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Brittany SchaeferTechnology is a huge source of disruption today, but technology in and of itself won’t change your business. 


“You have to change organizationally as well,” says Brittany Schaefer, vice president at Medallia, a software company that allows businesses to measure the customer experience.


To do that, she says, you need insight into what matters to your customers, your employees and your community as a whole.


Brittany is joining us on stage during the “How Technology is Driving Inclusion” panel at Energy in the Age of Inclusion, a Pink Petro experience taking place May 1 both in person and online. (Register for tickets here!) The focus of the event is on the ways innovation, disruption and inclusion intersect and support one another — something Brittany has seen firsthand over the course of her career.


She started out in IT recruiting around the time of Y2K, when chaos built around the fear that the year 2000 would wreak havoc on our global technological infrastructure. Back then, Brittany was fascinated by the critical role technology played in organizations of all sizes


Over the years, she has transitioned into software sales for Symantec, Salesforce and now Medallia. In that time, the role of technology has increased exponentially, she explains, and technology is now much more up front than back office — and much more consumer-driven.


“We are all consumers of data. We are all consumers of mobile apps. We expect everything to be immediate, and we expect that in our work lives, as well,” Brittany says.


While consumer-facing businesses have been quick to embrace a customer-centric approach — and the technological resources that enable it — B2B businesses have been slower to adopt, Brittany explains.


“That’s not a bad thing; it’s just the way they’ve always done things. They haven’t had to say let’s go into the cloud or do things a little differently,” Brittany explains. “Now there are things, like the downturn, driving them to make change.”


For one, it’s the fact that customer relationships in the B2B world — particularly in the energy space — are hugely valuable. If Apple loses an iPhone customer to Samsung, it’s a $1,000 loss. If Schlumberger loses Exxon Mobil, you’re talking tens of millions of dollars, Brittany says.


So energy companies are starting to embrace the use of technology to engage their customers and drive their businesses forward, she says. That technology is also allowing companies to embrace inclusion, which is not just about diversity of gender or ethnicity but about diversity of perspective. It’s about including your customers and community in everything you do.


“It’s about getting real feedback, versus what you think the the customer perspective is,” Brittany says. “That’s something that I pride myself on working for Medallia: We take the real feedback of what our customers need to understand and hear from their customers so they can take action.”


Energy is up against a lot these days. Recovery from the downturn has been slow. There’s fierce competition for top talent across industries, and we expect everything in energy — like everything in our lives — to be immediate.


If technology and inclusion stand to give energy an edge, the industry has got to embrace it, she says.

It was a year ago I called out a man online who thought leveraging women and alcohol during OTC to sell his equipment was a good idea. Since then, Cosby, Weinstein and other 'facepalm' stories have followed. The fact is, our society, has said "enough". It demands to see a more equal, harassment-free world. We are more driven by social good than ever and it's hitting the bottom line. It's a unique time.


Since our global launch, we've given our influential platform to you through social media, video, live experiences and our community stories. We are changing the way people perceive our industry.  


  • We're no longer alone!  Two amazing communities online Women Offshore and Sea Sisters are creating the change too.  Check it out... digital communities are going viral!
  • Experience Energy is the only careers platform that gives energy companies options to attract new talent and find the inclusion they aim to achieve. Big thanks to Halliburton, Shell, Wellspun, GE and many others who've invested in our vision.
  • At HERWorld18, we turned inclusion on its head with 80% female speakers and an agenda focused on sustainable energy value chains, climate and policy.  Forty sites globally tuned in.  Someone even watched from a treadmill. (Pretty amazing.)
  • With FedEx, Vantage Drilling and Intecsea, we launched Lean In Energy a private nonprofit in partnership with Sheryl Sandberg's With 100+ volunteers, a diverse board and 1,000 in the community, we're providing mentoring at scale to escalate progress while encouraging more male champions.
  • We celebrated our first annual GRIT Awards with over 70,000 viewers online. Who knew energy could be so cool? We did, and now the world knows, too.  
  • Next week at OTC, we'll do it again, join us (in person or online) with energy entrepreneurs, startups and companies creating the future for energy. Our panelists are 80% female ...but hail from USA, Mexico, Africa and the UK.  We'll host nonprofit organizations who are making a mark on culture.  Make the most of it all with our annual Guide to OTC and how to prepare from our presence coach, Marilynn Barber.
  • For the past four years we've held relevant discussions ongoing -- our app, our video channel, and on this community.  OTC represents an opportunity to do that again!


