Inclusion & Diversity Study 2021 - June 2021 - Energy Workforce & Technology Council
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2021 Inclusion & Diversity Study June 2021
Updated OPTION 2
Inclusion & Diversity
in the Energy Technology and Services Sector
Study Overview
The 2018 Study: 2021 Study:
• Established a baseline on Follow-up on progress on gender diversity
gender diversity
• Led to actions for progress: Build a baseline on ethnic minority and racial diversity
⎼ Diversity Toolkit in the sector
⎼ I&D Business Champion Program
Identify key gaps to close for women and ethnic
• Set a goal of reaching 20% women minorities
by 2020 in the sector workforce
DIVERSITY MATTERS MORE THAN EVER Inclusion & Diversity is imperative for the energy technology and services sector as it reinvents itself for a low-carbon future
Improving Inclusion & Diversity metrics will play a
more central role in the sector’s performance
INNOVATION
The sector will increasingly need to innovate to remain relevant
within the expansion of new energy technology and services
• Companies with inclusive cultures and policies report an
increase of over 50% in creativity, innovation, and openness1
ESG METRICS
Investors are increasingly looking at companies to have actionable
and measurable plans for improving diversity, equity and inclusion2
• I&D has moved beyond being an “S” only issue and is becoming
more intertwined with E and G metrics as well, weighing heavily
on overall ESG performance
1: Why diversity and inclusion matter, Catalyst.org, June 2020
2: Blackrock 2021 Letter to CEOs
2020 was a challenging year for women and
minorities in the workforce
The pandemic and associated
drop in oil prices resulted in more
than 100k jobs lost in the sector. Women have seen their
Energy Workforce & Technology Council earnings decline almost two
thirds more sharply than
men, dropping by 16.5% on
Women and minorities, average since the pandemic
especially those in households began, compared with a drop
with children, dropped out of the of 10.1% for men
workforce at higher rates than Accenture Research / W20
men and whites overall.
Fewer women and minorities are
returning to the workforce.
Federal Reserve Bank of Dallas
However, women have made progress in
representation within the sector since 2018
2021 Workforce Composition
Change from 2018
Men Women
Overall US Workforce1 53% 47% No change
Up from
81% 19%
Oil & Gas US Workforce1
15%
Up from
Council US Workforce2 81% 19% 16%
Source:
1 -Overall and Oil and Gas Workforce: Department of Labor Statistics, Oil & Gas related industries (oil and gas Council
extraction, petroleum refining, construction, and mining and oil and gas field machinery manufacturing) 2020 Target
2 -Council Workforce: 2021 I&D Study prepared for the Council by AccentureWomen are more equally distributed between
business support and technical roles…
Women in the sector by Job Discipline
Total Business Total Technical/
Support Functions Operating Functions
12%
34%
Up from Up from
31% 52% 48% 8%
in 2018 in 2018
2021 88%
66%
Business Support Functions Technical / Operational Functions Women Men
Source: 2021 I&D Study prepared for the Council by Accenture…but challenges faced in promotion
and leadership roles remain relevant
80% of respondents cite women represent…
Emerging & Senior Leaders Top Leaders
(first-line and middle/upper management) (highest ranking executives)
Business
Support ≤ 31% ≤ 18%
Functions
Only leadership
Technical/
Operating ≤ 11% ≤ 9% group to improve
Functions from 2018, up
from 7%
2021 2021
Source: 2021 I&D Study prepared for the Council by AccentureEthnic minority representation within the sector lags
the overall US workforce
Workforce Composition
Black or African American Asian Hispanic or Latino Total
Overall US Workforce1 12% 6% 18% 36%
Oil & Gas US Workforce1 8% 6% 14% 28%
Council US Workforce2 5% 5% 15% 25%
Source:
1 -Overall and Oil and Gas Workforce: Department of Labor Statistics, Oil & Gas related industries (oil and gas extraction, petroleum refining,
construction, and mining and oil and gas field machinery manufacturing)
2 - Council Workforce: 2021 I&D Study prepared for the Council by Accenture. Numbers are benchmarks as this is the first time this data is being
collected.…but face similar challenges in representation
when it comes to management and top leader roles
80% of respondents cite that ethnic minorities represent…
Emerging & Senior Leaders Top Leaders
(first-line and middle/upper management) (highest ranking executives)
Business
Support ≤ 23% ≤ 22%
Functions
Technical/
Operating ≤ 25% ≤ 9%
Functions
Source: 2021 I&D Study prepared for the Council by Accenture.
