SPE NAICE 2024: Energy stakeholders demand action on gender equity

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At the Women Leadership Programme that highlighted the 2024 Nigeria Annual International Conference and Exhibition (NAICE) of then Nigerian Council of the Society of Petroleum Engineers (SPE), delegates and policy analysts highlighted the stark underrepresentation of women in leadership roles, particularly in Nigeria, where women hold less than 10% of management and board positions.

Chairman of the Nigerian Council of SPE, Engr Salahudeen Tahir

They demanded pan-industry collaboration to dismantle barriers, promote inclusive practices, and create equal career opportunities for women. And the chorus of voices in support of gender equity in the energy sector underscores the necessity of systemic change to drive the energy industry toward a more innovative and prosperous future.

The Oracle Today reports that the delegates at the conference are completely sold on the need for urgent action from government and private players on immediate dismantling of social, cultural and religious barriers that hinder female professionals from optimizing their full potentials in the energy industry.

From advocacy groups through boys’ right protection activists, civil society, international study groups, traditional rulers and industry captains; delegates at the conference emphasized the urgent need for the case for gender diversity, equity and inclusivity to be deliberately progressed from acknowledgement to policies, regulations and implementation programmes.

In a rare show of support to the gender equity advocacy from the traditional institutions in the country, the Olowu of Owu Kingdom, Abeokuta, His Royal Majesty, Oba (Professor) Saka Adelola Matemilola, declared that the turf has been tough and rough for professional and career women in the country.

He called for gender equity that guarantees equal opportunity and equal requirements for positions in corporate management and boards in the energy sector, lamenting that the Nigeria society has been structured for the survival of the fittest and the meanest.

The first rate traditional ruler who retired from the petroleum industry noted that people who are denied opportunity lose the prospects of realizing their full potentials permanently.

Then situation, he stressed, requires part of the people empowered by privilege to rise in support of merit, defend the weak and less privileged and also relieve women of the need for additional struggle to fit into the industry.

In calling for fair play, Oba Saka Adeola noted that equity gets out the best from everyone, adding that results from schools show that greater number of girls in education while female employees have also proven more reliable than their male counterparts.

He told delegates that female professionals do better at all endeavors and wondered why women should struggle for space in the energy industry.

The traditional ruler made it clear that men would be better in the society if women are enabled to optimize their potentials, arguing that enabled women would always demand better men as husbands.

The Oracle Today reports that gender stereotypes and biases continue to be significant barriers that hinder the potential of women professionals in the workplace. These deeply ingrained societal norms restrict women’s opportunities, limit their career advancement, and contribute to the persistent gender gap in many industries.

However, traditional and religious leaders hold a unique and powerful position in shaping societal values and can play a pivotal role in dismantling these stereotypes. By actively challenging gender biases, they can help create an environment where women professionals are empowered to contribute fully to the social and economic progress of a nation.

As custodians of cultural values and moral standards within communities, the influence of traditional and religious leaders hold considerable authority and are respected voices of reason, making their role in societal change crucial.

When traditional and religious leaders advocate for gender equality, they can challenge long-held stereotypes that confine women to specific roles, both in the family and the workplace. For example, by promoting the idea that women can excel in leadership positions or that men can share in domestic responsibilities, these leaders can help to reshape societal norms that have traditionally limited women’s professional growth.

This kind of advocacy not only empowers women but also fosters a culture where both men and women are encouraged to pursue their full potential.

One of the most pervasive gender stereotypes is the belief that women are naturally suited for caregiving roles and that their primary responsibility is to manage the home and care for children. This stereotype often leads to the undervaluing of women’s contributions in professional settings and limits their career opportunities.

Traditional and religious leaders can play a critical role in challenging this narrative by emphasizing that both men and women have equal potential to excel in any field, whether it is in the home or the workplace.

Leaders who preach equality and mutual respect in their domains can obviously influence the way their followers perceive gender roles. And traditional leaders who support women’s education and career aspirations can inspire communities to prioritize the professional development of women.

By using their platforms to advocate for the dismantling of gender stereotypes, these leaders can effectively help shift societal perceptions and open doors for women to pursue and excel in diverse professions.

Delegates at the event variously argued that empowered and professionally optimized women contribute significantly to the social and economic progress of a nation. Research consistently shows that companies with gender-diverse leadership teams deliver stronger commercial performance.

A study by McKinsey & Company found that gender-diverse companies are 21% more likely to outperform their peers on profitability. The International Monetary Fund (IMF) also maintains that closing gender gap in labor force participation could increase global GDP by 35%.

It has never been disputed that when women are given equal opportunities to succeed, they can help drive economic growth, reduce poverty, and improve the overall quality of life in their communities.

