‘We believe that embracing D&I will not only ignite creativity and innovation but also enhance problem-solving skills – fostering equal opportunities for growth throughout the organisation,’ says PETRONAS Group Human Resource Management senior vice president Farehana Hanapiah.
IN today’s ever-changing global landscape, the pillars of diversity and inclusion (D&I) have emerged as integral components of ethical organisation practices and key drivers of sustainability.
As the world becomes increasingly interconnected, organisations recognise that fostering a diverse and inclusive environment goes beyond social responsibility – it is a strategic imperative for long-term success and growth.
PETRONAS Group Human Resource Management senior vice president Farehana Hanapiah believes that D&I is crucial in navigating the challenges of the evolving energy landscape.
“With a focus on transitioning towards more sustainable energy sources, PETRONAS is committed to cultivating a more divergent thinking yet inclusive talent within its workforce.
“This commitment involves nurturing and equipping the talent pool with the innovative mindset required to address the challenge of energy transition.
“We believe that embracing D&I will not only ignite creativity and innovation but also enhance problem-solving skills – fostering equal opportunities for growth throughout the organisation,” she says.
Career opportunities
Having spent 33 years at PETRONAS in various roles, Farehana believes that her diverse experiences at the national oil company have helped her become who she is today.
“I am often asked how I could have stayed so long in one place and I always tell them that PETRONAS offers very diverse opportunities across the energy value chain, that moving from one part of the business to another is almost like changing jobs,” she says.
“I started my journey in internal audit, and over the years, I was presented with opportunities to take on new roles and challenges in risk management, portfolio management, as well as strategy and eventually found my way into human resources (HR).
“These diverse roles provided me with a unique perspective on different ways of working and understanding multiple facets of the business and the very diverse talents across the group, benefitting my current role in HR.”
She adds that her journey at PETRONAS is not something unheard of, as the organisation offers multiple avenues and opportunities for its employees to pursue long, rewarding careers.
“Our purpose and mission extend beyond the organisation as a whole; we are committed to nurturing talent across our entire ecosystem.”
Talent development
In its commitment to advancing D&I throughout the organisation, Farehana highlights that PETRONAS has instilled several values and initiatives to enable employees to enhance their skills.
“One of the things that we focus on is providing them with learning opportunities and self-development platforms.
“In HR, we assess job requirements and facilitate skill development – empowering our talents to identify and address their skill gaps, and fostering a culture of continuous learning.
“Another way that we aid our employees and talents is development through job opportunities, just like what I went through.
“Nothing beats learning on the job. Transparent career opportunities ensure our employees can align their capabilities and find opportunities that match their capabilities and long-term career aspirations with the available paths.
”Fostering D&I
Farehana shares that PETRONAS actively seeks to strengthen its competitive advantage with the acquisition of talents from various experiences and nationalities. This is intended to drive innovation and growth within the organisation, and also among its pool of local employees and sustainable leaders.
“To facilitate and accelerate the energy transition, we must attract talents from diverse experiences, nationalities and socioeconomic backgrounds to be part of the transition.
“When we have people who are more skilled or experienced in certain areas, we can learn from them and develop our own internal competencies. The exchange of knowledge and diverse experiences is crucial in building a robust workforce capable of navigating the complexities of the evolving energy sector.
“Everything we do comes together with nurturing our talents so that we can consistently create new opportunities for every nationality that is working with us.
”Psychologically-safe place
Farehana emphasises the importance of the role of leadership in creating a psychologically-safe environment for employees – which is crucial for D&I to flourish in the workplace.
“Having the right environment that supports our people’s growth is key to a sustainable future.
“Our positive Asian culture of respect for our superiors may sometimes inhibit employees from expressing contrarian opinions. To overcome this challenge, leaders must encourage open dialogue and healthy discourse at all levels.
“If we have a culture where it’s not safe to voice our views, where people worry about potential reprimand or that they might offend their bosses – we lose out in the end.”
She adds that good leaders should always leverage the viewpoints and perspectives of all their employees, regardless of their position or status within the organisation.
“One trap leaders can fall into is thinking that they must always be the smartest person in the room. In today’s reality, it is next to impossible to know everything.
“Most of the time, leaders are just too far away (from a situation) to make effective decisions, especially in a rapidly changing environment.
“By humbling yourself and accepting perspectives that may be different from yours will help you become a better and more inclusive leader.”
Work-life balance
As a mother of six, Farehana notes the importance of having a work-life balance in cultivating D&I in the workplace.
“Balancing work and family is never easy but when you have a work culture and environment that embraces that, it becomes more manageable,” she says.
“Creating a supportive team environment that commits to helping each other achieve this balance is key, especially during challenging times.
“This effectively means having each other’s back when one of us needs to attend to family matters.
“This includes leveraging on flexible working arrangements and exercising empathy in providing the required support.
“When people feel they are cared for and valued, they will give back multifold,” she says.