Numbers are benchmarks as this is the first time this data is being collected.Pushes for diversity still need to
come from the top of the house
Company-wide strategies and initiatives (e.g., employee
resource groups, mentorship programs, and leadership
role models) help build an I&D mindset and drive change.
Recruitment
Expand talent searches to ensure diverse recruitment
Retention
Keep women and minorities in the workplace
Advancement
Mentorship and leadership role-modeling mattersRECRUITMENT RETENTION ADVANCEMENT
Representation starts with finding and tapping
into diverse talent pools for candidates
2021 Talent In-flow
Women Ethnic Minorities Women still account
Overall 15% 36% for less than 20% of
16% in 2018
entry-level recruits
within the sector,
while they account for
Entry Level 15% 17% more than 36% of
15% in 2018 STEM degree
undergraduates in the
Experienced
US1
15% 41%
Hires
18% in 2018
Source: 2021 I&D Study prepared for the Council by Accenture
1: Women in Science, Technology, Engineering & Mathematics 2020, Catalyst.orgRECRUITMENT RETENTION ADVANCEMENT
Flexibility and support enable more diverse talent
Flexible work programs Childcare back-up options
Respondents that have flexible work programs1 Respondents that have back-up childcare options available
(% of total respondents) (% of total respondents)
42% in 0% in 4%
2018 Has flexible 2018 Available
32% work programs
Not available
Does not have
a flexible work
program 96%
68%
2021 2021
Source: 2021 I&D Study prepared for the Council by Accenture
1: This excludes any flexible work programs that have been implemented as a result of Covid-19RECRUITMENT RETENTION ADVANCEMENT
Providing paid leave for primary and secondary
caregivers increases flexibility for the workforce
Weeks of fully paid leave for caregivers
(% of total respondents) Maximum number Median number of
of fully paid weeks fully paid weeks
Primary
Caregivers 44%
32%
18 8
24%
Secondary
Caregivers 52%
40%
16 1.5
8%
0 weeks 8 weeks More than
or fewer 8 weeks
Source: 2021 I&D Study prepared for the Council by AccentureRECRUITMENT RETENTION ADVANCEMENT Employee Resource Groups can be leveraged as valuable partners to determine what a diverse workforce requires Less than 50% of respondents have Employee Resource Groups (ERG) 1, and likely don’t utilize them to their fullest potential Ways to better utilize Employee Resource Groups2: • Compensate ERG leaders for their work • Fund ERG conference attendance • Leverage ERGs for internal leadership pipelines • Show visible support from CEOs and leaders at ERG events • Provide C-suite executive sponsorship for each ERG • Actively seek employee experience input from ERGs Source: 1: 2021 I&D Study prepared for the Council by Accenture 2: Harvard Business Review, What Black Employee Resource Groups Need Right Now
RECRUITMENT RETENTION ADVANCEMENT
Representation at the top of the house helps
support and signal gender and ethnic minority
diversity for the organization
Availability of Programs to Support Diversity
(% of total respondents)
C-suite Gender
Diversity Strategy 40% 60%
Diversity efforts at the CEO level have been
less successful, with women holding only
7 percent and ethnically diverse executives
only 9 percent of CEO positions among C-suite Ethnic Minority
Fortune 500 companies.” Diversity Strategy 40% 60%
Yes No
Source: 2021 I&D Study prepared for the Council by Accenture
“The Sorry State of C-suite Diversity”, Cooley PubCo, May 2020RECRUITMENT RETENTION ADVANCEMENT
Creating formal mentorship programs plays an
important role in career advancement
Availability of formal mentorship programs
(% of total respondents) Of the respondents with formal mentorship programs:
40%
75% 50% 62%
60%
Have at least Have at least At least 15% of their
2021 20% women in 30% ethnic top executive are
Has formal mentorship programs their workforce minorities in women or ethnic
Does not have formal mentorship programs their workforce minorities
Source: 2021 I&D Study prepared for the Council by AccentureAmbitions going forward Largest areas of focus since 2018 Largest focus areas for the for the advancement of diverse future, according to talent that respondents cite: respondents • Education on unconscious bias / • Develop pipeline of diverse inclusion training that emphasizes talent for leadership roles and role-models inclusive behavior • Offer competitive • Creating allies for women in compensation leadership • Conduct diversity, equity and • Partnerships with employee inclusion reviews resource groups • Expand focus to include • Focus on gender diversity in ethnic diversity technical and STEM roles Source: 2021 I&D Study prepared for the Council by Accenture
How the Council can help
In 2021, the Council can push
progress forward by
• Offering action-oriented inclusion
The 2021 iteration of training to Council members
study proves the value of • Establishing best practices for
tracking metrics to increasing ethnic minority diversity –
evaluate what works and how to best utilize ERGs, broker
drives progress. partnerships to increase recruitment
and pipeline diversity, provide
sponsorship program models, etc.
