ABOUT THE CONFERENCE

Wednesday 13 February 2019

Despite significant progress, the oil and gas industry continues to miss out on the full benefits of a diverse workforce. For oil and gas businesses to adapt to rapidly evolving technology and global energy dynamics, it is imperative they tap into diverse range of opinions, ideas and experiences.

Gender parity is a key driver of enhanced economic performance. One of the top risks for businesses is talent management. With the oil and gas industry increasingly experiencing brain drain, global competition to attract and retain best talent will only increase with time. If oil and gas businesses fail to engage, mentor and develop women, they are essentially leaving half of their potential behind.

Created and developed as a platform to foster mentorship and sponsorship opportunities for women in the oil and gas sector, the EGYPS Women In Energy Conference will bring together empowered, successful leaders championing workplace diversity and inclusion to discuss the impact of diverse workforce on the bottom line and why diversity is the right way forward.

HOW CAN WE CREATE AN EFFECTIVE OIL & GAS WORKPLACE OF THE FUTURE?

DIVERSE WORKFORCE

Diversity is all about who and what your people are. Diversity is understanding, accepting and valuing people irrespective of gender, race, ethnicity, caste, disability, religious beliefs, personalities, skill sets and experiences.

INCLUSIVE WORKPLACES

Inclusion is all about creating spaces to welcome and embrace diversity. Creating workplaces, and industries through, policies, awareness and training, that support and respect diversity

WOMEN IN ENERGY AGENDA

08:00 – 09:20
REGISTRATION AND COFFEE
09:20 – 09:45
WELCOME REMARKS AND KEYNOTE ADDRESS
09:45 -10:45
WOMEN IN ENERGY: WHY THE TIME IS RIGHT FOR EGYPT, NORTH AFRICA & THE MEDITERRANEAN TO CAPITILISE ON ITS BIGGEST ASSETS
  • Globally, across sectors and industries, the workforce and the workplace are evolving. Flexibility, agility, adaption, diversity (of thought, gender, race and ethnicity), and inclusion are parameters driving business growth, success and the bottom line. Whilst we are far from achieving parity and equal pay, the oil and gas industry has slowly begun to emerge as a fosterer of diversity and inclusion

    • Empowering women in the Egypt, North Africa and Mediterranean oil and gas sector: quotas, training programmes, graduate hires – understanding the right way forward

    • Creating a more flexible workplace to account for cultural and societal pressures on working mothers and homemakers: can the oil and gas industry accommodate?

    • The role of men in advancing women within the oil and gas sector: why it is time to share responsibility and create change

    • Equal opportunity unit: delving deeper into the Ministry of Petroleum and Mineral Resource’s equal opportunity unit and the Modernisation programme and the impact it has had on creating more opportunities for women within oil and gas

10:45 -11:30
ATTRACTING, RETAINING, ADVANCING & SPONSORING WOMEN: A NICE TO HAVE OR MUST HAVE TO ACHIEVING BOTTOM LINE SUCCESS?
  • Work culture is set from the top and if women are to advance and succeed, gender parity and equal pay must be a strategic priority for CEO and the leadership teams. Attracting female talent in the oil and gas sector is half the battle; retaining, advancing and mentoring them to leadership positions and adding to diversity of thought at leadership and board level is another journey that businesses and the industry must undertake.

    • Why is it important to retain and mentor women? How does it impact the business and its bottom line? How big and imperative is this impact?

    • Inclusion & Diversity initiatives and Women’s Networks within businesses: CSR activity vs actual difference – where are we at?

    • Public-private collaborations and partnerships in advancing women within the oil and gas industry: how far have we come?

11:30 -12:15
DIGITAL FLUENCY & GENDER PARITY: HOW ARE THESE INTERCONNECTED & WHY DOES IT MATTER?
  • Technology is at the forefront of advancement across all sectors and regions. According to a study by Accenture, if governments and businesses can double the pace at which women become digitally fluent, we could reach gender equality in the workplace by 2040 in developed countries and by 2060 in developing countries.

    • It has been estimated that 49% of all work activities in Egypt are susceptible to automation. There is a growing disparity between the skills energy companies need to stay competitive and the talent available to them which technology can help bridge. With more and more women graduating in STEAM (Science, Technology, Engineering, Arts, and Mathematics) degreesand joining the energy sector workforce, the divide is slowly but surely being bridged.

    • How are digital fluency and gender parity in the workforce interconnected, and why should this interconnection matter to oil and gas companies and oil producing and consuming countries?

    • Flexibility, agility, and skill upgrade in the digital age: is technology the answer for the increasing brain drain in the energy sector?

    • Millennials rely on technology for all tasks – basic and complex – at the workplace and otherwise. Is technology the solution to bridging the gap between old school oil and gas veterans and the younger generation?

