CONFERENCE DAY ONE

7:00 am Registration & Networking

7:55 am What it Takes to Make LEAP a Reality

8:00 am Chair’s Welcome, Opening Remarks & Connection Before Content

Supercharging Talent Acquisition in Oil & Energy & Utilizing New Talent Pools

8:30 am Opening Panel: Talent Acquisition in Oil & Energy

9:10 am Discover: Building the Architecture for Resilience to Volatile Talent Markets

Synopsis

  • How can we be agile and responsive to talent markets?
  • Create a model that works for your company
  • How Shell created a multifaceted operating model, making in-house eco-system changes that allows flexibility to the individual needs of their 57 different lines of business

9:30 am Discover: Exploring New Talent Pools Using a ‘Global Veteran Program’ to Increase Both Belonging & Recruitment

  • Nick Tran Social Impact, Head of Global Veteran Affairs, SLB

Synopsis

  • How can we support our staff that we recruit through alternative talent pools?
  • Embed within the local community to discover opportunity gaps and provide the suitable support
  • How SLB created a Global Veterans Program that focuses on recovery and transition by providing support such as: Resume and Linkedin workshops, interview support and partnering with veteran housing schemes and service dog companies

9:50 am Develop: What Else Can We Consider to Drive Recruitment Rates and Support Our Hires?

  • Nick Tran Social Impact, Head of Global Veteran Affairs, SLB
  • Brandi Khoury Vice President for Human Resources, Shell

Synopsis

Q&A Session Facilitated by the Chair

10:10 am Action: How Are You Going to Re-Imagine Talent Acquisition Strategies in Your Company?

Synopsis

Output Focused Action Session Facilitated by the Chair

10:30 am Speed Networking Break

Utilizing Total Rewards & Flexible Work Solutions to Compete for Talent

11:10 am Discover: Thoughtfully Constructing Policies to Remain a Competitive Employer

Synopsis

  • Are there other ways to remain competitive outside of compensation and benefit packages?
  • Re-constructing policy as a method for attracting and retaining valued talent
  • Hear how energyRe is re-evaluating employee policies and practices to complement their workforce needs while remaining competitive and recognizing differences in employees

11:30 am Discover: Making the Case for Workplace Flexibility to Increase & Retain Hires

Synopsis

  • How can we increase recruiting opportunities in the face of senior leadership resistance?
  • How Tellurian conducted market research to make the case to senior leadership for increasing flexibility around historically rigid policies such as vaccination and in-office working requirements, leading to a significant increase in recruitment opportunities and retention

11:50 am Develop: What More Can We Learn from The HR Leaders Restructuring Their Reward Policies & Workplace to Compete for Talent?

Synopsis

Q&A Session Facilitated by the Chair

12:10 pm Action: What Initiatives are You Going to Put in Place to Remain an Attractive Employer?

Synopsis

Output Focused Action Session Facilitated by the Chair

12:30 pm Lunch

Re-Imagining Learning & Development Efforts to Close Knowledge Gaps

1:30 pm Discover: Upskilling & Investing in Our Current Employees to Increase Employee Satisfaction & Decrease Turnover

Synopsis

  • How can we increase employee satisfaction by having competent leadership?
  • Implement specific and detailed training for leadership opportunities, especially for skills valued by next generation workers 
  • How Vestas conducted a needs analysis for their L&D programs, and with that insight, have created an 18 month L&D course for internal people promotion which has shown increased employee satisfaction and decreased turnover rates

1:50 pm Develop: What Else Can We Do to Upskill the Oil & Energy Workforce?

Synopsis

Q&A Session Facilitated by the Chair

2:10 pm Action: What Are You Going to Do to Aid Your Learning & Development?

Synopsis

Output Focused Action Session Facilitated by the Chair

2:30 pm Networking & Refreshment Break

Creating Authenticity in Our DE&I Efforts to Increase Feelings of Inclusion & Belonging In the Energy Industry

2:50 pm Panel: Diversifying the Oil & Energy Industry Panel

3:50 pm Discover: Implementing a Structured Hiring Process to Remove Implicit Bias & Increase Diversity

  • Elizabeth Laine Head of Diversity, Equity, Inclusion and Talent, Clearway Energy

Synopsis

  • How can we increase the diversity of our workforce?
  • Create data-driven objectivity for an inherently subjective process
  • How Clearway implemented a structured hiring process that decreased implicit bias and increased diverse hires by 62% in the first year and 58% in the second

4:10 pm Discover: Shifting Towards an ‘Inclusion’ Approach, so That Diversity can Authentically Follow

  • Dale Kunneman Senior Vice President and Chief Human Resources Officer, HF Sinclair

Synopsis

  • How HF Sinclair utilized a multi-faceted approach to create a culture of inclusion through: leader development, employee lead ERGs, thoughtful celebration of differences and community engagement
  • Their journey started by creating the freedom for their employees to engage through a foundation of psychological safety
  • Their efforts have resulted in a steady growth of pipeline and retention of diversity talent

4:30 pm Develop: What More Can We Learn About Creating an Authentic Culture of Belonging?

  • Dale Kunneman Senior Vice President and Chief Human Resources Officer, HF Sinclair
  • Elizabeth Laine Head of Diversity, Equity, Inclusion and Talent, Clearway Energy

Synopsis

Q&A Session Facilitated by the Chair

4:50 pm Action: How Are You Going to be More Mindful About Your DE&I Efforts?

Synopsis

Output Focused Action Session Facilitated by the Chair

5:10 pm Chair’s Closing Remarks & End of Day 1

5:15 pm Drinks Reception