Championing youth talent in the energy sector is a continued priority at Petroplan. The industry is full of highly skilled candidates and nurturing young talent is vital to ensure the energy sector continues to thrive.
David Jerrett, our newly appointed Client Development Manager in Canada, recently visited The Faculty of Engineering and Applied Science at Memorial University for an Industry Engagement Day.
Attended by funding agency representatives, federal and provincial government officials and technical experts, the event aimed to advance industry innovation in Newfoundland and Labrador (NL). The agenda for the event aligned with our business ambitions following our recent expansion in the province.
David said: “It was a fantastic opportunity to share our expertise in the resource-rich and fast-growing Canadian energy market and meet the next generation of energy talent.”
At Petroplan, we are keen supporters of progressive industry research and the transformation of NL into an energy innovation hub.
With a predicted compound annual growth rate of 9% between 2022 and 2027, Canada’s rapidly developing renewables sector is set to spearhead the country’s push toward carbon neutrality. Petroplan will support employers and candidates through the transition as the demand for green talent increases.
David continued: “At the event, we shared our views with experts and students, focusing on the technical talent shortage in Canada and globally. We explored how energy companies, EPCs and R&D companies can work with Memorial University to develop skills in the areas of highest demand.”
At the event, David led a breakout session with members of the National Research Council and Memorial University of Newfoundland’s Faculty of Engineering and Applied Science as well as industry experts from ExxonMobil, Aker and Hatch.
He added: “Drawing on previous project experience with ExxonMobil, we explained how large global energy companies can support local engineering firms by partnering with international industry specialists and working with the University to research and develop new technology.
“It is my goal to promote industry collaboration and further renewable energy expertise in Canada and internationally. I believe this is the best path to alleviate the technical talent shortage and move forward towards a more environmentally friendly energy industry.”
A record number of job vacancies in Canada’s energy sector in the first quarter of 2022 sheds light on the current shortage of talent in the country. With such a scarcity of labour, employers struggle to fill their positions and push on with projects.
David said: “The session generated ideas for research projects to improve skills and technology for wind energy, hydrogen production and energy distribution in Newfoundland and Labrador.
“I’d like to share our huge thanks to Memorial University for inviting us to be a part of this engagement day to champion youth energy talent.”
We are currently scaling our Canadian operations to support employers through the energy transition. For more information about the event, please click here.
Effective recruitment is the foundation of any successful business. But in the energy sector, where employers manage a mix of permanent staff and temporary contractors, the challenge of recruitment becomes even more complex.
The ongoing labour shortage in the industry further complicates matters for hiring managers, who are now faced with a reduced talent pool to pick from. In such a competitive market, only the most meticulous recruitment strategy will attract the best talent.How recruitment agencies can support energy employers
Outsourcing recruitment to a specialist agency is a worthwhile option for employers without the necessary resources or expertise to find the best talent. Recruitment agencies pick up the heavy lifting of selecting and onboarding candidates who slot seamlessly into the business from day one.
As energy companies reshuffle their staff ahead of the energy transition, the task of finding the right fit becomes even more challenging. Here are five reasons why recruitment agencies are best placed to take on this challenge and lead the hiring process for employers in the energy sector.Larger talent pool
Unlike most in-house recruitment strategies, working with an energy recruitment agency allows employers to target passive job candidates. Passive candidates – workers who aren't actively job searching – make up around 70% of the workforce and are often the most talented.
Casting a wider net inevitably yields better results when recruiting for roles in the oil and gas or renewable energy sector. A larger candidate pool also allows for more inclusive recruitment, with the removal of bias and use of diverse interview panels a key focus of recruitment agencies.Improved quality of hire
By outsourcing recruitment, employers hand over the task of talent acquisition to highly trained industry professionals. Experienced recruiters know exactly what to look for in terms of technical and cultural fit and draw on the latest methods to ensure the right match is made.
Identifying the best talent is only one side of the coin. In the energy sector, where skilled workers find themselves in especially high demand, leading recruitment agencies will be able to convey employer branding in a way that sells the job to candidates in high demand.Highly specialised recruitment
Global fossil fuel demand is projected to peak by 2025. As we see oil and gas recruitment starting to contract and the focus shifting to renewable energy and other specialised fields like digital transformation, employers will need to target specific skillsets that are currently in short supply.
