Oilwoman Magazine January/February 2022 : simplebooklet.com

1Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comLetter from the Editor-in-Chief PAGE 2OILWOMAN Contributors PAGE 2OILWOMAN Online PAGE 3Canada Data PAGE 3SOLAR ENERGYErika Symmonds and the Power of Encouragement PAGE 4MY PERSONAL TRANSITIONTransferring Skills for a Sustainable Future PAGE 6A DAY IN THE LIFEA Day in the Life… of a Field Engineer PAGE 8 THE FEMALE ECONOMYCarrie Colbert of Curate Capital: An Accidental Venture Capitalist PAGE 10ENERGY LITERACYThe Heat is On: How to Talk to Your Kids about Energy PAGE 14PINKCAREERSDitch the Imposter Syndrome PAGE 22WIND POWERVirginia is for (Wind) Lovers PAGE 24SPOTLIGHT ON KENYA A Strategic 50 Year Gender Blueprint PAGE 26OILWOMAN Cartoon PAGE 29ENERGY NEIGHBORCanada to Host the 2023 Oil and Gas Olympics PAGE 30BOOKSHELFThe B Words: 13 Words Every Woman Must Navigate for Success PAGE 32 WEARABLE TECHWomen-Owned Kenzen: Wear Your Safety Device, Not Your Heart, on Your Sleeve PAGE 34PHOTO COLLAGE23rd World Petroleum Congress PAGE 36IN THIS ISSUEFEATURE Iman Hill Speaks Up: “It’s Not the Swan Song for Oil and Gas” PAGE 16

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2Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comJANUARY — FEBRUARY 2022PUBLISHER Emmanuel SullivanEDITOR-IN-CHIEF Rebecca PontonMANAGING EDITOR Sarah SkinnerASSISTANT EDITOR Eric R. EisslerASSOCIATE EDITOR Tonae’ HamiltonCOPY EDITOR Shannon WestCREATIVE DIRECTOR Kim FischerCONTRIBUTING EDITORS Richa Bansal Claudia MelatiniADVERTISING SALES Diana George Connie LaughlinTo subscribe to Oilman Magazine, please visit our website, www.oilmanmagazine.com/subscribe. The contents of this publication are copyright 2022 by Oilman Magazine, LLC, with all rights restricted. Any reproduction or use of content without written consent of Oilman Magazine, LLC is strictly prohibited.All information in this publication is gathered from sources considered to be reliable, but the accuracy of the information cannot be guaranteed. Oilman Magazine reserves the right to edit all contributed articles. Editorial content does not necessarily reect the opinions of the publisher. Any advice given in editorial content or advertisements should be considered information only.CHANGE OF ADDRESS Please send address change to Oilman Magazine P.O. Box 42511 Houston, TX 77242 (800) 562-2340Cover photo courtesy of Sisi Burn PhotographyRicha BansalRicha Bansal is a seasoned professional with a decade of experience in strategy, operations, engineering, supply chain and management. As one of the only women in the room for most of her career in the oil and gas and IT industries, she has seen rst-hand the struggles of young professional women as they navigate the corporate ladder.Bansal founded www.Pinkcareers.com so that women can get access to career development and coaching through a learning format that is exible, effective and meets the needs of modern working women. Pinkcareers offers leadership programs and career development training for early-career talent so they can accelerate their career growth. Bansal earned a bachelor’s from IIT Delhi in India, a master’s from Purdue University and an MBA from Rice University. When she is not working on Pinkcareers, she loves to travel the world with her husband and two little boys. Email: richa@pinkcareers.com; website: www.pinkcareers.com. Claudia MelatiniClaudia Melatini has been a content marketing writer in the private wealth, FinTech, and energy and renewables spaces for over 15 years. She has written for American Funds, Capital Group, LPL, RBC Wealth Management, Living Lela, Petnovations and more. Visit www.thepowerfulpage.com. LETTER FROM THE EDITOR-IN-CHIEFCONTRIBUTORS — BiographiesRebecca Ponton, Editor-in-Chief, OILWOMAN MagazineHappy new year! We hope that everyone has come back from the holidays rested and refreshed. Here at OILWOMAN, we are still celebrating the success of our rst year of publication. As we all know, 2021 was another year of learning to adjust and adapt due to the ongoing COVID-19 pandemic, as well as uncertain market conditions; however, I can truly say that putting out the magazine was one of the bright spots in the year. Looking back, I am proud of what we were able to accomplish under the circumstances. We told so many stories of the incredible women who power our industry and shared their voices with a wider audience. Even though women make up only 22 percent of the energy industry, there are still so many more stories to tell and in 2022 we look forward to doing just that. We kick off the new year and this issue by talking to Iman Hill, the executive director of the International Association of Oil and Gas producers (IOGP), who spent most of her rst year in the role leading the organization virtually. She was able to do so successfully, she says, by “being conscious and understanding my purpose… because energy follows purpose.”As part of our purpose at OILWOMAN (and its longstanding partner publication, OILMAN), publisher Emanuel Sullivan will be debuting a new quarterly publication called ENERGIES MAGAZINE, as we rst mentioned in November/December. Starting in Spring (March) we look forward to having a dedicated publication to cover renewables and alternative forms of energy and the men and women who power those industries, as we move toward a future powered by all forms of energy. As we go into this new year, seeking our purpose, let’s follow Iman Hill’s words of wisdom and remember that energy follows purpose.Wishing you all the best in 2022!

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4Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comSOLAR ENERGY Erika Symmonds and the Power of Encouragement By Elizabeth WilderEncouragement changes lives. Erika Symmonds, vice president of Workforce Development and Service at GRID Alternatives, knows that for a fact. GRID Alternatives, founded in 2001, is America’s largest non-prot solar energy organization. With an annual operating budget of $68 million and ofces across the United States, GRID Alternatives has designed and installed 16,926 solar systems in underserved communities from California to the Na-vajo Nation, Colorado to Washington, D.C. In addition to designing and build-ing power generating systems, GRID Alternatives’ mission includes grow-ing the workforce to ll the increasing number of well-paid jobs in the clean energy sector. Symmonds’ job is to create and oversee solar energy training programs designed to engage, encourage and equip people for work in clean energy as the nation decarbonizes. Installation Basics Train-ing (IBT) and other related courses are offered in numerous communities nationwide at no cost to trainees. In fact, most participants receive stipends or other support to make their partici-pation possible. Classes last from four weeks to eleven months. Trainees earn up to ten Skills Certicates for things like array layout, module installation, conduit installation or electrical wiring. Coupled with hands-on experience, GRID’s program helps graduates get permanent jobs in solar and related technologies. Regional GRID Alternatives ofces target local underserved populations for the courses, such as women enter-ing construction, veterans and justice-system impacted individuals. GRID’s Fresno, California, ofce even partners with a nearby county jail to deploy training within the facility. “Behind the Walls” has graduated 223 trainees in the last four years, giving these individuals a better chance for employment success upon release. An advanced program, IBT 200, of-fers an extra ve weeks of training to upskill workers in the latest energy technologies. IBT 200 includes 80-100 eld hours, during which eight to 12 complete systems are installed. Gradu-ates are ready to excel at jobs in the solar industry. Beyond general training programs, GRID offers several educational programs in partnership with schools. GRID ofces engage high school stu-dents in workshops, skills training and direct service opportunities. Short term, service learning experiences are offered to college students as well. “One big challenge is the wide variety of individuals we work with,” Sym-monds says. “We have young people who might need to earn their GED before embarking on a solar technician training program. We have college stu-dents and graduates who want to work in engineering, project design or policy. The sector is growing rapidly.” Symmonds knows from personal expe-rience how education and encourage-ment changes lives. She grew up in East Flatbush, Brooklyn, the daughter of im-migrants from Barbados. She treasured living in a community “surrounded by Caribbean culture” while her mother worked long hours to support the fam-ily. One day, “A guidance counselor at my middle school gathered a group of students and told us about a program called A Better Chance,” Symmonds says. “I applied and was admitted to three private boarding schools in Mas-sachusetts. I decided to go to Milton Academy.” Following graduation from Milton Academy, Symmonds enrolled at Wellesley College. Along with her course load and her time commitment to two intercollegiate sports, Symmonds looked into volunteer opportunities. “I heard about Habitat for Humanity’s Erika Symmonds, vice president of Workforce Development and Service at GRID Alternatives. Photos courtesy of GRID Alternatives.

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5Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comSOLAR ENERGY Spring Break program and decided to join some friends building houses in Pennsylvania.” Her experience was transformative; Symmonds returned to Habitat for Humanity twice more for Spring Break service and vowed to work within housing and community development one day.During her rst four years after gradua-tion, Symmonds worked at two premier organizations: Outward Bound and AmeriCorps/Habitat for Humanity. “Both of these places bring out the best in people because they all involve service,” she says. When Hurricane Ka-trina struck the Gulf Coast in 2005, she answered the call for help and worked as a construction site supervisor with YouthBuild in Gulfport, Mississippi. Symmonds says, “Working in a loca-tion where a majority of the residents had been displaced was unlike anything I’d experienced.” She observed how non-prots deploying volunteers were vital. She concluded that, “Service was a systemic solution to social discon-nection. Service brings people together with mentors and with opportunities.” Thinking about the interconnections between the built environment, job training and community development, Symmonds resolved to work toward “cities where everyone can thrive.” She went home to Brooklyn and co-found-ed Green City Force with two other individuals. For ve years, Symmonds created and managed educational experiences for young adults aged 18 to 24 living in New York’s public housing communities. Her organiza-tion helped participants gain the skills, certications and work experience they needed to launch their careers in the green economy, particularly in energy efciency and urban agriculture. Sym-monds’ expertise in pairing service with mentorship – professional encourage-ment – was critical to GCF’s success in bringing upskilled workers into full employment.Symmonds joined GRID Alternatives in 2015. Her mission, now national, remains connecting people with the education and experience they need to attract them to the green economy sector. In addition to overseeing the delivery of short term training, Sym-monds’ team supports 30-40 Fellows in a yearlong program spread across eight regional ofces. “Internships and fellowships are important because they give people a chance to try new things,” Symmonds says. “Matching Fellows with mentors and a network gives them the best opportunity for success.”Before 2020, GRID Alternatives offered a Solar Spring Break volunteer opportunity patterned after the Habitat for Humanity experience that Symmonds found so transformative. When the pandemic struck, the team quickly devised a four-day solar virtual conference to engage college students. While the participants missed out on hands-on solar experiences, “We made people who never thought about this business before realize there were all kinds of roles throughout the clean energy business that they could consider. Not everybody is going to be a technician. There are many roles like accounting, marketing or outreach.” Symmonds hopes to bring back the in-person spring break experience as soon as possible.Symmonds’ biggest challenge is bal-ancing the needs of the communities GRID Alternatives serves with staff priorities and budget realities. “We need to listen to the people we’re partnering with. We can’t be prescriptive,” she says. “There are good reasons behind some of the mistrust some communities have with non-prots, businesses and government. Taking the time to hear people builds connections that allow us to bring in new technology.” Making her own staff feel valued, con-nected across four time zones and suf-ciently resourced within the nancial limits of a non-prot organization is another kind of challenge. “When I did direct day to day work within commu-nities, it was easier to see the impact of my work. It’s different being in a headquarters job,” she says. Symmonds is optimistic about the future and believes that GRID Alter-natives’ work on improving energy storage systems and “getting incen-tives right” – encouragement by yet another name – will make solar tech-nology accessible to everyday people. To date, more than 32,000 people have beneted from her organization’s skill development and mentorship pro-grams. Symmonds sees a lot of good work ahead: “I still envision green cities where everyone can thrive.”Elizabeth Wilder is a freelance writer based in Houston, Texas.

