According to the IMF, Malaysia’s labour force participation rate for women, when compared with some of the regional economies and the Organisation for Economic Co-operation and Development average, is just above 54 per cent — low, both in absolute and relative terms.
As the oil and gas industry enters a new technologically advanced era, new opportunities to address women’s institutional lack of representation are arising. In Malaysia and around the world, the industry must grasp them. With the oil and gas industry in search of qualified personnel, it is only logical — and prudent — to turn to women. Female university graduates are increasingly outnumbering their male counterparts .
Breaking the “gas ceiling” in Malaysia and throughout the industry will, therefore, require innovative thinking and a commitment to creative initiatives by oil and gas companies. Retention is key. The industry cannot afford to lose employees with a background in and fundamental understanding of the industry.
Flexible working and job sharing are other viable options that accommodate the realities of life for working parents, particularly mothers. Similarly, returnship or re-entry programmes, which are being initiated by forward-thinking companies to reintegrate employees who have left the industry — perhaps to have children and raise a family — and would like to re-join the workforce, provide an excellent way to attract more female talent to the industry.
Although much needs to be done, there are promising signs that the industry is waking up to its gender representation problem.
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