In specialised markets, recruiters must have industry-specific knowledge and understand the precise demands of the positions for which they are hiring. Petroplan’s recruitment team is divided into five sectors, with each consultant a subject matter specialist in their respective field.Reduced time-to-hire
With the help of an energy recruitment agency, employers in the industry can streamline their recruitment process and improve time-to-hire. Recruiters undertake all talent sourcing, presenting only the best candidates to hiring managers for consideration.
Advanced recruitment technologies such as applicant tracking and psychometric testing, which may not be available to employers internally, can accelerate the process. Systems are put in place to guard against delays and fast-track candidates who show the most promise.Workforce management
The best recruitment agencies work with partners beyond the point of employment to ensure compliance is met and new hires are ready to carry out their duties. Workforce management services offered by Petroplan include onboarding, payroll and HSE.
These services are especially important with contract hire, where the tie between employer and employee is more tenuous. As a second point of contact for employees, recruitment agencies play their own part in the onboarding process, helping new hires hit the ground running.The energy sector’s leading talent solutions provider
Petroplan has served the energy industry with strategic talent solutions for over 45 years. In that time, we’ve built a global community of engaged candidates and contractors with skills spread across all types of energy disciplines.
As Champions of Talent, we provide industry-leading permanent hire and contract hire services to our clients. If your company is recruiting, whether for roles in oil and gas or the renewable energy sector, we can connect you with the right candidates.
Contact us today.
The global energy industry is at a point of profound change. As governments and corporations around the world up their commitments to carbon neutrality, renewable energy sources are set to make up 50% of the global energy mix by 2050 – a considerable increase from 29% in 2020.
With investment in renewable energy sources increasing, and fossil fuels being gradually phased out from the global energy supply, the workforce will have to reskill to fit the changing demands and challenges of a low-carbon energy industry.
For companies and staff looking to get ahead of the curve, this process has already begun. Those who adapt now will be best placed to make the most of the opportunities presented by green energy.How will the energy transition change the workforce?
The International Energy Agency (IEA) estimates that more than 30 million new jobs could be created in green energy by 2030. Oil and gas jobs, on the other hand, are likely to fall as production and profits in the sector contract. In the UK, for example, the number of offshore renewable energy jobs are poised to overtake those in oil and gas by the end of the decade.
Many these new roles will be filled by skilled hands already working in the energy sector, who possess transferable skills applicable to jobs in renewable energy. A recent study from the Robert Gordon University found that over 90% of the UK’s oil and gas workforce have medium to high skills transferability, and are therefore well positioned to make the switch to green energy.
We expect similar trends globally. Many of the skills developed in oil and gas jobs – such as project management, test and assembly, health and safety, servicing and maintenance and mechanical engineering – are readily applicable to green energy.How can companies prepare their workforce for the energy transition?
As the energy industry evolves, so too should the talent acquisition and workforce management strategies of companies that operate within it. The first step for employers is to centralise planning, bringing together people from operations, human resources, finance, and innovation to discuss changes that can be implemented at a top-down level.
Planning should focus on the current and future needs of your workforce as the industry shifts to renewable energy sources. By clarifying the position of your company over the medium and long term, you can begin to identify skills gaps to fix going forward, either externally with new hires or internally through upskilling.Upskilling vs. recruiting
Companies that upskill their staff benefit from improved employee retention and a more adaptable workforce. According to Brunel’s 2021 Energy Outlook, upskilling is the most popular approach for tackling the renewable energy skills gap, with 64.7% of companies in the energy industry choosing to train and develop their existing workforce in preparation for the energy transition.
While the provision of training and development can be costly, so too is recruitment, which should be reserved for specialist jobs in renewable energy. Generally, a balance of upskilling and targeted recruitment, along with the creation of a working culture centred on continuous development, is the best way for companies to prepare for the energy transition.How can candidates prepare for the energy transition?
Like their employers, workers should also be mindful of change in the energy industry. The trick for candidates is to learn the jobs market and identify opportunity areas, particularly those that overlap with any previous work experience in the energy industry or elsewhere.
Looking to the future, the International Renewable Energy Agency (IRENA) expects solar to make up the largest share of renewable energy jobs in 2050 with 19.9 million jobs, followed by bioenergy (13.7 million), wind (5.5 million) and hydropower (3.7 million).
With a career pathway mapped out, candidates can undertake the appropriate training for the role they have in mind. In some cases, particular qualifications may be required for technically complex renewable energy jobs.
