RESEARCH REPORT

In brief

In brief

  • Converging energy marketplace trends and evolving employee expectations are prompting oil and gas (O&G) operators to reimagine the make-up and performance of their workforces.
  • To address these market and workforce dynamics, it is imperative to understand several industry-specific needs.
  • O&G leaders have an exciting opportunity to reimagine their workforce while they navigate the energy transition.
  • Accenture shares critical steps to transforming the workforce to support both current and future market changes.


Converging energy marketplace trends, as well as evolving employee expectations, are prompting O&G operators to reimagine the make-up and performance of their workforces.

Energy market dynamics—including the near- to intermediate-term reduction of hydrocarbon demand and the longer-term shift to cleaner energy sources to meet decarbonization commitments—require a different workforce, comprising employees, contractors and bots, to turn vision into reality.

The COVID-19 pandemic made it clear that remote working can be performed at scale. Concurrently, employee expectations about how, where and why they want to work are evolving, and members of the younger generation are demanding more purpose and flexibility in their work and careers.

As O&G operators begin the journey to address these market and workforce dynamics, it is imperative to address several industry-specific needs:

  • Attracting and retaining the best people to build a supply chain of talent
  • Responding to workers’ environmental concerns
  • Creating entirely new skillsets and roles
  • Investing in learning
  • Supporting responsible leadership
O&G leaders have an exciting opportunity to reimagine their workforce while they navigate the energy transition.

Talent strategies to enable a new energy workforce

The energy industry needs new talent strategies to reimagine a supply chain of talent that can evolve to support both current and future market changes.

Accenture believes there are critical steps to transforming the workforce:

Reconstruct work

Rethink how workers complete tasks, support new work methods and embrace new, evolving technologies.

Define skills and roles

Identify and understand role-transition pathways to manage new and existing talent.

Enable new cultures, behaviors and leadership

Shift fundamental culture and mindset to help engrain and support new behaviors.

Perform workforce planning and new-skilling

Adopt processes to maximize talent with a forward-looking, predictive approach.

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A new journey with a new roadmap

Now is the time to ask thoughtful questions such as:

  • How can we reskill the workforce to transition to low-carbon roles?
  • How can we bridge the gap and identify the levels of crossover and proximity between current carbon-intensive skills and new, low-carbon skills?
  • What will be the evolution of roles facing high disruption?
  • How can we compete more effectively for talent by offering employees purposeful personal development and career progression?

There is a new, clearer roadmap to addressing these questions: reconstructing work; defining new skills and roles; enabling the right culture and behaviors; adapting leadership competencies; performing intelligent workforce planning; and putting in place new-skilling initiatives.

The journey is without precedent, but that’s both the challenge and the excitement.

About the Authors

Inge Oosterhuis

Managing Director – Strategy & Consulting, Talent & Organization, Energy


Jessica Van Singel

Managing Director – Strategy & Consulting, Talent & Organization, Energy


Aleek Datta

Managing Director – Strategy & Consulting, Energy


Antonia Cobb

Senior Principal – Strategy & Consulting, Energy


Keri Macaluso

Senior Manager – Strategy & Consulting, Energy

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