women on a rig interview with a recruiter salary stats

HIRED!powered by hays specialist recruitment

VOL 1 / 2014

EUROPEAN UNCONVENTIONAL OIL & GAS

HIRED! POWEREDBYHAYSSPECIALISTRECRUITMENT 2

Winds

Changes, changes, changes. There’s little doubt that 2014 has been an eventful year so far that has the potential to change Europe quite significantly.

First, the upcoming elections to the European Parliament that took place in late May could prove – I’m writing these words two weeks earlier – to change the EU lawmaking institution a great deal, mainly because of the rise of eurosceptic parties, such as Britain’s UKIP.

The second game changer this year has been the Ukrainian crisis. European politicians sud-denly woke up from a dream about stable and secure energy supplies from Russia. Which may actually turn out for the better, as new solutions to keep Europe’s energy supply secure, are com-ing up already. I only hope that action will follow words.

Another change, which is not as obvious as the previous ones, is the upcoming Polish law on shale gas. The Ministry of the Environment keeps assuring industry that it will be accepted by the Polish parliament in June. But we have heard that before on a number of occasions when new laws were announced to go through the vote “soon.” Don’t hold your breath just yet, those of you that see shale gas as future of the Polish energy mix.

For us, the editorial board of this publication, this year is also full of changes. After the long adventure with YoungPetro magazine, we have now started a career supplement to the Shale Gas Investment Guide, called HIRED! You are enjoying the first issue.

Women in the oil and gas sector is our lead feature. Enjoy also the interview with a Hays Spe-cialist Recruitment Operations Director about the perspectives for the oil and gas job market.

It will give you some insight if you’re looking for a career in the sector.

Jan Wypijewski

of change

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Contents

P / 6BY ACCIDENT I’M A RECRUITER

P / 14THE LATEST DATA FROM OIL & GAS LABOUR MARKET

P / 10WOMEN ON A RIG

P / 4GET TO KNOW US

MANAGING EDITOR Jan Wypijewski

jan.wypijewski@cleantechpoland.com

DEPUTY MANAGING EDITORGordon Wasilewski

gordon.wasilewski@cleantechpoland.com

EDITORKatarzyna Wierzba

GRAPHIC DESIGNMarta Tomczak

PHOTOGRAPHYAnia Pietrowicz

Marathon OilShellFlickr

WRITERSHubert Karoń

Piotr LewandowskiEdyta Stopyra

Dawid Wierzbicki

PUBLISHED BYCleantech Poland LLC

ul. Krucza 51/3100 - 022 Warsaw, Poland

PRINTERDrukarnia Beltrani

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Jan Wypijewski

Ambitious, hard-working, a powered by suc-cess kind of person. Fan of production and reservoir engineering. Always eager to face new challenges. Driven by the motto Volenti non fit iniuria (“To a willing person, injury is not done”) day-by-day. A traditionalist and free marketer, in private life passionate about genealogy, family history and travel-ling.

Dawid Wierzbicki

As the advert says Nothing is Impossible he tries to develop his skills, gain new experi-ences and broaden his knowledge. Nobody claims it will be easy but without hard work and determination you do not achieve any-thing. He always searches the best solution and after that he sets new goals for himself. Interested in oil and gas industry especially in new drilling technologies.

Edyta Stopyra

Ambitious, motivated, not afraid of new challenges, a woman who believes in knowl-edge, people and passion. She tries to follow the words: “If you can dream it, you can do it.” Fascinated by a world of opportunities in the oil and gas industry, new technologies and innovations, especially in the drilling sector. She enjoys spending her spare time actively, a lover of great mountain expeditions and a good book.

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Piotr Lewandowski

Passion driven and critical thinking young professional. His main areas of interests are oil and gas job market and economy. Always thinking about his self-development and increasing efficiency and quality of his work. Believes in sincerity and quality of delivering his services and knowledge. He knows that in every difficulty there is a seed of greater opportunity.

Gordon Wasilewski

Engaged in European shale gas informa-tion campaign through NGO advocacy and journalism. Enthusiastic and ambitious man seizing every possible opportunity of expe-riencing the O&G industry. Protestant work ethic, capitalism, knowledge and truth are his biggest values. Personally eager karaoke singer and progressive rock fan.

