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Dual career couple survey 2011


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Results of first survey on issues impacting dual career couples by the Society of Petroleum Engineers. 5570 people from around the world participated in this study.

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Dual career couple survey 2011

  1. 1. SPE Dual Career Couple Survey –May 2011Eve Sprunt and Susan HowesChevron
  2. 2. Motivation forSPE Dual Career Couple Survey Dual career couples appear to be an increasing part of the workforce Many so-called women’s issues are really dual career couple issues Surveys can be a powerful motivator for change -- MIT study: Publically available surveys on dual career couples are of academics --2008 Stanford study found that academic couples comprise 36% of USprofessors and another 36% have employed, non-academic partners.
  3. 3. Survey Is Representativeof SPE Membership Age distribution of thoseresponding to survey similar toage distribution for SPEmembership 5570 responses Response rate of 12%, for SPEmembers typical “good”response rate is 10% SPE does not have gender infofor members, so comparison ofresponse rate by gender is notpossible.– 13% did not state gender– 14% female– 73% male3
  4. 4. More Women In Petroleum Engineering For the youngest age range,women now comprise more than30% of the workforce in that agerange. Women are more than 25% ofthe workforce under 40. The responses to many of thequestions in the survey weredistinctly different for womenthan for men.40%5%10%15%20%25%30%35%20 to2425 to2930 to3435 to3940 to4445 to4950 to5455 to5960 to6465 to69PercentageofAgeCategoryAge Range (years)Female Percentage of Workforce
  5. 5. Demographics for WomenVery Different Than for Men5 Age distribution peak Men at 50 to 54 Women at 30 to 34 High percentage of women in dualcareer couples with a large fraction ofthose in couples where bothcontribute equally to householdincome
  6. 6. Dual Careers are a Major Issuefor Younger Workers 57% of those 30 to 34 years oldconsider themselves to be in adual career couple relationship Almost 30% of those 30 to 34years old are in a dual careercouple relationship where eachpartner contributes at least 40%of household income. Will younger workers be forcedto choose whose career is moreimportant?6
  7. 7. Employer Preference Differences For every category, IOC’s are the top employer Women show a much stronger preference for IOC’s than men do Women are less likely to work for service companies or to be self-employed than men70%5%10%15%20%25%30%35%40%45%50%IOC Independent NOC ServiceCompanyUniversity Consulting Self employed OtherPercentofCategoryEmployer PreferenceDual Career menDual Career womenSingle Career menSingle Career women
  8. 8. Ease of Relocation For all employer types, 15 to 20% of men say they can easily relocate Much bigger range in response by employer type for women, ranging from 8% forconsultants to 23% for “other” Only about 10% of women working for IOC’s and service companies say that it is easy forthem to relocate Those working for the same employer as their partner are much more likely to say it is easyfor them to relocate, especially women working for IOC’s (about 75%) and servicecompanies (over 55%)8
  9. 9. Working for the Same Employer Women are almost twice aslikely to have their partner in thepetroleum industry than men– 65% women– 34% men Women more likely to have theirpartner work for the samecompany– 36% women– 20% men It is much easier for women tobe mobile if they work for thesame employer as their partner. Positive– “As an expat, it is quite handybeing dual career, means wecan both work while livingoverseas” Negative– “Career planning within onecompany is difficult, since theinfluence on each other is veryhigh. It is much easier if thecompany doesn’t know that youare a couple.”– “Working in two companies, weget double benefits… Yes it isdouble, but we are twoworkers.”9
  10. 10. Living with Dependent Children Have dependent children living with them– 64% all in dual career couple– 63.5% of those in couples where each contributes at least a third ofhousehold income– 61% of those in couples where each contributes at least 40% ofhousehold income– 59% of women who contribute at least 40% Median age– Women without children is 31– Women with dependent children who contribute at least 1/3 income is 4010
  11. 11. Conclusions Dual career couples comprise about half the workforce between 25 and 45. Proportion of dual career couples will probably increase as the big crew changeprogresses. Relocation is easier if both partners in the couple work for the same company. Relocations that prevent one of the partners from working impose financial andemotional strain. Employer cultures that link advancement to relocation will be at adisadvantage in attracting and retaining talent. Couples who work for the same employer, should not be put in the position ofcompeting with one another for whose career takes the lead. Each person should bejudged on their own contribution and potential, and compensated accordingly. Female technical professionals are delaying, but not forgoing motherhood. Womenmay work for a decade or longer before becoming mothers. Employers who are attractive to individuals in dual career relationships will have acompetitive advantage in attracting and retaining the brightest talent. Report on this study is available through SPE’s One Petro as SPE-151971-MS andwill also be published in SPE’s Journal of Petroleum Technology (JPT).11
  12. 12. Back-up slides12
  13. 13. Major Regional Differences 30 to 50% people younger than 45 contribute at least 1/3 householdincome in US/Canada, Europe, and Australia/New Zealand. Lowest penetration of serious dual career couples in Africa/MiddleEast, but even there more such couples for those under age 35. Trends are more “robust” for regions with more responses Almost half of all responses come from USA/Canada.13
  14. 14. Next Steps Survey SPE Talent Council on best practices for managing dualcareer couples Survey SPE Young Professionals and SPE members under 45– At what age do they have their first child– Career aspirations– Priorities for work-life balance Under the auspices of the Women’s Network Committee of theSociety of Exploration Geophysicists survey the entire SEGmembership– Duration of maternity/paternity leave– Whose career is more important?– Terms under which they would relocate– Bullying14
  15. 15. Younger People are Part ofDual Career Couples People in their 30’s are morelikely to be in a dual careercouple in which each partnercontributes nearly equally to thehousehold income. 10% of former dual careerpeople are in the age bracket 35to 39 and over 18% in the agebracket 50 to 54. Relatively few single careerpeople under 45.15
  16. 16. Dual Career Workforce: SPE Study There are a high percentage of dual careercouples in the workforce, with more comingalong in the pipeline Approximately 20-25% of dual career coupleshave partners who contribute major portion tothe household income Supports our conclusion that educatingsupervisors on our flexibility policies is and willbe even more critical to successfulemployment from dual career couplesSource: May 2011 Society of Petroleum Engineers(SPE) Dual Career Couple Survey with 9970responses, 12 % response rate, championedby Eve Sprunt and Susan Howes16