CEO
Envision Partnership
The ADIPEC 2023 Forum for Diversity, Equity and Inclusion will focus on the challenges as priorities continue to change for the global workforce, redefining the business and operating models that will deliver business performance in a sustainable energy system. View the ADIPEC Forum for Diversity, Equity and Inclusions sessions below. To learn more about the objectives and themes, please click here.
10:25 AM 11:10 AM
Leadership Perspectives on DEI
Session Location: Conference Hall B
Technology, digitisation and digitalisation are critical enablers of the new energy system. The energy industry requires people with digital knowledge and skills to enable technological advances across hydrocarbons as well as emerging green technology solutions. Meanwhile, investments in upskilling and reskilling to retain existing capability, who bring deep industry experience and knowledge to their organisations, are needed. If not managed cautiously, upskilling efforts can indirectly exacerbate the gap for minority groups who suffer from a lack of access to training opportunities, discrimination, and unconscious bias. Ensuring these groups have equal opportunities to acquire new skills and advance in their careers in a new energy system is fundamental to creating a diverse, equitable and inclusive workforce.
Attendee insights:
Gain an understanding of the interdependencies between talent, training and technology, and learn what energy organisations are doing to meet the changing demand for talent whilst reskilling and upskilling their existing workforce.
SVP & Chief People Officer, Human Resources, Oilfield Services & Equipment
Baker Hughes
Wednesday 04 October 2023
10:25 AM - 11:10 AM
Leadership Perspectives on DEI
Session Location: Conference Hall B
Technology, digitisation and digitalisation are critical enablers of the new energy system. The energy industry requires people with digital knowledge and skills to enable technological advances across hydrocarbons as well as emerging green technology solutions. Meanwhile, investments in upskilling and reskilling to retain existing capability, who bring deep industry experience and knowledge to their organisations, are needed. If not managed cautiously, upskilling efforts can indirectly exacerbate the gap for minority groups who suffer from a lack of access to training opportunities, discrimination, and unconscious bias. Ensuring these groups have equal opportunities to acquire new skills and advance in their careers in a new energy system is fundamental to creating a diverse, equitable and inclusive workforce.
Attendee insights:
Gain an understanding of the interdependencies between talent, training and technology, and learn what energy organisations are doing to meet the changing demand for talent whilst reskilling and upskilling their existing workforce.
SVP & Chief People Officer, Human Resources, Oilfield Services & Equipment
Baker Hughes
12:00 PM 01:00 PM
Strategic Panel
Session Location: ICC Hall
Ensuring a just energy transition is important for all countries at all levels of development, but circumstances and expectations differ across regions and industries. The shift to a green economy can also be a catalyst for social inequity, job loss and less competitive markets. To counteract this, policymakers must establish and manage policies and regulatory frameworks to incentivise businesses and investors in the development of environmentally and socially sustainable energy economies based on diversity, equity and inclusion in the workplace.
Attendee insights:
Gain insights into the role of governments, businesses, workforce organisations and workers in achieving a just and inclusive energy transition. Understand the importance of social dialogue, public-private partnerships and investment in maximising the social and economic opportunities of the energy transition.
Wednesday 04 October 2023
12:00 PM - 01:00 PM
Strategic Panel
Session Location: ICC Hall
Ensuring a just energy transition is important for all countries at all levels of development, but circumstances and expectations differ across regions and industries. The shift to a green economy can also be a catalyst for social inequity, job loss and less competitive markets. To counteract this, policymakers must establish and manage policies and regulatory frameworks to incentivise businesses and investors in the development of environmentally and socially sustainable energy economies based on diversity, equity and inclusion in the workplace.
Attendee insights:
Gain insights into the role of governments, businesses, workforce organisations and workers in achieving a just and inclusive energy transition. Understand the importance of social dialogue, public-private partnerships and investment in maximising the social and economic opportunities of the energy transition.
08:30 AM 09:00 AM
Session Location: Conference Hall B
A networking breakfast to welcome attendees with an opportunity to meet peers, fellow diversity, equity and inclusion advocates and the committee members.
Thursday 05 October 2023
08:30 AM - 09:00 AM
Session Location: Conference Hall B
A networking breakfast to welcome attendees with an opportunity to meet peers, fellow diversity, equity and inclusion advocates and the committee members.