Hubert Karoń

Creative, social and open-minded young professional with high motivation to pursue an international career in a dynamic and result-oriented organization. He always tries to do something more than just completing ordinary tasks. Hubert really enjoys working with people that are ambitious enough to take risk in creating new projects in order to develop their life. Great organizer and fan of spontaneous travelling.

INTRODUCINGour team

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I’m a recruiterinterview with gary ward by piotr lewandowski

Gary Ward is currently the Operations Director for Hays Oil & Gas. He is responsible for Central & South America, Middle East, Continental Euro-pe, Russia and former CIS countries. Born in London, he grew up in Johan-nesburg, has worked all over the world. With over 30 years of experience in oil & gas recruitment he is a person with the great industry insights, and a good dose of healthy distance from himself. We have asked him a  few questions about the dynamics of the oil and gas labour market.

PIOTR LEWANDOWSKI: Your resume is quite lengthy, but how did it all start?

GARY WARD: My opportunity to join the recruiting industry was purely by accident. I loved water sports, so when I was in my early twenties, I was in the Netherlands on a break sailing and windsurfing, and saw a rig yard building Jackets and Topsides and couldn’t believe how big they were, started talking to one of the locals and he told me the company were looking for someone to co-ordinate the movements of English Labour between the UK and the Netherlands, arrange accommo-dation, reconcile timesheets etc. I applied and got the job and spent 18 months working on the rig yard before heading to Germany to do exactly the same for two years, learning all the time about the industry.

PL: Statistics show that 50% of the oil and gas engineers will reach retirement age by 2015. A shale bonanza changes then the industry’s la-bour market. How do HR departments man-age this rather significant change? Do you see this in increased hiring? And do workers’ pro-files change?

GW: The ageing workforce is a serious prob-lem, especially for countries that normally don’t use a high proportion of imported for-eign labour. The UK is one example where they export more people than they import. Several countries are investing in graduate programs and training for technician levels to counter the problem but it’s still accepted that there will be a huge shortfall before the end of this decade. All employers are looking for experience, simultaneosly graduates/techni-

By accident

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cian trainees are finding it difficult to actually get that experience in most countries. With more oil & gas producing countries looking to invest heavily in their own infrastructure those that have a flexible labour market that can make use of foreign labour will benefit and those that have a rigid structure that can’t import labour – will lose. Shale will add to this problem, especially in geosciences, sub-surface engineering and operational person-nel such as drillers and drilling crews across Europe. From Hays’ point of view, this type of problem is good as we would offer several recruitment solutions to facilitate the move-ment of personnel globally, however, this can only be done where the country allows foreign workers.

PL: What are the current tendencies and the most visible changes in oil & gas job market – what are the reasons that stand beside them?

GW: A lot of countries are now trying to bring their own nationals back that have gone to work in foreign countries, we’ve seen this a lot in S. America, however, the Middle East is changing their focus away from hiring cheap Indians; they are now looking to focus on hir-ing personnel from Europe and N. America, which is going to add to the shortages over the

next few years in certain disciplines, driven by the need for experienced engineers.

PL: What upcoming projects are going to change the European oil & gas job market?

GW: There are two areas to look at that will change the oil & gas business in Europe: Rus-sia and their investment programs in infra-structure to supply both oil & gas to Europe, and the rest of the world and the Shale revolu-tion, however, both are stuck in political and environmental issues at the moment but as we all know the oil & gas Industry has a way of dealing with these problems.

PL: The youngest part of the so called Gen-eration Y (born between 1983 and 1995) is about to graduate from universities and strengthen the oil & gas business. What’s a general opinion about their readiness to start working? Are they well prepared by universities?

GW: Some countries prepare their graduates better than others; the main problem is the lack of practical experience. Graduates have the theoretical knowledge but lack the prac-tical application and companies don’t want a large number of graduates they have to train.

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Unless they can get them really cheap, which is one of the reasons the Indians have had such a large impact on the Middle East. My feeling is universities should engage more with a broader range of potential employers to understand exactly what they are looking for from a practical point of view, but also I think the universities need to manage the ex-pectations of the graduates better in prepar-ing them for the global market as it is a global industry. One area a lot of universities are bad at is training for the needs of the market and understanding where the shortage of skills will be globally not just nationally, and as such they are training potential engineers in areas that don’t have a skills shortage thereby adding to the problem.