Three years ago we celebrated our global launch during OTC when everyone was giving up on energy.  


If we want to change, we have to be more open. That will attract diverse talent and keep that talent engaged. This isn't about more "diversity and inclusion" panel discussions; it's about demonstrating inclusion... talk is cheap.  Seeing is believing.


We've been investing since 2014 because we know while energy is changing, it's something we all need.  We've created a real ruckus, a spark, a shift...and we cannot wait to do more great work with all of you.  


Together, we are better. 


All my best,


Katie Mehnert

CEO and Founder, Pink Petro and Experience Energy

Jennifer WalshBack in March, we hosted the first-ever GRIT Awards during HERWorld18. We honored the difference makers — the energy industry executives who embodied our theme of growth, resilience, innovation and transition in a transparent world.


Now, we’re embarking on a series of posts to help you get to know these forces of nature. These are Profiles in GRIT, and we cannot wait to get started.


To kick us off, we’ve turned to a phenomenal woman and a true inspiration: Jennifer Walsh, head of communications at Covestro, Baytown, and lead of the mentoring team for Lean In Energy, the nonprofit Pink Petro formed in collaboration with the global Lean In Organization.


Thank you, Jennifer, for all you do and for sharing your incredible story!


PINK PETRO: What’s the biggest challenge you have faced and how did you overcome it?


JENNIFER WALSH: Early in my career, I was on the fast track — awards, recognitions and job offers from top newspapers in the country with amazing mentors. But life has a way of knocking you down when you least expect it.

About 10 years ago, I was a recently divorced, single mother of three young boys — all under the age of four (it’s like having triplets in different-sized diapers) — and I was struggling to make ends meet with no support from my ex-husband.  The newspaper industry had bottomed out, and I was making barely above minimum wage. I was alone in a city where my only friends were co-workers and the nearest family was hundreds of miles away.

I had to play roulette with my bills – my water got turned off more than once, same with my electricity. But the most trying times and most personally heart-wrenching was when I had to decide between buying gas to make it to work or getting a small birthday gift for your son.  Those are the times you aren’t sure how you’ll make it through.

But I did, and I worked hard. While balancing the demands of motherhood, I worked by day as a newspaper reporter and at night, part time, as a copy editor to provide for my children. Through many late nights, pushing away a fear of change, I’ve been able to work my way to leadership roles in the industry in a short timeframe.

I didn’t do it alone.  It took humility to ask for help when I needed it most, and I am still grateful for the generosity of strangers: The social services that helped me put food on the table. The nonprofit that helped my son say his first words when I couldn’t pay for the therapy for his severe speech and hearing delays. The charity that subsidized day care so I could work my way into a better life.

Now, I constantly reflect on my past as I have the means and drive to help others and teach my children to do the same. Giving back to the community where I live and work isn’t just part of my job; it’s who I am.

PP: What’s been the most rewarding part of your career?


JW: While I’ve earned many professional successes, the most rewarding part of my career has evolved from helping others.  Watching those who I’ve mentored excel in their fields makes me feel as proud as if I’ve accomplished it myself. 


I’m particularly proud of being the founder of the Lean In Baytown chapter. With 20 members, we are already meeting and making strides to make meaningful changes for women in the workplace. This has led to my recent involvement with Lean In Energy to help build the mentoring program for the organization and to help even more women build their skills and abilities to pursue greater success.


Most importantly, I personally mentor young women — bringing them to my home, redoing their resumes, helping them network and doing everything I can to making sure they find success in any field they wish to pursue.  It’s my passion, and my children are my inspiration as I hope they some day do the same for others and give back to their community.


I balance that and my career with raising six children. My kids are my drivers to make a meaningful difference in the world — a world where they face less discrimination, more equality and one that conserves the environment for generations to come. I want to set the example for them and help them embrace those same values in their own lives. 


PP: What other activities or organizations are you involved in, as part of your commitment to giving back?


JW: Beyond mentoring and women’s rights, I’m passionate about the environment and sustainability. It ranges from my early public relations days coordinating the Don’t Mess With Texas Campaign for a 8-county area to promoting anti-litter programs and trash pick up.


I am a founding board member of the Gulf Coast Monarch Project, whose mission is to rebuild habitats of butterflies and bees, and have taken a hands-on position to planning the annual Seed Fling WingDing event to educate the public about the cause.


I am also actively involved with the Eddie Gray Wetlands Center in Baytown and helped partner on a two-year project to build a mobile sustainability trailer. This 48-foot trailer touts the benefits of sustainable energy — wind, solar, geothermal, hydro power and more — in a fun and interactive way to spread the message to all ages throughout the state to classrooms, festivals and events. 


