Bridging the Gender Gap in Oil and Gas

1.0 IntroductionFor many another(prenominal) countries, the extractive labor plays a major role as an economic driver, creating jobs, revenue and opportunities for develop ment and harvest-feast. There ar also social, economic and environmental risks associated with these industries which affect men and women distinctly. Research by the World Bank (2009) has indicated that men overhear the most access to the attains of these industries, whilst women are more likely to suffer the consequences of the social and environmental harms associated on that pointwith. The disparate experiences of men and women in these industries significantly affect the ability of women to contribute to active growth and development in their respective economies. The g reverseer gap in the embrocate and gun for hire industry exists in two develop forms, the first being the top-end employment discrimination where there is a lack of effeminates at the higher end of the employment spectrum seeing ve ry low numbers of female engineers, and science and technology employees (European flush, 2009). On the angiotensin-converting enzyme hand this problem is a reflection of the imbalance of opportunities for adequate knowledge, and on the other is what is referred to as the draughty pipeline conundrum which describes the phenomenon of disproportionate numbers of women going away these professions in each consecutive career horizontal surface in this industry. The second form of the grammatical sexual activity gap is the very low numbers of female employees at the bottom end of the employment spectrum, that which requires lower education standards, but which may be more physically intensive. The World Bank reports (2009) that in most companies there is a female workforce of less than 10%, as these types of jobs are generally considered to be a mans job. This is so because of the intact physicality required in these work environments and the exposure to chemicals which presents a problem for female employees that are pregnant, intend more time away from work and the inability to work if pregnant. This seek will consider the globe of the gender gap, the justifications because, the effects of the gap and recommendations for closing this gap in the industry in wrong of ensuring that the opportunities for growth and development, both economic and social are equally accessible in modern oil and blow out industry.1.1 Background to Research 1.2 Significance of Research 1.3 Research Question & Research Objectives1.3.1 Research QuestionWhat is the extent of the gender gap in the oil and gas industry?1.3.2 Research ObjectivesTo determine the causes of the gender gap in the oil and gas industry. To determine the effect of the gender gap in the industry. To determine a heavyset set of recommendations for companies in the industry, as healthful as regulatory authorities in order to remainder this gap moving towards equal employment opportunities in this indust ry.1.4 Proposed Structure 2.0 MethodologyThe question is primarily a conceptual research dissertation that focuses on an extensive conceptualization, contextualization, evaluation, and summary of the key issues relating to Corporate Social responsibility in the oil and gas industry. A conceptual research employs an analytical framework that is based on a set of broad theories and ideas that help the researcher to identify accurately the problem(s) they seek to address, frame their research questions appropriately, and locate appropriate literature on the research subject (Smyth, 2004 168). In using the conceptual research method, this research combines theoretical and analytical aspects in order to achieve its aims and objectives and provide pertinent answers to the research objectives. In light of the fact that conceptual research requires access to an extensive pool of resources, there is a large reliance on diverse sources of subaltern materials for analysis. In this regard, some of the sources of secondary data for the research and analysis include electronic databases such as Questia, Jstor, Emerald Insight, and Google Scholar. Of specific interest are journals that focus on gender issues in extractive industries in general as these are analogous with the oil and gas sector, but oddly those that are based on the study and evolution of the gender gap in oil and gas companies, focusing on developing nations and the Gulf countries, as these represent compounded historical gender issues.2.1 qualitative Research 2.2 Content Analysis 2.3 Data Collection 2.4 Reliability and Validity of Research 2.5 Research Limitations 3.0 literary works Review 3.1 The gender Gap in Developing versus Developed Countries3.1.1 Differences in Socio-economic problems3.1.2 The relevance of education in enforcing this gender gapIf one considers the vast differences in education priority placed in Gulf countries by comparison to African oil-economies such as Nigeria, one can se e a very different picture of the relevance of education. On the one hand, Gulf countries are more likely to actively know apart against female executive employees as there is a larger pool of adequately qualified female candidates, where in developing countries there are fewer qualified candidates, because of the lack of priority given to education and particularly education of females.3.1.3 The difference in the nature of the Gender Gap in different socio-economic conditions3.2 ethnical Sensitivities and PragmatismIn certain regions of oil and gas exploration, companies base their hiring discrimination on cultural sensitivities where there is a concern for hiring women in higher-paying jobs would cause a backlash against women by