SPE Diversity and Inclusion (D&I)

🌟SPE Diversity and Inclusion Committee hosts townhalls to allow Sections and Chapters to share their D&I activities globally, recruit new Sections and Chapters to launch D&I initiatives and encourage communication of D&I ideas between sections and chapters.   Our 1st Townhall of 2025 will be on 23 January 2025. There will be two different timeslots to accommodate all global sections and chapters.   If your section/chapter is interested in participating and presenting your D&I activities in the upcoming townhalls please email diversityandinclusion@spe.org. Please indicate in your email which timeslot you would like to present in.   If you aren't able to present but are still interested in D&I activities please join us at any of the townhalls!   Townhall #1 Thursday, January 23, 2025, 8:00am – 9:00am (CST)   Register Here! https://lnkd.in/gzD2RUqr    Townhall #2 Thursday, January 23, 2025, 4:00 pm-5:00 pm (CST)   Register Here! https://lnkd.in/ghAQEair #WeareSPE #DiversityandInclusion #Diversity #Inclusion #Townhall #D&I

SPE Diversity & Inclusion Committee🌟 Embracing Diversity, Empowering Talent 🌟 Inclusion goes beyond visible differences—it’s about recognizing the value that every individual brings to the table. At the SPE Diversity & Inclusion Committee, we are committed to fostering workplaces that celebrate physical ability and neurodiversity. By creating accessible environments and embracing diverse ways of thinking, we unlock innovation, creativity, and collaboration. 💡 Did you know? • Individuals with neurodiverse conditions like autism, Attention-deficit/hyperactivity disorder (ADHD), or dyslexia often excel in areas such as problem-solving, creativity, and pattern recognition. • Accessible workplaces benefit everyone, not just those with physical disabilities, by promoting universal design and greater inclusivity. Let’s work together to ensure that every voice is heard and every perspective is valued. 🤝 📢 How does your organization support physical ability and neurodiversity? Share your experiences in the comments! #InclusionMatters #DiversityInTheWorkplace #Neurodiversity #Accessibility #InclusiveWorkplace #SPE_DiversityAndInclusion #WeareSPE

SPE Diversity and Inclusion Committee promotes fostering a culture of empathy in the workplace When leaders demonstrate empathy, they enhance effectiveness, build trust, and foster collaboration. Empathy positively impacts performance and culture, making it vital for companies to develop leaders who navigate both successes and challenges with an understanding and awareness of others' needs and feelings. Four Ways to Increase Empathy in the Workplace 1. Watch for Signs of Burnout in Others Workplace burnout is a significant issue today, with increased risk during periods of intense stress and pressure. Many employees are working longer hours than ever before and struggling to balance work with personal life. Managers skilled in empathetic leadership can identify signs of overwork before burnout leads to disengagement or turnover. This might involve taking a few extra minutes each week to check in with team members, assess how they handle their workload, and support them in recovering from overwork. 2. Show Sincere Interest in the Needs, Hopes, and Dreams of Team Members Empathy in leadership includes striving to understand the unique needs and aspirations of each team member and aligning work assignments in a way that enhances both performance and job satisfaction. Employees who feel seen and valued by their managers are more engaged and motivated to go the extra mile. Acts of kindness in the workplace can significantly boost morale and strengthen organizational culture. 3. Demonstrate a Willingness to Help Employees with Personal Challenges The boundaries between work and personal life are increasingly blurred. Empathetic leaders acknowledge that their team members are multifaceted individuals who may face personal challenges while managing their professional responsibilities. These leaders recognize their role in supporting team members during difficult times. Maintaining open lines of communication and fostering transparency helps create a psychologically safe environment where employees feel comfortable sharing their challenges when necessary. 4. Show Compassion When Employees Disclose Personal Loss Genuine connections and friendships at work matter. Empathetic leadership allows managers to build strong bonds with those they are privileged to lead. Everyone experiences personal loss, and while you may not relate to the specific circumstances of a team member's experience, acting empathetically and offering support is essential. This approach demonstrates compassionate leadership and reinforces trust within the team. Which of these four empathy-building strategies resonates most with you? #WeareSPE #DiversityandInclusion #Diversity #Inclusion #WorkplaceWellbeing #PositiveWorkplace #HealthyWorkCulture #CompassionAtWork #D&I Credit: Center for Creative Leadership, “The Importance of Empathy in the Workplace,” published on April 28,2024. https://lnkd.in/gjqQVkTr

🌟SPE Diversity and Inclusion Committee hosts townhalls to allow Sections and Chapters to share their D&I activities globally, recruit new Sections and Chapters to launch D&I initiatives and encourage communication of D&I ideas between sections and chapters.   Our 1st Townhall of 2025 will be on 23 January 2025. There will be two different timeslots to accommodate all global sections and chapters.   If your section/chapter is interested in participating and presenting your D&I activities in the upcoming townhalls please email diversityandinclusion@spe.org. Please indicate in your email which timeslot you would like to present in.   If you aren't able to present but are still interested in D&I activities please join us at any of the townhalls!   Townhall #1 Thursday, January 23, 2025, 8:00am – 9:00am (CST)   Register Here! https://lnkd.in/gzD2RUqr    Townhall #2 Thursday, January 23, 2025, 4:00 pm-5:00 pm (CST)   Register Here! https://lnkd.in/ghAQEair #WeareSPE #DiversityandInclusion #Diversity #Inclusion #Townhall #D&I