09:00 AM - 10:30 AM
Diversity, equity and inclusion industry leaders will host four exclusive roundtable discussions enabling participants to share their perspectives, insights and ideas on key diversity, equity and inclusion topics.
09:00 AM 10:30 AM
Interactive Roundtable 1
Session Location: Conference Hall B
The energy industry continues to navigate changes and challenges created by rapidly evolving new technologies, climate-centric goals and changing talent agendas. The five generations of employees represented in today’s workforce (Silent Generation, Baby Boomers, Gen X, Millennials and Gen Z) have differing expectations, skills and life experiences. By fostering generational diversity in their workforces, companies can bring together talent with complementary abilities, skills and information. Managed effectively, they collectively offer better decision-making, more productive collaboration and improved overall results.
Attendee insights:
Recognise the benefits of engaging a multigenerational workforce and how to best facilitate opportunities for each generation as well as across all generations to deliver a successful, just energy transition.
Thursday 05 October 2023
09:00 AM - 10:30 AM
Interactive Roundtable 1
Session Location: Conference Hall B
The energy industry continues to navigate changes and challenges created by rapidly evolving new technologies, climate-centric goals and changing talent agendas. The five generations of employees represented in today’s workforce (Silent Generation, Baby Boomers, Gen X, Millennials and Gen Z) have differing expectations, skills and life experiences. By fostering generational diversity in their workforces, companies can bring together talent with complementary abilities, skills and information. Managed effectively, they collectively offer better decision-making, more productive collaboration and improved overall results.
Attendee insights:
Recognise the benefits of engaging a multigenerational workforce and how to best facilitate opportunities for each generation as well as across all generations to deliver a successful, just energy transition.
09:00 AM 10:30 AM
Interactive Roundtable 2
Session Location: Conference Hall B
Quiet quitting, a form of employee disengagement, is a post pandemic challenge for the energy industry. Some of the causes of quiet quitting are factors affecting an employee’s well-being, work-life balance, boundaries, and workplace culture. Energy organisations have opportunities to counter this trend through supportive measures in the form of benefits, targeted programming for traditionally under-supported employees, and flexibility in working and career progression.
Attendee insights:
Gain insights into the role of diversity, equity and inclusion culture and programming, and its ability to improve employee engagement, commitment and delivery for an organisation.
Thursday 05 October 2023
09:00 AM - 10:30 AM
Interactive Roundtable 2
Session Location: Conference Hall B
Quiet quitting, a form of employee disengagement, is a post pandemic challenge for the energy industry. Some of the causes of quiet quitting are factors affecting an employee’s well-being, work-life balance, boundaries, and workplace culture. Energy organisations have opportunities to counter this trend through supportive measures in the form of benefits, targeted programming for traditionally under-supported employees, and flexibility in working and career progression.
Attendee insights:
Gain insights into the role of diversity, equity and inclusion culture and programming, and its ability to improve employee engagement, commitment and delivery for an organisation.
09:00 AM 10:30 AM
Interactive Roundtable 3
Session Location: Conference Hall B
Unconscious bias and social stereotypes influence even the most well-intentioned decision-makers. Across the energy industry, organisations are turning to artificial intelligence (AI) as one means of navigating unconscious bias in their people management processes and practices, recruitment, and skills development to produce a more diverse and inclusive culture. With the help of AI algorithms, companies have the potential to manage people based on objective facts rather than subjective, unintended biases.
Attendee insights:
Understand the potential of AI to influence the creation of a diverse and inclusive workplace by helping organisations make unbiased workforce management decisions.
Human Resources Director & Sales Coach
Thursday 05 October 2023
09:00 AM - 10:30 AM
Interactive Roundtable 3
Session Location: Conference Hall B
Unconscious bias and social stereotypes influence even the most well-intentioned decision-makers. Across the energy industry, organisations are turning to artificial intelligence (AI) as one means of navigating unconscious bias in their people management processes and practices, recruitment, and skills development to produce a more diverse and inclusive culture. With the help of AI algorithms, companies have the potential to manage people based on objective facts rather than subjective, unintended biases.
Attendee insights:
Understand the potential of AI to influence the creation of a diverse and inclusive workplace by helping organisations make unbiased workforce management decisions.
