Schlumberger’s (SLB) regional human resources director, Nicholas Tuma, anticipates a growing demand for new skills in Guyana’s oil and gas industry over the next five years, particularly in carbon management, regulatory compliance, and sustainability. Speaking at the Energy Conference and Supply Chain Expo during a panel discussion on “building a future-ready workforce,” Tuma highlighted the increasing presence of Guyanese nationals in leadership roles within the sector.
“For example, I anticipate that in five years, my position would be occupied by a Guyanese national,” he stated. “Additionally, several of our business leaders, we anticipate that in five years, they would be Guyanese nationals or other Caribbean nationals that would be taking those roles,” he added.
Tuma emphasized the importance of intentional efforts to develop a diverse and inclusive workforce. “We have to develop an inclusive workforce that has more women working in the energy sector and more people from underrepresented communities with the right skills,” he noted.
Echoing these sentiments,, Director of the Local Content Secretariat (LCS) in Guyana, stressed the government’s commitment to workforce development beyond the oil and gas sector. According to Dr. Pertab, 2025 is expected to create 900 new jobs in the industry, mainly in technical and professional roles. He also pointed out that many skills acquired in the oil and gas sector are transferable to other industries.
As the job market becomes increasingly competitive, LCS has launched a paid internship program to provide final-year students with practical experience at Tier One companies. “Now, we have Guyanese who have been in the system for more than five years, and we expect that certain positions that are nontechnical, we expect to see Guyanese taking up these positions very soon,” Dr. Pertab stated.
Additionally, he mentioned discussions with the Ministry of Home Affairs to streamline work permit issuance for foreign workers in the oil and gas sector, ensuring Guyanese receive fair opportunities for nontechnical positions. “The whole idea is we truly want to ensure that any opportunities that are nontechnical, Guyanese must be given a fair opportunity to take up those positions,” he explained.
During the panel discussion, Tuma also addressed the generational gap in the workforce, emphasizing that each generation brings unique strengths that companies should leverage. He highlighted the value of combining the older generation’s industry knowledge with the younger generation’s digital expertise.
“The older generation has more tribal work knowledge while the younger generation better understands the digital world, and when these strengths are combined, it creates a recipe for success for organizations,” Tuma remarked. He also recommended reverse mentorship initiatives, where younger employees educate senior staff on advancements such as artificial intelligence and automation.
Ultimately, Tuma underscored the importance of fostering a culture of continuous learning within organizations to ensure long-term success in Guyana’s evolving oil and gas industry.