As Canada’s oil and gas industry adopts new digital technologies such as automation, data analytics and blockchain to improve its safety, productivity and profitability, these changing priorities are creating demand for different skills and knowledge and new occupational requirements. PetroLMI will discuss the implications of these changing priorities over the next three-five years – and where we expect to see opportunities and potential labour supply challenges.

1. Funded by the Government of Canada’s
Sectoral Initiatives Program.
Workforce Shifts in a
Technology-Driven Energy
Industry

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Acknowledgements and Disclamers
The reports in this presentation are funded by Government of Canada’s Sectoral Initiatives Program.
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Presenters
Who We Are
The Petroleum Labour Market Information (PetroLMI)
Division of Energy Safety Canada is a leading resource
for labour market information and trends regarding
Canada’s oil and gas industry. PetroLMI specializes in
providing oil and gas labour market data, analysis and
insights, as well as occupation profiles and other
resources. Careers in Oil + Gas is a PetroLMI initiative
and is Canada’s leading website for oil and gas labour
market information and insights, as well as
occupational tools and other resources for career and
workforce planning.
Dzifa Agbemabiese
Analyst, Labour Market Information
dzifa.agbemabiese@energysafetycanada.com
Breanne O’Reilly
Advisor, Communications and Outreach
breanne.oreilly@energysafetycanada.com

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Agenda
• Overview of PetroLMI
• Oil and Gas Workforce:
• Diversifying
• Distribution, Work Patterns and Income
• Skills of the Future
• What next for Industry?
• What next for PetroLMI?

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PetroLMI Division of Energy Safety
Canada
• The source for labour market information and trends in Canada’s energy
industry.
• Our mandate is to provide oil and gas labour market data, analysis and insights, as
well as occupational tools and resources for workforce and career planning.
• Key initiatives:
• Labour Market Information
• Occupational Tools and Resources

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Oil and Gas Workforce: Diversity
• The industry’s workforce is growing older, more educated and
more culturally diverse.
• More diversity is needed, but progress has been made.
• There is a need to focus on improving the work environment
and culture to attract and retain the best talent.
• Canada’s oil and gas industry will be challenged to replace its
workforce should a significant rebound in hiring activity occur.

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Sectoral Distribution by Census Year
The direct oil and gas workforce expanded 15%, from 165,000 workers in 2006 to almost
190,000 in 2016, despite downturns during that period.

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Age
In 2016, 17% of the industry’s workforce was over 55, up considerably from 10% in 2006. In
2016, 7% of the industry’s workforce was 24 and under, down considerably from 15% in 2006.

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2016 Occupational Distribution by Sex
Proportion of women in STEM8 and leadership roles on par with share of men in similar roles

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Participation of Women
Women’s share of Canada’s oil and gas labour force,
by census year and sub-sector
In 2016, women made up 22% of the oil and gas workforce, little changed from 2006.
Women accounted for 25% in exploration and production, 17% in services and 34% in pipeline.

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Cultural Diversity
In 2016, immigrants and non-permanent residents accounted for 16% of the workforce, up from 12% in 2006.
Immigrants and non-permanent residents’ share of Canada’s
oil and gas labour force, by census year and sub-sector

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Visible Minorities
The proportion of visible minorities in the oil and gas workforce nearly doubled from 7% in 2006 to 13% in
2016.
Visible minorities’ share of Canada’s oil and gas
labour force, by census year and sub-sector

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Indigenous People
In 2016, Indigenous Peoples accounted for 6.3% of the oil and gas workforce, up from 5.6% in 2006.
Indigenous Peoples accounted for 3.9% of the total Canadian workforce.
Indigenous Peoples’ share of Canada’s oil and gas
labour force, by census year and sub-sector

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Persons with Disabilities
• In 2016, persons with disabilities accounted for 10.6% of the workforce, little changed
from 2006.
• The nature of the work in the oil and gas sector makes it difficult for people with
physical disabilities to participate.
• Interviewed companies indicated they actively hire people with disabilities by carving
out specific positions, providing workspace accommodations or working with non-profit
associations with employment-focused programs.

