SPE Diversity and Inclusion (D&I)

SPE Diversity and Inclusion Committee is committed to 🌍 Advancing Diversity & Inclusion in STEM: Let’s Celebrate Women’s Accomplishments! 🌍 At SPE's Diversity & Inclusion Committee, we’re committed to fostering inclusivity in Science, Technology, Engineering, and Math (STEM) and actively supporting women in the workplace. Here’s a crucial reminder for all of us: 🔍 Did you know? According to research by a Harvard PhD candidate [1], women get almost zero credit if they co-author papers with men, while men receive similar recognition regardless of their team’s makeup. This discrepancy shows a systemic bias in how we recognize accomplishments based on gender. 💪 Ways to Support Women in the Workplace: a) Look for every opportunity to celebrate women’s successes. Recognize contributions, especially when they might otherwise go unnoticed. b) When introducing female colleagues, highlight their achievements. For example: “Katie led our recent product launch, driving the highest sales of the year.” c) Form a group of allies—whether as women or inclusive supporters—to elevate each other’s accomplishments. Though self-promotion can be met with resistance, promoting one another fosters an inclusive workplace culture. 🌍How can SPE help? There are a multitude of awards offered by SPE to recognize technical and service achievements. Consider nominating your female colleagues to relevant awards. Visit www.spe.org/en/awards to learn more about those awards. Together, we can make impactful strides in closing these gaps in recognition. 🌍Share your stories about how to ensure women receive the credit they deserve. #WeareSPE, #Diversityandinclusion #DiversityInSTEM #WomenInSTEM #InclusionMatters #CelebrateSuccess Reference: [1] Heather Sarsons, “Gender Differences in Recognition for Group Work,” Working Paper , http:// scholar. harvard. edu/ sarsons/publications/ note-gender-differences-recognition-group-work

SPE Diversity and Inclusion Committee is committed to celebrating and supporting women in the workplace by sharing actionable steps everyone can take to foster inclusivity. During our recent ATCE Strategic Panel, Empowering Change: Progressing Diversity and Inclusion, we discussed the importance of reviewing promotion processes and addressing any hidden biases. Building a culture that truly values diverse perspectives and experiences is key to creating an inclusive workplace. Did You Know? In a study, 66% of women received negative feedback about their personal style—comments like “abrasive”—compared to less than 1% of men. (Snyder, 2014) 🔹 Action to Take: Challenge the “Likeability Penalty” Women in leadership often face a double standard. While men are typically expected to be assertive, women are often expected to be nurturing and collaborative. When women lead assertively, they may face pushback, sometimes being labeled “aggressive, over ambitious or impostors,” while men demonstrating similar traits are seen as “confident” or “strong.” Next time you hear a woman described as “bossy” or “nagging” ask for specific examples and consider: "Would you feel the same way if a man did the same thing?" Giving women the same benefit of the doubt encourages fairness and challenges biased perceptions. Let’s work together to recognize and value the strengths that diversity brings to our industry. 💪 #WeareSPE #DiversityAndInclusion #EmpowerChange #WomenInLeadership #ChallengeBias #SPE Reference: Kieran Snyder, “The Abrasiveness Trap: High-Achieving Men and Women Are Described Differently in Reviews,” Fortune, August 26, 2014, https://lnkd.in/g2EE2AWs.

