PISTA BLOG#20 (Mar 2023): INTERNATIONAL WOMEN'S DAY 2023:CELEBRATING THE INDIAN WOMEN OF THE O&G INDUSTRY.

CELEBRATING THE WOMEN

OF

THE INDIAN OIL & GAS INDUSTRY

        It is a fact that women make up just 19 percent of the O& G Industry's Global workforce – however, we shouldn’t forget that the industry is not only expected to add more than a million jobs over the next 20 years but inevitably about to lose up to half of its management level workforce to retirement in the next 10 years. Given the never-ending need for talent, the O&G industry must deepen and diversify its Human resource pool. Recent reports and analysis suggest that the best way to do that is to bring in and retain more talented women. The demand for new kinds of skills, esp. in areas such as advanced analytics, machine learning, and robotics could tilt the favor towards an increase in Women’s participation. 

Research conducted by McKinsey (Ref link in the comments section) suggests that Companies that have a significant share of female leaders usually outperform their peers. This is a vital insight because  Globally and in India the O&G industry has always struggled to attract, retain, and promote women.

HOW WOMEN CAN CHANGE THE FACE OF THE INDIAN O&G INDUSTRY

This section of our Blog discusses how women can address the challenges facing The Indian O& G Industry.

  The Indian O&G Industry is already heading for a makeover. Women's empowerment in recent decades has changed Industry’s image from a male-dominated workforce to a culturally and technologically open lab for innovation. Yet this shift also brings new challenges, such as a steep skills gap which is anticipated to grow over the next decade. As the India Energy Industry rebuilds, revitalizes, and strengthens its industrial & technological advances, women can play a critical part by filling this skills gap. 

Today Women only comprise a small portion of the Indian O& G Workforce. But attracting this untapped resource is indeed key to the future development, growth, and success of the Indian O& G Industry.

  ADDRESSING THIS PROBLEM IS IMPORTANT:

 To do this, we need to improve the cultural perception that O & G is not a progressive environment for the women workforce,” One such Organization which has broken this stereotypical Indian perception is MRPL (MANGALORE REFINERY AND PETROCHEMICALS LIMITED).

 Percepts from the article in NATIONAL NEWSPAPER TIMES OF INDIA EDITION 21 JANUARY 2023 (LINK FOR REF https://epaper.timesgroup.com/timesspecial/governance-infrastructure/woman-power-fuels-this-petroleum-refinery/1674328232843)

 

Petroleum refineries have traditionally been a man’s world but MRPL’S (MANGALORE REFINERY AND PETROCHEMICALS LIMITED) crucial CHT unit is a rare exception. Every day 15 women operate the unit that processes heavy gas oil into low-sulfur, low-nitrogen heavy coker gas oil. In each eight-hour shift, two women operate the distributed control system (DCS) panels while three others manage field operations.

The report goes on to say that: A decade ago – the unit was commissioned in May 2014 – it was almost unthinkable for the physically demanding refinery industry to entrust operations to an all-woman crew. Especially those of a complicated plant like the 0.65 MMTPA (million tonnes per annum) coker heavy gas oil hydrotreating unit (CHTU).

The refinery industry had little representation of women in critical technical roles, especially in shift operations, recalls Krishna Hegde, group general manager (HR) at MRPL.

CHTU operations involve operating big valves, climbing ladders, and taking emergency handling decisions to start or stop equipment, activate emergency shutdowns, etc. These tasks need intense focus and split-second decision-making, besides physical fitness, agility, and strength. That’s why for a standalone refinery like MRPL to hand over these roles to women was a revolutionary step.

 

While the women were keen to do their best, the emotional and human aspects of an all-woman team needed to be addressed. Women employees working in shifts needed special care and security arrangements. With time, when some of the young workers became mothers, they needed extended support and care.