PL: What are the biggest difficulties to over-come after entering the job market by fledg-ling graduates?

GW: Personally, I think the biggest difficulty is managing their own expectations, they want big money quick, they want a great job quickly, and they want great locations quick. It’s about managing expectations and under-standing the global market they’re entering.

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Womenby edyta stopyra

The oil and gas industry has been dominated by men for much of its hi-story. However, it is changing and recognizes the need to replace the aging workforce and fill leadership positions with people of diverse backgro-unds and perspectives.

Forward-thinking companies welcome the benefits of a diverse workforce. They also recognize the strengths of a workforce with

men and women of many nationalities and backgrounds working together and sharing common objectives. They want to offer equal opportunities to all employees. The result is that that they can draw on more ideas, inno-vations and contributions.

Many doors of the oil and gas industry are being open for women in its effort to access the best talent. It includes more female rep-resentation in the senior management posi-tions and the boards of directors.

“The shale drilling boom has attracted new competition to the service market, which now looks like it might need to consolidate. Due to an aging workforce and difficult im-migration restrictions, there is a need to at-tract more Science, Technology, Engineering and Mathematics (STEM)-skilled workers from schools as well as from other sources, such as the military. Increasingly, profession-als with unconventional expertise are being

sought for international assignments.” ac-cording to the Hays Oil and Gas Salary Guide.

As the previous generation heads for retire-ment, the oil and gas sector has to face with a demand for new, young workforce. Accord-ing to PricewaterhouseCoopers research, the E&P industry needs to recruit 120,000 new employees worldwide over the next decade to avoid the skills shortage. Increasingly, the competitive global job market is pushing companies to tap the enormous potential tal-ent pool. All these factors have caused that women on the rigs, at the refineries and, more significantly, in positions where their authori-ty and influence can have a substantial impact on the industry’s future are nowadays nothing extraordinary.

WHAT ABOUT VARIATIONS BY GENDER IN NUMBERS?

The oil and gas industry has traditionally been a male dominated arena but the recent statistics make for some interesting reading. Women are taking the advantage of career

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from 2012 show that 78,400 women working in the industry – the increase of 29,500 in just seven years.

As the research shows, the participation of women in the predominantly male oil and gas industry has changed and will continue to change.

“I see more and more women and minori-ties within my company every day... It makes me feel good knowing that they are willing to hire the best candidates for the job despite their gender or ethnic background,” said Kelly Emanuel, NAM credit manager at Weather-ford International.

Companies are actively recruiting women with many launching internal goals for gender representation among senior leadership. Ac-tually women and the younger workers make up more of the oil and gas workforce than last year. Demand for female engineers is strong, not only for typically connected with oil and

prospects, opportunities improved by the oil and gas industry over the last few years.

Data from the Bureau of Labor Statistics tells us about nearly half of the all new oil industry jobs during the first quarter of 2013 filled by women (1,800 positions). It was the 13th straight quarter of job creation in the oil and gas sector. Still, they make up 18% of all roles in the oil and gas industry as a whole. However, it is certainly a step in the right di-rection.

“So, that half of the hires in the first quarter were women is, I think, a sign that some of the programs that the major oil companies and service companies have been putting into play in terms of trying to attract more women to the industry is actually now taking hold,” said Paul Caplan, president of Rigzone.

Rigzone has analyzed data and got these re-sults: in 2004, approximately 48,900 women worked in America’s oil fields. The numbers

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gas fields, such as chemical engineering.The study conducted by BP and Rigzone

(Global Diversity and Inclusion Report) have examined female representation in the energy workplace from the perspective of 3,000 oil and gas professionals. Below we present the results:• 47% of the respondents believed that gen-der plays a role in setting compensation• 36% of the respondents said that the male oil and gas professionals are more paid than the female oil and gas professionals• 44% of the oil and gas professionals noted that a salary is comparable between the gen-ders• 20% strongly agreed that gender based dis-crimination is common in O&G industry.According to Hays Oil and Gas Salary

Guide, women and younger workers make up more of the oil and gas workforce than last year. We can also notice the bigger number of female employees in North America. It may be related with a boom in the energy industry fueled by drilling in the shale regions. For ex-ample, the Marcellus jobs are specifically tied to drilling and hydraulic fracturing, as well as campaigns, scholarships, and internships.