There is a range of development opportunities available to candidates through private companies, government bodies and training providers. Organisations such as Iron and Earth, for example, are helping oil and gas workers transition to fast-growing fields like solar energy.Laying the foundations of a green future
Petroplan works with clients, candidates and contractors from across the energy industry to ensure the right people are in place to support a smooth transition to renewable energy sources.
Whether you’re an employer seeking to scale your renewable operations or an oil and gas worker looking to switch careers, our team of experienced consultants will help you get set for a green future.
To find out how we can support you through the energy transition, contact us today.
Alberta’s oil sands in Canada are the fourth-largest oil reserves in the world after Iran, Saudia Arabia, and Venezuela. These reserves are equivalent to around 165.4 billion barrels of oil. Canada is a big player in the global energy sector, and their reserves show how critical it is to their economy. It is predicted that in 2022 oil and gas extraction and infrastructure could account for nearly 10% of Canadian GDP. In terms of employment the energy sector employs 178,500 Canadians, a significant proportion of the population.
Alberta oil sands growth
The global demand for energy, in particular oil, shows no signs of slowing down and - despite a continued focus on renewable energy sources - Canada’s Alberta oil sands achieved a record year growth-wise in 2021 for crude oil production.
With oil and gas expected to be a key transitional energy source that plays a part in net carbon zero targets, Canadian oil sands producers forecast that we could be on track for another record-breaking year in terms of oil production and output.
Oil and gas jobs in Canada
Influential voices in the Canadian energy sector are saying that there is currently not enough skilled labour to meet the demand for oil and gas jobs in Alberta which could hinder real growth.
One of these voices is the CEO of the Canadian Association of Energy Contractors, Mark Scholz. He states that "if Canada is not able to recruit and be able to build the expertise needed to grow our industry, we're not going to be able to, not only supply our domestic market with responsible energy products, but we're also not going to be able to support the growing energy demands and energy security issues that many of our key allies are looking for."
Scholz believes the oil and gas job market in Alberta took a steep downturn during the 2014 recession when the price of oil plummeted, further supressed by the Covid-19 pandemic in 2020. With oil prices now being close to pre-pandemic levels, producers are expecting their productivity to face a similar increase with Alberta in particular expected to be heading for a ‘boom’.
With increased demand and a boom in Canadian production, how are companies making oil field jobs more attractive? Scholz has heard that along with other sectors, people working within the energy sector want greater flexibility in their working life.
His statement shows the extent of socioeconomic change in recent years: "We always found that the workforce was very interested in putting as many hours in as they could. Not so much today — we're seeing that the demographics are changing and there is an element of work-life balance that is very important to this new generation that's coming up and companies are responding to that."
One such company is Chissell, who are a family-led company who cannot afford large bonuses some larger corporations offer but are instead offering flexible hours for their oil and gas jobs in Alberta.
Helping you find the right role for you
At Petroplan, we champion talent and specialise in recruiting permanent personnel and contractors for businesses across the energy and infrastructure sectors, including oil and gas, renewables, technology, mining, power, and nuclear.
As a talent solutions agency, we have excellent knowledge of recruitment, and a team of experienced consultants who can provide the best advice and results.
To find out how we can support you in the rapidly evolving climate, please contact our team today.
Like many other industries, the oil and gas sector is looking to adopt digital technology to help improve efficiency and productivity, especially as digitisation is a key development that will contribute to the world moving towards net zero. In the UK, it is believed that in meeting net zero by 2050, the country may still use a quarter of the gas that it uses now, so utilising digital technology and ensuring optimal production efficiency remains highly relevant.
At the same time, innovation, and the development of digital technologies during the transition period between changing energy production methods will be crucial in advancing low carbon solutions. Therefore, not only will the implementation of digital technology in the oil and gas industry strengthen the core business, but it could also help to develop sustainable energy production methods and support the push towards net zero.
Increasing safety and efficiency with innovative technology
A key reason for firms wanting to increase their efficiency, is to solidify their levels of stability in an unpredictable market. In fact, so many businesses are investing in oil and gas automation technology that Frost & Sullivan forecast the market to be worth $24.6 billion by 2025, with a compound annual growth rate of 7.5%. This includes the implementation of big data analytics, which has played a large role in driving industry growth in recent times.
New technology has allowed the oil and gas industry to become more data-driven and streamlined. Big data can help oil and gas companies gather real-time information, which can then be used to grasp new opportunities and ensure accuracy when searching for new hydrocarbon deposits. It can also be used to optimise exploration, drilling, and production by forecasting potential equipment failures and breakdowns – which will improve overall efficiency of whole projects.