• Creating opportunities and
channels for Council members
to cross-share diversity, equity and
inclusion strategies
Source: 2021 I&D Study prepared for the Council by AccentureAbout the Research Participating companies from the Energy Workforce & Technology Council directly provided workforce data as of January 2021 for the survey. 25 Total Companies Participating 14 1000 Total 12 Reported Non-US Employee Headcount Employee Headcount Employee Headcount 249,175 Combined Employee Headcount 1 63,557 185,618 US Headcount Rest of World Headcount 13,392 Recruits 2,345 11,047 Entry level recruits Experienced hires
APPENDIX
Survey Findings: Workforce Composition
Global USA Ethnic Minority – US1
Overall Total 2021 18% 85% 19% 81% 27%
Total 2018 16% 83% 16% 84%
Companies Total 2021 18% 85% 19% 80% 23%
> 1000 employees
Total 2018 16% 81% 16% 85%
Companies Total 2021 14% 89% 14% 88% 43%
< 1000 employees
Total 2018 21% 85% 22% 82%
Source: 2021 I&D Study prepared for the Council by Accenture
Note: Global refers to US and Rest of World workforce
1: Ethnic minority includes 2% for other ethnicitiesSurvey Findings: Recruitment
Global USA Ethnic Minority - US
Overall Total 2021 18% 77% 15% 80% 36%
Total 2018 17% 83% 16% 84%
Companies Total 2021 16% 75% 16% 81% 39%
> 1000 employees
Total 2018 19% 81% 15% 85%
Companies Total 20211 8% 79% 8% 79% 9%
< 1000 employees
Total 2018 15% 85% 18% 82%
Source: 2021 I&D Study prepared for the Council by Accenture
Note: Global refers to US and Rest of World workforce
1: Rest of World data for 2021 was not provided by respondentsSurvey Findings: Women in Leadership
Ranking of Company Responses – High to Low 80th Percentile
% Women Emerging & Senior Leaders % Women Top Leaders
Business
Support 75
60
Functions
40 38 36
33 31
28 26 23
21 20 18 16
14 13 13 15 14 14
10
4 4 3 3 2 2 1 1 1 0 0 0 2 1 1 0 0 0 0 0 0 0 0 0 0
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22
Technical /
Operational
Functions
33
17 16 15 17
11 10 9
6 5 5 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21
Source: 2021 I&D Study prepared for the Council by AccentureSurvey Findings: Ethnic Minorities in Leadership
Ranking of Company Responses – High to Low 80th Percentile
% Ethnic Minority Emerging & Senior Leaders % Ethnic Minority Top Leaders
Business
Support
Functions
39
29 27 29 25
23 21 21 22 22 20
18 15 15
7 6 5 4 3 2 3 2
1 1 1 1 0 0 0 0 1 0 0 0 0 0 0 0 0 0 0
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20
Technical /
Operational 67
Functions
30 27 26 25 25 25 22 20
13 9 9
6 2 1 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20
Source: 2021 I&D Study prepared for the Council by AccentureAbout
Energy Workforce & Technology Council Accenture
The Energy Workforce & Technology Council is the national Accenture is a leading global professional services company,
trade association for the energy technology and services providing a broad range of services and solutions to deliver on
sector, representing more than 600,000 jobs in the the promise of technology and human ingenuity. Combining
technology-driven energy value chain. Energy Workforce is unmatched experience and specialized skills across more than
a trusted resource, advancing member policy priorities and 40 industries and all business functions. Accenture works at
providing targeted workforce development for the entire the intersection of business and technology to help clients
OFS sector. Energy Workforce members represent more improve their performance and create sustainable value for
than 600 energy technology and services companies. their stakeholders. With approximately 537,000 people serving
energyworkforce.org 6,000 clients in more than 120 countries, Accenture drives
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