1. BACK TO BASICS How can we encourage young people to enter the oil & gas industry? John R. V. Brooks President, European Region, AAPG

2. Structure of Presentation  Context of the presentation  Reasons for disinterest in the Oil & Gas Industry  Key facts about the present recruitment situation  Stages during education when to stimulate interest  Ways to enhance interest and awareness  Methods of implementing solutions

3. Context of the Presentation  Directed at the anticipated future scarcity of Geoscientists, but the situation is applicable to sub- surface engineers as well  Set in a United Kingdom context, but both problems and solutions may have global applicability  Education systems present differences between countries  Possession of oil/gas in-country plays a part, as does the reliance upon external countries for supplies of oil and/or gas into the future

4. Reasons for disinterest in the Oil & Gas Industry  Misconceptions about the need for oil & gas  Reputation of industry is perceived as low  Environmental record is seen as poor  Contribution to “climate change” seen as high  Takeovers have resulted in layoffs of staff  Entry requirements seen as high & taxing  Employment seen as ”high stress”  Industry itself not making a robust case  Lack of understanding about what a job involves

5. Key Facts about the present recruitment situation  50% of professional E & P staff are aged 40-50  15% are aged 20-35  50% of staff expected to retire within 10 years  Graduate recruitment is in decline

6. Stages to stimulate interest during education in the UK  Three opportunities: 1. Primary/Secondary School (7-16) 2. Planning University course (17-18) 3.At University during course –Considering career options –Society (e.g. AAPG) Student Chapters contribution

7. Enhancing interest and awareness 1. The Early Years  Engage industry to give talks & careers visits  Sponsor TV programmes, fact sheets at garages, press articles & advertisements….  Overcome lack of science teaching  Improve & employ outreach programs –e.g. Rockwatch (G.A.), GS, EI and AAPG programmes  Introduce more LA field trips  Galvanise Earth Science Teachers Association (ESTA)  Produce a coordinated strategy for the subsurface

8.  Encourage via A-Level (and equivalent) to choose Earth Science first degree with Petroleum elements  Build up over early years will cement this interest with Professional Society and Oil Company involvement Enhancing interest and awareness 2. Pre-University

9.  AAPG Student Chapter in place  Link into other societies and Oil Companies  Regular contact, give more lectures  Opportunities for vacation work  Participation in field trips  Build links with University Staff  Specify to Universities the requirements for Geoscientists  Develop Staff education programme via secondments Enhancing interest and awareness 3. At University

10. Implementing solutions - 1  Oil Companies –300 licensees are exploring and producing in the UK –all majors are represented (BP, Exxon, Shell, Total…)  Professional Societies involved include: –AAPG, Geological Society, EI –SPE, SEG, EAGE –GA, PESGB, WPC –UKOOA, OGP  Contractors  CHUGD (Committee of Heads of University Geol. Depts.)  ESTA (Earth Science Teachers Association)  plus Local Authorities, conference companies…

11.  Co-ordination by all parties meeting with industry and reaching an agreed strategy and timetable for action  Formation of a cross-group to delegate functions in areas and to implement recommendations  Meetings with Industry and Universities to define needs  Set up a regional structure to mentor students  Perhaps recognise particular Universities  Provide support for pupils/students to attend events  Seek links between Schools and Universities  Conduct regular Careers Days Implementing solutions - 2

12. Conclusions  Efforts appear disjointed  Definition by Employers of requirements  Implementation by Universities with sponsorship  Meetings between all interested parties to co-ordinate efforts in a focussed fashion  Select elements of workforce for separate appropriate treatment, e.g. Geoscience, Reservoir & Petroleum Engineering, Production, Downstream, Refining.  Act in unison to achieve an end which will result in adequate staffing to find, produce and deliver hydrocarbons for at least 50 years.