Thus, traditional and religious leaders, by championing gender equality, can play an instrumental role in unlocking this potential and ensuring that women contribute fully to the development of their nations.

By using their influence to challenge outdated norms and promote gender equality, custodians of culture can help create a more inclusive society where women are empowered to succeed in their careers.

At the Women Leadership Programme of the SPE NAICE 2024, Oba Adelola Matemilola called on all men who enjoy respect from women to also stand up in their support.

Olowu of Owu Kingdom, Abeokuta, HRM, Oba (Professor) Saka Adelola Matemilola

Chairman of the Nigerian Council of SPE, Engr Salahudeen Tahir, stated that the invitation of Oba Adeola at the event was deliberate to plug custodians of culture into the campaign for gender equity.

He explained that Nigerian traditional rulers have their caucuses and networks, adding that the involvement of Oba Adeola in the gender diversity debate would obviously lay agenda for changes in the expectations, customs and traditions that saddle women with domestic roles.

Keynote speaker at the NAICE Women Leadership Programme, Mrs. Audrey Joe-Ezigbo, underscored the urgent need for concerted, pan-industry action to accelerate gender equity and emphasized the importance of creating equal career opportunities for women in the sector.

Mrs Joe-Ezigbo who is Co-Founder and Managing Director of Falcon Corporation is also a founding member of the Women In Energy Network (WIEN) which leads advocacy for gender diversity and equity in the Nigerian energy industry.

In her presentation, Mrs. Joe-Ezigbo passionately called on stakeholders across the energy industry to take decisive action toward achieving gender equity; she highlighted the persistent gender disparities within the sector, noting that women remain significantly underrepresented in leadership roles and technical positions.

Mrs. Joe-Ezigbo’s presentation pointed at a 2021 report by the World Economic Forum, women hold only 22% of senior management roles in the energy sector globally, with even lower representation at the executive level. The statistics are even more concerning in Nigeria where women occupying less than 10% of leadership roles in energy companies.

She blamed the decline in the number of women as they climb the corporate ladder on factors related to unconscious bias, lack of access to influential networks, and insufficient support for work-life balance.

According to Mrs. Joe-Ezigbo, addressing these disparities requires a collective effort from both public and private sectors, with industry leaders playing a crucial role in driving change.

She stressed that gender equity is not merely a social or moral issue but a strategic business imperative, arguing that diverse teams bring varied perspectives that foster innovation and improve decision-making processes that ultimately lead to better business outcomes.

Mrs. Joe-Ezigbo urged companies to implement policies that promote gender inclusivity, such as transparent recruitment processes, mentorship programs, and flexible work arrangements that accommodate the unique challenges faced by women in the workforce.

She hammered on the need to create and sustain equal career opportunities for upcoming female professionals in the energy industry, pointing out that while there has been some progress, young women still face significant barriers to entry and advancement in the field.

These barriers include unconscious bias, a lack of female role models, and limited access to networks and resources that are essential for career growth.

She advocated for targeted initiatives that would help bridge these gaps, and emphasized the importance of mentorship and sponsorship programs, which can provide young women with the guidance and support needed to navigate their careers.

Mrs. Joe-Ezigbo also called for increased investment in education and training programs tailored to the needs of women in the energy sector, ensuring they are equipped with the skills and knowledge necessary to succeed in an evolving industry.

In her powerful call to action she urged a pan-industry collaboration on equal opportunities for women, she highlighted the essential steps needed to create a more inclusive and equitable industry. She made it clear that achieving gender equity in the energy sector is not only possible but necessary for the industry’s future success and sustainability.

Co-Founder/Managing Director of Falcon Corporation, Mrs Audrey Joe-Ezigbo

In her presentation during a panel debate at the programme, Acting Managing Director and Gas Asset Manager at Neconde Energy Limited, Engr. Chichi Emenike, stressed the need for women to earn their positions through excellence and resilience, rather than relying on sympathy or quotas.

In urging women to lay strong claim to higher roles and positions, Engr. Emenike called on women to demonstrate their value in the sector by achieving superior results.

She challenged the notion that women in the energy industry should be promoted or supported on the basis of quota, argued that women must showcase their capabilities by consistently delivering excellence in their roles.

He acknowledged obvious workplace prejudices that challenge the growth of women into management and board positions, but stressed the need for unassailable capacity for competence and dedication to the job.

Engr. Emenike shared stories of overcoming challenges and demonstrating resilience in the face of adversity, and highlighted that the qualities of persistence, innovation, and adaptability are critical for success in the industry.

She called on the women to prove traditional stereotypes wrong by rejecting sympathy, focusing on performance, solidifying on positions and delivering lasting contributions to their organizations. She pointed at compelling data that underscores the commercial advantages of businesses led by women.