SPE DIVERSITY AND INCLUSION COMMITTEE 🌍 Bridging the Gender Gap in Energy: SPE Survey Highlights and Actions for Inclusion A recent survey SPE Diversity and Inclusion Survey: Driving Equality in the Energy Industry sheds light on ongoing challenges for women in the energy industry, despite progress toward Diversity & Inclusion : Gender Bias and Career Limitations: Many women report that their careers are hindered by gender bias and management-level discrimination, in contrast to the majority of men, who feel equality has already been achieved. This difference in perception emphasizes a need to address real barriers women still face in advancing their careers. Merit-Based Growth and Inclusive Culture: Most respondents support hiring and promotions based solely on merit. True inclusion values talent and contributions, regardless of gender, without quotas, ensuring opportunities for everyone to succeed. Evolving D&I Focus: D&I has grown to encompass not only gender and race but also the benefits of diverse perspectives. By fostering merit-based decisions and challenging workplace biases, we can create environments where all employees thrive. There are simple things we can do every day to celebrate and advocate for our female coworkers! Action: Ensure Women’s Ideas Are Heard In meetings, men often sit front and center, while women tend to sit on the edges, and women’s ideas may receive less credit or airtime. Here’s how to advocate for women’s voices: Encourage Visibility: Lead by example by sitting front and center, and encourage women to do the same. Support Contributions: If a woman is interrupted, invite her to finish. If her idea is taken without credit, acknowledge her contribution directly: “Great idea—thanks to [her name] for introducing it.” Foster Inclusion: If you see a woman struggling to join the discussion, open the floor to diverse perspectives, ensuring her ideas are heard. When we amplify women’s voices, we foster a culture of respect and equality. By championing each other’s contributions, we all rise, creating a more dynamic and effective workplace for everyone. 🌱 How does your team ensure that everyone’s voice is valued equally in meetings and discussions? Share any strategies or experiences that have worked for you! #WeareSPE #DiversityandInclusion #Action # Women #Diversity #Inclusion #DiversityInEnergy #InclusiveLeadership Link to Survey: https://lnkd.in/gE69eTaq

SPE DIVERSITY AND INCLUSION COMMITTEE 🌟 Fueling Diversity & Inclusion: The Future of Energy Starts Here! 🌟 We’re excited to announce that new SPE D&I committee volunteers are getting their roles for the next term's commitment to creating a more inclusive and diverse energy industry. 🚀 Our goals are simple but powerful: 💪 Empowering women within SPE by promoting leadership, representation, and recognition. 🌎 Creating spaces where members can share ideas about Diversity and Inclusion. 🤝 Supporting local chapters in building D&I Committees tailored to their communities. 🔬 Championing diversity in STEM to inspire future innovators and leaders. 🚀 With a dynamic team leading the charge, we’re on a mission to create a more inclusive and diverse future for everyone in the energy industry! 🌍 Join us in collaborating, sharing ideas, and growing together—because true progress happens when EVERY voice is heard. Let’s ensure everyone has a seat at the table! 💬✨ What do you want to see in new SPE D&I committee 2024-2025 term? Comment with your Diversity and Inclusion ideas! Share proposals via direct messages! #WeareSPE #WomenInEnergy #DiversityAndInclusion #STEMLeadership #InclusiveFuture #EnergyForAll Image source: © PwC. Retrieved from pwc com.

SPE DIVERSITY AND INCLUSION COMMITTEE presents🌟 SPE Diversity & Inclusion Member Spotlight 🌟 Bagilya Karsybayeva Eni Cote d ‘Ivoire Project Control Manager SPE D&I Global Volunteer: My D&I journey with SPE began in 2022 when I co-moderated an event for the SPE Russia & Caspian D&I series. That experience shifted my narrow understanding of Diversity & Inclusion, opening my mindset in ways I hadn't expected. I had the privilege of meeting incredible women, each unique, but united by one trait: their deep CARE for what lies beyond their direct responsibilities—whether at work or at home. These women are true change-makers, supporting girls in STEM, mentoring others, and advocating for D&I at all levels in their workplaces. Their impact inspired me to apply for the SPE D&I Committee, and I was fortunate to join this amazing community. Over the past two years, I've had the honor of working on the ATCE team to promote D&I participation at SPE’s Annual Technical Conference and Exhibition. Together, we made great strides: In 2023, our proposal, “Promoting D&I in STEM: From School to University,” was selected for a Special Session at ATCE in San Antonio. 🎉 In 2024, our second proposal, “Empowering Change: Progressing Diversity and Inclusion,” will be featured as a Strategic Panel at ATCE in New Orleans! 🎉 These successes prove that the D&I agenda has moved beyond small discussions, and I’m so proud that the Society of Petroleum Engineers is leading the charge to spread this message. I've always believed in SPE’s mission to disseminate technical knowledge, but now I see it’s so much more than that! My journey with SPE started almost 20 years ago in university, and just like the society, I’ve evolved along the way. My chapter in the D&I committee has come to a close, but I’m excited to explore the new boundaries we can push together in the future! 🚀 What theme should SPE explore at ATCE 2025? With past sessions focused on promoting D&I in STEM and empowering change through diversity and inclusion, what do you think should be the next big focus for driving innovation and progress in the oil and gas industry? Share your ideas below! 👇 #SPE #WeareSPE #DiversityAndInclusion #STEM #Mentorship #ATCE #WomenInEnergy #EmpoweringChange