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6Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comMY PERSONAL TRANSITIONTransferring Skills for a Sustainable Future By Kerrine Bryan Engineer by AccidentAs a kid at school, I always enjoyed math and science, and at home I loved any-thing that involved problem solving and creativity. At that time, I didn’t know that these might be signs of a future engineer – simply because I didn’t know what an engineer was. Luckily, a few years later, while studying to become an accoun-tant, I was introduced to engineering. I switched my study path and, in 2005, completed a master’s degree in electronic and electrical engineering with language at the University of Birmingham, U.K.Twelve Years in Oil and GasMy rst graduate job was as an electrical engineer for a large oil and gas contractor based in London. I had no knowledge about the industry and remember asking a lot of questions during my interview as I was fascinated with how these huge structures – especially those in the middle of the ocean – were made. I worked with a talented team of engineers and designers doing electrical power system design for multiple onshore and offshore projects. Projects would span various phases of design, from concep-tion through to commissioning. My role took me around the world and I was engaged in a mixture of ofce and site-based work in the U.K. and abroad, as well as in technical and leadership roles. I denitely picked up a wide range of skills in a short time and the com-pany also sponsored my completion of a postgraduate certicate in engineering management as well as an MBA. Thanks to the support of my co-workers and the training I received, I soon became the organization’s youngest principal engi-neer and this was a huge achievement. I had the responsibility of working di-rectly with large clients, larger teams and signicant budgets. I spent some time on secondment as a contract development manager, which involved market re-search, strategy and coordinating propos-als, and exposed me to the bigger picture of projects as a whole, as well as industry and market trends. Life ChangesIn 2014, my husband and I decided we wanted to have children; however, what was expected to be an exciting time became a traumatic time as we went through multiple miscarriages over a couple of years. On top of this, after the oil price dropped in 2016, work had slowed down and there was talk of people being laid off. A few months later, my husband was offered the opportunity to move to New York with his job and we both agreed that this was a change that we needed. It all worked out and our rst daughter was born in 2017. Now, as a parent, my perspective on life changed: My focus was on her and ensuring a healthy and safe future for her.Working as a Professional in the U.S.In 2018, I got a job with WSP USA in New York city as a lead power systems engineer in their energy group. WSP is a global engineering and professional services consultancy. As a British edu-cated and trained engineer, as well as returning to work after 18 months off, I was a bit hesitant and worried that I would struggle with the work. My hiring manager reassured me and said that he was positive I would pick things up pretty quickly. Sure enough, after a couple of weeks, it felt like I had never been away from work and I was already in the swing of things. After all, the principles of engineering are the same anywhere. The only things that were different were the units of measurement and the codes and standards. I had to spend some time familiarizing myself with the National Electrical Code. In the U.K., I had worked hard over the years to become a chartered electrical engineer and fellow of the Institution on Engineering and Technology; however, my professional status is not recognized in the U.S. – or at least not New York state. This did not have any impact on my role but I felt that this was something I wanted to do for myself (i.e., gaining a U.S. Professional Engineer License). I was able to apply for a U.S. Professional Engineer license in the state of Idaho via Comity; however, for New York – and Kerrine Bryan on site at a shipyard in Dubai, United Arab Emirates, in 2013.

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7Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comMY PERSONAL TRANSITIONmany of the other states where I work on projects – I have to gain the license from scratch. I recently studied for the rst exam (fundamentals of engineering) and successfully passed. And this year, I will start to work toward the nal PE (professional engineer) exam. My role also involves some project management, and the complexity of the project experi-ence from oil and gas has denitely been useful in my new role.Projects for a Sustainable FutureI work on various energy saving projects as well as renewable energy projects including onshore and offshore wind and solar projects. The type of technical work I do is very similar (if not identical) to what I did when working in oil and gas but just applied to a different type of project/power source. Now as a mum to two daughters, I feel very fortunate that I have an opportunity to work on these projects that aim to create a sustainable planet for future generations. My passion extends outside of work, as I am also a volunteer and board member for the social justice + engineering initia-tive (SJEI), which aims to engineer solu-tions that promote social and environ-mental justice and overall sustainability. Kerrine Bryan and daughters, Skye and Zoey (now aged 4 and 2). Photo courtesy of Tiffany Brown Photography.Discover more at:www.refcomm.comReturning to Galveston LIVE and in personReasons to attend:I picked up a lot of good information. I would definitely encourage those that are interested to participate and not to miss this conference.Gregg Lorimor, Sr. Engineering Specialist,HollyFrontier TulsaLearn from 50+ technical presentation in the multi-track agendaAgenda covers coking, cat cracking, sulfur and SDANetwork with a large audience of reﬁners and technical expertsDevelop practical solutions for optimising your coking unit withour fundamentals and advanced training coursesDelayed Coking | Fluid Catalytic Cracking | Sulfur Production & Processing | Solvent DeasphaltingMay 9-13, 2022 • Galveston, Texas, USA®REFCOMMTraining, Conference, & Exhibition2022500ATTENDEES180REFINERS80EXHIBITORS*Stats from Galveston 2019I understand that there needs to be a transition from oil and gas to renewable and sustainable sources, and I’m glad to be a part of that transition through my work and volunteering activities. I would encourage others to check out the SJEI at https://sjei.org, where you can get involved as an organization or individual or donate to their cause. As engineers, we have the capability to ensure a sustainable future.Kerrine Bryan is an elec-trical engineer from the U.K. and has worked in the energy industry for 16 years. She is the author of multiple children’s books, including My Mum-my is an Engineer, addressing gender bias and misconceptions in various professions. Bryan lives in New York with her husband and two daughters and currently works in New York City as a lead power systems engineer for WSP USA. Photo courtesy of Tiffany Brown Photography.

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8Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comA DAY IN THE LIFEA Day in the Life… of a Field Engineer By Anna Ramirez4:50 a.m. The Wakeup Process – For me, this is the most difcult part of the day. I turn off my alarm but continue to lie in bed for an extra couple of minutes until the idea of the galley running out of coffee launches my eyes open. I get dressed, brush my teeth, apply deodor-ant, and lather on gobs of sunscreen to my face and neck – I’m ready for the day. 5:30 a.m. Pre-Tour – One heavily-doc-tored cup of joe in hand, I head off to the pre-tour (pronounced “pre-tower”) safety meeting. I sip from my cup as the rig personnel give reports on weather, the upcoming schedule changes, updates on HSE initiatives, and short synopses of the day’s planned activities for each department and any subsequent haz-ards that might affect the other people onboard. Especially as a third-party team, it’s extremely important that we attend this meeting since we are unfamiliar with the rig and its day-to-day operations.6:00 a.m. All the Little Details – After pre-tour, the members of my team take our temperatures, per rig COVID-19 requirements, then meet with the depart-ment we’re working for to have a sepa-rate planning/safety meeting. We do a hand-over with the night shift, if appli-cable, and then discuss what tasks should be completed today and what protec-tion will be needed for the associated hazards. We talk through any road-blocks we might en-counter, so we can nd and implement solutions whether that is nding specic parts or tools, coordinating with other groups onboard or get-ting permission for special operations. After the meeting is done, we all sign the safety documenta-tion and head off to the change rooms.6:30 a.m. 3,2,1 Go! – And now the real day begins. Suited up in bright orange coveralls, steel-toed boots, safety gloves, safety glasses, a hard hat and ear plugs, we exit the accommodations and meet by our equipment. We take a moment to gather up the required tools and then start the day’s operation. On this job, we are upgrading a blowout preventer (BOP) system with extra functionalities that the customer requested. We are working in our electri-cal panels today, installing additional wiring, termi-nals and relays, according to customized electrical schematics created by our engineers. Luckily, this type of work only requires small tooling such as wire cutters, wire crimpers, terminal screw-drivers, etc. which makes it very easy to carry every-thing to the server room where our panels are.12:00 Lunch – Finding a safe stopping point in the work, we make our way back to the accommodations to change for lunch. Usually, I sneak a peek at the op-tions before getting into the back of the line, stomach already rumbling. A galley crew member heaps food on my plate as I pick out the options I want before I walk away to get silverware. Sitting with my crew, we talk throughout the meal on every random topic that comes to mind. The conversation is full of jokes and stories of home or other jobs, hitting on increasingly random topics the longer you’re out there together. Eventually, we look at the clock and see it’s time to get back to work so we drop our plates off at the return window and head back to the change rooms.1:00 p.m. Back at It – In the electrical cabinet once again, we continue adding in the components. We continuously complete continuity checks throughout the afternoon to ensure our wiring is cor-rect and label all new or modied wires for future reference. When the cabinet additions are complete, we will work with the rig electrical team and other third parties to verify that communications are

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9Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comA DAY IN THE LIFEestablished where necessary and that all functions are operating as designed. If there are any issues, we all work together to troubleshoot and implement the nec-essary solutions.6:00 p.m. And We’re Done…For Now – Before leaving the worksite, we ensure that tools are put away, every-thing is either powered down or in a safe condition, and that our work area is clean. Only then do we head off into the accommodations to change. I drop off my coveralls to the laundry then meet my team to write our daily reports, check emails and handover with night shift, again when applicable. Thus, ends the workday. My coworkers and I will then chat, watch movies, play ping pong or cornhole, listen to music, read, scroll through social media or call/mes-sage our families before heading off to shower and sleep around 21:00 – only to wake up and start the process again.When I rst started at a major oil eld services company someone told me that going offshore was like going to summer camp and I have yet to nd a better way to describe that environment. Waking up early, a morning meeting to go over the activities, working side by side all day, eating every meal together and joking throughout it all. It’s an easy rhythm to settle into, so much so that it makes it difcult to remember which day it is. The rig we’re on and the people there are huge factors in the schedule and general mood of the project, but the biggest contributor is mostly your own attitude. Your mindset throughout the trip can vastly change your experience. My advice to anyone entering the oileld, especially young women, is to make a habit of evaluating your thoughts throughout the day: If your thoughts are mostly nega-tive, nd a way to put a positive spin on them. Speak kindly to yourself and oth-ers; this is a hard job both mentally and physically. Progress and success should be equally celebrated but remember that complications are inevitable, so approach them as though a solution is equally as assured. Enjoy the adventure.Anna Ramirez graduated from Missouri University of Science and Technology with a bachelor’s degree in petroleum engineering. She was an active student throughout her time at Missouri S&T which led to her participation in the 2019 IADC World Drilling Conference as a member of a panel session focused on recruiting, developing and retaining the millennial workforce. Shortly thereafter, she started with a major oileld service company as a eld engineer trainee, later becoming a eld engineer. Ramirez is currently based out of Houston, Texas, and mainly works in the Gulf of Mexico.

