensive study by the consulting firm BCG, are similar: Upper management needs to be dead serious about the problem and convey it's a priority to people doing the hiring.

"It's not going to work its way out," said Andrea Ostby, the head of BCG's Houston office. "Just talking about it is not going to fix the problem. What I think we haven't seen across the board is that rigor and focus."

The study, which was conducted in conjunction with the World Petroleum Congress and included all of the major national and international oil companies, found that the already-small proportion of women in oil and gas worldwide are concentrated in non-technical, non-supervisory positions. That's important, because being promoted through the ranks usually requires field experience, ideally in engineering or operations, and many companies still consider separate facilities for women on well sites a "discretionary expense."

Jenny James is a production/operations engineer for Occidental Petroleum.

BCG's surveys and interviews also indicate that women and men see obstacles to advancement differently. For example, when asked why women didn't reach upper levels of management, women identified a lack of support and female candidates being overlooked. The top reasons for men: There aren't enough women to choose from, and women tend to be less flexible than men.

"It indicates that the workforce doesn't even really see that there's an issue," Ostby said.

But it's likely to become a bigger problem, as much of the industry's workforce approaches retirement. Even today, companies are scrambling to find workers for active drilling areas like the Permian Basin in West Texas and are still drawing on mostly men.

The Texas Oil and Gas Association, which represents many oil production and services companies in Texas, declined to comment.

Katie Mehnert who runs Pink Petro, an organization for women in oil and gas, said the way to move the needle is to convey that female representation is a priority, setting baselines for recruiting and evaluating them based on whether they meet their goals.

But, studies show, Americans tend to react negatively to anything seen as a quota. While Europeans respond well to gender ratios, according to forthcoming research from BCG, Americans see them undermining merit-based hiring.

Ostby said that can be dealt with by setting goals that are enforced on a case-by-case basis.

"You don't have to use them in a quota-esque way," she said. "But what you can say is, 'Hey, Mr. Male Manager, you haven't promoted any females in the last five years, why is that, and what are you going to do to address that?"

Rerun with permission. The original story can be found here or in the Sunday July 22 edition of the Chronicle.  Photos by Jon Shapley and James Durbin, Staff  

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 pmosendz@bloomberg.net.

To contact the editor responsible for this story: David Rovella at drovella@bloomberg.net.

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 OGTAG@ovsgroup.com 

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.

 

Make sure the perfect opportunity doesn't pass you by.  Inclusive Workplaces are hiring today!

 

Create a personal job alert on Experience Energy and new jobs that match your search criteria will be emailed directly to you!

 

  • Receive newly-posted jobs matching your specified criteria
  • Set how often you would like to receive these alerts
  • Focus your time elsewhere and let your next job come to you
  • Sign up for job alerts today on Experience Energy to be notified as soon as the job you're looking for is posted!
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.

 

bunks

 

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?

 

locker

 

 

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: https://au.linkedin.com/in/amanda-barlow-wsg or through her Facebook page: https://www.facebook.com/AnInconvenientLife

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
2. Click "UPLOAD RESUME FILE"
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
3. Click "FREE EVALUATION"
4. When you receive the pop-up, click 'EVALUATE MY RESUME'

 

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

 

GET STARTED NOW.

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

nuclear.

 

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

http://www.cheniere.com 

713-375-5764

 

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 bev@oildiversity.com 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.