Human Resources Director & Sales Coach
10:10 AM 10:30 AM
Interactive Roundtable 4
Session Location: Conference Hall B
People of determination, those who need assistance due to a disability that limits their intellectual and/or physical abilities, are more likely to experience discrimination and social isolation, as well as a lack of access to education and employment. For those reliant on assistive technology and healthcare, access to affordable and reliable energy is critical to their quality of life and improved opportunities. Purposeful representation of people of determination across the energy value chain fosters more inclusive, supportive and accessible energy services and solutions for all.
Attendee insights:
Gain a deeper understanding of the energy challenges faced by people of determination and the importance of their representation in developing energy services and solutions.
Thursday 05 October 2023
10:10 AM - 10:30 AM
Interactive Roundtable 4
Session Location: Conference Hall B
People of determination, those who need assistance due to a disability that limits their intellectual and/or physical abilities, are more likely to experience discrimination and social isolation, as well as a lack of access to education and employment. For those reliant on assistive technology and healthcare, access to affordable and reliable energy is critical to their quality of life and improved opportunities. Purposeful representation of people of determination across the energy value chain fosters more inclusive, supportive and accessible energy services and solutions for all.
Attendee insights:
Gain a deeper understanding of the energy challenges faced by people of determination and the importance of their representation in developing energy services and solutions.
10:45 AM 11:45 AM
Strategic Panel
Session Location: Conference Hall B
The future of work is changing, influenced largely by the shifting priorities of the workforce. Younger people are more inclined to reject job opportunities with a company that does not align with their values on, for instance, climate change or diversity, equity and inclusion expectations. Energy organisations that fail to recognise this will face an uphill battle when it comes to attracting and retaining employees. To navigate an increasingly competitive employment market successfully, businesses must consider what motivates different employee segments and how to best engage them.
Attendee insights:
Learn why organisations should understand what motivates younger workers and how organisational values can align with changing expectations for the environment, work experience and corporate accountability.
Thursday 05 October 2023
10:45 AM - 11:45 AM
Strategic Panel
Session Location: Conference Hall B
The future of work is changing, influenced largely by the shifting priorities of the workforce. Younger people are more inclined to reject job opportunities with a company that does not align with their values on, for instance, climate change or diversity, equity and inclusion expectations. Energy organisations that fail to recognise this will face an uphill battle when it comes to attracting and retaining employees. To navigate an increasingly competitive employment market successfully, businesses must consider what motivates different employee segments and how to best engage them.
Attendee insights:
Learn why organisations should understand what motivates younger workers and how organisational values can align with changing expectations for the environment, work experience and corporate accountability.
11:45 AM 12:30 PM
Leadership Perspectives on Gender Parity
Session Location: Conference Hall B
Only one in five leadership roles in the energy sector is held by a woman, according to the World Economic Forum’s Global Gender Gap Report 2022. Increasing diversity improves business and innovation opportunities, but the lack of female role models means attracting and retaining women is more challenging. Creating an equitable environment for women is seen as key to a successful energy transition and achieving climate goals.
Attendee insights:
Understand how gender parity is critical to a successful energy transition and climate goals as well as the actions leaders are pursuing to establish gender parity within their organisations and across the energy industry.
Thursday 05 October 2023
11:45 AM - 12:30 PM
Leadership Perspectives on Gender Parity
Session Location: Conference Hall B
Only one in five leadership roles in the energy sector is held by a woman, according to the World Economic Forum’s Global Gender Gap Report 2022. Increasing diversity improves business and innovation opportunities, but the lack of female role models means attracting and retaining women is more challenging. Creating an equitable environment for women is seen as key to a successful energy transition and achieving climate goals.
Attendee insights:
Understand how gender parity is critical to a successful energy transition and climate goals as well as the actions leaders are pursuing to establish gender parity within their organisations and across the energy industry.
12:30 PM 01:00 PM
Leadership Interview
Session Location: Conference Hall B
Work-life balance has traditionally focused on keeping work and personal responsibilities separate—but equal. A new concept is emerging referred to as work-life integration where work and personal responsibilities are viewed as two parts of a person’s life that must coexist together in an integrated way. The concept encompasses an organisational culture that allows for open dialogue between employees and employers to address personal lives in the context of jobs and careers. Through this lens, workers see work-life integration as the capacity to organise work ambitions and responsibilities around their individualised and personal list of priorities. For women - who often assume multiple roles outside of their jobs - this broader flexibility can be particularly important in allowing them to manage what used to be considered conflicting responsibilities. For energy organisations in particular, it is important to embrace the supportive mechanisms that allow employees to achieve their ambitions in their professional and personal lives.
