Oilandgasjobsearch Gender Diversity 2014

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Gender diversity in the oil and gas industry 2014

2 | Gender Diversity in the oil and gas industry 2014

survey summary

Oilandgasjobsearch would like to thank the 1,200 women and 6,000 men who took the time to complete the online questionnaire. The surveys were completed between November 2013 and January 2014.

Females completed the questionnaire 1,200Males completed the questionnaire 6,000Nationalities represented 72

Items of data analysed 150,000

(Disclaimer: This report has been prepared by Oilandgasjobsearch.com Limited, primarily, as a service to its clients and candidates. The data collected in the survey and the views expressed in this report are for guidance only and should not be used or reproduced in total or in part without the prior written permission of Oilandgasjobsearch.com Limited.)

Foreword

We are delighted to publish our first gender diversity report for the global oil and gas industry. Our objective is to provide a benchmark of where the industry stands in terms of gender diversity at board level and to consider the perceptions of both men and women who are currently working in the industry. It is our belief that the industry is making good strides towards greater diversity but much more can be done. We hope that the content of this report provides some interesting data that key decision makers will find useful.

Gender Diversity in the oil and gas industry 2014 | 3

Section 1Introduction ................................................4

Section 2Board level diversity ...................................6

Section 3Oilandgasjobsearch gender trends ............8

Section 4Survey results ...........................................12

Part AFemale survey ..........................................13

Part BMale survey ..............................................17

Section 5Conclusions ..............................................19

ConTenTs

1 HR Specialist

2 Document Controller

3 QA/QC Specialist

4 HSE Specialist

5 Project Manager

6 Procurement Specialist

7 Geologist

8 Accountant

9 Contract Engineer

10 Electrical Engineer

Top 10Female job TiTles

1 HSE Specialist

2 Mechanical Engineer

3 QA/QC Specialist

4 Project Manager

5 Instrumentation Engineer

6 Civil Engineer

7 Project Engineer

8 Drilling Specialist

9 Accountant

10 Construction Manager

Top 10male job TiTles


seCTion 1inTroduCTion


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It is well documented that the oil and gas industry is suffering from a skills shortage and will continue to do so for some time. This problem will become more acute as global markets improve and demand increases. Oilandgasjobsearch, together with its partner Hays Oil & Gas, has published the annual oil and gas global salary guide since 2010. One of the questions asked every year is: “what is your major concern in the current employment market?” The answers range from economic instability, environmental concerns, safety regulations, security, etc. but the main concern has consistently been the global skills shortage.

The oil and gas industry has historically been male dominated with less than 10% female employees. Recent improvements have been made but it seems that one of the major areas where companies could fill the skills gap is by attracting and retaining talented females in their organisations.

It is a commonly held belief that good decision making requires the ability to consider different points of view from people who have different experiences, perspectives and backgrounds. It could be argued that companies who have female leaders benefit from diversity of thought. However, gender diversity concepts have only recently found their way into corporate policies and there still appears to be a long way to go before the concepts become a reality for many organisations.

It is with this background in mind that Oilandgasjobsearch analysed trends in its own candidate database with regard to the numbers of females in the industry. Further research was carried out to assess the level of diversity at board level to determine the number of females in high level leadership positions within the industry. The result of this work is shown in section 2 and 3. Oilandgasjobsearch then sought to ask questions of men and women professionals, who are currently working in the industry, to understand their views about gender diversity. The questions ranged from why they were attracted to the industry, whether their current job met with their expectations and their perceptions about gender diversity and possible levels of discrimination.

The Oilandgasjobsearch database primarily includes white collar professionals who are currently working in the global oil and gas industry. A request to complete an online survey was sent to female site users between 20th and 30th November 2013. A total of 1,200 women from 72 nationalities completed the survey and the results are shown in Part A of section 4 of this report. A further survey of males in the database was carried out between 13th and 24th January 2014. A total of 6,000 men completed the survey and the results are shown in Part B of section 4.

inTroduCTion

The oil and gas indusTry has hisToriCally been male dominaTed wiTh less Than 10% Female employees.


seCTion 2board level diversiTy


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Oilandgasjobsearch has assessed the gender diversity at board level of the world’s top 25 oil and gas companies. This work was completed in order to determine if companies had role models for other female employees at lower levels in the organisations. It is anticipated that this will prove useful as a benchmark to track future trends in the industry over the next few years.

The results reveal that there are 38 females (11.6%) of the 328 board members. As a comparison, the top 1000 companies in the USA (Fortune 1000) show that 15.6% of board directors are female.