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Education
Labour force distribution by educational attainment
in oil and gas, by census year
The oil and gas workforce was more educated in 2016 than 2006.

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Oil and Gas Workforce: Distribution and
Experience
• Canada’s oil and gas industry has undergone a significant
transformation in the past decade.
• As the industry adjusted, there were shifts in the distribution of the
workforce and the daily experiences of workers.
• Increase in average employment incomes among oil and gas
workers aligns with increase in educational attainment.

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Occupational Distribution by Job Family
In 2016, Canada’s oil and gas industry employed a diverse set of skills and occupational groups.

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Geographical Distribution
• 85% of the industry’s
workforce lived in Western
Canada (AB, BC, and SK).
• The remaining 15% of
workers lived in either
Central (Manitoba, Ontario,
Quebec) or Atlantic Canada
(New Brunswick, Nova
Scotia, Newfoundland and
Labrador and Prince Edward
Island).

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Commuting Trends
• Oil and gas workers were 6 times more
likely to commute to a different province
than the average worker in 2016.
• Temporary relocations, also known as Fly-In
Fly-Out (FIFO) employment have been a
common method of filling job openings.
• In Wood Buffalo-Cold Lake, for example,
workers came from across Canada.

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Work Patterns
The industry had a higher share of full year, full-time (FY/FT) workers than the average across all
Canadian industries.
Labour force distribution by work activity across
Canada in oil and gas in 2016

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Income
Average employment income, by census year (2016)
Average employment income among oil and gas workers remained well above earnings of other trade-
intensive industries.

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Oil and Gas Workforce: Skills of the Future
• Regulatory changes
• Automation and big data
• Manufacturing process improvement
Three significant trends are having an impact on workforce requirements, occupations and skills
that will be required over the next five years:

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Automation in the Oil and Gas Industry
• Automation will improve operations, decision-making, increase
productivity and profitability.
• Existing automation efforts have supported workers to be safer and
more efficient rather than eliminate jobs.
• Workers will need to be digitally literate along with having a mechanical
aptitude to interpret data and use the information to improve processes.
• Workers will need to be more innovative, creative and willing to look for
potential productivity improvements as tasks become automated.

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Digitizing the Future Oil Field

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Big Data and Analytics

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Impacts of Automation and Data Analytics
on Occupations and Skills
• Increased need to collect and analyze data and to build and maintain databases.
• Increased need for software engineers, data management and analytics specialists to
measure operations in real-time in the field, conduct course corrections and innovate.
• Increased need for instrumentation technologists to support and maintain automated field
equipment and machinery.
• Demand for technology-based competencies and creative problem-solving to analyze data
conduct course corrections and innovate.

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Impacts of the Manufacturing Process on
Occupations and Skills
• Increased need for geotechnical, engineering and supply chain expertise.
• Expertise required in well pad planning, operations sequencing, construction, materials
handling and logistics.
• Declining need for engineers as facilities are replicated in multiple locations.
• Shifting work for electrical and instrumentation installations from remote areas into
lower cost urban environments, due to increased modularization.
• Increased need for service technicians, mechanics and other maintenance personnel to
keep equipment functioning.

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What’s Next for Industry?
• Provide the right incentives to aid in the recruitment of data scientists and technologists
who design and maintain data analytics systems.
• Train field workers with mechanical skills to use new digital tools.
• Create a need for continuous upgrading of skills in the field and office.
• As more tasks are automated, look for new ways for workers to apply their knowledge to
add value.

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What's Next for PetroLMI?
• Labour Market Information
- Employer Survey Findings
- Labour Market Outlook Report
- Addition of IT and Regulatory and
Stakeholder Engagement job families to LMI
model.
- Industry Attractiveness Study
• Occupational Tools and Resources
‒ Keep Career Explorer tool up to date with
changing requirements and technologies.
‒ Provide connections to more job postings
through the Career Explorer tool.

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Employment and Labour Force
Dashboard
• An interactive online dashboard
which visualizes Statistics
Canada monthly labour force
survey data
• Shows trends and changes in
labour force, employment and
unemployment in the oil and gas
industry

31. CareersinOilandGas.com
Questions?