With the oil and gas industry featuring large, complex, and often dangerous operations, having the technology to navigate volatile working environments is key, especially in downstream projects. Some oil and gas facilities are in confined or hard-to-reach spaces, so robotic inspection devices minimise the risk to personnel.
Robotic devices are proven to be effective in isolated areas, as well. In 2020, TotalEnergies deployed a surveillance robot at its gas plant in the Shetland Islands to accurately assess their robustness, endurance, and reliability in a difficult operating environment. These robots would “undertake rounds autonomously, detect anomalies, alert operators, monitor process parameters and generate 3D maps”.
For dangerous jobs relating to midstream processes and gas leaks, future technologies such as drones are also being developed for surveillance and detection purposes, to both minimise human interaction with dangerous substances and help mitigate emissions.
High profile collaborations
Cross-industry collaborations between oil and gas and digital solutions companies is more prevalent than ever, with oil and gas companies investing more in key growth technologies such as cloud and AI. The Internet of Things (IoT) vendors are now competing for top oil and gas contracts by offering end-to-end solutions. For oil and gas businesses, a collaborative approach with external suppliers is seen as a more effective solution than in house development of advanced analytics and Artificial Intelligence (AI).
Several high-profile partnerships have been made in the last couple of years, including Total Oil and Google Cloud, BP, and Azure, and Seeq and Saudi Aramco. A partnership between Malaysia’s Petronas and Waygate Technologies Robotics (WTR) has produced a robotic inspection device for the oil and gas industry that could be commercialised, and the technology in this project features a cleaning tool and additional ultrasonic and eddy inspection capabilities.
How can Petroplan help you get involved with the digital transformation of the oil and gas industry?
We are the champions of talent, and constantly stay up to date with the latest trends and changes in the oil and gas industry, and in this case, how digital technology is affecting the market. We have over 40 years’ experience in recruiting the best professionals into the energy sector, and we would have never achieved this without our agile approach and constantly adapting to change.
With the oil and gas industry changing, and digital transformation driving the emergence of new roles and specialisms, we are on hand to find opportunities for skilled professionals who can make a real impact. Find out more about us and, if you’re interested in learning more about digital transformations in the industry, please contact us to find out how we can help you.
There’s no question that the COVID-19 pandemic has had a significant impact on all sectors globally, with job loss and furlough among the top consequences for employees. With many forced to work from home, the nature of work changed dramatically.
Recruitment was especially impacted by the pandemic, with the majority of businesses having to adjust their strategies throughout the crisis. With life now seemingly ‘normal’ again, we look at the recovery of the recruitment sector, and its future post-COVID.
The changing face of recruitment
Following the pandemic, recruitment and workplace trends have changed dramatically. Leaders are re-thinking their workforce and management style to keep pace with the large-scale shifts that are happening to businesses and the way people work.
One of the major changes in the world of recruitment is the rise of contingent and temporary workers. According to Staffing Industry, the number of temporary employees in the UK increased by 9.16 % on a seasonally adjusted basis to a total of around 1.71 million for the three months from October to December 2021, when compared to the same period the year before.
During lockdown periods, many organisations reduced their contractor budgets, but now there has clearly been a shift. Thanks to the rise of remote working, recruitment is no longer restricted to a location, which means recruiters have access to wider talent pools.
A new age of candidates
Before the onset of the pandemic, businesses were already recruiting in a highly competitive market and changes were on the horizon. Now, organisations are facing greater demands for benefits that focus on health and wellbeing, and flexible working. Recruiters will need to tailor their recruitment solutions to suit the needs of candidates in order to attract the same level of talent.
COVID-19 has to a large extent accelerated changes in consumer and employee behaviour, and there’s an increasing reliance on digital tools. According to McKinsey, 75% of European and North American executives that responded to a survey expect increased investment in new technologies until 2024.
Work-life balance is also another priority for today’s candidates, alongside long-term stability, which is more than likely a result of the uncertain financial situation caused by the pandemic.
What’s next for companies?
As businesses have started to recover and return to their offices, many professionals will be making changes in their careers and switching roles, enhancing the level of competition in the marketplace. The challenge for hiring managers lies in the ability to effectively sell the benefits of working for their company.
In the interview process, leaders should be differentiating themselves from other employers, focusing on areas such as culture and upward mobility. Now that millions of employees around the world have become accustomed to remote working, companies must offer flexible and hybrid working arrangements.