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10Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comTHE FEMALE ECONOMYCarrie Colbert of Curate Capital: An Accidental Venture Capitalist By Rebecca PontonRebecca Ponton: Please discuss what you feel is important for women to know either about founding a busi-ness or investing in another woman’s venture.Carrie Colbert: Allow me to give a little color on how I ended up here in the rst place...I was raised in a small town in the Texas Panhandle. I was valedictorian of my class, and my high school counselor en-couraged me to study engineering. The lone engineer in Perryton happened to be a petroleum engineer, so he pushed me in that direction. I studied petro-leum engineering at the University of Texas, and I graduated at the top of my class with a 3.98 GPA. Then, of course, the next step was to move to Houston where all the oil and gas jobs were. I began my career at Anadarko and worked there for ve years. But then I was recruited to Hilcorp. The decision to work at Hilcorp was truly life changing. Founder Jeff Hildebrand structured and ran the company in such an entrepre-neurial way. I started on the engineering side of the business, then got my MBA from UT while I was working and moved over to the other side of the business – nance, investor reporting, strategic planning, etc. Being part of the leader-ship team at Hilcorp for 12 years taught me so many invaluable entrepreneurial lessons which I carry with me today. Besides [what I learned], the experi-ence was transformative nancially. Part of that entrepreneurial structure was a mechanism that allowed employees to have ownership. Given that I was there during a time of great growth and some signicant transactions, I was able to create a nice amount of personal net worth through that ownership. That allowed me to “retire” from the energy industry almost seven years ago when I was 38. I was never per-sonally passionate about the industry. I was passionate, though, about being an entrepreneur; I just wanted to do it in a role that ful-lled me personally a bit more than my previous career. With that aim in sight, I set out to gure out what I wanted my life to look like profes-sionally speaking. Long story short, I started connecting with female found-ers and investing my own personal capital into their businesses. I angel invested in female-led companies for about ve years. During that time, I had such great success, plus I had a great time while doing it! That led to tremendous deal ow coming directly to me. With more amazing investment pros-pects than I could personally fund, I created Curate Capital, a venture capital fund that invests in businesses by wom-en for women. I certainly never had “venture capitalist” on my vision board. Indeed, I am a bit of an “accidental” venture capitalist. But I am truly in my professional sweet spot, using all of my strengths, experiences and connections to help other women accelerate their paths to success. And that is something that makes me smile each and every day!RP: While you don’t necessarily seek (or focus on) nancing women-owned energy ventures, would you like to see more women founders in energy? What sort of deals would you be look-ing for (oil and gas E&P, renewable projects, etc.)? How do you think it would impact the industry to have more women at the helm of energy companies?

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11Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comTHE FEMALE ECONOMYCC: In my early days in the industry, I certainly felt the pressure to conform to who I thought I should be. My per-ception was this: In order to t in and be taken seriously, I needed to emulate everyone else around me. I needed to dress like all the other engineers, talk like all the other engineers, behave like all the other engineers and think like all the other engineers. Only years down the road did I realize this profound truth: The world only benets when each of us shows up as our true unique selves. The world isn’t served by us being part of an echo chamber. Our value is in our differenc-es. It’s only when we have the courage to show up as our authentic selves that we bring true value to the table. In other words, great minds don’t think alike. Great minds challenge one anoth-er. Great minds consider that there are multiple ways to get to the same goal while still adhering to the same values. With those concepts in mind, I un-surprisingly support more women at the helm of companies in any and all industries – energy included!RP: What do you look for in a potential portfolio investment? CC: At Curate Capital, we view the world through the lens of “by women for women.” We are industry agnostic, but rather we look for the very best businesses being built by women for women. Female founders are uniquely suited to address the pain points of female consumers, as quite often she is her, so to speak. Given that women control upwards of 85 percent of household purchas-ing decisions, this isn’t a small niche. Rather, women are innovating on previ-ously unaddressed needs and creating incredible businesses in the process. RP: Talk about your favorite success story in regard to a venture you have funded. CC: Without a doubt, when you ask about my favorite success story in terms of a company I funded, I simply must tell you about Packed Party. I talk about Packed Party and its founder and CEO Jordan Jones quite often for several rea-sons. First, Packed Party was the rst investment I made in a female-founded business after I retired from oil and gas. Second, Packed Party is my biggest per-sonal investment in a female-founded business. And third, Packed Party has been such a huge success!Jordan was 23 when she founded the business eight years ago. I was a fan and customer of the business, and we followed each other on Instagram. When she saw that I was traveling to Austin for some meetings at UT, she asked if we could get together. She wasn’t ready for an investment that day, but we started laying the groundwork for our relationship, building mutual trust and respect. Shortly thereafter, when she was ready to raise capital, she turned to me and I answered the call. I rst invested in Packed Party in 2016. At the time, the company had fewer than a dozen skews of product. They were working out of a rented apartment and had no real of-ce or ware-house space. And they were digging out from under an onerous licensing agree-ment. Today, only six short years later, Packed Party has thousands of prod-ucts, is on the shelves of major retail-ers like Walmart and Whole Foods, to name a few, and is one of the hottest lifestyle brands with millennial females. Plus, Jordan won the Forbes 30 under 30 award in 2017. I could not be prouder to be invested in Packed Party (both personally and now via Curate Capital)! The company “Great minds don’t think alike.”Continued on next page...

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12Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comTHE FEMALE ECONOMYhas done so many things right that are great takeaways for us all. Most importantly, Jor-dan knows her customer on a deep level. She knows what she likes, how to market to her, where she shops, what social media platforms she uses and so on. When you know your customer on a deep level, you can then do two crucial things exceedingly well: (1) Create prod-ucts or services that she really wants, and (2) Effectively market your products or services to her. It all starts with knowing her intimately.RP: In previous interviews, you have stressed that the issue really is not a lack of female founders, but a scarcity of female investors. How do you inuence other women to become investors? What would you say to someone like Melinda Gates or MacKenzie Scott (for-merly Bezos), who have access to large sums of money, and could really make a dierence in hastening what you have referred to as the “rise in the female economy”?CC: Let’s face it: The stats are not great and they haven’t even shifted in the right direction. Female founders get less than three percent of all venture capital dollars in the U.S. In 2019, that number was 2.7 percent. In 2020, that number was 2.2 percent. And for the rst half of 2021, that number stands at 2.1 percent. These low funding statistics are despite the fact that women start almost half of all businesses in the U.S. Also, relevant to our thesis of in-vesting in businesses “by women for women,” women control up to 85 percent of all pur-chasing decisions in U.S. households. While it is, of course, abhorrent that women get so little funding, I’ve learned not to lead with that in investment pitches. Certainly, many are on a mission to change that stat – and there’s a time and a place for that. But when I’m meeting with a prospective investor, I em-phasize this perspective instead: This funding discrepancy has created a huge opportunity arbitrage!Not only are female-led businesses under-funded, but they generally overperform re-sults-wise. There are several respected reports that support this assertion. Add to those two factors the fact that I have an “inside track” to these deals via my long-standing relation-ships within the female founder community and investing in women just makes great busi-ness sense!RP: On the other end of the spectrum are “everyday women” who may only have small amounts to invest. Have you launched your grassroots crowdfunding initiative yet? How do women become involved with that?CC: Since launching Curate Capital, I’ve been passionate about breaking down the barriers to venture capital. For so long, ven-ture capital has been perceived as this black box that only a few privileged people were able to understand and invest in. Heck, I didn’t even know that much about venture capital before I de-cided to start a fund myself!So, I want to make venture capital accessible in two ways. First, I want to make it easier to understand. Whether through my social media platforms, my email newsletters or on our website, I talk about it in everyday terms. While I, of course, aim to be accurate in my discussions, I also aim to eliminate much of the jargon and lingo that prevents people from understand-ing what is actually a pretty simple investment vehicle. The second way I want to make venture capital more accessible is by creating investment opportuni-ties for the “everyday woman.” For almost two years now, I have earnestly sought ways to make this happen. As you might know, the federal government puts certain constraints on us as we are raising our venture capital fund. Namely, all investors must be accredited investors. Side note: This is a perfect example of the jargon scaring people away! What is an “ac-credited investor”? You may be accredited and not even know it! The term simply means that you make $200,000 a year

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13Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comTHE FEMALE ECONOMYindividually or $300,000 a year as a household or you have a net worth of over $1 million (not counting your primary residence). Back to the subject of crowdfunding... As you may have seen, there are all sorts of crowdfunding platforms that have popped up online. But what you may not know is that you still aren’t al-lowed to crowdfund into a fund. It’s an outdated remnant of an old regulation that will hopefully change in the future. But I kept coming back to this conclu-sion: There is no good way to bring “everyday” investors into a venture capital fund at a low dollar amount. However, I am excited to say that we will be announcing a new partnership in Q1 2022 that will nally provide that option! It’s been a long time in the making and it’s with a group that has worked directly with the SEC to make a way for this to happen. So, stay tuned. Follow us on social media (@carriec and @curate.capital on IG) and on our website (curate.capital) for all the details!RP: Is there a “dream investment” you would love a female entrepreneur to approach you with? CC: I’m not sure there’s a dream in-vestment, per se. That’s the beauty of what I do: I get to be impressed each and every day by the incredible ideas that these wonderful women are gen-erating; I don’t have to dream up the ideas myself. Rather, I just have to spot the winners and then empower them to reach success more quickly. On the ip side of the coin, I denitely have a wish list of dream investors! Shall I name just a few? Let’s put it out there in hopes of manifesting it! Here are a few who are atop my wish list: • Sara Blakely of Spanx fame.• Houstonian Janet Gurwitch, who founded Laura Mercier cosmet-ics, and has done so many amazing things in the beauty industry. • Houstonian Tiffany Masterson, who founded and sold the skincare com-pany Drunk Elephant.But what truly encourages me and mo-tivates me each and every day are all the women who have entrusted me with their hard-earned dollars. The fact that so many of them see the value proposi-tion in what we are creating blows my mind! It’s truly humbling to have so many of my friends, my colleagues, my online followers and so [many others] believe in me in such a vested way! Breaking the Gas Ceiling: Women in the Offshore Oil & Gas Industry by Rebecca Ponton | Foreword by Marie-José NadeauThe international petroleum industry has long been known the world over as a “good old boys' club” and nowhere is the oil and gas industry's gender imbalance more apparent than offshore. The untold story, shared in these pages, is about the women who have been among the rst to inhabit this world, and whose stories previously have been a missing part of the history of the industry.Available from www.breakingthegasceiling.com or on Amazon “As a CEO, I believe it is imperative for today’s generation of young women to realize there is a seat for them in the boards of oil & gas companies as the “gas ceiling” can be broken quicker and easier than before. Reading this book, they will think about these women who have gone before them and broken down those barriers in order to give them new opportunities.-- Maria Moræus Hanssen, CEO, DEA Deutsche Erdoel AG“My belief is that diversity is key to both creativity and solid long-term business results. Even in a country like Norway, where professional gender diversity is greater than in any other country I have had interactions with, we have an underrepresentation of women in top management positions. I would therefore like to express my appreciation to Rebecca Ponton for keeping this important subject on the agenda by presenting to us positive, impressive and, at the same time, obtainable role models.-- Grethe K. Moen, CEO & President, Petoro AS“Everyone needs role models – and role models that look like you are even better. For women, the oil and gas industry has historically been pretty thin on role models for young women to look up to. Rebecca Ponton has provided an outstanding compilation of role models for all women who aspire to success in one of the most important industries of modern times.-- Dave Payne, Chevron VP Drilling & Completions“Rebecca Ponton has captured the compelling stories of many women, both the early pathnders in the oil and gas industry and new entrants. Through these stories, it is very satisfying to now see that the industry has matured to be a place where anyone – man or woman – who commits themselves to high performance can succeed. No doubt we are all the beneciaries of these intrepid women who have dened themselves by their work ethic and commitment.-- Greta Lydecker, Managing Director, Chevron Upstream Europe

