The

International

Gas Union

Growing together towards a friendly

planet

About the International Gas Union (IGU)

History & Background:

Founded in 1931 as a Non Profit Organization

Its main mission is to advocate for gas as an integral part of a sustainable global energy system.

The International Gas Union (IGU) also focuses on promoting the political, technical and economic progress of the gas industry.

There are more than 120 members of IGU are associations and corporations of the gas industry representing over 95% of the global gas market.

The working organization of IGU covers the complete value chain.

About the International Gas Union (Continued) Vision: IGU has the vision of being the most influential, effective and independent non-profit organization, serving as the spokesperson for the gas industry worldwide. How is the vision achieved?

The IGU achieves its vision through the support of its program and working committees and taskforces. The creation of these permanent program and working committees and taskforces reinforces the IGUs role in the gas industry and helps achieve its vision. These committees and taskforces present their achievements and findings through the World Gas Conference (WGC).

Introduction to the French Team

Jrme Ferrier Incom. President IGU

Georges Liens Incom. Chairman Coordination Committee

Daniel Paccoud Chairman National Organising Committee

Yves Tourni Secretary Coordination Committee

Annie Louys Secretary National Organising Committee

EXHIBITION CONFERENCE SERVICES

Strategic vision 2012 2015

The 4 pillars

Growing together towards a friendly planet

Committee Structure 2012-2015

COORDINATION COMMITTEE CHAIRMAN

VICE CHAIRMAN SECRETARY

TF1 Human Resources

TF2 Gas Advocacy

TF3 Geopolitics

WOC 3 Transmission

WOC 4 Distribution

WOC 5 Gas use

GAS CHAIN

WOC 1 E&P

WOC 2 Storage

PGC A Sustainability

PGC B Strategy

PGC C Gas Markets

PGC D LNG

PGC F R D & I

PGC E Marketing & Com

IGU Committee and TF Chairs

WOC 1

WOC 2

WOC 3

WOC 4

WOC 5

PGC A

PGC B

PGC C

PGC E

PGC F

PGC D

TF 1

TF 2

TF 3

SLOVAKIA

ARGENTINA

GERMANY

RUSSIA

JAPAN

ALGERIA

KOREA

SPAIN

USA

THE NETHERLANDS

BRAZIL

LADISLAV GORYL

BENJAMIN GUZMAN

DIETMAR SPOHN

EUGENE PRONIN

SATHOSHI YOSHIDA

FETHI ARABI

GI CHUL JUNG

ALFREDO INGELMO

JACK LEWNARD

DIRK VAN SLOOTEN

DENIS DINELLI

MICHELE PIZZOLATO

GEERT GREVING

AGNES GRIMONT

GAS ADVOCACY

GEOPOLITICS

HUMAN CAPITAL

CHAIRS Vice CHAIRS

from

Taskforce 1 Human Capital What is it? TF 1 has been created in the last Malaysian Triennium and was established to look at all the Human Capital Challenges we face in the industry Why?

Negative perception Ageing demographics Shortage of talent and Inadequate supply may impact industry rapid growth Lack of strong female presence in the industry The retirement of many experts compounded by the diminishing number of young people interested in technical careers must be overcome by the industry for it to excel.

The Industry Image! The increasing need to meet the STEM workforce demand is unfortunately hindered by negative public perception of the industry. The O&G industry has been perceived as the industry with the most negative image for the last decade. Conversely, the computer industry has consistently been perceived as the industry with the most positive image, followed by the internet and telecommunication industries.

Source: Gallup

-70

-50

-30

-10

10

30

50

70

2001 2002 2003 2004 2005 2006 2007 2008 2009 2010

Ne

t ra

tin

g (%

)

Last 10 years 2001 to 2010

Computer

Internet

Telecommunication

Banking

Pharmaceutical

Automotive

Oil & gas

The Industry Image!

Industry % Positive % Neutral %

Negative

Net positive (positive

minus negative, in pct.

pts.)

Computer industry 73 14 10 63

Internet industry 55 21 20 35

Automobile industry 43 28 28 15

Telephone industry 42 29 28 14

Educations 45 22 32 13

Healthcare industry 42 15 42 0

Pharmaceutical industry 37 24 38 -1

Airline industry 31 32 35 -4

Banking 25 21 53 -28

Oil and Gas industry 22 15 61 -39

Source: Gallup , 2012

The Talent Gap !

