Deepika Jangra is a seasoned structural engineer with over 24 years of experience, currently serving as Head of Department and Global Worksharing Engineering Manager at Hatch. Her expertise spans metals, mining, oil, gas, and infrastructure. She is also an ISO 9001 Auditor, PMP, Scrum Master, and Emotional Intelligence Coach.
In an insightful interaction with Women Entrepreneurs Review Magazine, Deepika shares her insights on how innovation in industries like Oil & Gas and Petrochemicals can drive women's economic empowerment, both within organizations and the broader economy. She highlights key cultural shifts, practical steps for fostering inclusive environments, and policies to support women during economic challenges.
How can innovation in industries like Oil & Gas or Petrochemicals be a catalyst for improving economic empowerment for women?
Innovation in industries like Oil & Gas or Petrochemical or any other industry can play a transformative role in empowering economic empowerment for women both within organizations and in broader economy.
Covid-19 has taught us lot of skills and innovative ideas where women have exceled in many industries while working from their home. We have seen lots of startups initiated by women and now they are doing pretty good and contributing to broader economy.
Support for women led enterprises is a great motivation tool to enhance women presence in industry.
As far as engineering industry is concerned innovation like Automation, remote monitoring and digital twins reduce the need for physically demanding on site roles , making it easier for women to participate and excel in these industries
Personalized learning tools and training platforms can upskill women enabling them to take on leadership roles. Such tools enhance and channelizes skills which women already possess and create a productive and collaborative work environment beneficial for organizations and industry.
Renewable energy and Biofuels sectors are mostly owned by women entrepreneurs. Funding these sectors is going to contribute significantly to broader economy.
Hiring and training women from under privilege backgrounds on waste to energy or sustainable fuels to create social enterprises has proved a success in many parts of the world.
Industry is working on creating inclusive work culture in organizations and staff is being trained on importance of Inclusive work culture for growth of organizations.
We are working on minimizing unconscious bias in recruitment, promotions and performance evaluation ensuring women are given equal opportunities.
I am working on a project to train female engineers on Emotional intelligence at university level. I aspire for my efforts to nurture and empower dynamic female leaders who will drive innovation and excellence across industries
What cultural shifts have you observed that either hinder or support women’s economic empowerment? What practical steps can organizations take to actively create more inclusive cultures that directly contribute to women’s financial independence?
Through my exposure to multinational organizations, I have observed both positive and challenging cultural shifts impacting women’s economic empowerment.
Persistent gender stereotype often limits women to support roles, hindering career progression.
Women generally struggle with disproportionate burden of balancing work and home responsibilities
Inclusion of women in leadership is sometimes symbolic rather than substantive, with limited opportunities for actual influence
In engineering industry, women representation in senior leadership is not very encouraging limiting young professional to have a role model who can guide and encourage them in their professional journey by sharing some practical experiences and lesson Learned.
Organizations are working on overcoming these factors by adopting Flexible work Policies, organizations increasingly connect women with mentors and sponsors who help accelerate their careers, a shift towards empathetic and collaborative leadership styles has created a more equitable environment . Diversity inclusion is now a days KPI for many organizations and it is proving a success factor for creating diverse culture in organizations
There are many practical steps organizations are taking like-
Leadership skills training, Inclusive recruitment, policies for safe work places, Flexible working , comprehensive benefits like childcare support, parental leave and wellness programs tailored to women’s needs.
But I strongly believe in collaboration with schools and universities to encourage women to pursue careers in science, technology and engineering.
I believe in creating strong foundation and empowering women with confidence and mental strength. Strong minds build resilient generations and thrive independently, paving the way for lasting success
How can women in male-dominated sectors like Petrochemicals and Mining strategically leverage networking to advance their careers and contribute to a broader economic empowerment?
Yes, I agree, networking is a powerful tool for career advancement.
With strategic planning women can excel in male dominating industries too.
The most important is building credibility, actively participate in discussions and make sure to effectively put your thoughts. Establishing connections across departments and functions helps women gain visibility, build alliances and explore diverse paths within industry. Always work on upgrading your skills to be competitive with male colleagues.
Focus on your targets and prioritize your work. Remember, you can not do everything at a time. Women are generally know for their planning skills. Use your positive skills for Growth and work on constructive areas. It is always good to have your short- and long-term goals. Have a hand list to gauge progress on your goals.
The most important is Don’t let comments from male colleagues shake your confidence- Stand Firm in your strength and let your actions speak louder than their words
Resilience always works for me. Never allow yourself to remain in low energy zone for too long. Recharge by surrounding yourself with inspiring leaders and stay motivated
As industries like Infrastructure and Oil & Gas become increasingly reliant on digital technologies and automation, how do you see these shifts influencing women’s participation in the workforce?
There is positive shift in Industry due to digital technologies and automation. Increasing challenges on cost, schedule and quality has increased demand of Digital technologies and automation.
This shift has influenced women’s participation in industry. Now there is no need to be physically present in site roles or opportunities which have been perceived as male dominated. Automation and digitalization enable remote work and flexible scheduling, allowing women to balance professional and personal responsibilities.
Online training programs and online courses have provided a upskilling platform to women.
Online platforms and virtual communities provide women with wider networking opportunities fostering collaboration and mentorship.
How can organizations in sectors like Oil & Gas ensure that their female employees remain economically empowered during times of industry uncertainty or financial stress?
I am a strong believer of creating strong and independent personalities than dependent personalities. In my opinion all the policies and techniques which we have discussed is to give opportunities to women in the industry and making sure they feel safe, motivated and encouraged to have success career in industry. Women should always challenge themselves and should keep on working in upgrading skills to face challenges of industry economic downturns.
Diversified portfolio and skill sets will always keep you in a better and stronger position in the industry.
Some of the measures we can have during economic downturns are
Ensuring that layoff or restructuring processes are based on performance and skills rather than unconscious bias. Offer Reskilling and upskilling opportunities to help women transition to new roles within the organization during downturns. Part time work opportunities also has proved to be a good option during challenging phase. One important point I would like to raise is creating Emergency Assistance funds to support employees including women during financial crisis for essential needs. This is not there in the industry as on today but it can prove to be one of the success factors during economic crisis.
We can always invent different ways of doing it- eg. Employee owned with some contribution from organization or based on financial growth of organization, it can be 100% owned by organization. Mental Health and wellbeing programs are very important at economic crisis stage. Like counseling Services, employee Assistance programs and support groups where women can share experiences and solutions.
These steps can ensure that all employees not only women remain economically empowered but also positioned to contribute meaningfully to recovery and growth