their male colleagues (Musvoto, 2001). This has resulted in communities with soar up unemployment rates of up to 87% of women, despite the female demographic representing over half the local population. oddly in developing countries, there is a trend t owards rural-urban migration of the working population which often sees the breadwinner of a family leaving to work in an urban environment which perpetuates this gender gap by enforcing the role of the female as a caregiver rather than a breadwinner. In addition to these cultural sensitivities is a pragmatic procession taken by oil and gas companies which represents the bottom line in the sector in terms of cost implications. There is an argument to be made either way, with diversity goals becoming a secondary concern in favour of productivity and outcome. Male workers often have had greater educational opportunities and therefore less training and education is required, as well as less concern for factors of work-life balance. In the real economic climate, cost effective labour solutions are being of elementary wideness, particularly considering the growing importance of labour standards and quality of work environments which also present greater cost implications. On the othe r hand, studies have shown that in employment that is non-physical in nature women perform more productively and effectively, coupled with the barrier to common soldier sector growth and development that employment discrimination breeds, increased female representation in the oil and gas sector may prove to be a more economical labour practice. alas however, despite evidence of long-term benefits of gender equality in the sector, companies choose short-term benefits which perpetuate and go for this gender gap.3.2.1 The broader socio-economic effect of the culturally enforced gender gapA theoretical expose on the broader socio-economic effects of the gender gap, e.g. continued lower education levels of women, perpetuated poverty for single parent households, lack of diversity in the workplace.3.2.2 The benefit of a diverse workplace3.2.3 sum upd Issues with Work-Life Balance based on Gender3.3 Leaky Pipeline Anomaly and development of form _or_ system of government to Mitigate the Gender GapThere are a number of potential explanations for this anomalous situation of women in high end oil and gas jobs, one of which is the role of women in many societies as the primary caregiver of their families (joined Nations, 2008). Therefore, as women progress through their careers there is a likelihood of their care responsibilities, as well as job responsibilities increasing proportionately and simultaneously, and as a result they are less competent to meet the demands of higher level employment. Whilst certain industry competitors have been recorded as saying that they campaign to incorporate individual career plans that take account of these increasingly personal responsibilities of employees (Al Tukmachy, 2012), the reality is a labyrinth of professional obstacles described as the glass ceiling metaphor where female progression in the industry is limited due to concerns of increased need for consideration of factors of the work-life balance that are less presen t in their male counterparts (European Commission, 2009). As a result, women are often worked out of these executive and management positions, because companies offer limited policies that do not consider individual career and family outcomes (European Commission, 2009).3.3.1 Current Changes in Policy Direction to Increase Diversity and Retention of Female Staff A corporate perspective 3.3.2 International Instruments Mandating Diversity in Oil and Gas MNEs4.0 Discussion 4.1 Analysis of the Gender Gap by Region 4.2 Analysis of the Gender Gap by Employment Level4.2.1 Executive 4.2.2 Managerial 4.2.3 Non-managerial 4.2.4 Labour 4.2.5 Discussion 4.3 Current Examples of Corporate Policy for Non-Discriminatory Work Practices 4.3.1 Strengths 4.3.2 Weakness 4.4 Current Examples of Employment Schemes aimed at Female Inclusion in the Workplace 4.4.1 Strengths 4.4.2 Weaknesses5.0 resultantThe gender gap in the oil and gas sector is very current and topical literary argument as gender equal ity in the workplace is becoming a diversity goal close to the world. Careful understanding of the causes and effects thereof are imperative for the management of these companies and the greater macro-economic goals of development and growth. This research therefore aims to contribute to the current understanding of these goals in order to further the studies and make concrete recommendations in order to close this gap and further growth and development in the sector.5.1 Recommendations 5.2 Conclusion ReferencesAl Munajjed, M. (2008) Womens Employment in Saudi Arabia A Major Challenge, Ideation Center Insight Booz & Co Al Tukmachy, S. (2012) oppugn with Saba Al Tukmachy, Career Development Manager at ENOC Leaders of the Future Summit Bridging the gap in oil and gas, 1 12 April 2012, Abu Dhabi UAE Eftimie, A., Heller, K. & Strongman, J. (2009) Gender Dimensions of the Extractive Industries. The World Bank Extractive Industries and Development Series European Commission (2009) Wome n in science and technology Creating sustainable careers. EUR 23740 EN Musvoto, A. (2001) Gender and Mining Community. Birnam Park African make up of Corporate Citizenship Smyth, R. (2004) Exploring the usefulness of a conceptual framework as a research tool A researchers reflection, Issues in Educational Research, 14(2), 167-180. United Nations (2008) Equal sharing of responsibilities between women and men. United Nations Division for the Advancement of Women. Expert Group Meeting, Geneva, 6-9 October, 2008