SPE Diversity and Inclusion committee Marián Teresa Labrador Moreno reflects about 🌍 Exploring the Power of Mentorship in the Oil & Gas Industry 🌍 Mentorship is a game-changer for career and personal development, especially in a fast-paced, high-stakes industry like oil and gas. By pairing experienced professionals with emerging talent, mentoring accelerates growth, enhances safety practices, and boosts operational efficiency. Why Mentoring Matters: 🔧 Skill Enhancement: Gain real-world, applicable skills faster than through traditional training alone. 🤝 Expanded Networking: Build a strong professional network that opens doors to new career opportunities and collaborations. 💡 Innovation & Adaptability: Foster creativity and innovation by exchanging ideas, helping the industry stay agile in the face of evolving technologies and regulations. As we work to cultivate the next generation of industry leaders, mentorship is key to ensuring they are ready to tackle future challenges head-on. ✨ Join the SPE Mentoring program at https://lnkd.in/gQdfwCm Keep Up The Conversation ✨ Share your mentoring experiences in the comments below! How have these relationships shaped your career and contributed to your growth in the oil and gas sector? #Mentorship #OilAndGas #CareerGrowth #FutureLeaders #LeadershipDevelopment #wearespe #DiversityandInclusion #spe

SPE's Diversity and Inclusion Committee reflects on the success of the SPE ATCE Conference, highlighting Diversity & Inclusion as a resounding success The recent SPE ATCE conference was a powerful testament to the energy industry's commitment to fostering a more diverse and inclusive future. Here are just a few highlights: Patricia E Carreras captivated the audience with her insightful presentation on the SPE Diversity and Inclusion Survey. Her analysis provided crucial data points on the current state of D&I within our industry, sparking important conversations and inspiring action. Lourdes Guinazu, the chair of the SPE D&I committee, presented the SPE Diversity and Inclusion Award to SPE Patagonia Professional Chapter and SPE Mehran Univeristy E&T Student Chapter for their outstanding initiatives in creating inclusive environments and promoting diversity within their chapters. Their dedication and innovative programs inspire us all! The SPE ATCE Strategic Panel featuring Chapter Manager Peggy Rijken and esteemed speakers Josetta Jones from Chevron, Summer Condarco from Halliburton, Ayesha Al Marzouqi from ADNOC, and Carlos Darío Sarmiento Rivadeneira from SLB was a highlight of the conference. This dynamic discussion explored the critical role of leadership in driving meaningful change in D&I, with each speaker sharing actionable insights and personal experiences. These events at SPE ATCE demonstrated a strong commitment to creating a more equitable and representative energy sector. Let's keep the momentum going! #SPE #ATCE #DiversityandInclusion #EmpoweringChange #EnergyIndustry #Leadership #Innovation