By excelling in their roles, women can demonstrate that their contributions are essential to the commercial success of their companies, she argued.

Ag MD/Gas Asset Manager, Neconde Energy Limited, Engr. Chichi Emenike

Engr. Emenike’s presentation, The Oracle Today reports, relates to a 2020 report by the International Finance Corporation (IFC) that companies with gender-diverse leadership teams are more likely to outperform their peers in profitability and productivity. Specifically, businesses with women in executive roles have been found to deliver returns on equity that are 10% higher than those led exclusively by men.

In her several presentations on the need for greater space for women in executive managements, boards and sundry institutions in the industry, President of WIEN, Mrs Eyono Fatai-Williams, has argued strongly that conversation around gender diversity in corporate leadership has moved beyond social justice and equality to encompass a compelling business case for stronger commercial performance.

President of WIEN, Mrs Eyono Fatai-Williams

She has consistently reiterated that gender bias in the leadership of companies, corporations and government agencies has become the major hindrance to growth and progress.

She advanced available financial metrics, including profitability, productivity, and innovation as phenomenal evidences supporting the case that gender diversity in leadership is not only a matter of fairness but a strategic imperative for business success.

She maintains that gender diversity in leadership is not just a moral or ethical issue but a business imperative, stressing that companies that embrace gender diversity at the leadership level benefit from enhanced decision-making, increased profitability, improved employee engagement, and expanded market reach.

According to her, businesses that prioritize diversity will be better positioned to innovate, adapt, and thrive in the ever complex and competitive global economy. She called on the industry players to perceive gender diversity in leadership as a strategic advantage for stronger commercial performance and long-term success.

In his speech on behalf of the Minister of State for Petroleum (Oil), the Permanent, Ambassador Nicholas Agbo Ella, declared that the Women Leadership Programme featured in the conference aligns with government’s goals of integrating all shades of input in developing the industry.

He saluted the six eminent members of WIEN lined up share their expertise and insights on different panels of policy debate at NAICE.

“The Young Professionals’ Workshop and the Women Leadership Programme, highlighted at this conference, are commendable initiatives that align with our goals of inclusivity and leadership development. It is essential to equip our young professionals and female leaders with the knowledge, skills, and opportunities to thrive in the evolving petroleum landscape,” Ambassador Ella stated.

“Let us work together to unlock the full potential of our midstream and downstream sectors and drive the sustainable development of our petroleum industry,” the Perm Sec stated.

The Oracle Today reports that it was a firework of policy arguments as panel discussants moderated by the President of Women’s Network In Shell and Head of Asset Management at Shell Petroleum Development Company (SPDC) Limited, Ngozi Adeleke.

Mrs Adeleke had asked the panellists to shake the table with inputs on deliberate measures required to drive equality across genders and foster inclusivity in the industry.

Mrs Yewande Abiose of the Energy Institute of the United Kingdom who rolled out disappointing figures of women representation in the boards and management positions in the energy industry called on the regulators and players to keep experienced women in the job to nurture the experience pipeline for new female professionals.

While calling on government to mandate companies to have women in executive management and board positions, she also called on women in the industry to be intentional about their career goals.

Mrs Bolanle Bello of the Nigerian Upstream Petroleum Regulatory Commission (NUPRC) advised women not to form silos that limit them to gender specific experiences, saying that mentorship by men also presents them growth opportunities.

Mrs Bello made it clear that inclusiveness is about equal opportunities, stressing that women must overcome internal restraints and seek growth through competence and delivery of targets in order to keep the door open for those following.

Mrs Folasade Edekeye of the Nigerian National Petroleum Company (NNPC) Limited stressed that mentorship programmes for upcoming women in the industry has become urgent, noting that those volunteering to provide mentorship must be ready to demonstrate competence.

The Regional Director for SPE in Africa, Mrs Oghogho Effiom, told professionals in the room that the only way to dismantle bias against women in the industry is for those already in leadership positions to show capacity for performance.

She stated that figures of strong role delivery help combat gender bias.

Founder of Boys to Men Foundation, Mr Ifeoma Idigbe, stated that biases can only be addressed intentionally, clarifying that people do not give up what they hold until there is a compelling reason to do so.

In proposing affirmative action on gender diversity and inclusivity in the country, she explained that it does not entail lowering standards. She made it clear that affirmative action is deliberate consideration to address equality by deliberately balancing equals.

The workshop which was attended end-to-end by the President of SPE International, Mr Terry Palisch, concluded with a chorus of voices for dismantling all forms of conscious and unconscious prejudices against rise of women in leadership positions in the energy industry. There was also a consensus among the women that growth does not come by sympathy and patronage but by strong performance records since, according to the speakers, the industry is capital intensive and makes no room low standards.

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