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14Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comENERGY LITERACYThe Heat is On: How to Talk to Your Kids about Energy By Erin TwamleyWhat do you eat for breakfast to start your day? How many switches do you ip in your house? How many devices do you charge? We all use energy every day. From the electricity in our homes, schools and ofces to the fuels that power our cars and trucks, our world is powered up. Everyone, from those liv-ing on remote islands to the busiest of cities, interacts with our energy systems. But for many of us, and our kids, we rely on energy with little understanding of where this energy comes from and who helps power our planet. We have been using fossil fuels since the 1700s to gener-ate electricity and for transportation. Fossil fuels have revolutionized our world, allowing for mobility and the use of thousands of everyday items we take for granted. Our world is expe-riencing the energy transition, and the ght for our planet, against climate change. From global commitments to conversations in our homes, we are looking at what energy sources we use to light our cities, fuel our vehicles and move around the world. Communities are seeing new solar and wind farms across states like Texas and California and even on the oceans. Nuclear power is advancing with new technology and providing a safe option for electricity. Engineers and scientists are working to solve energy storage challenges by creating longer-lasting batteries that can store more energy. Engineers, scientists and researchers at our national labs are working on mod-ernizing our grid infrastructure. Energy infrastructure, not only in the U.S., but in countries around the world, is being revamped and reimagined for a world powered by a mix of energy sources. With advances in technology, the scaling of renewable energy sources like wind, solar and the growth of electric vehicles, it is an exciting time to create a dialogue with our children about the careers, technology and inventions that power our world. It is an opportunity to talk about climate justice and ask hard ques-tions. At the same time, there are age-appropriate ways to get the energetic ball rolling, so to speak. By building on what children already know, and in ways that are familiar and accessible to them, we can all do our part to talk about our energy future. To make it easier to discuss the energy transition with your kids, I’ve broken it down by age group. Young Children (Ages 0–6)If you have a kid this age, you know they use a lot of energy! They also have a sense of curiosity and wonder. You can help them understand the forms of energy on Earth, from sound, light and heat to their own physical move-ment! Using picture books and hands-on learning activities, you’ll want to keep it simple, exciting and interactive to encourage young children to take part in understanding the foundation of energy. You can help them grasp the connection between energy and their own. Ask questions like:• What foods help you grow big and tall?• What time of day do you feel like you have the most energy?• How does our car move?• How does the sun feel?• Can you feel the power of the wind?Activities You Can Do Together (0-6)• Have a dance party with your kid listening to their favorite music.• Do 10 jumping jacks together.• Read books about things that “go.”• Read books about food and the growing body.• Do a scavenger hunt around the house to nd all the things you can “turn off.” School-Age Kids (Ages 6–12)By the time kids are in school, their Photo courtesy of Tiavalya Photography

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15Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comENERGY LITERACYunderstanding of the world shifts. This is when you can expand on the founda-tions of dening energy and introduc-ing electricity. Most kids use electricity every day, but they don’t know how it gets to their home or school. Explore with your kids the energy system visible with our power lines or a power plant. Research together some of the greatest energy technologies like the lightbulb, refrigerator and more. First, establish what your child knows about energy. Ask them what they think energy is, and where they’ve heard about it. From there, you can expand on and correct any misunderstandings. You can learn about where electricity comes from, how it is distributed to homes, schools, and businesses.QuestionsConsider asking questions such as:• How do we measure energy?• Where does our electricity come from?• What fuels can power a car or a truck?• What are different energy sources?• How can we save energy?As you can see, these questions are more complex without being too abstract, helping to deepen your child’s understanding of the world around them.Activities You Can Do TogetherElementary children love to explore science through activities that model energy usage. Interactive energy projects you can do include making a po-tato light bulb or exploring how direct sunlight can heat and expand balloons. Check out The NEED Project for lots of activities in the home or classroom. www.need.org. Preteens to Teens (Ages 12–18)Preteens and teens are naturally curious and are looking for independence in their exploration of how things work. Why not cater to both their inquisitive side and their need for adult guidance by fo-cusing on more complex questions that require reading skills? Let them research the answers so that they can forge their own path to understanding bigger ques-tions. You will want to ask researchable questions that have accessible answers. This will help prevent them from feeling confused and frustrated by the amount of information available online. For example, this age range has the po-tential to understand their global role in energy use and topics like climate change, energy efciency and carbon footprint. QuestionsHere are a few questions on energy that you can ask your preteen:• What is your carbon footprint?• Where does the energy go after it’s been used?• What are the challenges in using renewable energy?• How can we reduce emissions from fossil fuels?• What is the lifecycle of technology like a solar panel or a wind turbine blade?• In what ways are we shifting away from fossil fuels like coal and oil?How might we push large corporations to switch to more sustainable energy practices?As it goes, adolescents are strategic problem-solvers who want to have an impact on the world. If you give them the space to educate you on what they know about the energy transition, you’re helping to promote a space for shared learning.Activities You Can Do TogetherTo keep your preteen and teen engaged, you’ll want to ask questions that also interest them. A bonus here is that your preteen or teen is likely interested in technology. Guiding them on how to nd trustworthy websites is paramount to ensuring they have the critical thinking skills to discover accurate information. Lastly, help them put their energy use into perspective by having your teen calculate their carbon footprint.The TakeawayThough energy is a big, sometimes heated, topic, energy powers our planet and we need to talk about it with our kids. Open the doors to your child’s curious mind by asking some of these questions and engaging in interactive activities.Also, be sure to check out my latest co-authored book coming in Spring 2022, Everyday Superheroes: Women in Energy, at info.allyenergy.com/superheroes-preorder, as well as my book, Renewable Energy: Discover the Fuel of the Future with 20 Projects, if you’re still not sure where to begin!Erin Twamley is an educa-tor (M.Ed.) and award-winning children’s book author. She is dedicated to engaging the next generation of learn-ers in protecting and creating a sustain-able planet. Twamley was responsible for the education and workforce development portfolio (www.energy.gov/eere/education/contributors/erin-twamley) at the U.S. Department of Energy (2012–2016). She designed and marketed materials, programs and the website for federal, state and local school ofcials to use for energy literacy efforts. Twamley loves to travel (pre-COVID-19) and has lived on three continents. She currently resides in Huntsville, AL.

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17Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comFEATUREIman Hill Speaks Up “It’s Not the Swan Song for Oil and Gas”By Rebecca PontonContinued on next page...Photos courtesy of Sisi Burn PhotographyIman Hill says women don’t have to pressure themselves to be “su-perwomen” but, in her rst year as executive director of the International Association of Oil and Gas Producers (IOGP), she certainly had to call on her own superpowers – chief among them, “being conscious and under-standing my purpose… because energy follows purpose.” For the rst ten months after taking up her post, she had to lead a team and guide an organization whose members she had never met in person. A year into the job, she says, “I’ve had to build a rapport, lead, motivate and encourage – almost all of it virtually.” Despite not being able to meet her team face to face, which Hill says was her biggest challenge, working with her team is her greatest pleasure.“If you could sit as a y on the wall in this small secretariat, you would see so much dedication, com-mitment and passion paired with expertise, practicality and professional-ism. I honestly feel blessed every day to lead this pool of talent.”Hill’s own talent is not in dispute. After graduating in the mid-80s from the University of Aberdeen with a bach-elor’s in biochemistry and a master’s in computing, she joined the city’s vibrant oil and gas industry. She applied to the major oil and gas companies, which she says had a practice of hiring graduates with good numerate degrees and “turn-ing them into petroleum engineers” over the course of ve years, through on-the-job training and classroom-based learning. She says she was “lucky” enough to be hired by bp. “And that’s where I started more than 30 years ago now – and where I stayed for over a decade.” And, yes, she adds, “I did my stint on the rigs in the North Sea!”Relishing a new challenge, Hill left the corporate world in the mid-90s to become a freelance petroleum engi-neer in London, where she met her husband, Albert, who was working in the music industry. When she and her husband became parents, they “made a conscious agreement” that one would stay home with the children and the other would work outside of the home. “I think it’s important to go into parenthood with clear agreements from