EXPECTATIONS VS. REALITYThere is a widespread belief that women can

bring many important values to the oili and

gas industry. Females are perceived as being able to analyze situations in a patient and understanding way. They focus on priorities, in order to manage challenges; their pres-ence helps to bring a different point of view. They have an ability to balance the goals of the company while managing personnel. These and the other reasons mentioned in the first part of the article speaks for obtain-ing some more female representatives in the oil and gas industry.

The industry perception on gender diver-sity is changing for the better. Most of the companies offer many opportunities to en-courage women to choose this career path. To address any barriers to women’s partici-pation, many major players in the oil and gas sector have prepared conveniences that enable women can find a balance between work and the family life. We could find here: a positive working environment, the assur-ance of a workplace hospitable for women, chances for professional development, and childcare facilities for working mothers.

GIRLS CAN WORK ON OIL RIGS, TOO…The element that excites people is the very

steep learning curve and taking on some real responsibility. Involvement in big projects, possibility of challenging careers, and travel opportunities are attracting both, male and female employees. The oil and gas industry has progressed. Women are playing an ever-growing role in the oil industry as: techni-cians, engineers, managers, and much more. However, they must be prepared to face cer-tain challenges in their careers when adapting to the male-dominated industry.

A great example which shows the rise of employment for women in the oil patch is Savanna Energy Services. The company em-ploys 16 women now and they want to hire more: “fit, active women who like working outside and getting their hands dirty.”

Women can advance to more responsible positions as they gain some more experience, starting with the leasehand position, through

0

10

20

30

40

50

60

70

80

WOMEN AT WORK IN AMERICA’S OIL FIELDS

2004

2012

48, 900

78, 600

SOURCE: RIGZONE

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are still a minority. Approximately, according to Macleans Magazine, 5% of offshore oil jobs go to women.

A FEW WORDS TO SUMMARIZE…The participation of women in the predomi-

nantly male oil and gas industry has changed and will continue to change. Workforce diver-sity in the oil and gas industry promotes and in-creases efficiency, competitiveness, innovation, and contribution.

At the end, here are a few words spoken to women by Lisa Cavanaugh during Women in Energy: Closing the Gender Gap Session (19th World Petroleum Congress in Madrid, 2008):

“People in this industry respect knowledge and confidence and the strength of your convictions. You need to be able to commit time and energy to continue to improve and sharpen your skill sets to adjust to technological changes.”

floorhand, then motorhand, derrickhand, driller, to finally become the rig manager.

“I hope people will give us a chance to change their minds about some of the stere-otypes they might have of working on a rig,” said Helgi Eyford, team leader in Savanna En-ergy Services.

A little different situation concerns off-shore: many offshore jobs require a combina-tion of physical strength and a willingness to work in dangerous conditions among a harsh, male-dominated environment. There is no doubt that rigs are very difficult places to work whichever the sex. Extreme conditions physically demanding jobs make life on the rigs as a challenge. Common stereotypes say that offshore work is designed for men, but companies in several industries may have an offshore job waiting for ladies. Despite the in-creasing popularity of offshore rigs, women

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THE LATEST DATA FROM OIL & GAS LABOUR MARKET powered by hays specialist recruitment

ANNUAL OIL AND GAS SALARIES IN SELECTED COUNTRIES

� Norway is the undisputed salary leader. According to the Hays Oil and Gas Salary Guide, a local employee can expect to make around $180,000 USD on average. In Western Europe, an average local salary hovers around $100,000 USD; in Poland an employee will get half that figure.

