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Pink-collar jobs still apparent in the oil and gas industry, GETI reveals

The Global Energy Talent Index, conducted by the leading energy job site, Energy Jobline and energy manpower solutions firm, Airswift (referred to as the ‘Global Energy Talent Index’) confirms the large gender gap in oil and gas jobs is still at large, as large segments of females remain in administrative and support roles.

The global report, created with the surveying of over 15,000 energy professionals and separated into sector-specific portions reveals that oil and gas jobs are failing to become more diverse, with 19% of female professionals selecting Administrator as a job title, compared to less than 1% of male respondents.

Hannah Peet, Managing Director at Energy Jobline says: “These results from our report are shocking, but not surprising. As an industry, we must entice more women to work towards a technical role at university level and beyond.”

“Companies need to ensure they have the correct working practices to support the attraction and retention of talented women into their workforce by understanding their key drivers for entering these types of roles.”

The report also reveals the three most common job titles for female professionals remained in the operational disciplines: administrator, accountant and HR Manager, which further strengthens the idea of the ‘Pink vs Blue collar jobs’ stigma still existing.

Peet continues: “Our results show that females are still shying away from the technical oil and gas roles. Employers should be encouraging gender diversification of the various disciplines if they want to have access to as much talent as possible, which is the kind of momentum we are want to harvest with this report.”

The GETI project has been innovated and released to support the energy industry at a time of extreme uncertainty across all industries, by aligning the views and opinions of both oil and gas hiring managers and professionals. Energy Jobline and Airswift believe the index’s findings will have a powerful impact on the future of the industry and encourage emerging causes such as diversity and sector mobility (the mobilizing of professionals between sectors) to take centre stage in future recruitment ventures.

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