I also make time for my kids. One of my greatest accomplishments is dedicating time out of my schedule to serve as a coach for my 8-year-old daughter’s TIFI drill team.  I helped develop 24 young women from ages 7 to 14 to learn routines, perform, compete and build confidence — and above all support and encourage one another with team camaraderie. Watching them grow and flourish was an amazing experience. And I’ve helped the boys, too! I’ve served as vice president of marketing and development for the West End Little League and constantly try to help my kids learn to be the change we want to see in the future workforce.

Halliburton, a valued Pink Petro community sponsor and corporate member, is publishing a series of videos across social media as part of a campaign to highlight the impressive women in it's ranks. 


This week, we meet Misty Rowe, Halliburton cementing technology portfolio manager and Pink Petro advisory board member, : "As a woman at Halliburton and in the STEM field, I feel very honored to have had the opportunity to do so many things." Watch the video to learn more about Misty and the opportunities she's had at Halliburton. 



For more on how you can join Halliburton, search available jobs  at Experience Energy

Mike Adams - Norwell EdgeAt our Energy in the Age of Inclusion event on May 1, we’ll be talking a lot about disruption and who in the industry is turning the status quo on its head.


One of those disruptors is Mike Adams, co-founder of the Norwell EDGE eLearning platform.


Adams saw a problem in available training options for upstream oil and gas and set about fixing it, with a focus on technology, accessibility and affordability. His drive to make an impact is matched only by his insane work ethic, and we are thrilled to have him join our panel discussion at Energy in the Age of Inclusion. Register for tickets here!


We managed to steal a few minutes of Mike’s time while he was working in Nigeria to answer some questions about who he is, what he does and why he does it. Read on for more about Mike!


Pink Petro: Tell me a little bit about how the idea of Norwell EDGE came about.

Mike Adams: EDGE came about from the belief that people within upstream oil and gas were simply not receiving enough training — or any at all. Companies had very few options when it came to providing training to staff, and those options were overly restrictive in terms of cost and flexibility.


Following the Deepwater Horizon disaster, the main UK industry trade body OGUK issued a comprehensive guideline on how we all needed to improve upstream training and competency. If we were to avoid something like that again, we needed to give everyone in our sector better, more comprehensive and long-term training.


Both in 2012 when this was published and now, this is simply not happening.


Following the recommendation being published in 2012, we threw ourselves into finding a solution to this problem. We wanted everyone in oil and gas to have the training they needed. We wanted to help create a more informed and empowered international workforce, and we wanted to help those companies who wanted to do the right thing and give their staff long-term support.


That is what drove us to write our multiyear upstream training courses and build an eLearning platform that is open, accessible and affordable to everyone in the industry.


PP: Most companies in the upstream sector shy away from being disruptive. What makes Norwell different?

MA: Creating some disruption has been a result of our vision, not the vision itself. We saw something that we wanted to change, and we looked for the most effective way to do it.


In order to change the way the industry trains personnel, we had to address some of the fundamental barriers to that — mainly cost, a willingness to share information and poor technology.


These are not issues that every industry faces so we looked at ways other sectors tackle these issues. Adopting an open model where access to our software is free and all costs are openly displayed online is something many people now expect from their services. As is our low-cost subscription model. This allows people and companies all over the world to afford our training, no matter what market they are in or how many employees they have.


These were big decisions for us to make, but in the end our commitment to bringing more modern, open and affordable training opportunities to oil and gas was the driving light that made us tackle the problems head on.


PP: Tell us about your background. You grew up and studied in Aberdeen but have also studied and worked around the world, is that right?

MA: Yes, I was lucky enough to study in both the UK and Canada. I met my wife while at the University of British Columbia. I raced at the elite and professional levels of swimming and triathlon, representing the UK, before throwing myself into oil and gas.


From almost day 1 of my career I was working in Africa, first on remote exploration projects in the far north of Kenya, and then on to Congo and Tanzania. Seeing these different parts of the world and how many of the challenges we face are the same, but with very different impacts, helped shape the EDGE vision.


PP: Did your time as a professional athlete teach you any life lessons?

MA: 100 percent. While I was in high school, my day would start with 5 a.m. swim practice four days a week. We would then go straight from school for more training in the evenings. Education was a huge part of the sport, and we were encouraged to treat the entire day as a training session: Wake up, eat well, train hard, study hard, train hard again, sleep. I carried this through to my university life and now on to my work life.