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18Oilwoman Magazine / January-February 2022 / OilwomanMagazine.com18Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comFEATUREboth partners,” Hill says, “because it’s really about communicating, managing expectations and working together as a team to create the best environment for your family.”While both roles certainly have their challenges, Hill believes that her chil-dren, who were raised by a stay-at-home dad – a rarity 25 years ago – and a mother who was the breadwinner, have grown up without preconceived gender roles. Just as her mother – a medical doctor in Saudi Arabia in the 1950s – was her role model and mentor, “always encouraging us to dream big and then make those dreams a reality,” Hill says, “I might not have been at the school gates every day, but I have been a role model and my children, who are now young adults, acknowledge that with pride.”Eventually returning to large oil and gas companies, Hill spent a decade at Shell, where she rose to become general manager of Shell Egypt. Between 2003, when she was named chairwoman of Shell Companies in Egypt, to 2020, when she assumed leadership of IOGP as its rst female executive director, she held senior executive-level roles in Malaysia, the Netherlands, Brazil, South Africa, the United Arab Emirates and Greece.Not only does she bring this wealth and abundance of experience to the role, but it is her passion for the in-dustry that makes her further qualied to speak for the organization whose members produce nearly 50 percent of the world’s hydrocarbons. “We do need to step up, stand up and speak up, because who else is going to do it for us?” asks Hill rhetorically in her calm, measured voice. (The accent is hard to place and, if you close your eyes, you might think journalist Chris-tiane Amanpour is speaking.) “We can’t allow the perception of our industry to be derailed any further than it has been with rhetoric that isn’t based on science, data and facts.”During this rst year under her lead-ership in the midst of a worldwide pandemic, the Association’s health committee quickly issued guidance on COVID-19 testing, followed by vac-cination protocols, and a document on providing business continuity during a pandemic – all of which were accom-plished under difcult circumstances – achievements Hill says she is proud of. In addition, the Association spent eight months conducting a strategic review into how the organization could continue to differentiate itself and cre-ate valuable deliverables its members would adopt and deploy in their own businesses, particularly given its broad membership ranging from national oil companies to integrated energy compa-nies to smaller, independent operators.One of the key takeaways from the review was a clear signal that the As-sociation needed to take a more asser-tive leadership stance to gather together the industry’s varied low carbon work-streams, provide opportunities for collaboration and optimization, and advocate for the industry’s contribution to an orderly transition.As a result of its ndings, IOGP re-cently set up a new directorate, which is accountable for all energy transition and decarbonization workstreams: methane measurement, quantication and reduction, reduction of aring and venting, carbon capture and storage, electrication, energy efciency and clean hydrogen to be added in the rst quarter of 2022. “We are working on those ve streams as a massive part of our work program in 2022 and beyond,” Hill says, “and, really, that’s how we make a difference to the industry as IOGP. We are lead-ing that and we’re also supporting our global membership in the work that they are doing.”“I’m very, very happy with where we’ve got to at the end of 2021,” Hill says, “and what we’ve delivered.”Having said that, Hill foresees the petroleum industry – and petroleum engineers – playing a dominant role in the low carbon future. “I think it’s really important to discuss this actively – and proactively – and so the short answer to the question, ‘Is there a place for petro-leum engineers in the changing energy landscape?’ The simple answer is a clear and loud ‘yes.’” Hill believes that, as the development of oil and gas assets is only getting more complex, the role of petroleum

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19Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comFEATUREengineers will evolve with societal needs and new boundary conditions related to climate change will make their efforts even more challenging but also more rewarding.“Let’s just think logically about the skills needed for the energy sources of the future,” Hill says. “I’m also making this point to the recruitment world,” which she feels undervalues the con-tributions made by those employed by the petroleum industry. “Where will the world get engineers and project man-agers with the skills needed to build offshore wind at scale? Don’t we need geologists, geophysicists, petroleum engineers and drilling engineers to get geothermal off the ground and scaled up? It’s so short-sighted to tell someone from the oil and gas world that they don’t have the skills and experience to work in the renewables space.”Citing the expertise in the oil and gas world – whether it is technical skills, engineering, standardization, manag-ing economies of scale in operations, cost effectiveness or supply chain management – Hill says, “When you think about all the technologies that we deploy, the project management skills, capital discipline, and last, but certainly not least, the way that we approach safety, I can’t imagine how anyone could think that those skills aren’t need-ed or transferable, not just to the new energy sources that will start supplying the world but other sectors as well.”“Personally, I truly believe that we will achieve the Glasgow Pact goals but, like it or not, oil and gas will remain the backbone of energy supply for decades to come. It doesn’t only play a role in supplying reliable and afford-able energy. We’re actually driving the energy transition and contributing to every single United Nations’ Sustain-able development goal – all 17 of them – some indirectly, but most of them directly.” “We all agree that we need to transi-tion our energy, but it needs to be just and orderly. We cannot switch the taps off overnight; it’s not that simple,” Hill says, pointing out that, “Insufcient investment in oil and gas could lead to price volatility, energy shortages, and create the potential for switching to more polluting energy sources and may ultimately lead governments to rethink their climate goals strategies. A great example of this was seen when the U.K. had to recently restart a legacy coal-plant in order to make up for elec-tricity shortages, despite its goals to end its use of coal to produce energy.”Hill sets clear and conscious goals for herself: To be an executive director who takes the performance and value delivery of the Association to the next level, and one who will drive and deliver positive change for its members and the broader industry in general. She would like to be seen as a supportive leader, one who is people-centric and who cares about people’s personal growth and development. If the pandemic has shown us anything, she believes, “It has become much more apparent to all of us that we also have to be empathetic leaders” to get the best from our teams.“I’m a person who is really clear about my values and I operate from my val-ues, so honestly whatever I say or do is founded on [whether] it ts with who I am and who I want to be as a per-son.” As part of the leadership training she has undertaken in the past, Hill has developed a daily habit of writing down her purpose for that day in both her professional life and her personal life. “Being conscious and understand-ing your purpose is really important because, as I’ve said, energy follows purpose.”Since its founding in 1974, IOGP has been the voice and advocate for the oil and gas industry. “A huge part of my role is to essentially speak up and tell the world what this industry does in terms of economic development and for society by providing reliable and affordable energy, but also to really tell, based on facts and science, what this industry is doing to drive the energy transition,” Hill says.This last point is something Hill be-lieves gets drowned in all the noise – to the detriment of advancing the energy transition. Ostracizing the oil and gas industry, in Hill’s opinion, is only going to result in a “much slower, much less effective energy transition because our skills, our technology, our brainpower and our investment power are needed to drive that transition.”“I think it’s really important to stress this and I’ll say it over and over again: Our industry – the oil and gas industry – is not just a bystander to the transi-tion. What do people imagine? We have children. We have grandchildren. Why would we not want to transition to a lower carbon world? We’re not being dragged into the transition; we’re actu-ally driving the change.”“We’re not going anywhere in the next decades,” Hill says resolutely. “It’s not the swan song for oil and gas.” “I’m a person who is really clear about my values and I operate from my values, so honestly whatever I say or do is founded on [whether] it ts with who I am and who I want to be as a person.”

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22Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comPINKCAREERSDitch the Imposter Syndrome By Richa Bansal“In the very rst session of the Pink-careers’ Incubator Leadership De-velopment program, we discussed how women can overcome Imposter Syndrome,” I explained to Catherine Luelo, chief information ofcer (CIO) of the Government of Canada and ex-CIO of Air Canada. “Richa, when you gure out how to overcome Imposter Syndrome, I would love to learn some tips, too.”We both laugh, but the irony is, despite having a proven track record of ability and success, many of us have suffered from Imposter Syndrome at some point in our lives. I have had my fair share of feeling like an imposter, too. I graduated from the top engineering school in India, worked for the largest oileld services company in the world, have spoken at over 40 career develop-ment events, and run leadership devel-opment programs for the Government of Canada; yet sometimes self-doubt is all-consuming. If you too feel like a fraud soon to be discovered, it’s time to take charge and arm yourself with some practical strategies to ditch the Imposter Syndrome. What is Imposter Syndrome? Imposter Syndrome is the persistent belief that one’s accomplishments come about, not through genuine abil-ity, but as a result of having been lucky, having worked harder than others or having manipulated other people’s impressions. In their 1978 research, Clance and Imes found that the im-poster phenomenon was particularly prevalent among a select sample of high-achieving women, who, despite their outstanding academic and profes-sional accomplishments, persistently believed that they were not bright enough and had fooled anyone who thinks otherwise. Who has Imposter Syndrome?Feelings of fraudulence are often ac-companied by feelings of shame and isolation. We feel that our challenge is unique, that except for us, everyone has it together. But the truth is, accord-ing to a 2018 TIME Magazine article, 70 percent of people have reported experiencing feelings of Imposter Syndrome at some point in their lives. And it impacts all kinds of people in all types of professions – executives, lawyers, actors, sales executives, politi-cians and doctors, to name a few.The problem is exacerbated for women from marginalized groups, people of color and the LGBTQ2S+ community. Lack of relatable role models makes it difcult for them to feel like they belong in the higher echelons of the corporate world, as they don’t see many examples of how to effectively handle the demands and stereotypes that tag along with senior leadership. “We’re more likely to experience Imposter Syndrome if we don’t see many examples of people who look like us or share our back-ground, who are clearly succeeding in our eld.” – Emily Hu, clinical psychologist.Why Do We Need to Ditch the Imposter Syndrome?Take a moment to remember if you have ever felt like an imposter. What did it feel like? What did you do? What was the consequence of your action or inaction? It is no surprise that chronic self-doubt and feelings of intellectual fraudulence result in increased stress levels. But, in the long-term, externalizing our success and failure to ac-knowledge our worth also lead to missed opportunities, hurt careers and lower overall nan-cial success. Photo courtesy of kraft2727 – www.123RF.com

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23Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comPINKCAREERSHow to Ditch the Imposter SyndromeLearning how to ditch Imposter Syn-drome begins with understanding two key concepts: 1. Imposter Syndrome is not a personality aw. You are not an imposter; instead, you have Imposter Syndrome. Once you separate the person from the feel-ings, you can learn and practice the strategies to overcome those negative feelings. 2. Imposter Syndrome is here to stay. Despite our best efforts, we can never completely stop feeling like an imposter. The goal, there-fore, is not to never feel like an imposter but to learn strategies to push the feelings of fraudulence aside quickly and march on. The Five Types of ImposterImposter Syndrome shows up differ-ently for different people and situ-ations. An expert on the topic, Dr. Valerie Young categorizes it into ve subgroups or competence types: the Perfectionist, the Expert, the Soloist, the Natural Genius and the Superhu-man. Below is a summary of each competence type and how it can show up in the day-to-day, so you can use the right strategy to overcome the feelings of “being found out.”1. The PerfectionistThe Perfectionist focuses on “how” something is done. They are not only concerned with the results but also the awlessness of the work done to achieve those results. Even a slight mistake will cause them to blame them-selves and worry about it for days. Two common ways it can show up are procrastination and difculty del-egating. Next time you nd yourself planning something for months, push yourself to start by giving yourself a deadline and sharing it with an ac-countability partner. Want to strength-en your delegation muscle? Start small by delegating low-risk tasks or chores at home. Finally, practice remind-ing yourself that nothing can ever be “perfect.” The real joy is in acknowl-edging and celebrating the small suc-cesses along the way!2. The ExpertThe Expert is the knowledge version of the Perfectionist. They equate their success with “what” and “how much” they know. Since they expect to know everything, even a minor lack of knowledge equals failure. Do you constantly seek to add train-ing and certications to your resume, even if they don’t directly add value to your current work? Or perhaps you feel the need to learn everything about a subject before seeking help? Next time you nd yourself signing up for yet another certication, ask yourself why you want to do it. Then practice just-in-time learning so you can stay market-relevant, but also have a bias for action and on-the-job learning. Mentoring is another great way to overcome this type of imposter syn-drome, as it helps you strengthen your self-condence and rediscover your inner expert. 3. The SoloistThe Soloist’s primary concern is with “who” completes the task. They feel the need to gure out and do every-thing on their own, and any help, no matter how small, is a sign of failure. Do you avoid asking for help even if you are overworked or overwhelmed because you think, if you ask for help, people will nd you are a fraud? And if you get help, do you externalize your success because you didn’t do it 100 percent on your own? Next time you feel guilty, remember that asking for help is good for both you and the helper. I especially like the 15 Minute Rule: If you cannot gure something out in 15 minutes, ask for help. 4. The Natural GeniusThe Natural Genius cares deeply about “how” and “when” accomplish-ments happen. For them, competence is measured in terms of ease and speed, so any struggle to master a skill equals failure. Did you always get straight As grow-ing up? Have you frequently been lauded as “the smart one” in the family and are expected to succeed in everything you do? And so, if you struggle to achieve something, you really beat yourself down? Next time you feel like a fraud, remind yourself of how far you have come. Also, re-member that the success of every ge-nius is backed by tremendous efforts. 5. The SuperhumanThe superwoman, superman or superhuman measures their compe-tence based on “how many” roles they can juggle and excel in at work, at home and beyond. They want to be the best leader, teammate, mom, wife, daughter, etc. If they cannot do it all perfectly and easily, they consider themselves a failure. Do you work harder than others to prove that you are not an imposter? Do you feel the need to always be “on” and nd downtime completely wasteful? Next time you catch your-self multitasking when doing chores or during a break, stop and say out loud, “My competency is not dened by the number of hours I work.” Practicing mindfulness and keeping a daily gratitude journal are also excel-lent strategies to overcome this type of Imposter Syndrome. By sharing these unique strategies to overcome the ve competence types of Imposter Syndrome, I hope to prepare you better to tackle your inner saboteur the next time it comes knocking. And, if any doubt remains, remind yourself of this famous quote by the British ex-Prime Minister Margaret Thatcher, which she said at the age of nine while receiving a school prize, “I wasn’t lucky. I deserved it.” To learn more about Pinkcareers, go to www.pinkcareers.com.