GLOBAL SURVEY$USD

Denm

ark

Fran

ce

Italy

Nether

lands

Poland

Portugal

Roman

ia

Spain

United K

ingdom

Norway

United Sta

tes o

f Am

erica

50,00

100,00

150,00

200,00Local average annual salary

Imported average annual salary

50,000

100,000

150,000

200,000

SOU

RCE:

HAY

S O

IL A

ND

GA

S SA

LARY

GU

IDE

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GLOBAL SURVEY$USD

� The discipline which is in demand in Europe is Pipeline/ Subsea Engineer. The average salary for this profession reaches $89,100 USD. The second most sought after profession is Directional Driller with the average salary of $67,900 USD.

OIL AND GAS SALARIES BY DISCIPLINE

Annual salaries by discipline area

Operator/ Technician

Graduate Intermediate Senior Manager Lead/ Principal

Vice President/ Director

Business Development/ Commercial

53,600 36,000 41,800 59,700 101,100 168,100

Construction/ Installation 61,000 37,000 54,500 76,800 105,700 188,000

Downstream Operations Management

55,000 42,000 50,000 83,700 92,000 163,400

Drilling 65,200 37,000 67,900 86,900 125,800 199,900

Electrical 61,200 38,100 48,500 70,100 87,200 N/A

Estimator/ Cost Engineer 35,000 30,000 46,700 74,000 102,000 N/A

Geoscience 60,000 45,000 56,000 95,400 137,100 222,300

Health, Safety and Environ-ment (HSE)

42,500 34,500 55,800 71,800 94,500 182,300

Logistics 55,900 31,300 35,000 65,000 85,000 116,900

Marine/ Naval 72,000 32,900 67,600 80,300 98,200 175,000

Mechanical 50,000 38,000 42,600 69,200 87,100 102,000

Piping 47,000 34,000 43,000 59,900 86,900 N/A

Process (chemical) 49,400 38,900 46,200 73,700 113,000 125,400

Production Management 55,800 32,400 52,100 79,600 109,700 242,200

Project Controls 55,000 40,000 50,600 72,600 111,200 156,500

Quality Assuarance, Quality Control (QA/ QC)

49,300 36,500 53,700 60,000 92,900 134,000

Reservoir/ Petroleum Engi-neering

45,900 44,800 67,800 105,700 131,900 262,800

Structural 57,700 36,000 41,800 73,000 93,000 204,100

Subsea/ Pipelines 54,200 41,400 62,400 89,100 134,500 199,000

Supply Chain/ Procurement 45,600 31,900 53,800 72,100 86,600 186,800

Technical Safety 61,300 35,000 60,700 74,300 115,200 185,000

GLOBAL SURVEY$USD

SOURCE: HAYS OIL AND GAS SALARY GUIDE

� According to the Hays Global Oil and Gas Salary Guide, bonuses remain the most popu-lar benefit that was offered by the companies, nevertheless health plans are on the increase.

SHARES OF BENEFITS FROM 2010 TO 2013

BENEFITS 2010 2011 2012 2013

Bonuses 36.7% 38.1% 42.8% 42.8%

Health plan 25.7% 27.9% 32.4% 33.2%

Home leave allowance/ flights 19.1% 21.2% 23.9% 24.0%

Hardship 20.6% 21.7% 24.3% 22.8%

Housing 20.0% 20.4% 24.5% 23.0%

OILFIELD DEMOGRAPHICS

20 40 60 80 100

Africa

Asia

Australasia

Europe

Middle East

North America

Russia and CIS

South America

REGIONAL GENDER DIFFERENCES

88.7

86.8

81.6

95.8

89.2

89.3

92.7

91.6

11.3

13.2

18.4

4.2

10.8

10.7

7.3

8.4

Male [%]

Female [%]

5 10 15 20 25

24 and under

25-29

30-34

35-39

40-44

45-49

50-54

55-59

60-64

65 and over 0.32.0

2.14.7

4.97.8

8.610.1

8.511.4

11.513.7

15.514.4

22.717.6

19.113.7

6.64.5

Male [%] Female [%]

SOU

RCE:

HAY

S O

IL A

ND

GA

S SA

LARY

GU

IDE

SOU

RCE:

HAY

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IL A

ND

GA

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IDE

TOTAL COMPENSATIONPERCENTAGE

WORKER AGEYEARS

MALE/FEMALEPERCENTAGE

SOURCE: HAYS OIL AND GAS SALARY GUIDE