4 minute read
Better problem solving with Diversity, Equality and Inclusion
A focus on Diversity, Equality and Inclusion (DE&I) is needed to respond to the unprecedented challenges the industry is facing, says Iman Hill, executive director, International Association of Oil & Gas Producers (IOGP).
WOMEN IN BUSINESS is a subject I’m pleased to see attracting more attention and energy. But any of us who are passionate about the power of difference know that the topic of Diversity, Equality and Inclusion (DE&I) is much broader and deeper than simply gender balance.
When I think of DE&I, what comes to mind is openness, inclusivity, understanding, sharing, fairness, access to varied perspectives, and a general curiosity on what is possible when we tap into the power of different frames of reference. Personally, I focus on inclusivity because we can look diverse but think, act, and make decisions in the same way because, for example, we have a similar background, upbringing, education, and privilege. Our goal should be to create a culture of inclusivity – an inherent and pervasive culture of accepting and valuing differences and a consciousness about unconscious bias – that allows everyone, irrespective of colour, gender, creed, class, or sexual orientation to be their best and most authentic self at work, and to feel valued for it.
As an industry, we share the same values, and many of us have a similar science, engineering, or technical education. As humans the most comfortable thing is to surround ourselves with people who tick like we do. And this is one of the most prevalent unconscious biases in recruitment and advancement decisions. Well, it may be “safe”, but it leads to missed opportunities, and the challenges ahead of us do not allow for missed opportunities. Never has there been more urgency around the dual imperatives of decarbonisation and reducing emissions while continuing to supply the world’s population with the energy it needs. There are billions of people who don’t have access to clean cooking fuel or reliable and affordable energy; 800 million of those don’t even have access to electricity at all. Fixing these gaps, a fundamental reflection and cause of poverty, is our responsibility.
Changing societal demands require new strategies, capabilities, and technologies; these, in turn, require new skillsets and ways of working, and availability of top talent is a growing risk for industry success. This is why it’s so important that we create a culture of acceptance and the empowerment of individuals, making “being different” something to celebrate. Diversity is good for business, because different ways of approaching a problem lead to innovative solutions. Building and maintaining a culture of listening to and learning from each other is a key enabler for better decision-making, faster problemsolving, for increasing creativity and innovation, just to name some of the benefits.
Unprecedented challenges
Right now, the world is facing some unprecedented challenges. Can diversity, equality, and inclusion efforts help us in responding to the challenges posed by climate change? I firmly believe so. But are we truly listening to each other when it comes to climate change? The energy and climate debate has become highly emotional and partly free from facts in recent years. Those who do not – or are assumed not to – share the same opinion are dismissed and excluded from the debate. Claiming that there might be more than just one pathway to tackle the
Image Credit : IOGP
Iman Hill, executive director, IOGP.
problem? You are obviously ignoring the urgency of climate change. You represent oil and gas and dare to think that you could be part of the discussion, or even part of the solution? We won’t talk to you at all – even if your expertise and resources could make the energy transition easier.
And what about ourselves? Are we always willing to listen to the concerns others have, just because we believe others simply underestimate the complexity of the problem? There is a dangerous tendency towards simplification: right or wrong, good or bad. Rigid beliefs paired with relentless fervour result in a lack of rational discussion when faced with complex challenges. It appears that complex issues bring out a desire for simple answers. We all need to do better. All voices need to be heard. If we are not even willing to listen to other opinions, we may end up with less than the best result. That’s not what the world should be looking for. And the best thing the oil and gas industry can do here, in my humble opinion, would be to take a pioneering and inclusive role.
Iman Hill was appointed executive director of the International Association of Oil & Gas Producers (IOGP) in December 2020. She also serves as non-executive independent board director of Oil Spill Response Ltd. (OSRL) and as a non-executive director on the board of United Oil and Gas. Iman is a petroleum engineer with 30 years’ experience in the oil and gas industry with extensive global expertise in the technical and commercial aspects of the petroleum business. She has served as senior regional adviser Africa to the E&P CEO and the chairman of Shell as well as GM Shell Egypt and chairwoman of Shell Companies in Egypt; SVP Brazil and SVP Developments and Operations at BG Group; VP Africa at Sasol; technical director, GM UAE and president Egypt for Dana Gas in the UAE. Iman is Egyptian.
The International Association of Oil & Gas Producers (IOGP) is the global voice of the industry, pioneering excellence in safe, efficient, and sustainable energy supply. Its members operate around the globe, producing more than 40% of the world’s oil and gas. Together, they identify and share knowledge and good practices to improve the industry in areas such as health, safety, the environment, and efficiency. n