I have much less time for sport now, but I am in the office before 4 a.m. most days and try to get home for 6 p.m. to have dinner with my family and put my daughter to bed. Last year, I made the effort to get back into the swimming pool and raced at the Masters Swimming World Championships in Budapest. Keeping your body in shape helps your mind!


PP: How did you make the transition from sport to oil and gas?

MA: I was lucky that I had accomplished all that I wanted to in sport and was equally driven to get started in my professional career. I threw all the motivation that I had given to my sport and put it toward work.


In my early days working in the field, this meant I put in some 120-hour weeks, but I just treated it like training. Learn as much as you can and stay committed.


PP: What do you think are the key challenges that the upstream industry needs to tackle to secure its future?

MA: Oil and gas is under threat from a number of angles right now. We must find a way to stay competitive as car battery technology improves. This means finding more efficient and cost-effective ways to extract, transport and process hydrocarbons. Upstream plays a big part in that.


We must also work to improve our practices and image as an industry that lives to excess in the good times, but then cuts deep when times are hard. This is not sustainable and is allowing other sectors to both catch up and attract the best young talent.


Attracting new and fresh blood will be essential to our longevity. If we are to evolve as a sector, we need young minds to help with that. The age representation in the industry was already a challenge prior to the 2015 crash, now its worse than ever. If you go and speak to 20-year-old soon-to-be graduates, they don’t want to work in oil. They want to work in tech, renewables and the life sciences. This is a challenge I think about a lot.


PP: What does the future hold for Norwell EDGE — short term and long term?

MA: In the short term, we are still very much in our launch phase and will be working to issue new courses and software updates throughout 2018. We are working to build our growing base of EDGE users, which already exceeds 3,000, and are in discussions with companies and governments around the world on how we can implement EDGE to benefit employees from China to Cameroon.


Our long-term goal is to democratize training, making it possible to access the best oil and gas training no matter where you live, what company you work for or how many employees you have. We want to roll out EDGE across the industry in every market, working with IOCs, NOCs and universities to both support new graduates, long term staff and those previously unable to access the training they needed. We will continue to launch new courses, system upgrades and move into the midstream and downstream sectors.


PP: Do you have a motto or a saying that guides you?

MA: When I was racing I always lived by the motto that every time you chose to sleep in, miss a workout or slack off, there was someone else out there training harder — the next time you lined up together, they’d beat you.


The underlying message being that, to succeed, you have to work really, really hard. That is a good one to remember.

Halliburton, one of our valued sponsors, recently launched a video campaign highlighting the incredible women in its ranks. 


In this video, you meet Addy Ortega. For Addy, being a leader means to go beyond just being a boss. Hear about how she leads a team of 90 engineers in Halliburton's San Antonio, Texas, lab and tips on how you can become a leader, too.



For more on how you can join Halliburton, search available jobs at Experience Energy

OTC 2016 It’s one of energy’s biggest weeks of the year: the Offshore Technology Conference, better known as OTC taking place right here in our homebase of Houston.  As our founder Katie Mehnert says, it's the "Louvre of Technology".  


The conference is celebrating its 50th year, and there’s a lot to see, do and experience. Below we’ve compiled our annual recommendations for the week both at OTC and offsite  It's a great time to connect with colleague and learn. See you there!


Monday, April 30:


Highlight: Multinational Monday, presented by the Canada-Texas Chamber of Commerce

Pink Petro is proud to serve as one of the hosts of this kickoff to OTC week, held at the St. Regis in Houston. 5:30 pm – 10 pm. Come visit with us throughout the night as you come and go to other receptions! Register here


Other key events:

  • 2:30 pm: Chairman’s Panel on Energy Transformation
  • 4 pm: Spotlight on New Technology Presentation
  • Startup companies: did someone say beer and gumbo?  Join our friends at DataGumbo and The Cannon for both!   The Cannon Houston, 1336 Brittmoore Road, Save your spot by clicking here to RSVP 

Tuesday, May 1:


Highlight: Energy in the Age of Inclusion

This experience, presented by Pink Petro, Norwell Edge and Medallia, will feature two panel discussions focused on inclusion and disruption — both of which power each other in the new future of energy. You can learn more and view our lineup of speakers hereRegister here -- be there in person or online!  We always give you options.