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24Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comWIND POWERVirginia is for (Wind) Lovers By Karen Haywood QueenStanding more than 600 feet above the water line, 27 miles off the coast of Virginia Beach, Virginia, are two wind turbines, the rst in Dominion En-ergy’s Coastal Virginia Offshore Wind (CVOW) project, currently the largest offshore wind project under develop-ment in the United States.These rst two turbines, the pilot proj-ect, began generating power in October 2020, and each produces six megawatts. Together, that’s enough to power up to 3,000 homes. Construction will begin in 2024 on the 176 turbines that make up the estimated $9.8 billion project. In 2026, when all the turbines are online, the wind farm will generate 2.6 gigawatts of wind power for the grid, enough energy for up to 660,000 homes with no carbon emissions.Katharine M. Bond joined Dominion Energy as an intern in 1999 and has transitioned from working in nance and risk management to leading com-munity outreach and engagement for renewable energy projects, including CVOW, as vice president for public policy and state affairs.“We’ve been working on offshore wind for more than a decade,” Bond says. “Some of the permits involved for the pilot project took two and three years to fully obtain, partly because it was the rst time a project of this kind [had gone] through the federal process in the United States.”“As a company, we had a similar ap-proach to deploying solar on a large scale. We started small, learned what worked and what didn’t, before taking on bigger projects.”This pilot wind farm is only the second offshore wind project in the United States, the rst installed in federal waters, and the only wind farm owned and operated by a U.S. utility. Last year, Dominion Energy announced plans to invest $37 billion in solar and offshore wind through 2035.“I’m very proud to work for Dominion Energy on a team that is working on this project,” Bond says. “The project includes an incredibly knowledgeable, thoughtful, diverse team of women and men working around the clock to bring this project online to serve our custom-ers with clean, sustainable energy in the most efcient way possible.”Dominion Energy Inc. also is contract-ing to build the rst U.S. agged (Jones Act compliant) offshore wind turbine installation vessel, the Charybdis, which will rst be leased to Ørsted and Ever-source projects in New York and New England and then to the Dominion Energy Virginia project, says Kevin Carroll, Coastal Virginia Offshore Wind operations and maintenance manager. The Jones Act requires goods shipped between U.S. ports to be transported on ships that are U.S. agged, and are built, owned and operated by United States citizens or permanent residents.In the absence of a U.S. agged ship, turbine components cannot be brought Katharine Bond, Dominion Energy’s vice president for public policy and state affairs. Photos courtesy of Dominion Energy.

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25Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comWIND POWERdirectly to the United States from Eu-rope where they are made, Bond points out. So, components for the rst two turbines were shipped to Canada, as-sembled there, and then brought to the offshore site because there was no U.S. agged vessel, Bond says.“The Charybdis is a game-changer for the U.S. offshore wind industry. The so-lar industry is much more mature than offshore wind and we are committed to making the United States a hospi-table place for this industry to develop and grow. With that growth, come U.S. based jobs and opportunities to employ people in this clean energy space for decades to come.”Speaking of growth, Bond has found Dominion Energy a supportive envi-ronment in which to develop her career. “I joined Dominion Energy not long after I graduated from college [and] stayed while working on my graduate degree,” she says. “I was working at Dominion Energy when I got engaged, got married and when each of my four children was born. My family has grown up as part of Dominion Energy. It’s a unique and welcoming environment not just for working women, but [for] work-ing parents.” Looking ahead, Bond sees more oppor-tunities for similar projects as well as projects based on technology that does not yet exist.“Technological advances have really catapulted this technology and some of the projects they made in Europe have provided lessons for us in the United States. There is science-based evidence that climate change is real and that we as humans have an awful lot to do with it. That also means we have an opportu-nity to address it and that’s exactly what we’re trying to do with projects like this offshore wind project. We will need additional technological innovation to achieve a lower carbon future across en-ergy sectors. I have four kids; I can only hope some of them might be willing to tackle some of these challenges. I look forward to what their generations bring to the table.”Karen Haywood Queen covers manufacturing technology, energy, per-sonal nance, cybersecu-rity and health. Her work has been published in a variety of publications including Smart Manu-facturing, Better Homes and Gardens, CreditCards.com and Costco Connec-tion. She lives in Williamsburg, Virgin-ia, with her rocket scientist husband. The Hampton Roads Alliance is hop-ing to leverage Dominion Energy’s offshore wind farm to create an East Coast hub in Coastal Virginia to serve the offshore wind energy sector, an emerging $100 billion industry. In May 2021, the Biden administra-tion approved its rst offshore wind farm, a $2.8 billion project between Martha’s Vineyard and Block Island. Another project is planned closer by in Kitty Hawk, N.C., and about 20 others are in some stage of develop-ment from North Carolina to New England, says Matt Smith, director, offshore wind development for the Hampton Roads Alliance. “A lot of people took the federal approval as a good sign to make in-vestments in the United States. We have a generational opportunity to establish Hampton Roads as the hub of the industry, address serious issues on climate change and also attract a signicant number of jobs. We see this project as the jumping off point to serve the larger East Coast wind industry from Hampton Roads. The supply chain doesn’t exist yet on the East Coast; every state is trying to at-tract portions of the supply chain.”States north of Virginia have an advantage in project density; more wind farms are being built in the New York-New Jersey-New England area, Smith says.“There’s a lot of competition up and down the coast, especially from New York and New Jersey. The supply chain is based in Europe now and we’re growing the industry from scratch.”But Coastal Virginia offers other key advantages in terms of ports and a large, skilled maritime workforce.Out of 19 ports from North Carolina to Massachusetts ranked in a study by BVG Associates for the state of North Carolina, two Virginia ports – Portsmouth Marine Terminal and Norfolk Southern Lamberts Point – were tied for rst place with the South Brooklyn Marine Terminal with scores of 60 out of 70 possible. Ports were ranked based on facility readi-ness, facility availability, site acreage, cost to redevelop, quayside infrastruc-ture, air draft restriction and channel depth.“We have a world class port structure that can’t be matched anywhere else,” says Smith.Portions of Queen’s article on the Hampton Roads Alliance were rst published in CoVABiz and have been reprinted with permission by the author.Hampton Roads Alliance Wants to Create Regional Wind Hub In Eastern Virginia

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26Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comA Strategic 50 Year Gender Blueprint By Ogutu OkudoWe live in a world today where discussions pertaining to gender as a prex are almost immediate-ly assumed to be about women’s welfare, participation and rights – a stereotype that obscures our ability to understand the way we relate to each other in different societies based on the roles and behaviors of the varying rela-tionships among men, women, children, persons with disabili-ties (PWDs), and vulnerable and marginalized groups. Diversity is region-specic due to different levels of local oil sector development coupled with geographical setting and access to basic socio-economic needs. I sit in boardrooms, pres-ent at conferences and continue to author research papers on diversity in the oil and gas industry. It is ever-changing, not constant. Just as the world now discusses the energy transition – being region-specic again – the only energy agenda for Africa is simple: Put an end to energy poverty. Notwithstanding the fact that a continent with over 600 million people with no access to electricity has contrib-uted less than three percent to cumulative global emissions. I recently participated in a discussion on diversity in the sector with other panelists from Europe, Canada and North America, which focused on bolstering women in the blue-collar workforce segment of the sector – an important sub-ject applicable across the world, although there are other key segments; hence, the realiza-tion of very different realities based on geographical settings. The impact of this industry on communities is integral for not interfering with livelihoods of people living in explora-tion sites where environmental changes can determine their access to water, rewood and basic human necessities for survival. Contrary to that is the entrepreneurial spirit of a niche group of African women owning and operating oil blocks and women-owned oil service provider companies winning contracts to drill wells. There could be great lessons the West can borrow with regards to promoting women entrepre-neurship in the sector. The Gender Assessment Study Report for the Oil and Gas Sec-tor in Kenya published by the Ministry of Petroleum and Mining comes at a crucial, but opportune time for Kenya to map out the short, midterm and long-term impacts and benets the sector will have on different gender groups to provide a stra-tegic blueprint to support the adaptation of Kenya’s policies, programs and plans in the sec-tor. As Kenya is soon to be an oil exporter, it needs to ensure it maps out the legal, policy and Ogutu Okudo speaking at the World Petroleum Congress, Dec 2021.Ogutu Okudo at the launch of Vivo Nanyuki Depot becoing a fuel pricing point.SPOTLIGHT ON KENYA “The only energy agenda for Africa is simple: Put an end to energy poverty.”