Germany announced in late 2013 that it will implement national quotas of at least 30% of women filling board level positions by 2016. The policy, known as “frauenquote”, appears to have received a mixed response with a number of large companies threatening to take their business overseas if they are forced to comply. In November 2013, the European Union moved closer to greater female representation at board level after the European parliament approved a proposal to make large companies fill 40% of their non-executive board positions with women.

It is encouraging that a number of companies in the oil industry have gender equality and diversity policies. Furthermore, companies such as Shell have a specific diversity and inclusion policy together with a target of increasing the proportion of women in senior management to at least 20%. Shell has received worldwide recognition for its record of supporting business women such as being designated one of the “Top 50 employers of women” by the UK Times newspaper and receiving praise from the Women’s Business Enterprise Alliance in the USA.

board level diversiTy

iT is enCouraging ThaT a number oF Companies in The oil indusTry have gender equaliTy and diversiTy poliCies.

seCTion 3oilandgasjobsearCh gender Trends


Oilandgasjobsearch.com has been active since 2000 and is now widely regarded as the leading job site in the sector. The online database of candidates contains professionals with varying levels of skills and experience. The map below identifies where the candidates currently reside by region.

oilandgasjobsearCh gender Trends

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Asia / Pacific 33%

Europe & CIS 27%

Middle East 17%

Africa 9%

South America 1%

north America 12%

The online daTabase oF CandidaTes ConTains proFessionals wiTh varying levels oF skills and experienCe.


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A review of the number of applications made by men and women in 2012 and 2013 is shown in table 2 below.

Table 2

This shows that the vast majority of applications are still made by men. However, the total number of applications by women has increased by 70.6% to 391,585 and now accounts for 5.1% of all applications on the site.

Number of Job Applications

2012 % Split 2013 % Split % Increase

Male 4,476,355 95.1% 7,282,833 94.9% 62.7%

Female 229,569 4.9% 391,585 5.1% 70.6%

4,705,924 7,674,418 63.1%

An analysis of the gender of candidates in the database is shown in Table 1 below.

Table 1

The table shows the total number of male and female candidates as at 1st January in 2013 and 2014. The overall database grew by 47.7% to 745,277. However, the female database increased by 72.7% compared to 44.8% in the male database. It is also encouraging to see that the proportion of females increased from 10.4% to 12.2% over the same time period.

Number of Candidates

1st Jan 2013 % Split 1st Jan 2014 % Split % Increase

Male 452,255 89.6% 654,708 87.8% 44.8%

Female 52,443 10.4% 90,569 12.2% 72.2%

504,698 745,277 47.7%

The ToTal number oF appliCaTions by women has inCreased by 70.6% To 391,585 and now aCCounTs For 5.1% oF all appliCaTions on The siTe.


seCTion 4survey resulTs


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The gender diversity survey was carried out from 20th to 30th November 2013. Females who have registered on the oilandgasjobsearch.com resume database were encouraged to participate. The survey was completed by 1,200 women. The results of this survey are shown in part A.

A further survey of males in the oilandgasjobsearch.com database was carried out from 13th to 24th January 2014 in order to compare the findings of the female survey. The results are shown in part B.

The findings of each survey are based on a robust and comprehensive data set.

parT a – Female survey

The candidates range from entry level with limited experience through to management and director level with 35+ years’ experience. The level of seniority of the respondents ranges from graduate to director level.

There are 72 nationalities represented in the survey.

survey resulTs

15.5% graduaTe

31% inTermediaTe

31% senior/lead/prinCipal

20% manager

0.1% vp

2.1% direCTor

8.1%

10.9%

9.4%

4.9%

19.9%

12.6%

11.1%

23.2%

Global Super Major

Operator

EPCM

Equipment Manufacture and Supply

Oil Field Services

Consultancy

Contractor

Other

The main questions asked in the survey, together with the responses, are shown on the next pages.

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What are the top 3 reasons that you choose a career within the oil and gas industry?2.

72.5%

49.8%

42.5%

20.2%

6.9%

66.5%

23.7%

8.9%

Career progression opportunities

Dynamic and innovative industry sector

Worldwide travel opportunities

Flexible working arrangements

Partner works in the industry

Competitive pay

Job security

No specific reason

8.9% Other

It is interesting to learn that the two main reasons why women chose a career in the oil and gas industry are career progression opportunities (72.5%) and competitive pay (66.5%). However, the perceptions of females working in the industry are that 47.2% believe that men are promoted more often (see question 3) and 37.4% of women believe that men are compensated more than them (see question 4).

Do you feel that men and women have equalopportunity to be promoted in your organization?3.

41.9%

47.2%

1.5%

Yes

No, men seem to be promoted more often

No, women seem to be promoted more often

9.4% Not sure

Does your company have a diversity or equality policy in place?1.

