Equal gates
The same certificates and drills for the same role.
Diversity
Competence is the gate. The crew should not be a replica of one room.
P&ES hires and promotes against certificates, judgment and the ability to stop an unsafe job. Diversity of background is a strength only if competence remains non-negotiable.
What this means on a campaign
Mobilisation lists are frozen against competence, not against who is convenient. Development paths exist for field, engineering and administration. Harassment and exclusion are HSE issues — they degrade the same barrier as a tired night tour.
A gantry is a bad place for a clique. It is a good place for people who can read a permit and each other.
Equal gates
The same certificates and drills for the same role. Lowering a gate to make a photograph is how people get hurt. Raising a gate only for some people is how competence hides.
Speak-up is a diversity control
If only one kind of voice is heard at the toolbox talk, the others are a latent hazard. Stop-work and grievance routes must work without heroics.
In practice
The crew on the ground is the policy.
Documents do not walk a pipe rack. People do. If the policy and the gantry disagree, the gantry is the truth until the file is fixed.
Capability notes
What this work actually covers.
Development
Supervision and technical paths that can be described, not rumoured.
Speak-up
Stop-work and grievance routes that do not require heroics.
Local content
Where the well is, the workforce should be able to grow — with real training.
Rotation & rest
Fatigue does not respect identity. Rosters must.
Leadership mix
The people who release gates should not all share one biography.
Operators ask
Straight answers before a briefing.
Do you have targets?
We have competence matrices and development plans. A target that bypasses a certificate is refused.
How are incidents involving harassment treated?
As HSE. They are investigated, recorded and can stop a mobilisation.
From the field
Photographs of the work, not stock theatre.
How energy companies actually work
Six facts every briefing should be able to say out loud.
A well is a system of barriers
Primary barrier is usually hydrostatic — the mud column. Secondary is mechanical — the BOP. If either is unproven, the bit does not turn.
Offshore and onshore fail differently
Offshore is weather, marine spread and the stack. Onshore is access, water, pads and neighbours. Do not copy a jack-up plan onto a land pad.
Hold-points are cheaper than incidents
A hold-point is a named gate with a criterion and an owner. ISO 45001 is the management-system language. A poster is not.
Transition is still a live-plant job
Solar on a producing location still needs isolations, lifting and SIMOPS. Reliability first. Intensity reduction second.
Records must match the steel
Investor administration uses the same idea as well control: nothing posts without evidence.
Communities are an operating condition
Roads, noise, local workforce and grievance routes belong in the mobilisation pack.
Safety as an operating condition
If a gate cannot stop the date, it is decoration.
P&ES treats competence, barriers, SIMOPS and return-to-service as hold-points. Digital tracking names who released the step. Stop-work is not insubordination.
The energy system
Four rooms one company must be fluent in.
Upstream
Molecules start in a wellbore
Exploration, appraisal and development are different jobs. The abandonment plan should be visible before the first joint.
Plant
Integrity is a life-of-asset problem
Inspection planning is production support, not a compliance tax.
Power
Electrons have a grid code
Interconnection and offtake decide whether a plant is an asset or a stranded slide.
People
Competence expires
Tickets have dates. A frozen crew list is a hold-point. A CV is a biography.
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DIVERSITY, INCLUSION, BELONGING
Together, We Are Powerful
At Petroleum & Energy Surges, our people and their different perspectives are central to our strength. We believe that a workplace built on respect, inclusion, and equal opportunity creates better ideas, stronger teams, and more meaningful results.
Our global family brings together people with varied backgrounds, experiences, skills, cultures, and ways of thinking. By listening openly and valuing every contribution, we create an environment where individuals can do their best work and help shape the future of our business.
Diversity supports innovation. Different viewpoints help us approach challenges more thoughtfully, make better decisions, serve customers more effectively, and build a culture of collaboration across every part of our operations.
We are committed to maintaining a workplace where everyone is treated fairly, heard respectfully, and given the opportunity to grow based on merit, performance, and potential.
Every person has value. Every perspective can make us stronger. Together, we create a more capable, inclusive, and resilient organization.
OUR COMMITMENT
Inclusion in Action
01
Equal Opportunity
We promote fair employment practices and provide equal opportunity in recruitment, development, evaluation, and advancement.
02
Respect for Every Individual
We value people of every background, identity, ability, culture, generation, and experience, and do not tolerate discrimination, harassment, or exclusion.
03
Inclusive Leadership
We equip leaders to recognize bias, encourage open dialogue, and build teams where people feel supported, respected, and empowered to contribute.
04
Accessible Participation
We work to create a welcoming environment for people with disabilities and support conditions that enable every employee to participate and succeed.
05
Learning and Accountability
We use feedback, training, and meaningful measures to strengthen inclusion and ensure our commitments are reflected in the way we work every day.
By bringing our individual strengths together, Petroleum & Energy Surges builds a workplace where people can thrive, customers receive better service, and progress is shared by all.
OUR CULTURE
Every Voice Matters
Different perspectives, shared respect, and stronger outcomes.
A workplace where people are valued, supported, and empowered to succeed.