Human Resources
Introduction
Over the next decades, we will face a talent crunch in Sciences Technology Engineering & Mathematics (STEM) in most parts of the world. Highly qualified people will be increasingly mobile. Furthermore, the oil and gas industry suffers from negative perception as an old fashioned industry, unfriendly to women. Ageing demographic further exacerbate the problem and will see many industry experts going into to retirement. Mirroring the ageing global population trend, age distributions in the current STEM work force show that approximately 42 percent of scientists and engineers are in the ’45-64’ age group and are fast approaching retirement age. With only slightly over 30 percent of scientists and engineers in the ’35-44’ age group, it will be difficult fill the vacuum left by retirements.
The global gas industry will have to take a long term view that deliver a strategic response to the problem of attracting, retaining and developing its talents.
| Chair: Agnès Grimont | Vice Chair: Abdulaziz Al Mannai | Secretary: Sonia Lefebvre |
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France |
Qatar |
France |
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(+33) 0144224322 |
(+974) 558 868 68 |
(+33) 01 80 21 07 60 |
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Scope
Metrics were designed for the 2012 WGC to measure the lack and loss of expertise in the industry. Using this metrics and the expertise of the HR representative in each WOC, PGC and TF, we will be able to:
- Map the critical talent and human resources required to deliver projects and business across the gas value chain, from production to use.
- Understand which skills are necessary to develop the gas business of the future, especially in relation to gas industry forecast projections for strategy, development and geopolitics
- Develop talents for the future by identifying the best practices across the gas value chain and regions
The issue of the impending ‘war for talent’ calls for an industry response. A worldwide study looked at the major forces that affect the STEM talent pipeline for the gas industry. The 2012 WGC proposed immediate, innovative solutions for attracting and understanding young talent.
- Negative perceptions of the industry hinder the ability to meet the growing STEM workforce demand. According to Gallup, Oil & Gas has been perceived as the industry with the most negative image for the last decade. Conversely, the computer industry has consistently been perceived as the industry with the most positive image, followed by the internet and telecommunications industries.
- To develop a more modern image for the gas industry, through an active on line presence in particular, and by maintaining traffic on the IGU youth website www.itsnotmagicitsscience.
- According to The Stanford Center on Longevity, growth of the working-age population will slow down everywhere. Among the large industrialised economies, only Canada and UK will experience growth in their working-age population, albeit at a slow rate. Countries such as Brazil and China will experience an increase, followed by a significant decline in their working-age populations over the next 60 years.
Generation Y and C account for 52% of the global population. This indicates the significant availability of human resources for the future workforce.
- Promote STEM education
Meanwhile, the percentage of women in work is increasing. Women account for around 55% of graduates in all educational fields. A solution could be found by increasing the proportion of women in the industry workforce from the current level of around 25%:
- Reposition the industry as female friendly to attract women to science and to our industry
Our challenge is to transform this diagnosis into practical action plan.
The results of the report will be presented to the 2015 WGC and will include continuous rolling HR review of our Industry.
Specific youth oriented programs will be organized during the 2012-2015 Triennium and at the 26th World Gas Conference. They will aim to bring together people at different stages in their carers to provide the next generation with a comprehensive view of the gas industry.