Attendee insights:
Gain an understanding of work-life integration, how it differs from work-life balance, and how it creates a supportive framework that allows employees to thrive personally and professionally.
Thursday 05 October 2023
12:30 PM - 01:00 PM
Leadership Interview
Session Location: Conference Hall B
Work-life balance has traditionally focused on keeping work and personal responsibilities separate—but equal. A new concept is emerging referred to as work-life integration where work and personal responsibilities are viewed as two parts of a person’s life that must coexist together in an integrated way. The concept encompasses an organisational culture that allows for open dialogue between employees and employers to address personal lives in the context of jobs and careers. Through this lens, workers see work-life integration as the capacity to organise work ambitions and responsibilities around their individualised and personal list of priorities. For women - who often assume multiple roles outside of their jobs - this broader flexibility can be particularly important in allowing them to manage what used to be considered conflicting responsibilities. For energy organisations in particular, it is important to embrace the supportive mechanisms that allow employees to achieve their ambitions in their professional and personal lives.
Attendee insights:
Gain an understanding of work-life integration, how it differs from work-life balance, and how it creates a supportive framework that allows employees to thrive personally and professionally.
01:00 PM 02:00 PM
Hosted by AWS
Session Location: Conference Hall B
An interactive lunch arranged for attendees to meet peers, exchange ideas and form valuable industry connections.
Thursday 05 October 2023
01:00 PM - 02:00 PM
Hosted by AWS
Session Location: Conference Hall B
An interactive lunch arranged for attendees to meet peers, exchange ideas and form valuable industry connections.
02:00 PM 03:00 PM
DEI Workshop
Session Location: Conference Hall B
When people feel included, they speak up more, are more productive and collaborate better. These are all key contributors to raising organisational performance as well as attracting and retaining talent. Inclusive leadership is emerging as a unique and critical capability to enable senior and middle management to help organisations adapt to diverse customers, markets, innovation and talent. From tangible diversity, equity and inclusion commitments to an open mindset to cultural intelligence, there are key traits that leaders can hone to build a positive workplace culture, enhance their employees’ experience and improve organisational performance.
Attendee insights:
Learn about the essential leadership skills that influence an organisation’s diversity, equity and inclusion culture and agenda as well as how it can create more successful outcomes for employees and organisational performance.
Lean In Equity & Sustainability is an independent gender diversity and inclusion initiative operating under the LeanIn.Org umbrella. We are a member-centric, diverse, international network of women and allies supporting and empowering women to achieve their ambitions. Our mission is to empower women in male-dominated sectors to build a sustainable future. Our guiding principles are built on three key Pillars of UN Sustainable development goals: SDG5 (People), SDG7 (Purpose) and SDG13 (Planet).
Thursday 05 October 2023
02:00 PM - 03:00 PM
DEI Workshop
Session Location: Conference Hall B
When people feel included, they speak up more, are more productive and collaborate better. These are all key contributors to raising organisational performance as well as attracting and retaining talent. Inclusive leadership is emerging as a unique and critical capability to enable senior and middle management to help organisations adapt to diverse customers, markets, innovation and talent. From tangible diversity, equity and inclusion commitments to an open mindset to cultural intelligence, there are key traits that leaders can hone to build a positive workplace culture, enhance their employees’ experience and improve organisational performance.
Attendee insights:
Learn about the essential leadership skills that influence an organisation’s diversity, equity and inclusion culture and agenda as well as how it can create more successful outcomes for employees and organisational performance.
Lean In Equity & Sustainability is an independent gender diversity and inclusion initiative operating under the LeanIn.Org umbrella. We are a member-centric, diverse, international network of women and allies supporting and empowering women to achieve their ambitions. Our mission is to empower women in male-dominated sectors to build a sustainable future. Our guiding principles are built on three key Pillars of UN Sustainable development goals: SDG5 (People), SDG7 (Purpose) and SDG13 (Planet).
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