findings from women's global leadership conference

8/14/2019 Findings from Women's Global Leadership Conference

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Women’s Global Leadership Conference

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Results from WGLC Web Survey

BackgroundIn anticipation of the Women’s Global Leadership Conference, Gulf Publishing and Gelb Consulting Groupconducted a survey of female executives in the oilfield to develop a better understanding of employmentissues with this specific group. The participants were asked to share their thoughts on industry-relevantissues such as qualities women must possess to succeed, how to recruit and retain more women, and careerobstacles women face.

Study MethodsDetailed, open-ended responses were received from 12 qualified participants with five to 25 years of industryexperience. These women held such titles as CFO, Senior Marketing Manager, Regulatory Affairs Manager,Human Resources Manager, Director, Geologist, and Production Engineer. This small sample was intendedto provide insight into the minds of these women, but not to provide generalizations and projections for allfemale executives.

Results & ConclusionsThe survey uncovered key insights regarding the challenges that female leaders still face in a traditionallymale-dominated industry. Interestingly, the survey found things are getting better as senior executives beginto welcome women into the strategic decision making-process…but there is still room for growth. Below arethe conclusions of the survey.

Keys to Success in Male-Dominated Industry

Ability to be business and relational savvy is necessary for their success.

Must acquire and maintain vast technical knowledge, often more so than their male peers.

Simultaneously master interpersonal skills while retaining an objective business mindset.

These conclusions translate into women feeling unique challenges given the nature of the male-dominated energy industry. Some of the sage advice from the survey participants includedremaining “feminine” but continuing to challenge conventional thinking and remaining smart indeliberations.

“Because it is so male-dominated, ability to compartmentalize (as men do so well) and keep in mind it is always about b usiness and not personal.”

“Women working in this industry must know how to be strong and earn respect, but need to havean endearing quality about them, as well.”

Overcoming Gender Bias & Balancing Family

Overcoming gender bias and balancing family are common obstacles women in the industryshare.

Sometimes women are treated as less competent than their male counterparts.Becoming a mother is a decision that changed the nature of their career. Their new roleconsequently presented new challenges and often forced the choice between advancementand their family.

“I have the capabilities and the desire to be in upper level management, but I also have a son and family that I don't want to take too much away from. I think I could do the job without taking away from my family, but that is not how „the job is done, so unless I'm willing to spend more time at/onwork, I won't be considered.”

“I achieved one of the potential career goals established early in my career. I could have followed other paths, but they would have compromised my effectiveness as a mother.”




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Pushing Through the “Glass Ceiling”

Advancement continues to be an issue for women, regardless if they decide to take on

motherhood.While most executive-level positions are held by men, a number of women have progressedto join the executive ranks.

Women lamented they do not feel fully accepted into executive ranks or circles.

Despite progress, a “glass ceiling” restricts advancement in the industry.

“We have had women in the Executive Level positions but there are obviously still more men. I don't know when our CEO will ever be a woman but women who have the qualities I mentioned do get promoted readily. There are just not very many of them outside of HR and Finance.”

“Women are stil l not fully accepted at the C-level in the energy industry for large companies. It may be because most women are not really willing to give up what it takes, because they don't have a wife to handle those things. But the question is, can the job be done without giving

everything up?”

Recruitment & Retention

In order to facilitate the recruitment and retention of women, the energy industry shouldcreate and promote an environment that is cognizant of women's needs.

Participants suggested the industry hold in higher regard women’s family responsibilities.

To attract more women into oilfield leadership positions, organizations must respect women’slife-work balance and offer advancement opportunities without relocation.

Implement training on how to best manage female employees and increasing visibility offemales in executive level positions.

To overcome perceptions of a “glass ceiling,” the women concluded that organizations shouldshowcase female accomplishments and highlight women leaders. But women should do their partas well by networking with others in similar positions and being good role models for youngerfemale employees.

At the end of the day, the survey respondents were pragmatic. They recognize the need to make trade-offsbetween family and work, but realize the need to tackle tough assignments to get recognized…and rewarded.

About Gelb Consulting GroupGelb utilizes strategic marketing planning processes to guide organization’s short-term and long-term growth.For the past forty years, Gelb has helped organizations in complex industries reach their potential. For moreinformation, visit www.gelbconsulting.com/oil-and-gas.

About Gulf ResearchGelb has partnered with Gulf Publishing to form Gulf Research. The collaborative efforts of bothorganizations have resulted in an entity that provides syndicated marketing research studies to

the oil and gas industry. Gulf Research reports are used by major oilfield services to identifyopportunities in technology development and for improving their marketing effectiveness. Formore information, visit www.gulfresearch.com.

http://www.gelbconsulting.com/oil-and-gas



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