NOCs, IOCs, NECs and IECs
Christopher Hudson, President dmg::events
As industries across the private and public sectors struggle to fill vacancies, phrases such as ‘the war for talent’ and ‘the Great Resignation’ have become increasingly common. This trend has been fuelled by the COVID-19 pandemic, which prompted many people across the global workforce to re-assess their lives and priorities. Professionals have started asking themselves, what really matters to me? And the answer has led to many employees giving up jobs that do not serve them or their values.
According to the 2022 Global Energy Talent Index (GETI) 86% of professionals would consider leaving their jobs to work for a more environmentally conscious business, citing ESG concerns as a key factor in career decision making. This statistics chimes with findings from a Deloitte report issued earlier this year which highlighted that the new generation of working age individuals are also concerned with feeling included in an organisation’s decisions.
These new attitudes have prompted employers in the energy sector to think about what the industry can do to continue to attract the best minds and retain the top talent.
One key factor is the role of leadership. Many argue that the first way to improve inclusivity and meeting the expectations of new employees is to ensure that the tone of the business is reflected in the behaviour of senior leadership. The more successfully executives can communicate their companies’ values, the better placed they will be to engage with the concerns of their employees.
Another key element is providing platforms for employee participation. One popular approach in the industry is to create platforms for employees to come together and discuss the issues that matter to them. By creating space for employees’ voices, employees feel included in corporate decision-making and become more aligned to their companies’ overall mission.
Whilst a great deal of focus is placed on the new generation of energy workers, the industry is also grappling with the question of how the energy transition, and digitalisation, will affect existing employees. As the industry moves to different technologies, there is renewed discussion on the importance of retraining programmes, further education, and skills development, to ensure that employees in the sector do not find themselves isolated with abilities no longer relevant to the sector.
These questions will be at the heart of #ADIPEC’s Forum for Diversity, Equity, and Inclusion Conference, which will discuss talent, management, and training, as well as the structural inequalities that the industry is facing.
Drawing on contributions from international experts, global leaders and advocates of diversity, equity and inclusion, the forum will help develop a roadmap that will support organisations in creating equitable solutions that attract and retain talent in order to build a resilient and sustainable energy industry.
The future of the energy industry and its workforce will be shaped at #ADIPEC 2022 – don’t miss out. Join the conversation from the 30th October – 3rd November in Abu Dhabi, UAE.
To find out more about the conference, visit our website at: Forum for Diversity, Equity and Inclusion conference
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