Interviewing
Energy Sector Culture
Traditional and Conservative?
services firms reflect the highly varied profile of MBAconsultants, bankers, and investment analysts in general. Startups are populated by the kind of dynamic, aggressive young businesspeople who could just as easily be found in high-tech ventures. Any of the change-oriented organizations – advocacy groups, alternative energy companies, investment funds, independent power generators, consulting firms – are more likely to have employees with a younger average age, liberal arts education, and more progressive orientation.
Like anywhere else in the business world, minority candidates are embraced and even eagerly sought after by firms conscious of workplace diversity. Also like elsewhere in business, ethnic minorities in the U.S. energy sector are still underrepresented, relative to the general population. Energy-sector executives tend to feel that this reflects a mixture of minority under- representation in the academic specialties that lead to careers in energy, self-selection in favor of business sectors or other careers with greater existing diversity, and some residual glass ceiling effects. While minority student job-seekers won’t encounter barriers to a career in this sector, they should certainly expect to encounter more Caucasian faces than in some of the “newer” industries, such as high-tech and biotech.
Like elsewhere in the business world, the proverbial glass ceiling for women is, over time, slowly going away. In the interim, however, if you don’t have the appetite for being a female pioneer, there are certainly relatively welcoming portions of the energy sector on which one can focus a career. Consulting firms in general have been relatively progressive in hiring and promoting women, and the energy practices in consulting firms reflect that orientation. Within investment management, mutual fund companies tend to retain women at senior levels (whereas private equity firms and hedge funds are probably the worst culprits across the business landscape in excluding women). Energy policy advocacy groups, government agencies, and alternative energy companies tend to have the highest percentage of women on staff anywhere in the industry. Most banks, private equity firms, hedge funds, oil companies, utilities, pipeline operators, energy services firms, and manufacturers tend to have very few women anywhere but the entry level.
The best way for women to break into male-dominated energy companies is to enter the interview process armed with superior knowledge about the science, technology and economics of the industry. This applies to anyone whose profile makes them a relative outsider to their desired employer’s culture – ethnic minorities applying to companies with few familiar faces, people with non-traditional academic backgrounds relative to what is most common in a given company, people who are older or younger or more or less experienced than the other candidates interviewing for a particular job. Ultimately, anyone who wishes to enter the exciting world of energy stands the best chance by positioning themselves credibly as someone who (1) already understands the industry and the specific business problems faced by
the interviewer, (2) is passionate about the energy business, (3) is flexible and easy to relate to, and (4) has sincere commitment to the employer’s location, work hours, and business mission.
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