There are more women working in offshore today than ever before. However, the gender split is still highly skewed towards men. Only 3 percent of the offshore sector’s workforce is women.
Compared to other science and engineering industries, oil and gas ranked last in diversity. Clearly, the industry still has a long way to go in terms of getting more women on board.
And the offshore industry cannot afford to wait. The oil and gas sector is already getting hit with a decline in productivity because of the talent shortages that are currently plaguing it. Women essentially represent an near untapped demographic that can fill out the ranks of the beleaguered sector.
Below, we’ll explore the opportunities that come with a more diverse workforce, and the current barriers that offshore needs to overcome to bridge the divide and make the industry more appealing to women.
Benefits of a Inclusive Offshore Workplace
Fostering a more diverse workforce isn’t just for the optics. Companies who are in the top quartile for women leaders are 15 percent likelier to have above average financial returns, according to research firm McKinsey.
Promoting diversity also lets the sector tap into a demographic that’s been severely underutilised. The energy sector risks stagnation by remaining insular. “If we are truly inclusive, we will have diversity of thought; we’ll make better decisions as teams, we’ll be innovative as an industry and we’ll move on. If we have non-diverse and non-inclusive teams the industry will not keep up with other industries and we’ll lose talent,” says Susan Grayson, Spirit Energy director for sourcing and talent.
And companies in offshore energy can’t afford to lose any more talent, with half of its current workforce set to retire in the next decade. Women offshore workers will be crucial for closing this looming skills gap, but only if companies can address the hurdles that are turning them away from the field.
Barriers to Diversity
Applying for an offshore position can be intimidating for people new to the sector, especially for women who still see a male-dominated field looking in from the outside. Some may find the environment may be more welcoming than anticipated. “I think that things are really great the way they are now. I have always felt accepted and respected by everyone out there,” says Julie Mall, an engineer working on a rig in the Gulf of Mexico.
Yet the experience is not quite as pleasant for many. Considerable barriers still persist. For one, the logistics of a platform and equipment are due for an overhaul. Elaine Campbell, a senior structural engineer at engineering consultancy firm Atkins, recalls working on platforms which had less easily accessible female toilets and working in gear that was too large: “One big issue working offshore, which I feel I have now overcome, was walking and carrying out my inspections in my coveralls – these were designed for men.”
Talent retention of female engineers is also a real problem across STEM industries. Over half of female engineers drop off before the age of 45, compared to just 17 percent of males. Offshore companies who can increase gender parity and provide needed support for their female employees are less likely to lose top talent to competitors.
The larger problem for the offshore industry is encouraging women to get into the field. Image is one part of the reason for poor turnout. Another is the lack of women in visible roles. Female students are much more likely to consider a career in engineering if they have a role model, according to a study by Microsoft. But as the number of women fall further the higher up the hierarchy of oil and gas you go, the opportunities for visibility dim further.
Fostering an Inclusive Workplace
The UK has laid out ambitious plans for its offshore wind sector. A part of it is growing the participation of women in the field. The aim is to have a workforce that comprises at least 33 percent women by 2030, according to Energy and Clean Growth Minister Claire Perry. But how will we get there?
The first step is creating a positive narrative around the engineering career path for female students. “The important thing is to stress to pupils how diverse and exciting a career in engineering can be,” says Campbell, who also serves as the President of the Aberdeen Association of Civil Engineers.
For companies, the work lies in uprooting outdated stereotypes and closing the gender gap pay. Some companies have already started the work by including gender sensitivity as part of their employee training. Siemens Gamesa, one of the world’s largest wind energy companies, is actively working to close the pay gap between their male and female employees.
Another key part of the solution is ensuring women get the same support as their male counterparts. Initiatives like the Women Offshore help make this possible by giving veterans in the field a platform where they can be found and seen by aspiring engineers.
Simply seeing women in prominent roles will not be enough. Many women report needing to work twice as hard as their male peers in order to prove themselves. Companies need to ensure fair opportunities are given at all levels of the ladder, from operations all the way to the boardroom.