 Other key events:

  • 11:00 AM - Watch the NOV Shrimp Boil from your mobile device!  More information here.
  • 7:05 pm: OTC Night at the Ballpark (Houston Astros game at Minute Maid Park)


OTC 2016 - 2Wednesday, May 2:


Highlight: Women in the Industry Sharing Experiences (WISE) Presents — Soft Skills, Hard Value


This WISE event is an inclusive space comprised of three sessions where men and women have the opportunity to learn or enhance communication skills so as to provide value to the energy industry. Pink Petro loves to support the WISE event at OTC!  You can enjoy hearing Cindy Yielding of BP, Erin Collins from Forum Energy Technologies, Susan Morrice of Belize Energy, and Christi Dowd from Pumpco.  Register here


Other key events:

  • 8 am: OTC Energy Challenge High School Event



Friday, May 4:


Highlight: 2018 Houston Diversity Summit 

This daylong event takes place the day after OTC wraps and is focused on winning through inclusion. That includes a breakdown of how to create an inclusive work environment, develop leaders, leverage supplier diversity and attract and retain a diverse workforce. Register here


Pictured above:  Women gathered at Baker Hughes GE Headquarters for a session on inclusion which drove diversity outcomes to be presented with the World Economic Forum.  Participants were in person and online where we crowdsourced a response. (2016)


Pictured lower:  The Pink Petro board was in full for each year at the Diversity Summit.  (2017)

Jessica Higgins - GapingvoidJessica Higgins, COO of Gapingvoid Culture Design Group, has never worked in the oil industry. But she knows it well.


Her father worked in oil and gas, and when Jessica was growing up, he’d come home from long trips out on the rig and tell her about the way the men he worked with treated the few women on board. He never sugarcoated it, and for good reason: He was teaching her to be tough by showing her what women face — not just in energy, but in just about every industry around the world.


Although she never went into oil and gas, Jessica has maintained a profound passion for helping women succeed — and helping businesses build a culture that embraces inclusion and innovation. That’s why we are thrilled to have her join us on May 1 when Pink Petro presents “Energy in the Age of Inclusion,” an afternoon featuring two panel discussions focused on inclusion and disruption across the industry. (Register for tickets here!) 


“I think energy is the most important industry that can benefit from the movement toward diversity and inclusion, and it can have a huge impact on our culture and our society because you guys are the American gold standard for what we are as a country,” Jessica says. “If we could create a more level playing field there, in the real America, a place most people don’t see, that would be very impactful.”


Jessica is in the business of change. As the COO of Gapingvoid, her work centers on helping companies such as Zappos, Microsoft, VMware and L’Oreal transform their corporate culture to embrace innovation. 


Diversity is the key to all innovation,” Jessica explains. “And innovation is becoming a business imperative: You either have to adapt or you have to suffer the consequences.”


Jessica has seen that firsthand.


Early in her career in management consulting, she traveled to San Bernardino, Calif., one of the poorest cities in the country. The government had decided to hire private consultants to work with the businesses in San Bernardino and help them change that statistic. Jessica was one of them.


In four months, her work created 1,924 jobs.  (PS: If you're looking for a great careers check out the jobs we have on Experience Energy.


“You never forget a number like that,” she says.


And she got there not just by helping her clients improve their existing processes and strategies, but by helping them think up entirely new ways of growing or reshaping their businesses. 


“Innovation is a different type of growth and requires a different type of management structure and skills,” she explains. “You can’t tell people to be innovative; you have to create the social contexts and structures to allow for innovation.”


That means fighting against our biology in some cases, she explains. Our brains are hardwired to watch what other people are doing so we can do the same. We avoid new experiences that take us out of our comfort zones and make us feel uncomfortable, or even unsafe. That’s why the push for diversity has been a long slog — our first instinct is to fight change, even when it’s exactly what we need.


But we can get there. Jessica has helped it happen.


“If you give people information, you trigger people with new ideas and new ways of thinking,” she explains. “You have to seed people with ideas that allow them to go down a new path.”


That said, it does require commitment on the part of businesses and executives. To that end, diversity and inclusion need to be line items on every company’s budget, she explains. One token board member isn’t going to cut it to see real, valuable change across industries.


“What we have is an opportunity to reframe an issue and get it in everybody’s mindset and budget and frame of importance. How do you leverage the women in your company who may be underrepresented?” Jessica says. “So we’ll see this shift happening: The businesses that survive and thrive will be the ones that are by nature more diverse. More diversity brings more innovation.”


And the opportunity to bring that insight back to her hometown of Houston and the industry she grew up in is bringing her a whole new level of excitement.