2%

5%

8%

16%

27% 26%

11%

5%

0%

5%

10%

15%

20%

25%

30%

55

pe

rce

nt

Age

Age range of professional E&P staff

Source: World Petroleum Council

The Talent Gap ! (Continued)

Age distribution in the

STEM workforce

Note: Units for France,

Germany, Norway and

UK are scientists and

engineers.

Unit for US is

individuals with

science and

engineering degrees

in the labour force.

Source: Eurostat .

HRST, Science and

Engineering

Indicators, National

Science Foundation. STEM workforce show that approximately 42% of scientists

and engineers are in the 45-64 age group and are fast

approaching retirement age. With only slightly over 30% of

the scientists and engineers being in the 35-44 age group,

the vacuum left behind by the retirements will be difficult to

fill.

The Talent Gap ! (Continued)

3

6

12 13

15 16

20 21

23 22

25

23

0

10

20

30

2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022

Senior geologist

Geologist

Graduate geologist/Technician

Rig superintendent

Senior drilling engineer

Drilling engineer

Graduate drilling engineer

Demand outlook

Source: Bain & Company

Gender Representation

Gender representation of the O&G workforce by company. Source: Annual reports of select O&G companies

Understanding women in STEM!

Thirty years ago there were 13 boys for every girl who scored above 700 on the SAT math exam at age 13; today that ratio has shrunk to about 3:1. Of women who graduate with a first degree in science, engineering or technology, only 27% pursue a career in these fields compared with 54% of male graduates.

Source: AAUW (2010). Why So Few? Women in Science,Technology, Engineering and Mathematics.

Proportion of graduates in all fields of education by gender and country, 2007 Source: OECD Stats. Extract (2007). Education and Training.

Gender distributions in the STEM workforce by country, 2008

Source: Eurostat, HRST (2009); Russia in Figures (2009); Women, Minorities, and Persons with Disabilities in Science

and Engineering, National Science Foundation (2008); Jones, C.(2009), Australian Women Cool to Careers in Science,

ScienceInsider.

The industry will need resources to meet the growing LNG demand!

Page 16

Source: FACTS Global Energy; GlobalData; IHS; Poten and Partners; The US Energy Information Administration (EIA); Wood Mackenzie.

Taskforce 1 Objectives

TF1 Objectives

Human Capital

Challenges

Increase appetite for STEM

Raise the role of

Females

Share best practice on HCD

Thank you

Visit us at:

www.wgc2015.org

OR

www. IGU. Org

Back up

Possible status projects Country

Arrow LNG Australia

Browse Australia

Gorgon Expansion Australia

Kitimat LNG Canada

LNG Canada Canada

Tangguh Expansion Indonesia

Mozambique Area 1 Mozambique

Brass LNG Nigeria

PNG LNG expansion PNG

Sakhalin expansion Russia

Cameron LNG Export USA

Cove Point Export USA

Freeport Export USA

Lake Charles Export USA

Assumptions potential supply project categories

Page 20

Speculative status projects Country Status Angola LNG additional Angola Speculative

Arrow LNG expansion Australia Speculative

Cash Maple LNG Australia Speculative

Darwin Expansion Australia Speculative

Fisherman's Landing Australia Speculative

Greater Sunrise Australia Speculative

Pluto Expansion Australia Speculative

QCLNG Expansion Australia Speculative

Scarborough LNG Australia Speculative

Wheatstone LNG Expansion Australia Speculative

Santos Basin Pre-salt FLNG Brazil Speculative

Cameroon FLNG Cameroon Speculative

BC LNG Canada Speculative

Damietta Expansion Egypt Speculative

EG LNG 2 Equatorial Guinea Speculative

Abadi Indonesia Speculative

Natuna D Alpha Indonesia Speculative

Iran LNG Iran Speculative

North Pars Iran Speculative

Pars LNG Iran Speculative

Persian LNG Iran Speculative

Iraq LNG Iraq Speculative

Leviathan LNG Israel Speculative

Marsa El Bregas Expansion Libya Speculative

Mozambique Area 4 Mozambique Speculative

OK LNG Nigeria