The SPE Diversity and Inclusion (D&I) Committee is proud to support the annual observance of the International Day of Disabled Persons, dedicated to promoting the rights and well-being of individuals with disabilities in all spheres of society and development. This day also serves to increase awareness of the challenges faced by persons with disabilities in political, social, economic, and cultural life. The global population is 8 billion, with over 1 billion individuals experiencing some form of disability. At SPE D&I committee, we are deeply committed to fostering equal opportunities for employees with disabilities within the Oil and Gas sector. Through initiatives such as D&I townhalls and webinars, we provide: - Platforms for sharing experiences, raising awareness, and building understanding. - Opportunities for line managers and colleagues to develop skills and knowledge to better support employees with disabilities. - A forum for students and professionals to collaborate on creating more inclusive workplaces and processes. The establishment of D&I networks has been instrumental in breaking down barriers and driving equality across industries. Many advancements in accessibility and inclusion have been achieved through the efforts of internal champions of inclusivity, ensuring that individuals with disabilities have the resources and opportunities to thrive. Does your organization or academic institution have a D&I network dedicated to supporting persons with disabilities? If not, consider taking the initiative to start one and contribute to a more inclusive future. Let us work together to create environments where everyone is empowered to succeed. #InternationalDayOfDisabledPersons #Inclusion #Diversity #WeareSPE #SPE #DiversityandInclusion

SPE Diversity and Inclusion Committee Encourages Women to Go for It Did you know that women often wait until they meet 100% of job qualifications before applying, while men apply when they meet just 60%? This self-doubt isn’t about lacking confidence but reflects the psychological experience of imposter syndrome—a feeling of inadequacy or self-doubt that disproportionately affects most women. In the workplace, women face unique challenges; female performance is often underestimated, which means women have to work harder to prove themselves. They're also more likely to underestimate their own performance, attributing failures sometimes to lack of ability. These challenges dynamics can erode confidence over time, leading women to hesitate when new opportunities arise. Here’s how employers can help: 1.     Boost Confidence: Encourage women to take on new challenges, even if they feel unprepared. 2.     Offer Support: If a colleague hesitates about a new project or opportunity, remind her of her accomplishments and help her find a mentor to build skills. 3.    Promote Learning & Professional Development: Share that the best way to grow is by stepping out of comfort zones and learning through experience.   How can SPE help? SPE’s eMentoring Program connects members with experienced professionals to share career advice, industry insights, and academic guidance. Request a mentor and gain valuable support from industry experts: spe.org/ementoring.   Together, let’s empower more women to seize opportunities and achieve their full potential. #DiversityAndInclusion #WomenInSTEM #SPEmentoring #WeAreSPE #Mentoring Credit: Georges Desvaux, Sandrine Devillard-Hoellinger, and Mary C. Meaney, “A Business Case for Women,” The McKinsey Quarterly, September 2008, 4,

SPE Diversity and Inclusion Committee is committed to 🌍 International Men’s Day 2024: Celebrating Positive Male Role Models 🌟 On November 19, we join the world in celebrating the positive value men bring to their families, communities, and the world. This year's theme, "Positive Male Role Models," shines a spotlight on the men who inspire us and contribute to building a fairer, safer society. 🎖️ Honoring the Heroes Among Us Let’s take a moment to recognize the brave men in our lives that make in impact within their families, at work and in our communities  No matter their role is, they are heroes in someone’s story. 💌 Share Your Appreciation Write a heartfelt note or card to the men in your life—friends, family, mentors, or colleagues—who have shaped and enriched your journey. A simple gesture of gratitude can leave a lasting impact. 👨👩👧👦 Celebrate Together Spend quality time with the men in your life, celebrating their contributions and expressing appreciation for the roles they play in enriching our lives. Within your company or university, you can schedule panels and/or fireside chats with professors or colleagues who you consider to be great role models so they can be recognized and share their insights and experience so that others can follow in their footsteps. 💡 Raising Awareness for Men’s Well-being International Men’s Day is also a time to address the unique challenges men face: -Balancing work and family life. -Mental health struggles, including the stigma of expressing emotions. -Provider and fatherhood pressures. -Post-retirement identity loss and loneliness. 🚀 Join us in celebrating positive male role models and advocating for the well-being of men worldwide. Who is a positive male role model in your life, and how have they inspired or impacted you? Share your story in the comments! 🌟 #InternationalMensDay #PositiveMaleRoleModels #MensWellbeing #DiversityAndInclusion #Gratitude #SPE #WeareSPE #Movember

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