OIL AND GAS INDUSTRIAL MANAGEMENT SEEKING OPPORTUNITIES FOR

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OIL AND GAS EXECUTIVE MANAGEMENT SEEKING OPPORTUNITIES FOR MEN ONLY:

OIL AND GAS EXECUTIVE MANAGEMENT SEEKING OPPORTUNITIES FOR MEN ONLY James Dodd Southern New Hampshire University Diversity: IDS 400 Professor: Linda Parker January 8, 2016

Introduction :

Introduction Both men and women in the workforce are becoming more evolved in each position available. However, over the years many positions within the executive management circle have not been occupied by women. Many large Oil and Gas Exploration companies are now introducing women to their hierarchies allowing for a diverse and ever increasing culture. These new women in leadership are utilizing their backgrounds and experiences, reflecting the diversity witnessed in our broader society. Although, many companies are making changes that lead to diversity in the workplace, several are still lacking, extending the biases that men need to be in charge. A stimulation into the methodological identities of each oppressed side of business requires a pursuit into the meaning of opportunity and understanding of equality. Thus leading to a greater diverse atmosphere for both men and women alike can successfully achieve great results.

Diversity in the workplace :

Diversity in the workplace Diversity in the workplace incorporates everything in an organization or workforce that deals with race, gender, age, personality, education, functionality, and ethnic background. Diversity has many positive attributes in the workplace: Communication Increased ability for change Increased execution efficiency Greater service array

Historical Views on Women in the Oil and Gas Industry:

Historical Views on Women in the Oil and Gas Industry Employers created work structures alienating women M anagement formulated job descriptions, expectations, and salaries with men in mind Women in history, have been trained from a social system to follow instead of lead Traditionally, women working in the oil and gas industry have held office positions F ears of field assignments would lead to male assaults against women Image Courtesy of: Oilman Magazine Archive: Driller Jack Clark, 1930’s

The Main Issue: Social Inequality Matrix:

The Main Issue: Social Inequality Matrix What does this mean ? Work-related networks exclude women from growth prospects Project driven work masks individual contributions Career maps offer increased occupational flexibility but lack firm standardization between management levels Photo Courtesy of: Robert Maxwell, Time Magazine (2013)

Education for Women over the past 65 years:

Education for Women over the past 65 years In 2013: 1.0523 million women graduated from college In 2000: 22.8% of women completed college In 1950: 5.2% women completed college 787,231 men graduated from college 26.1% Men completed college

Today, most companies realize the best and most talented employees will help them achieve the highest level of success. “Companies are making a conscious effort to address the need for the best and brightest, rather than focusing on candidates who fit some outdated mold of what an employee or executive should look like” (Velarde, 2014).:

Today , most companies realize the best and most talented employees will help them achieve the highest level of success. “Companies are making a conscious effort to address the need for the best and brightest, rather than focusing on candidates who fit some outdated mold of what an employee or executive should look like” (Velarde, 2014). Seeking Success for the Future

Education Path for Success:

Education Path for Success Photo Courtesy of shutter shack

The HR Hiring Process for Student Applicants :

The HR Hiring Process for Student Applicants Initial application <- 4-6 months General Testing requirements <- 1-2 months General Interviews <- 1-2 months General Offer letter <- 2 months TOTAL = 6-12 months Comic courtesy: enearthdcomics.com

Current Major Oil and Gas Companies :

Current Major Oil and Gas Companies Shell Examples of men in executive leadership positions Diversity fundamentals lacking in major oil and gas producers

Royal Dutch Shell :

Royal Dutch Shell CEO: Ben van Beurden Education: MS Chemical Engineering Joined Shell in 1983 CFO: Simon Henry Education: BS Mathematics, Member (CIMA). Joined Shell in 1982 Pictures and Bio’s Courtesy of : www.shell.com

ConocoPhillips:

ConocoPhillips CEO: Ryan Lance Education: BS Petroleum Engineering Joined ConocoPhillips in 1981 Pictures and Bio’s Courtesy of : www.conocophillips.com CFO: Jeff Sheets Education: BS Chemical Engineering, MBA Joined ConocoPhillips in 1980

Chevron:

Chevron CEO: John Watson Education: BS Ag Econ, MBA Joined Chevron in 1980 Pictures and Bio’s Courtesy of : www.chevron.com CFO: Paul Bennet Education: BA History, MA Finance Joined Chevron in 1980

HESS:

HESS Pictures and Bio’s Courtesy of : www.hess.com CEO: John Hess Education: BA Harvard. MBA Harvard Joined HESS: Founder COO: Gregory Hill Education: BS Mechanical Engineering Joined HESS: 2009

The Future Integration Plan:

The Future Integration Plan

Government Regulations that promote women and minorities occupations:

Government Regulations that promote women and minorities occupations USDL - United States Department of Labor Enforces Investigations Under the EEOC. The Equal Pay Act requires that men and women in the same work place be given equal pay for equal work (EEOC, 2016). Title VII of the Civil Rights Act of 1964 also forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment (Labor, 2016).

Prohibited Practices:

Prohibited Practices In November 2014, a Rockville, Md.-based environmental remediation services contractor paid $415,000 and provide various other relief to settle a class lawsuit alleging that the company engaged in a pattern or practice of race and sex discrimination in its recruitment and hiring of field laborers. Punishment In addition to the monetary relief, the decree requires the company to set numerical hiring goals for its field laborer positions, recruit Black and female applicants via print and Internet advertisements and report to the EEOC regarding its attainment of the numerical hiring goals and other settlement terms.

Final Discussion :

Final Discussion Are there qualified women and minorities available for key roles in the Oil and Gas Industry?

Current Study by Credit Suisse (2014):

Current Study by Credit Suisse (2014) Executive boards that have at least one woman tend to outperform on total business objectives over an all male executive board. Women within the Russell 3000 companies hold an estimated 17% of board seats . Of the 120 oil and gas companies surveyed only 7.8% of executives were women.

References:

References

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