    • Analysing the impact of digital fluency for SMEs and female entrepreneurs: from awareness to running the business to hard-hitting bottom lines

12:15-13:00
THE MIDDLE MANAGEMENT: A BRIDGE BETWEEN THE PRESENT & THE FUTURE
  • The mid management is often an underserviced demographic. Having witnessed the top-down and bottom-up momentum, the middle management has the power to create change through their performance and implementation of initiatives and policies that come from the CEOs office. Through dialogue, personal stories, and first hand experiences this session will cover the middle management’s perspective on diversity and inclusion, their challenges and opportunities in retaining talent and working with an agile entry-level talent that does not view the oil and gassector as an attractive industry.

13:00 - 14:00
LUNCH AND NETWORKING SESSION
14:00 -14:45
THE IMPACT OF CULTURE ON THE WORKFORCE: ANALYSING HOW CULTURAL COGNITIVE BIASES AFFECT DIVERSITY, INCLUSION, WAGES, AND MENTORSHIP WITHIN THE BUSINESS
  • Cultural and social dynamics, and cognitive biases associated with it, play an extremely important role in hiring, retaining, mentoring and advancement of talent in any industry and/or organisation. More often than not, these patterns and biases go unnoticed as they cannot be tracked with quantitative data. But these biases exist and affect the industry in a huge way.

    • What are cultural biases? How are they recognised?

    • Localisation vs globalisation: creating a workable balance by allowing diverse cultures and talent to flourish within the industry to advance localisation initiatives

    • Using behavioral science to combat cultural biases and monitor performance: will it help address the biases and build a more inclusive working environment?

14:45 -15:00
THE FUTURE IS YOUNG: BUILDING AND DEVELOPING AN AGILE, COMPETENT AND DIVERSE WORKFORCE OF THE FUTURE TODAY
  • Oil and gas producing companies are adapting to rapid changes coming towards them from across various spectrums technological advancements, organisational brain drain, volatile markets and price points, newer E&P discoveries and increasing demand from consumers and emerging markets. At the heart of creating, innovating and adapting to these changes are the very people - the human capital - that oil and gas businesses must tend to, to be prepared for more disruption coming its way in the future.

    • Building the future today: why the oil and gas sector needs to capitilise on its female workforce and invest in mentoring,sponsoring and upgrading their skillsets

    • By 2020, it is expected that more than one-third of the desired skill sets of most jobs will be comprised of skills not yet considered crucial today. This means preparing for the future before it is here. How can the oil and gas sector ensure its employees are up-to-date and well trained? What is the role of future graduates in providing a solution to this challenge?

    • From Boardrooms to cubicles: Emphasising on the importance of skill upgrades within Boardrooms and how reskilling top down can create an bigger impact

15:30-15:45
OPENING KEYNOTE ADDRESS
15:45 -17:00
AWARDS CEREMONY
  • Announcing the Women In Energy Awards 2019 Winners

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    CATEGORY 1

    WOMEN IN LEADERSHIP

    Honouring contributions of a senior female professional, from the Egyptian, North African and Mediterranean oil and gas sector, who has carved a successful corporate career and has made significant contributions to the industry.

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    CATEGORY 2

    NEX-GEN FEMALE OF THE YEAR

    Honouring contributions of a young and upcoming female professional, who is a high performing individual and has consistently demonstrated the potential to be a future business and industry leader

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    CATEGORY 3

    STEM STAR OF THE YEAR

    Recognising high potential female university students currently pursuing STEM degrees with a keen interest in pursuing careers in oil and gas industry

    NEW IN 2019

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    CATEGORY 4

    EMPLOYER OF THE YEAR CHAMPIONING INCLUSION & DIVERSITY

    Honouring regional oil and gas companies’ contributions in promoting gender diversity and inclusion within the oil and gas business

17:00
CLOSING OF THE WOMEN IN ENERGY CONFERENCE & AWARDS

WHY SHOULD YOU ATTEND?

  • Meet and learn from industry leaders about latest trends, opportunities, and benefits of diversity and inclusion in the industry

  • Gain insights into technical and non-technical arenas where women are making tremendous contribution, and enabling advancement of the industry

  • Take away solutions and ideas for best practices that you can implement in your day-to-day working to overcome challenges

  • Be a part of the community, engage in dialogue and help create the dynamic industry of tomorrow

conference registration rates

EGYPS CONFERENCES DELEGATE RATE
ALL ACCESS CONFERENCE PASS $1,795
STRATEGIC ONLY $850
TECHNICAL ONLY $675
WOMEN IN ENERGY ONLY $475
SECURITY IN ENERGY ONLY $375
HSE IN ENERGY ONLY $375
FINANCE AND INVESTMENT LUNCH $170
FINANCE AND INVESTMENT BRUNCH $170