With 74% of current remote workers saying that having the option to work remotely would make them less likely to leave a company, the elevated importance of flexibility in the workplace is being continually reinforced.
Recovery and recruitment
So, how exactly can recruitment agencies adapt to the ever-changing market landscape? Firstly, recruiters need to regularly revisit and evaluate their recruitment strategy to assess their client organisation’s goals and make necessary adjustments based on market changes.
With the pandemic having paved the way for an even more transient workforce, today’s employees have a more varied approach to their careers. Recruitment agencies need to prioritise finding cultural fits and assure hiring managers that candidates who fit the culture will stay at the company long-term. M&A will be a priority as recruitment companies seek to protect their market positions in the face of ever-growing competition.
Recruiters will also need to be more consultative and showcase their expertise to attract the best candidates and focus on providing a seamless candidate experience by taking on board new digital technologies and processes.
Job roles continue to evolve, and leaders must make hiring the right talent a focal point of their strategy.
Helping your business to grow
At Petroplan we are the champions of talent and specialise in recruiting permanent personnel and contractors for businesses across the energy and infrastructure sectors, including oil and gas, renewables, technology, mining, power, and nuclear. As a talent solutions agency, we have an excellent knowledge of recruitment, and a team of experienced consultants who can provide the best advice, and results.
To find out how we can support you in the rapidly evolving climate, please contact our team today.
The energy crisis has flooded the news in recent weeks with rocketing energy bills leaving people worried and uneasy about the future. One development, which could be part of seven wider oil and gas projects in the UK, is the government’s fossil fuel industry regulator ‘green-lighting’ a new oil and gas project in the North Sea. The Abigail oil field is set to be developed just off the east coast of Scotland.
While campaigners are raising concerns about the decision, which comes six months after the UK hosted the COP26 climate change summit in Glasgow, the move could be a huge boost for the country’s energy sector.
The new oil and gas project will see a significant increase in job opportunities in the UK if it gets off the ground. In fact, here at Petroplan, we have invested in opening new offices in Manchester, and expanding our already existing hubs in London, and the Southeast of England because of the confidence we have in the sector, across both renewable and non-renewable markets. This confidence is underlined as the operations director of the Oil and Gas Authority (OGA) told Sky News that oil and gas will continue to be part of the energy mix for decades to come.
Challenges to non-renewable energy expansion in the UK
There’s a realistic possibility that the Abigail oil field project may come to fruition, despite a similar project being abruptly halted last December. The Cambo oil field was due to be constructed just off the Shetland islands until the organisation that had a 30% non-operation stake in the project pulled out last minute in December 2021, meaning the project could no longer continue.
It is thought that the pressure from climate change activists, who have long been critical of the oil fields, caused the company to scrap their plans.
Some of this pressure and criticism relates to the supply and demand of oil and gas in the UK, with some researchers claiming that building oil and gas infrastructure in the UK would create a surplus amount of product. This, however, seems unlikely with skyrocketing consumer prices in the UK in a response to a surge in demand throughout Europe. These pressures are exacerbated by the current political tensions in Europe and the likely strategic direction of European and UK interactions with Russian oil and gas production and distribution interests.
How could non-renewable energy expansion benefit the UK?
Campaigners challenging oil and gas developments could sit in direct contrast with pressure on the government from MPs who believe new fossil fuel development is needed to reduce UK energy bills.
It is possible that experts underestimate the amount of time it will take to fully commit to renewable energy sources; therefore, non-renewable energy sources will in all probability still be vital for decades to come. In line with this, it is predicted that fossil fuel production around the globe is set to soar over the next decade.
Expanding oil and gas infrastructure in the UK can be an advantage for people in the UK, protecting them from energy shortages, rising energy bills and strengthening the country’s energy security strategy.
Developments such as the Abigail oil field will not only have a positive impact to the public, but also on the oil and gas job market in the UK. The project will fuel highly skilled job creation whilst also equipping oil and gas workers with knowledge and experience that will eventually be transferrable to the wider energy sector as the country looks to adopt more renewable energy sources.
Are you hiring for oil and gas jobs in the UK?
At Petroplan, we specialise in recruiting contractors and permanent employees for businesses across the energy sector, including the oil and gas industry. We have a highly experienced team of recruitment specialists in the UK who have a strong understanding of the market and the challenges it faces. As champions of talent we continue to provide our clients with exceptional talent solutions. Contact our team today to find out more about how we can help your recruitment.