Shilpa, who joined the CHTU team in 2012, says she faced some difficulty in striking a work-life balance, first after marriage and then upon having her first child. “But the pride we have in independently operating one important unit of our refinery drives me to overcome these hiccups,” she says.

 

Once MRPL decided to ‘woman’ its CHT unit, the women recruits were trained to operate valves and take regular and emergency decisions in the field. They also imparted skills and confidence to operate critical panels and the DCS. The refinery’s male staff helped them learn these skills quickly.

“In the initial days we worked with men in shifts and worked hard to learn the operation of the plant,” says Lakshmi. The women “faced the line tests, including flushing and blowing during the pre-commissioning stage,” she adds.

 

Divya N joined MRPL in 2010 as a trainee operator. “Our seniors and especially many of the engineers supported us. We were trained extensively, classroom training was also given,” she says.

Each shift at the CHTU has two women engineers and three diploma holders. Some of the 15 crew belong to project-displaced families and are happy to work on the land that once made up their ancestral fields and meadows.

 

Divya says refinery work can be grueling. “We have faced a long shutdown of two months during which we had to do 12-hour shifts. We also work double shifts of 16 hours whenever the situation demands it.” Her colleague Mallika adds, “We have faced difficult situations and learned to operate the plant and troubleshoot.”

 

Ashwini is confident they can handle any emergency. “Sometimes we have to work extended hours, but this is a job requirement. We are proud that we work as equals with men. We derive real satisfaction at the end of our shift.”

 

And the MRPL management is proud of them. “We salute our women staff who have heralded a new era of gender equality in the high-tech field of refining operations and maintenance...this is reckoned as unprecedented on the Indian refining scene,” says M Venkatesh, MD of MRPL.

“Our CHTU colleagues have demonstrated their mettle through years of the diligent and effective running of the unit…they have also joined the select circle of women working in the process industry…proving that all women need in any industry is an equal opportunity to demonstrate their potential,” says refinery director Sanjay Varma.

 

This article truly features a motivating story on successful women in O& G Industry and builds hope of showing young women the possibilities that an O& G Career can also be as fulfilling and as rewarding as any other job in other Industries.

 

 Many Indians now believe that we are “reaching a tipping point,” with an influx of young women into many technical and Safety related and supervisory positions. “Employers are now more women-friendly and can help by reaching down beyond traditional levels in their human and talent development programs.”

 PISTA HAS BEEN A WOMEN-FRIENDLY TRAINING CENTER SINCE ITS INCEPTION IN 2018 AND HERE ARE SOME POINTS OF CONSIDERATION TO IMPROVE THE RECRUITING PROCESS FOR THE NEXT GENERATION OF FEMALE TALENT IN OUR INDUSTRY:

·         Employers can create an open and transparent culture to attract high-quality candidates in general, and a clear link between performance and promotions.

·         Employers can improve the overall perception of the industry — not just for female talent, but for young talent. 

·         Employers can target students at a younger age and expose them to the vast opportunities that are available. 

·         Employers can also start recruiting female talent early and promote programs to get O& G job profiles in front of young women. 

·         Employers can create Mentorship programs as a valuable tool to promote career growth.

·         Employers can create a culture of encouragement that can build confidence and result in professional development and can empower a woman.

·         Employers must be should be open to providing additional training and education if there is a need or an interest.

 Many Indian Organizations like MRPL (AND PISTA) are already playing an important part in this vast realization that diverse and multicultural organizations not only perform better but also are more profitable, where careers can be very rewarding, challenging, and exciting for the Women workforce. 

 

Many Indian women are ready to make meaningful contributions that can make a lasting impact.

This WOMEN’S DAY 08th MARCH 2023 PISTA salutes the Women workforce at MRPL and commits to contribute towards making many more opportunities available in O& G Industry.

Learn more about the O & G career and courses at www.pistaoffshore.com. 

                    HAPPY INTERNATIONAL WOMEN’S DAY 2023

                                        TEAM PISTA, INDIA