Ollie Folayan, chair of AFBE-UK Scotland, looks at the key talking points for the year ahead from his hopes for diversity and inclusion to transition and the future for energy workers.
The past year has flown by so quickly. To borrow a Formula 1 analogy, 2021 certainly has had the feel of a pole position qualifying lap.
Recovery from the slump of 2020
As more people got vaccinated and returned to work, the demand for fuel led to an increase in oil prices. There are also many people out of work but any increase in activity, however, is likely to be short-lived if the services offered do not tie in with the energy transition.
This recognition is evident in the decisions of major oil and gas operators, many of whom have embarked on a process of restructuring for a world beyond oil resulting in a significant reduction in staff. In the midterm, there is a risk not so much of increased unemployment but of under-employment as some skills become obsolete and the demand for skills relevant to the transition come into focus.
Achieving a just transition
As we see major operators bowing to societal pressure to pull out of field developments like the Cambo oil field, one cannot help wondering what the long-term implications are for jobs in this region in years to come.
We are agreed on the destination, however, the challenge now is how to harness the skills in the sector and ensure continued energy supply.
The North Sea Transition Deal agreed in March 2021 set out to deliver the skills, innovation and infrastructure required to deliver emissions reduction but is the sector agile enough to compete favourably for green projects and what is the strategy for reskilling of the workforce? Where are the joint industry programmes ensuring that those who wish to can switch seamlessly into a new sector? There does not appear to be sufficient strategic thinking on that.
Diversity and inclusion
In April 2021, the first-ever diversity survey report was published, and it highlighted that change was necessary in areas like leadership and culture, recruitment, small to medium enterprises, flexible working, and in the inclusion of employees aged 31-40.
The report acknowledged that diversity is essential for the harnessing of new ideas, technology, and ways of working to deliver net-zero by 2050. The success of this report, however, depends on the willingness of leaders to take bold steps to change the status quo.
2022: A year of reckoning
The societal pressure to say what we mean and mean what we say will only increase.
Performative allyship whether it be on the climate emergency, on the ensuring of a just transition or on diversity and inclusion will be less tolerated.
We must however remain hopeful. In the words of the Augustine of Hippo, “Hope has two beautiful daughters; their names are Anger and Courage. Anger at the way things are, and courage to see that they do not remain as they are”.
Dr Ollie Folayan is the Aberdeen-based chair of AFBE-UK Scotland, a diversity and inclusion social enterprise that supports all young people to consider a career in STEM. The organisation runs dozens of events each year, many with a focus on engineering.
For more information on AFBE-UK Scotland, visit: http://www.afbescotland.org/
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