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27Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comOgutu Okudo with the CEO and other board members at the Natioinal Oil Corporation of Kenya (NOCK).SPOTLIGHT ON KENYA Continued on next page...Ogutu Okudo named in Top 100 Female Executives in the Oil and Gas Sector.cultural context, gender dimensions of the impacts of oil and gas develop-ment on livelihoods, gender-based violence (GBV), gendered environmen-tal impacts and the role of informa-tion, transparency and accountability in Kenya’s oil and gas sector development. Findings highlighted in different studies have established African culture and heritage to primarily be patriarchal in nature. Patriarchy is a system of soci-ety or government in which the father or eldest male holds power over the family’s socio-economic affairs. Gen-der inequalities can then be attributed to limited access to and control over productive resources, affecting both sides of the gender divide. A lack of access to nancial services, insuf-cient access to education, lack of skills, limited access to technology, cultural impediments and other constraints result in limiting participation in deci-sion making.The legal and policy context highlights the roles of stakeholders in reducing the gender gaps in assets, information and vulnerability. Adopting legislation for equitable sharing of direct and indirect petroleum revenues to benet all local commu-nity stakeholders is the smart way forward. Future sector policies and legislation should be subjected to an independent Gender Impact Assessment (GIA); to allow for responsive policy planning.Understand-ing the gender dimensions of the impacts on livelihoods is per-tinent for attaining sustainable liveli-hoods. Operators, governments and civil society must work hand in hand to promote business skills training and al-ternative schemes for access to capital. Micro-credit schemes should be avail-able for rural women and men by iden-tifying lenders to facilitate concession-ary, gender-fair loans. Compensation valuation processes need to be based on inclusive and thorough consultations with both male and female landowners and users. Allocations to landowners should be made, whenever applicable, in the presence of a spousal co-signer and/or other co-user of the land. One of the largest failures of businesses investing in Africa is inadequate com-munity consultation leading to misman-aged expectation, halted operations and drawn-out arbitration cases. Continuous consultations with communities and stakeholders surrounding amounts and timelines are one solution. Gender based violence (GBV) origi-nates in distinctive forms with its interaction with the petroleum sector impacting stakeholders in the family context, and on the project and com-munity level. Studies conducted globally indicate a correlation between GBV and expanding petroleum activities. GBV must transcend societal miscon-ceptions to include the violence against men, boys and PWDs. Therefore, it is a priority to ensure implementation of laws that protect both men and women from sexual harass-ment, exploitation and abuse. A GBV framework for the petroleum sector should be developed to outline processes, procedures and principles that all oil and gas actors and stakeholders will align to in the man-agement of GBV.To mitigate the gen-dered environmental impacts, the existing environmental man-agement legislation must integrate gender issues in commu-nity participation and children’s rights in the Environmental Social Impact

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28Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comAssessments (ESIA). The effects of oil and gas activities and their byproducts such as mud cuttings, drill cuttings and waste could contaminate under-ground aquifers, leaving the society vulnerable. The strengthening of access to water and clean energy in all arid and semi-arid lands (ASAL) communities that constitute 90 percent of Kenya’s landmass needs to imbed gender, cultural and health considerations. Ad-ditionally, climate change adaptation programs should be carried out to build resilience among communities, with emphasis on women who are primary energy producers in rural settings. Impactful information dissemination utilizing vernacular radio has a higher penetration in rural communities com-pared to other forms of media. Gov-ernments should prioritize and robustly promote education as a tool for unlocking future potential and encourage the uptake of science, technology, engineering and mathematics (STEM) courses from primary to tertiary education. This sensitization should in-clude discussions around retrogressive cultural norms that have kept girls uneducated. In good faith, countries should commit to produce, publish and have peer-review records and reports of transac-tions associated with oil exploitation, and the accounting of the generated wealth to the benet of its citizens. While oil and gas activities have been painted to be mired in negative im-pacts, there are many positive impacts that should not be overlooked. Aiding development infrastructure, increasing government budgetary revenues for portfolio management and incentivizing local communities.Ogutu Okudo authored the Gender Assessment Study Report of the Oil and Gas Sector in Kenya for the Ministry of Petroleum and Min-ing. She is an oil expert and equitable energy access advocate, researcher, policy analyst and gender specialist. Okudo sits on the board of directors of the National Oil Corporation of Kenya (NOCK). The full report can be downloaded from the Ministry of Petroleum and Mining website. SPOTLIGHT ON KENYA DEVELOPING WOMEN LEADERS OF TOMORROWImagine what would be possible if early in their career, women had access to the coaching and tools that are typically available to only senior executives? And at a fraction of the cost?Pinkcareers offers research-based, experiential learning solutions so organizations can develop and retain exceptional female leaders. Ready to take your team to the next level? Get in touch. richa@pinkcareers.com @pinkcareers_ www.pinkcareers.com

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30Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comENERGY NEIGHBORCanada to Host the 2023 Oil and Gas Olympics By Rebecca PontonAs the world slowly tried to return to some semblance of normalcy late last year, including venturing back into international travel and in-person conferences, participants from all over the world gathered at the 23rd World Petroleum Congress (WPC) in Houston, Texas, in December 2021. While still more than a year and a half away, the next “Olympics” of the oil and gas sector, as the WPC is sometimes known, will be held in Calgary, Alberta, Canada, in September 2023.Canada is the quiet, somewhat unsung star of the energy industry with the third largest proven oil reserves in the world (be-hind Venezuela and Saudi Arabia) with 168 million barrels, which account for about 10 percent of the world’s proven oil reserves. The country is the fourth largest crude oil exporter, with 96 percent of its 2018 exports going to the U.S. It is also the world’s fth largest oil producer with the majority of its production coming from Alberta’s oil sands. These impressive stats may be what helped Canada to emerge victori-ous as host of the 24th WPC in a erce competition, edging out Azerbaijan by one vote.In what may be a glimpse of things to come, one of the highlights of the 23rd WPC was Canada’s all-female discus-sion panel – a rarity at industry events that are not specically for women. The trifecta included Sonya Savage, the government of Alberta’s minister of energy; Bronwyn Eyre, Saskatchewan’s minister of energy and resources; and moderator Rachel McCormick, the consul general of Canada in Houston. McCormick, who has a PhD in environ-mental science from the University of Calgary, was previously the head of the energy and environment section at the Canadian embassy in Wash-ington DC. Titled “Innovation in the Industry,” the wide-ranging panel discussion covered everything from oil sands to pipelines and hydrogen to carbon capture, utilization and sequestration (CCUS) while stressing the importance of having honest conversations about the future of the energy industry, a message emphasized by Sonya Savage, whose province of Alberta leads the rest of Canada by far with close to 80 percent of the country’s total production of crude oil.“We’re not moving off oil and gas anytime soon,” Savage asserted. “We will continue to use [fossil fuels] even as more renewables are introduced, but we have to focus on innovation.”Bronwyn Eyre echoed her agreement and said innovation is paramount to her province of Saskatchewan, which is the second largest crude oil producer in Canada, although its output at 10.5 percent of the country’s total, is a dis-tant second to Alberta. She emphasized, “It is important not to turn our backs on 30,000 energy workers in the prov-ince. The key is complementing existing industry.” “There’s no path net zero – globally, in Canada, in Alberta or anywhere – without carbon capture, utilization and storage, and we recognize that,” Savage stated, while asserting that Alberta is one of the few jurisdictions that has suitable geology to store enough carbon to get to net zero. “The geology in Alberta is ideal for it.” With the expertise and experience garnered from the Shell Canada Quest facility, which has already sequestered ve million tons of carbon, and the Alberta Carbon Trunk Line (ACTL), the largest carbon pipeline in the world, which has sequestered one million tons, Savage said those successes have given industry the condence to move forward with sequestration hubs in Alberta. Policy 3RD LARGEST PROVEN OIL RESERVES4TH LARGEST CRUDE OIL EXPORTER

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31Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comENERGY NEIGHBORframework is being put in place, she said, so this can be done “methodically, safely, and sensibly, and make sure there is open access… to all the bidders.” Savage further expressed the belief that this is seen “as the way to move forward to be able to decarbon-ize” and that Canada is a leader in the effort, an assertion that is backed up by a July 2021 report by Wood Mackenzie that found Canada is leading not only in terms of technological advances, but also in investment in major CCUS projects thanks, in part, to government incentives. Eyre served as the voice of caution by saying that it’s critical to be honest about the cost of CCUS, calling it “massive,” and also warned against getting caught up in emerging technologies before they have been proven. “Be cautious about being told to diversify,” she said, “before we forget what we’re the best in the world at [doing].”Savage urged, “A more honest conversation about what energy trans-formation will look like,” while noting the irony of the recent 26th United Nations Climate Change Conference of the Parties (known as COP26) in Glasgow, Scotland, is, “Countries are planning to increase production.” While reiterating the need to reduce emissions, she said, “We’re going to keep producing oil and gas, so honest conversation is my hope for the future.”“It’s probably too late for rebranding,” moderator Rachel McCormick acknowl-edged, but said she prefers the term “transformation” and reminded the audience that oil and gas are important for a number of products in Canada’s economy, which is true the world over. Eyre once again emphasized her earlier point by saying, “We talk in abstracts and in theory [but] we always have to keep the impact on jobs – and on real lives – in mind.”Savage believes that Canada’s energy strategy has to take an “all of the above” approach to include innovation, low cost, low carbon, new and emerging technology, and suggests starting the conversation with a look at global demand. While this comment came earlier in the conversation, Savage summed it up neatly when she said, “There is a lot of excitement about building on existing synergies in the energy industry.” AUTHOR, SPEAKER, CONSULTANTEmpowering Women in the Workplace and the Next ActLucinda Jackson, PhD scientist and global corporate executive, is the author of the memoir Just a Girl: Growing Up Female and Ambitious about her struggles to succeed in male-dominated oil and gas and chemical organizations. Her story continues in her new book coming out April 2022: Project Escape: Lessons for an Unscripted Life about the complex transition from hard-hitting career to retirement. Jackson is the Founder of LJ Ventures, where she speaks and consults on energy and the environment and empowering women in the workplace and post-career. Connect with Jackson or nd her books at: www.lucindajackson.com Career-focused women don’t slide into retirement unscathed. Project Escape celebrates self-reection, re-discovery, adventure, acceptance and love. It is an exciting, evocative hope-lled journey not to be missed!”— Margaret Davis Ghielmetti, Author, Brave(ish)“ Lessons for an Unscripted LifeLUCINDA JACKSON5TH LARGEST OIL PRODUCER

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32Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comBOOKSHELF The B Words: 13 Words Every Woman Must Navigate for Success By Tricia KagererChapter 10 – Bitches Bitch:1. Informal, often of-fensive, a malicious, spiteful or overbearing woman.2. Informal, offensive, used as a generalized term of abuse and disparagement for a woman.3. Informal: Something that is extremely dif-cult, objectionable or unpleasant. A book titled The B Words would be woefully incomplete without addressing the most famous B word of all: bitch. The traditional – perhaps old-fashioned – reaction is to be offended. On the other hand, to a younger generation and in certain work environments, the word can be considered a compliment. The reaction of the woman on the receiving end of bitch is denitely inuenced by generation and context. Bad BitchIn the traditional sense of the word, it’s sad but inevitable that a working woman will, at one point or another, be called a bitch. It typically occurs as a woman shifts from the babe role (Chapter 4 – Babes) and becomes more condent and knowledgeable in her position. Perhaps it is related to a promotion or perceived advantage over someone else, like a exible schedule or a raise. In my case, it happened early and often; as a sensitive, perhaps emotional person, it not only hurt my feelings but shook my condence, made me question my self-worth and values. One little word had so much power. As explored in Chapter 9 (Bullies), name calling and backstabbing are, unfortu-nately, not conned to the elementary playground and middle school. Bullying is rampant among adults as well. In spite of HR departments, rule books, ethics and harassment training, hostile behav-ior still permeates the workplace. Like bullying, calling someone a bitch is gender neutral behav-ior; it can come from a man or a woman. In the male dominated eld of construction, I knew as I rose up the ranks that I was making a few men uncomfortable, and I guess I had expected some form of retribu-tion. What I was not prepared for was other women stabbing me in the back and doing everything they could to set me up for failure. Good Bitch!Just like other inam-matory words from the past, bitch is losing its stigma among the younger generation. Rap lyrics push bound-aries, and words that were once considered derogatory and insult-ing may have lost their impact. On college campuses, sorority sis-ters affectionately refer to each other as “bitches,” and com-plaining together is known as a “bitch session.” Reality star Stassi Schroeder of Bravo TV’s Vanderpump Rules recently wrote a book called Next Level Basic: The Denitive Basic Bitch Handbook, which celebrates basic bitch rights. While the connotation of the word in certain con-texts has changed, women of all ages know the difference between fun and degradation. It is all in the delivery. BreakthroughWhile the world of language is chang-ing, there are still some things you can do to recover when someone calls you a bitch to your face or, worse, sabotages you behind your back in an attempt to derail your success. Carol Mitchell’s book Breaking Through “Bitch” provides some insight.When we think of leaders, we have familiar phrases that reinforce the male-ness of power and leadership. What we expect of men in our society is virtually identical to what we expect of leaders, so The woman who does not require validation from anyone is the most feared individual on the planet. –Mohadesea Najumi