“I have never been more passionate to work with a group of women in my professional career. You have to be the strongest, coolest women in history to sign up for a career in energy, and I’m beyond excited to hear everyone’s story,” she says.

Posted on behalf of KPMG, a Pink Petro sponsor. 


>> REGISTER Wednesday 9 May 10:00am – 11:00am (EDT)

In recent years the renewable energy sector has become highly attractive to a varied class of investors, from utilities, renewable, infrastructure funds and long term institutional pension investors to insurance and life investors. This global phenomenon has become a critical factor in the acceleration of renewables deployment as part of the global transition to a low-carbon future.


Following the COP21 Paris Agreement there is an even greater focus on climate change policy and regulation and these changes are starting to impact the global renewables market in a positive way.


During this webcast we will explore the growing market for renewable investment in four specific countries – Australia, Spain, France and the United States. Leading KPMG experts from each region will give their perspective on the key factors attracting investment and discuss emerging trends and barriers in each country. The webcast will be chaired by Mike Hayes, KPMG’s Global Leader of Renewables.


Join our leaders for this roundtable webcast to get their perspective on the opportunities in each jurisdiction.


To read Great expectations | Deal making in the renewable energy sector click here.


>> REGISTER Thursday 10 May Noon – 1:00pm (SGT)

Jennifer Walsh

What's a woman's worth?

Posted by Jennifer Walsh Apr 11, 2018

Female global power - gapingvoidI still remember my first negotiation for a higher salary. The bureau chief for the Boston Globe’s Washington office offered me a position, and I told him I’d think about it and soon walked out of the office and got back on the plane back home.


As soon as I landed, my phone was blowing up from a mentor: “Why didn’t you take the job on the spot?” Well, I wanted to weigh my financial options as I also had an offer from the Arizona Republic that was more lucrative for a young journalist. 


Within days, I had a higher offer from the Globe. Honestly, it wasn’t a calculated move — I really did want to work in D.C. but couldn’t afford to do so on the salary they were offering.


But it was the first time I realized, my skills have value, and it was really up to me to define my worth.


For many companies, the spring is also raise and bonus season. Which is why picking April 10 as Equal Pay Day is fitting as we bring awareness to the gender pay gap, where women are on average paid 20 percent less than men. It’s even less for black women (37 percent) and Latinas (46 percent).


As a Latina, that number hits me right in the gut.


Ever since that first negotiation moment, I’ve asked for pay that was in line with my skills, experience and value to the organization.


But it hasn’t been easy. It’s not a natural position for women because, as a society, there’s negative pushback on females who negotiate for themselves.


Over the course of my career, I’ve experienced firsthand the inconsistencies in gender compensation. I’ve had a recruiter tell me I should take a lower salary because being closer to my children has a "trade-off."  Despite stellar performances, I’ve had a raise lower than that of male peers or been overlooked on bonus opportunities. And when I advocated for myself, I was told that if I didn’t like the pay, I could look for employment elsewhere. That’s not the solution.


I know because I’ve also worked at some incredible companies that truly knew that to build a more diverse workforce, they needed to invest money equally among genders and give equal opportunities for advancement. Investing in your workforce and rewarding employees fairly for their work benefits the company. These employees will invest in you, too.  They will put in the extra hours, help out their teams and contribute to the organization in a more meaningful way.

Lean In’s campaign for “Equal Pay Day” gives four steps companies can take to help close the gender pay gap. Here are excerpts from the website:


  1. Conduct a Pay audit: Analyze compensation by gender and race so you can see and address pay gaps.
  2. Ensure that hiring and promotions are fair: Audit reviews and promotions regularly to ensure your company is not systematically rating men more highly and promoting them more quickly. Train managers so they understand the impact of gender bias on their decision making, and put clear and consistent criteria in place to reduce bias in staffing decisions and performance reviews.
  3. Make sure women have equal opportunity for advancement: Women typically receive less feedback on their performance, get fewer high-profile assignments and have less access to mentorship and sponsorship. Make sure the women in your organization have equal access to the people and opportunities that accelerate careers and are not saddled with a disproportionate amount of “office housework,” such as organizing events. Read more from an article by my friend and trailblazer Heather Betancourth here.
  4. Make it a norm for women to negotiate: We expect women to be giving and collaborative, so when they advocate for themselves, we often see them unfavorably. This social pushback can negatively affect the results of women’s negotiations — and their careers. Make sure the women in your organization are encouraged to negotiate and applauded, not penalized, when they do.