60.1%

11.9%

27.9%

Yes

No

Not sure

It is encouraging to learn that the majority of companies have diversity and equality policies in place and that the employees are aware of them. It may be beneficial for all organisations to develop such policies, make them clear on the company’s career pages and ensure that they form part of the induction process in order to reinforce the company’s credentials.

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Career progression opportunities

Do you believe that female employees in your company who have the same level of qualifications and experience are compensated equally to male employees?

4.Yes

No

42.4%

37.4%

20.2% Not sure

How much do you believe that male employees with the same level of qualifications and experience are compensated more than you?

5.4.1%

9.4%

17.1%

13.1%

20.4%

35.9%

Less than 5%

5 - 9%

10 - 14%

15 - 19%

20 - 24%

Over 25%

Over one third of females surveyed believe that their male counterparts receive over 25% more than them. Moreover, 86.5% believe that men receive 10% or more than them. It is difficult to determine if this is actually the case as this could be a perception rather than fact. However, it may go some way to determining one of the reasons for their perceived level of discrimination illustrated in the answers to questions 6 and 8.

If you applied for a job within the oil and gas industry, do you agree that you would be discriminated against because of your gender?

6.6.4%

29.2%

29.8%

24.8%

9.9%

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

35.6% of the females surveyed agreed or strongly agreed that they would be discriminated against due to their gender if they applied now for a job in the oil and gas industry. This compares with just 23.8% if they applied for a job in a different industry. See question 7.


Overall, how would you rate your satisfaction in your job role at this time?8.

9.0%

50.5%

24.3%

13.2%

3.1%

Extremely satisfied

Satisfied

Neutral

Dissatisfied

Extremely dissatisfied

It is encouraging to learn that the majority of the females surveyed (60.4%) are either satisfied or extremely satisfied with their job at the present time. It should be noted that respondents who were either dissatisfied or extremely dissatisfied may be so due to factors other than levels of discrimination.

Overall, has your job role in the industry today met with your expectations?9.

4.6%

26.5%

43.2%

21.5%

4.2%

Far exceeded my expectations

Exceeded my expectations

Neutral

Fell below my expectations

Fell significantly below my expectations

If you applied for a job in another industry sector, do you agree that you would be discriminated against because of your gender?

7.2.8%

21.0%

43.8%

23.6%

8.8%%

Strongly agree

Agree

Neutral

Disagree

Strongly disagree

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parT b – male survey

Oilandgasjobsearch subsequently carried out a survey of men in the industry in order to assess their perceptions of gender equality in the work place and to compare levels of satisfaction in their job role at the present time.

A total of 6,000 men completed the survey from 43 nationalities. As per the female survey, the candidates range from entry level with limited experience through to management and director level with 35+ years’ experience. The level of seniority of the respondents ranges from graduate to director level.

The chart below shows the type of organisations where the respondents are currently working.

20.4% graduaTe

24.8% inTermediaTe

35.4% senior/lead/prinCipal

16.7% manager

0.7% vp

2.0% direCTor

The results of the survey are shown with a commentary on how they compare to the survey of females.

6.2% Global Super Major

17.4% Oil Field Services

9.5% Operator

8.6% Consultancy

8.4% EPCM

17.3% Contractor

5.7% Equipment Manufacture and Supply

26.7% Other

Do you feel that men and women have equal opportunity to be promoted in your organization?a.

The major difference in the answers provided by women shown in question 3 above is that 47.2% of women do not feel that men and women have an equal opportunity to be promoted. Whereas only 16.9% of men believe that men and women do not have an equal opportunity.

2.9% No, women seem to be promoted more

13.1% Not sure

67.0% Yes

16.9%


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Do you believe that female employees in your company who have the same level of qualifications and experience are compensated equally to male employees?

b.

It is interesting to learn that 64.1% of men believe that women at the same level are compensated equally. This compares to just 42.4% of women (see question 4 above) believing that they are compensated the same as men. Perhaps a more telling statistic is that, 37.4% of women believe that they are not compensated equally compared to just 14.9% of men.

21.1% Not sure

64.0% Yes

14.8% No

Overall, how would you rate your satisfaction in your job role at this time?C.

This shows that 69% of men are either satisfied or extremely satisfied with their job at the present time. This compares with 60.4% of females (see question 8 above). There are also just 7.7% of men who are either dissatisfied or extremely dissatisfied compared to 16.3% of women.

23.4% Neutral

1.9% Extremely Dissatisfied

16.8% Extremely Satisfied

52.2% Satisfied

5.8% Dissatisfied

Overall, has your job role in the industry today met with your expectations?d.