At the Abu Dhabi International Petroleum Exhibition & Conference (ADIPEC) it was announced that the Abu Dhabi National Oil Company (ADNOC) is to be awarded $6 billion worth of investment to complete major contracts drilling for crude oil and gas, while also completing wells for future developments.
The investment will be implemented by distributing procurement awards to top drilling equipment contractors, covering wellheads, downhole completion equipment (DCE), liner hangers, and cementing accessories, including related components and services.
How will this affect the job market?
Crucially for the United Arab Emirates (UAE), this investment is principally internal. ADNOC has stated that all the liner hangers, more than $900 million worth of the wellheads, and over $700 million worth of DCEs will be produced exclusively in the UAE.
This gives an opportunity to grow UAE domestic manufacturing capability and increase the demand for highly skilled workers in the country. Oil and gas jobs in the United Arab Emirates are highly sought after and this $6 billion investment means the state can deliver more employment opportunities in the industry.
This potential increase in oil and gas jobs in the Middle East will stimulate growth in the private manufacturing and local industrial sectors, consequently growing the UAE’s economy. In fact, the output of oil and gas accounts for around 30% of the UAE’s total GDP, demonstrating how ADNOC plays a crucial role in supporting the continued growth of the country’s economy.
The UAE’s plans for the future
It is assumed that this $6 billion package will bring a huge amount of ICV (in-country value) to the UAE. ADNOC states that potentially 60% of the total value of the awards could re-enter the UAE’s economy as the contracts are fulfilled.
This package also demonstrates how ADNOC is aligning its growth with the objectives of the UAE’s ‘Principles of the 50’ guidelines for the UAE’S next historical phase, a new era of social and political growth. These plans for long-term growth underline the UAE’s ambition in the oil and gas sector, with ADNOC aiming to have an oil production capacity of 5 million barrels a day by 2030.
Included in the Principles of the 50 is the statement that ‘the main future driver for growth is human capital,’ highlighting how and retain specialist talent for employment in oil and gas jobs. The UAE believes that improving their educational system and building up the skills of their workforce internally is the way to ensure sustained, long-term growth in their economy.
Finding opportunities and talent in the UAE
At Petroplan we have longstanding experience in the oil and gas industry, finding the best talent for both contract and permanent hire. With a deep understanding of the Middle East market, our motivated team of consultants strives to build positive relationships between ambitious clients and talented contractors.
Since 2009 we have had offices in Iraq, Oman and the UAE (Dubai) and have established strong and trusted relationships with in-country partners. In the UAE specifically these strategic alliances mean that we are perfectly placed to fulfil recruitment needs in the UAE and facilitate effective communication between our clients and UAE nationals as and when required. Contact our team today to find out more about our recruitment services in the Middle East.
Creating a healthy and thriving workplace has always been a priority at Petroplan. An important element of achieving this is protecting and promoting the health, safety, and wellbeing of our team.
That’s why we have worked with and supported our mental health charity partner in the UK, Oakleaf, for more than a decade. As part of our dedicated CSR programme, we will be supporting a mental health charity in each of our operating regions, with Oakleaf the designated partner in the UK.
Oakleaf is a charity that works to empower people who have mental health needs, to gain meaningful employment and satisfying careers by restoring confidence and building self-esteem. People supported by Oakleaf can gain qualifications, learn, and practise new skills, and participate in activities to support overall wellbeing.
Recently, Petroplan became a founding member of the charity’s Mental Health Leaders Network. The network is a space for leaders from local organisations to come together and discuss topical challenges in the workplace.
The purpose of the network is to find solutions and frameworks that help to address employees’ mental health challenges and create a more supportive work environment. Recent discussions have covered the impact of hybrid working, financial worries, engagement issues, and intergenerational differences.
As a partner of Oakleaf, Petroplan employees can benefit from free mental health support and resources, including access to mental health first aid training and learning sessions such as ‘understanding stress and burnout’.
This helps us to not only recognise and manage our own worries and concerns at work, but also those of our colleagues, and creates a more engaging and supportive work environment.
Looking after mental health in our workplace is really important to us, and through our partnership with Oakleaf members of our teams are taking part in mental health first aid training to help us do more to support our people through any challenges they might be facing.
We look forward to seeing the network grow and the support it will give not only to our team, but also to other organisations and employees within the community.
For more information about Oakleaf, please visit: www.oakleaf-enterprise.org.