SPE DIVERSITY AND INCLUSION COMMITTEE can't wait and Invites you to SPE ATCE Empowering Change: Progressing Diversity and Inclusion through Effective Leadership When: Wednesday, 25 September 1015 - 1130 Where: Great Hall A This panel discussion will delve into the transformative role of diversity and inclusion in driving leadership outcomes and shaping the future of the oil and gas industry. Chief Diversity Officers from the petroleum industry will offer a rare glimpse into their strategies for fostering an inclusive environment where diversity is not only welcomed, but instrumental in the decision-making! Moderator Peggy Rijken, Chapter Manager – Geomechanics, Chevron Dr. Peggy Rijken is the Chapter Manager, Geomechanics in the Chevron Technology Center. Peggy has 23 years of experience in geomechanics & completions and manages an organization of subject matter experts supporting development and application of well, completions and reservoir geomechanical technologies. Speakers: Ayesha Al Marzouqi, Senior Vice President of Onshore Development, ADNOC Upstream Ayesha Abdul Rahman Al Marzouqi is a highly experienced professional with more than 22 years of expertise in engineering and management roles. She currently serves as the Senior Vice President of Onshore Development at ADNOC's Upstream Directorate. Summer Condarco, Chief HSE Officer, Halliburton Summer Condarco joined Halliburton in 2006 as a continuous improvement leader and has served in multiple manufacturing plant operations manager roles in Texas and Singapore. She subsequently held global Supply Chain leadership roles, leading teams in China, India, Latin America, and North America. Josetta Jones, CDO, Chevron Josetta Jones is Chevron’s Chief Diversity and Inclusion Officer, a role she assumed in February 2021. Josetta leads the Diversity, Inclusion, and Ombuds function and oversees strategic diversity and inclusion (D&I) partnerships with professional and business associations. Carlos Sarmiento, Diversity and Inclusion Director, SLB With 29 years of career experience in SLB (Schlumberger), a decade leading a key region, now has the challenge of driving Diversity!!

SPE DIVERSITY AND INCLUSION COMMITTEE Invites you to SPE ATCE SP06 Empowering Change: Progressing Diversity and Inclusion through Effective Leadership When: Wednesday, 25 September 1015 - 1130 Where: Great Hall A This panel discussion will delve into the transformative role of diversity and inclusion in driving leadership outcomes and shaping the future of the oil and gas industry. Chief Diversity Officers from the petroleum industry will offer a rare glimpse into their strategies for fostering an inclusive environment where diversity is not only welcomed, but instrumental in the decision-making process. https://lnkd.in/gYK-zG9y Moderator Peggy Rijken, Chapter Manager – Geomechanics, Chevron Dr. Peggy Rijken is the Chapter Manager, Geomechanics in the Chevron Technology Center. Peggy has 23 years of experience in geomechanics & completions and manages an organization of subject matter experts supporting development and application of well, completions and reservoir geomechanical technologies. Speakers: Ayesha Al Marzouqi, Senior Vice President of Onshore Development, ADNOC Upstream Ayesha Abdul Rahman Al Marzouqi is a highly experienced professional with more than 22 years of expertise in engineering and management roles. She currently serves as the Senior Vice President of Onshore Development at ADNOC's Upstream Directorate. Summer Condarco, Chief HSE Officer, Halliburton Summer Condarco joined Halliburton in 2006 as a continuous improvement leader and has served in multiple manufacturing plant operations manager roles in Texas and Singapore. She subsequently held global Supply Chain leadership roles, leading teams in China, India, Latin America, and North America. Josetta Jones, CDO, Chevron Josetta Jones is Chevron’s Chief Diversity and Inclusion Officer, a role she assumed in February 2021. Josetta leads the Diversity, Inclusion, and Ombuds function and oversees strategic diversity and inclusion (D&I) partnerships with professional and business associations. Carlos Sarmiento, Diversity and Inclusion Director, SLB With 29 years of career experience in SLB (Schlumberger), a decade leading a key region, now has the challenge of driving Diversity and Inclusion in the company as a key enabler of the Great Balancing Act. #wearespe #diversityandinclusion #diversityatwork #diversitymatters

SPE Diversity and Inclusion Committee 2024 SPE Annual Technical Conference and Exhibition, 23-25 September 2024 2023 SPE Diversity and Inclusion Survey: Driving Equality in the Energy Industry Curious about the status of D&I in the energy industry? Please join @Patricia E. Carreras and @Lourdes Guiñazu at the #2024ATCE. Hope to see you there! Monday, September 23 ePoster station #7 3:15 pm – 3:30 pm, https://lnkd.in/gYK-zG9y Paper SPE-220824-MS #wearespe #diversityandinclusion #diversityatwork #diversitymatters