And for women? Speak up. Find mentors and join a Lean In circle to get advice on how to handle these situations from those who have been in your shoes. Together with men, through education and advocacy, we can help close the gap for generations to come.


Learn more. DO MORE!


Jennifer Walsh is the deputy director of communications at Covestro, a Pink Petro member, a Lean In leader and a winner in the first-ever GRIT Awards, presented by Experience Energy

Energy in the Age of Inclusion eventWhat will the global push for inclusion mean for energy? 

We'll be digging into that very question at Pink Petro's next big experience: Energy in the Age of Inclusion, to be held May 1 from 1 to 5 p.m. Central at the Queensbury Theater in Houston. (To register, click here!)

Disruption and inclusion power each other: With more women and minorities in energy has come an influx of new perspectives. That fuels innovation in a fast-changing global business climate and gives energy a fighting chance in a challenging economic environment. At the same time, the potential of technology to transform energy is drawing fresh, diverse talent into our industry, building a new generation of energy disruptors who are poised to reshape the future of everything from oil and gas to renewables. And they represent a profound shift from the energy executives of years past.

 Our afternoon will feature two panel discussions: 

  • How Technology is Driving Inclusion, which will offer a look at the cultural shifts taking place alongside energy innovation.
  • Energy Disruptors, which will highlight industry game changers and the many ways their work is changing the future of our industry.

Here's a sneak peek at a few of our stellar panelists: 


Mike Adams - Norwell Edge


Mike Adams is the co-founder of the Norwell EDGE eLearning platform. He gained much of his industry experience working on the ground on remote exploration projects in East and West Africa. His experiences allowed him to see first hand the challenges faced in emerging markets in accessing oil and gas training. With the full support of Norwell Mike developed the EDGE platform, working closely with eLearning and education experts from around the world. He brought in technology that had been successfully utilised in other sectors to make training more affordable and accessible, and applied that to the oil sector.


Alma Del Toro Blue Bull Energy



Alma Del Toro is the founder and president of Blue Bull Energy LLC. She created Blue Bull to incubate her vision of an energy company that develops business as much as communities. Alma has 17 years of experience with BP, one of the largest oil and gas companies in the world, where she held several leadership positions and acquired deep operational and commercial knowledge. Alma earned a law degree from the Universidad de Colima in Mexico and a master degree in ethics and international business from DePaul University in Chicago.




Jessica Higgins - Gapingvoid


Jessica Higgins is the chief operating officer of Gapingvoid Culture Design Group. She is a public speaker, data scientist, published author and leads the design and management of her organization. She is an expert in the field of Lean Six Sigma with specialty in systems design for sustainable growth. She holds a Black Belt in Lean Six Sigma, a Juris Doctor in law, a Masters in Business Management, and a Bachelors degree in behavioral psychology.




Nicole O'BrienNicole O’Brien is the president of Synergy Crude Resources, LLC, a niche provider of brokerage and consulting services to global crude oil and condensate companies, with a focus on USGC crude export markets and focused value-add services. Prior to this, Nicole was the manager of crude supply and trading at Valero Energy Corporation. Nicole is passionate about promoting opportunities and advancement for youth, literacy, minorities and women.  She currently works with Girls Inc of San Antonio, Millennials Matter, and the Crude Oil Association San Antonio. 



Elizabeth Rogo

Elizabeth Rogo is the founder and chief executive officer at TSAVO Oilfield Services and the chair of the Nairobi section of the Society of Petroleum Engineers. She began her engineering career with BJ Services (USA) before moving into international positions in operations, business development and management for Baker Hughes and Weatherford. Elizabeth was lauded as the first woman country manager (Kenya) and regional area manager (Eastern Africa) in Weatherford Sub-Sahara Africa region. Elizabeth has a bachelor of engineering degree from Dalhousie University (Canada) and a bachelor of science degree from Mount Saint Vincent University (Canada).



Brittany Schaefer

Brittany Schaefer is a vice president at Medallia, a global software company providing customer experience management solutions to over a thousand of the world’s best-loved brands. Prior to Medallia, Brittany held senior sales leadership positions as head of the oil and gas enterprise team for Salesforce, Chef Software, CA Technologies and Symantec. A Houston native, Brittany supports causes with the Assistance League of Houston, BARC, The Children’s Assessment Center, SPCA and also led a team for LLS Light the Night. She's been a member and involved in PESA, Association for Women in Computing, Global Women’s Leadership Initiative, the Executive Women’s Forum and UPWARD. 