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33Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comBOOKSHELFit is easy to confuse leadership and mas-culinity. An effective leader is admired for his command of situations and for “being a man.” Masculinity is consistent with powerful, authoritative leadership. Men demonstrate power physically, nancially and/or intellectually, and mas-culine terms are perceived as good while feminine traits are seen as bad. Women generally fall into three stereo-types that reinforce expectations: • Nurture, caretaker, mother. • Seductress, sexually idealized women, Barbie. • Saint, pedestal, Mother Teresa. Feminine traits such as warmth, caretak-ing and expressiveness are emphasized and highly valued in society, but they are not associated with leadership and power. When a woman ignores this set of expectations and demonstrates strong, competent leadership, she’s often criticized. She is regarded as harsh, abrasive and aggressive, which may ulti-mately lead to being labeled a bitch.Mitchell’s 20 years of re-search show that it doesn’t need to be this way. Women can turn their unique femi-nine traits into an advan-tage. According to Breaking Through “Bitch,” women need to be assertive, driven and in control while ling smooth the hard edges associated with stereo-typical male leadership. To avoid the brick wall of “bitch,” women can draw on three perceived “feminine” traits to achieve big things without rufing male egos. • Collaboration: According to Alice Eagly, a professor of women studies at Northwestern University, women are naturally more democratic and collaborative than men, and when women do not act collaboratively, they are ineffective. People do not like being ordered around, especially by a woman. Collaboration takes a knack for nding common ground and requires admitting that there is tension and working with another person to resolve it. Women naturally show more empathy than men and, as a result, can see situations from another’s point of view. • Transformational Leadership: Women have a tendency to treat people as individuals and develop personal relationships. In the case of leadership, this translates to a woman naturally becoming a role model, an inspiration. It is much easier to follow a woman who is inspirational than one who is perceived as confrontational.• Positive Discipline: When it comes to discipline, leaders will take a reward approach or a negative punishment approach. Women naturally gravitate toward positive discipline: “How can I help you be successful?” Men tend toward a negative approach: “If you don’t do this, I will re you.” By embracing their natural tendency toward positive discipline, women will be more successful in leading people and teams. At the end of the day, name calling is a symptom of stress, a lack of self-control, and immaturity. The more women are vis-ible in all roles in the workplace, the more women need to sup-port one another and form lasting relation-ships. Bonds and friendships provide not only support but also opportuni-ties for networking, which is critical to a woman’s success. Bonds are where relationships, business deals and lasting friendships begin. They make life more interesting and rewarding and provide grounded connections on the play-ground and in the boardroom. Excerpted by permission, edited for length and clarity. The B Words: 13 Words Every Woman Must Navigate for Success by Tricia Kagerer (Brown Books Publish-ing Group; 2020). All rights reserved.As the executive vice president of risk manage-ment for Jordan Foster Construction, a large con-struction organization that performs civil, multifamily and general contracting across Texas, Tricia Kagerer leads the risk management, safety and leadership teams.She is a construction industry expert and speaker on various leadership, risk management and safety topics, includ-ing crisis management, emergency response best practices, education across cultures, and servant leadership and diversity. Kagerer has received the highest honors in her industry, including the 2020 IRMI Bill McIntyre Leadership Award and the BCSP Award of Excellence www.bcsp.org/About/BCSP-News/2020-award-of-excellence-recipients. She holds a master’s degree in dispute resolution from Southern Methodist University in Dallas, Texas, and a Bach-elor of Science in Business Administra-tion and Bachelor of Arts in Commu-nication/Public Relations from Regis University in Denver, Colorado.Her professional credentials include Chartered Property Casualty Under-writer (CPCU); Certied Safety Pro-fessional (CSP); Construction Risk Insurance Specialist (CRIS); Associate in Risk Management (ARM); Associate in Claims Management (AIC); licensed Texas claims representative and com-mercial agent. Email: tricia@triciakagerer.com | Cell: 915-203-4518 | www.triciakagerer.com Some days are diamonds, some days are stones. –John Denver

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34Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comWEARABLE TECHWomen-Owned Kenzen: Wear Your Safety Device, Not Your Heart, on Your Sleeve By Sarah SkinnerWhether it’s a Fortune 500 company or a privately owned business, companies share a common objective: Protecting their greatest assets. In doing so, they create protability. There have been many advancements in AI, robotics and innovations that eliminate or drasti-cally decrease manhours. However, the greatest assets companies have are their hands and feet. The people they employ dedicate their time, expertise and labor to keep the organization running like a well-oiled machine. These people are somebody’s spouses, parents, children, grandchildren – people who are impor-tant to them and whom they care about. They are dedicated human beings committed to increasing a company’s bottom line. There are many oil and gas initiatives taking place along the U.S. Gulf Coast, onshore and offshore. That particular area of the country is known for its excessive heat in the summer months. Companies take measures to com-bat the heat and provide provisions to make it slightly more manageable. Cooling towels, pickle pops, uorescent neck guards on hard hats and staying hydrated are just some of the measures being taken to combat the heat and keep employees safe. Each year, thousands of workers are sickened by workplace heat exposure. On September 20, 2021, the U.S. Department of Labor announced en-hanced, expanded measures to protect workers from hazards of extreme heat, indoors and out. As part of the Biden-Harris administration’s interagency effort and commitment to workplace safety, climate resilience and environ-mental justice, the department’s Oc-cupational Safety and Health Adminis-tration (OSHA) is initiating enhanced measures to better protect workers in hot environments and reduce the dan-gers of exposure to ambient heat. According to the OSHA Nation News Release, OSHA area directors across the nation will institute the following:• Prioritize inspections of heat-related complaints, referrals and employer-reported illnesses and initiate an onsite investigation where possible.• Instruct compliance safety and health ofcers, during their travels to job sites, to conduct an intervention (providing the agency’s heat poster/wallet card, discuss the importance of easy access to cool water, cooling areas and acclimatization) or opening an inspection when they observe employees performing strenuous work in hot conditions.• Expand the scope of other inspections to address heat-related hazards where work-site conditions or other evidence indicates these hazards may be present.This problem has not been on the forefront of everyone’s minds, but now that it has national and government rec-ognition, it is in fact, a crisis that needs to be addressed. Lives are on the line. So, what if you could do more? What if there was an additional option out there to keep your employees safe and optimally performing? There is. Kenzen has developed wear-able safety technology that keeps work-ers safe by continuously monitoring key physiological indicators, such as heart rate, over-exertion and core body tem-perature. Health, safety and environ-ment (HSE) managers are kept abreast of dangerous situations with real-time data that predicts and prevents heat related ill-ness and injury. Nora Levinson is the founder and CEO of Kansas City-based Ken-zen, maker of wearable tech that tracks worker’s heat risk by continuously monitoring an individual’s physiological markers such as heat rate, sweat rate and exertion. She holds both a bachelor’s and a master’s degree in engineering from Stanford and has experience in connected device devel-opment and manufacturing. Kenzen president and COO Heidi Lehmann is an experienced mobile platforms and media entrepreneur, combining a track record in connected devices, mobile platforms and distributed media, as well as ve-plus years of experience in the industrial wearables market. She is also an advisor to start-ups and venture capital rms. “We expect a surge in use of wearable

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35Oilwoman Magazine / January-February 2022 / OilwomanMagazine.comWEARABLE TECHsafety devices, particularly given the new heat safety standards that President Biden has asked OSHA to draft,” says co-founder Lehmann. “There’s already great interest in the connected industrial worker method of maximizing safety and productivity for individuals and their employers. But employers need to look for products that have privacy lters for protecting personal data and algorithms that allow for the interpreta-tion of mass amounts of data to make enterprise-wide safety decisions.”The device is compact and waterproof, and records biometric data from a at surface in a highly effective, un-obtrusive way. It monitors core body temperature and heart rate with a multi-LED PPG sensor, and worker microclimate, sweat rate and activity levels with motion metrics. The con-tinuous safety monitoring is both real-time and highly accurate. The detection is contextual to the worker’s physiology and their discrete environment. The data is hyper-personalized, with indi-vidual baselines and de-identied data at the management level. Managers can provide immediate support with data points translating to actionable insights, in real time. The machine learning pre-dictive models deploy across workforce populations, giving managers tools to prevent future heat-related injury and illness. Customizable integrations and cloud APIs extract and expose data in usable client for-mats. When a person gets heat stroke, the body becomes unable to control its tem-perature. Untreated, it can quickly damage the brain, heart, kidneys and muscles. It occurs when people become dehydrated, or after exposure to hot and humid weather for prolonged periods while engaging in intense physical activity, like someone would on a job site. The damage it can cause to the body can worsen the lon-ger treatment is delayed and even lead to death. In addition, once the body has been exposed to heat stroke once, victims are more susceptible to it when conditions occur in the future. Prevention is key. The team at Kenzen recognizes the need for intervention. The preventative measures it has devel-oped and implemented will keep this from ever happening, taking a proac-tive approach to protect the people essential to the operation of a success-ful company. It has developed a complete safety monitor-ing platform with integrated worker devices, mobile apps, team dashboards and enterprise software. The devices can be rented in differ-ent sized packages or purchased. The company has made it possible to ensure that all employees are t for duty and protected from heat illness and injury. By creating an invalu-able device that has the ability not only to save lives, but to equip the individual and management team with data, Ken-zen is providing them with the vital knowledge they need to combat harm-ful conditions and safeguard their most valuable assets. ADVERTISE WITH US!Are you looking to expand your reach in the oil and gas marketplace? Do you have a product or service that would beneﬁt the industry? If so, we would like to speak with you!CALL US (800) 562-2340 EX. 1 We have a creative team that can design your ad! OilwomanMagazine.com/advertise • Advertising@OilmanMagazine.comCEO, Nora Levinson

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