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Energy Workforce’s Racial Equality Task Force Develops Action Plan and Calls for Volunteers

Energy Workforce developed the Racial Equality Task Force early in 2020, and since then has developed an action plan with specific commitments on behalf of Member Companies and the Association. As the first and only project of its kind in the oilfield services sector, the Racial Equality initiative puts Energy Workforce at the forefront of an important topic and in the unique position to make a significant impact in oil and gas. The task force met on August 13 and established working groups to execute the developed action plan.

Energy Workforce welcomes all members and industry leaders to participate in the initiative and commit to driving lasting change toward racial equality. While inclusion and diversity experts are welcome, this is a cross-functional effort for anyone who is passionate and would like to get involved. If you are interested in participating in any of the working groups listed below, please contact COO Molly Determan.

The oilfield services sector recognizes we must overcome our historically low representation of minority and underrepresented populations in our leadership ranks to meet the global energy challenges of the 21st century.  Our leaders believe that racism, intolerance, or discrimination of any kind have no place in our industry, sector, or member companies.

We commit to embrace actions that will drive a level of accountability in our cultures above and beyond current efforts toward diversity, inclusion, and equality. We will do this by listening, learning, and acting to create positive change to make this industry and subsector a safe and welcome space for the diverse talent required to lead our industry forward.

On behalf of its members, Energy Workforce commits to:

  • Hold a Board-level moderated forum for discussion of racial equality and equity with senior executives, giving our leaders the opportunity to have candid discussions driving executive accountability
  • Begin a sector-wide cross-organization Black and African American Employee and Ally Resource Group with intent to create resource groups for additional minority groups
  • Identify areas of collaboration with Industry Partners – National Society of Blacks in Energy, American Association of Black Engineers, Latinos in Energy, Women in Energy, Asians in Energy
  • Promote OFS recruitment at Historically Black Colleges and Universities through HR Committee
  • Set next round of the inclusion & diversity study data gathering to focus on race, expand resulting toolkit on recommendations and adjust Accenture/Energy Workforce Maturity Model to focus on racial equality.
  • Expand I&D certification program and include targeted curriculum on racial equality and equity – make available online/remote
  • Use Executive Coaching/Mentorship program to expand mentorship/sponsorship opportunities for and by Black and African American employees
  • Reinforce support for Black and African American and minority communities through the Petroleum Academy (high school) STEM program

Together, the oilfield service sector will ultimately:

  • Foster equality for all levels of diversity, focusing immediately on the Black and African American community.
  • Promote sector-wide Inclusion Culture, tying inclusion concepts to the vitality of safety culture and psychological safety.
  • Compile and promote Pledge/Roadmap focused on zero tolerance for racism and what inclusiveness means to OFS – show our industry’s desire to turn the page and become Intentional Organizations
  • Set target inclusion goals with member companies (show metrics and progress, aligns with ESG) – Focus at middle management level, track and measure
  • Build programs to retain and promote qualified minority employees within each company


  1. Establish framework to begin organizing Black and African American employee and ally resource group – led by Lamonica Spivey, TechnipFMC
  2. Identify areas of collaboration with industry partners – led by Amanda Jean, NOV
  3. Promote OFS recruitment at HBCUs and explore other higher learning institutions known for diversity – led by Prisca Anoulam, Baker Hughes
  4. Set next round of OFS diversity study data – led by Graham Gordon, Accenture
  5. Expand Inclusion & Diversity Business Champion Program – led by Shanta Eaden, Weatherford
  6. Use Executive Coaching/Mentorship program to expand mentorship/sponsorship opportunities for and by Black, African American and other minority employees – led by Debra Martinez, Exterran
  7. Reinforce support through the five IPAA/Energy Workforce Petroleum Academies – led by Michelle Risinger, TechnipFMC

If you are interested in participating in any of the working groups, please contact COO Molly Determan.



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