 David SkinnerDavid Skinner is CEO of KCA, a management consultancy specializing in the oil and gas, health care and technology industries. Prior to KCA, David was a founder and CEO at Decision Strategies (DSI), a high-end strategy consulting firm specializing in the energy, technology and pharmaceutical industries. At DSI, David worked with global 1000 boards and executive teams to create game-changing strategies, identify new market entries and evaluate options for significant growth resulting in over $400 billion worth of projects and transactions. David is also an internationally known lecturer and author of the bestselling book “Introduction to Decision Analysis,” now in its third edition. On the faculty of Rice University since 2004,  teaches strategy and decision-making at the Jones School in the EMBA program. Through this teaching position, David has helped over 30 student led companies get started, acquired or merged.



Our panels will be followed by a reception with bites and beverages. Proceeds from the event will benefit Lean In Energy, the global mentoring community for women, created in collaboration with Pink Petro and LeanIn.Org.



Huge thanks to our generous sponsors for their support: Norwell Edge, Medallia, Marathon Oil, KCA and Arion. For information on a sponsorship package, click here to download our event brochure


Get your tickets today!

Janeen JudahOne of energy’s trailblazing women is starting a new chapter.

This month, Janeen Judah retired from Chevron and announced that she would join the board of directors for Patterson-UTI Energy Inc.

Janeen has spent more than 35 years in the energy industry. She served as 2017 president of the Society of Petroleum Engineers and as general manager for Chevron’s Southern Africa business. She was also president of Chevron Environmental Management Company and general manager of reservoir and production engineering for Chevron Energy Technology Company. She also held various petroleum engineering positions for Texaco and Arco.

In a statement welcoming Janeen to the board of Patterson-UTI, company Chairman Mark S. Siegel noted Janeen’s diverse experience as an “invaluable asset.”

It will also be an invaluable resource for girls and young women interested in STEM — which has been and will continue to be an area of focus for Janeen.

 “The best-paying and fastest growing jobs are all in STEM fields — medicine, computer science/tech and engineering — and all are underpopulated by women. I am a big advocate for engineering as a surefire way for first-generation college students to get on a career trajectory with only four years of college and little debt, if you help finance your college with internships,"  she told Pink Petro in an email. "Most of the grand challenges faced by our society are engineering challenges — energy for all, technology access, clean air and water, climate change, medical advances (as the interface between engineering and medicine gets fuzzier) — and the need for technical minds has never been greater. Girls should not be afraid to aim high and study STEM fields and be problem-solvers.”


Janeen has a lot to say about women in energy. Check out her Q&A in the Houston Chronicle here and her reflections on the “woman question” in her last post as president of the Society for Petroleum Engineers.


Congrats Janeen!

I recently received my annual election ballot from the American Association of Petroleum Geologists (AAPG), an organization which I’ve been a part of for almost 20 years. I was truly disappointed to see a candidate slate of six men for the three positions up for election to the Executive Committee (ExCom) this year. 


AAPG has an overall representation of 18 to 20 percent female membership. This figure should be much higher, and there are efforts within the organization to achieve this, such as PROWESS, a group within AAPG dedicated to increasing participation and advancement of women in earth sciences and the energy industry. However, not even one woman (which would have accounted for ~17 percent of the candidates and hence would be commensurate with the overall membership statistics) was present on the ballot.


This made me look into the historical representation of women in AAPG leadership (ExCom), which has grown from four to eight members from 1917 to the present. When reviewing the data presented by AAPG in its 2017 Annual Report, I found that the cumulative percentage of female ExCom members since 1917 is a mere 6 percent. The first representation of female members was in 1987; since then, we’ve seen the percentage of women on the ExCom fluctuate from 0 percent to 29 percent (averaging 15 percent). The first female president wasn’t until 2001, and there have only been three in total (in 2001, 2014 and 2018). 


AAPG chart


Fortunately, the cumulative female representation since 1987 is 15 percent, which at least represents the current membership. In total, approximately 34 of the total 563 positions since 1917 have been occupied by women. However, a concerning statistic is that these 34 positions appear to have been occupied by only 14 individual women. These few trailblazers should be lauded and thanked for their service.


Groups like PROWESS and dedicated individuals within the organization (e.g. Denise Cox, the incoming president) are working hard to encourage the expansion of female representation in AAPG. Their efforts should be applauded. But we must continue to strive to close this gender disparity when it comes to both general membership and elected officers.


Stefano Mazzoni is a professional geologist working in the petroleum exploration and production industry, equality advocate, former banana slug and proud dual-career parent.