This illustrates that nearly half (44.4%) of the men surveyed felt that their job role either exceeded or far exceeded their expectations compared with just 31.1% of women (see question 9 above). The contrast at the other end of spectrum is even more apparent with only 12.7% of men feeling that their job fell below or significantly fell below their expectations compared with 25.7% of women.

43.% Neutral

2.1% Fell exceedingly below my expectations

6.8% Far exceeded my expectations

37.6% Exceeded my expectations

10.6% Fell below my expectations

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seCTion 5ConClusion

The assessment of levels of gender diversity at board level was completed in order to determine if there are significant numbers of role models for other females in the major oil and gas companies. The assessment was based on the top 25 oil and gas companies by revenue and, although the sample was small, the annual revenue generated amounted to $4.644 trillion. In addition, these top 25 companies employ almost 4 million people around the world. The results show that there are just 38 females at board level out of the 328 directors. This equates to just 11.6% of females at board level compared to 15.6% in the Fortune 1000.

The analysis of the Oilandgasjobsearch candidate database has shown a 72.7% increase in females from 2012 to 2013 whilst the male database increased by 44.8%. The proportion of females in the database has also grown from 10.4% to 12.2%. In addition, the number of applications by women increased by 70.6% compared with 62.7% by men over the same period. This is considered to be a very positive step towards greater diversity across the industry.

It is clear that both men and women appear to be satisfied in their current role. 69% of men

and 60.4% of women are either satisfied or extremely satisfied with their jobs. However, one main difference between men and women appears to be that just 12.7% of men felt that their job fell below or significantly fell below their expectations. This compares to more than twice as many women at 25.7% of those surveyed.

Another finding revealed that the 2 major reasons for women entering into the industry in the first place are competitive pay and career progression opportunities. However, there appears to be a distinct issue in that 86.5% of females surveyed believed that their male counterparts (with the same level of experience and qualifications) received at least 10% more than them in their compensation packages. In addition, 47.2% of women believed that men are promoted more often than them. These 2 findings may go some way to explaining the high levels of perceived discrimination in the industry.

It seems clear that equality of pay and career progression opportunities for women must be addressed in order to attract and retain talented females in the industry. Further areas for improvement could be to establish industry sponsored awards events in the

The 2 major reasons For women enTering The indusTry are CompeTiTive pay and Career progression.

86.5% oF women believe ThaT men reCeive aT leasT 10% more in Their CompensaTion paCkage


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I would like to thank my colleagues, John Roberts and Matthew Roberts, who assisted in gathering the data for the survey and helped prepare this report. I would especially like to thank the 1,200 female and 6,000 male participants who took the time to complete the surveys. Please send any feedback or comments you have to [email protected].

Thank you

various oil and gas hubs around the world. The achievements of females would be recognised and celebrated. The women would then become role models for others who are currently working in oil and gas or who are thinking of pursuing a career in the industry. It is also believed that greater promotion to children at high school age, particularly in relation to the Science, Technology, Engineering and Mathematics (STEM) skills, would benefit the industry as a whole.

It is apparent that some companies have recognised their lack of diversity and have put in place diversity and equality policies together with self-imposed targets to enhance gender diversity by specific deadlines. It will be interesting to see if those targets are met over the coming years and whether gender quotas begin to find their way into national legislation. It appears that quotas are already happening in Europe but have received a very mixed response from industry. Rather than quotas, it is believed that all organisations should publish data on their levels of employee diversity on an annual basis and follow the lead of companies in creating their own targets.

Industry bodies such as the Society of Petroleum Engineers (SPE) has recognised the challenges facing women in the industry and carried out activities such as publishing promotional articles, establishing “Women Networks” and setting up a “Women Task Force Team”. The actions of the SPE have primarily focused on facilitating networking

opportunities and collecting data about the issues faced by women in the industry. Further promotional activities in the industry have seen the recent establishment of a volunteer organisation called Women in Oil and Gas (WIOG) based in Australia. WIOG is committed to promoting diversity and the career advancement of women in the oil and gas industry. WIOG is intending to open chapters in the UK and USA very soon. More details can be found at: www.womeninoilandgas.com.au.

As a company, Oilandgasjobsearch is at the forefront of acknowledging the need to promote the industry worldwide but specifically to women in the industry to help fill the skills gap. The company promotes its services to women via referral initiatives, social media campaigns and targeted advertising. Oilandgasjobsearch can provide companies with the tools to help them employ a more diverse workforce and meet their diversity targets.

Oilandgasjobsearch intends to carry out the assessment of gender diversity at board level, analyse trends in greater diversity of its own database and survey female and male professionals on an annual basis in order to determine trends and review progress by the oil and gas industry.

Duncan Freer, Managing Director – Oilandgasjobsearch.com limited

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Oilandgasjobsearch Gender Diversity 2014