At SEFE, we regard diversity and inclusion not as buzzwords, but as principles that fuel innovation, progress, and success within the energy industry. And it’s through the diverse voices of our colleagues that we’re able to gain valuable insights into just how important cultivating inclusion and embracing diversity is – at every level of our organisation.
Featuring input and insights from a range of colleagues across SEFE, here’s what we’re doing to make the culture at SEFE vibrant, welcoming, and inclusive.
Prioritising Diversity & Inclusion
“In my opinion, fostering diversity, equity, and inclusion (DEI) is paramount within SEFE,” says Roshni De Silva, Vice President HR CCO, London. “Reflecting this diversity across our company is not only a matter of social responsibility but also strategic business sense.” So how can we do this? By integrating DEI initiatives into our company narrative, we’ll be able to effectively meet the diverse needs of our global customer base.
Proactive Leadership
To truly embrace diversity and inclusion, management needs to be aware of two things.
Firstly, an inclusive hiring strategy – that spans every level of our organisation – is key for a cohesive and welcoming environment. “Reflecting on my journey at SEFE, there is a real sense of proactivity among our leadership team,” recalls Roshni. “Promoting inclusivity and diversity must be an HR agenda. Here, fostering this kind of culture is also being pushed forward by management, and it has led to a more collaborative relationship between HR and the C-Suite.”
Second, managers must be aware of the gap in the treatment and promotion of women. They can close this gap by considering female colleagues in management decisions and by focusing on setting up diverse teams which contribute to a more positive company culture. “At SEFE, our focus should be on ensuring there are structures in place to promote and advance diversity at every level,” advises Anahid.
We want women across SEFE to be more proactive and reach out to each other. “Taking part in a mentoring programme can really help support women in their careers at all levels. This will also help provide them with an established platform to advocate for inclusion,” Anahid adds.
Training our staff to recognise and eliminate unconscious bias is pivotal – and goes a long way to making sure diversity isn’t just accepted but celebrated. We’re thinking long-term about this. By implementing supportive policies, we are laying the groundwork for real, lasting change.
Closing the Gap
The energy sector has historically been male dominated. That’s no secret. As such, SEFE recognises the need for increased female representation in higher positions. “We’re proud of the fact our operations team has several senior roles held by women. However, there’s still a notable disparity within our trading desks. We see this as an area ripe for improvement, somewhere to make further strides towards inclusive leadership,” says Virginia Vinhas, Junior Shipping Operator, Singapore.
How Can Men Be Allies?
Men at SEFE can do their bit too. In fact, male allies play a pivotal role in fostering inclusion at SEFE by treating female colleagues as equals. “Male allies have a part to play in creating an environment that is supportive and inclusive wherever possible,” adds Roshni. “This includes supporting initiatives created to drive inclusion and diversity at all levels, such as championing and being mindful of part-time and flexible working among colleagues.”
Particularly when facing the challenges of parenthood, differences occur. Women aren’t recognised in the same way that dedicated fathers are. At the same time, they take four times as much parental leave as men. “Going forward, recognising these social disparities, and supporting women here as they balance work and family, will be crucial,” says Virginia.
Embracing Innovation
Inclusion brings diverse mindsets and fresh perspectives, something that’s essential for the dynamism and creative solutions required in today’s energy challenges. “SEFE is a company with branches in different parts of the world. Opinions and views from different perspectives and cultures contribute to innovation and know-how,” says Elena Badikova, VP of Office Management and Communications, Kassel.
Job Satisfaction and Employee Retention
A culture of diversity and inclusivity isn’t just great for productivity. It also enhances job satisfaction by empowering individuals to bring their unique perspectives, experiences, and talents to the table. And that in turn, is what lets a sense of belonging and value within the workplace flourish.
“These things are felt the most in my interactions with customers and colleagues. From engaging in deep discussions and addressing contract queries to collaboratively preparing for these interactions with our commercial team, these are all aspects of my job that I immensely enjoy,” shares Maguali Mahe, Customer Service Specialist, Paris.
What’s Next for SEFE?
As we move forward, SEFE remains dedicated to expanding our diversity and inclusion initiatives, recognising that our differences are not merely accepted but welcomed.
By embracing diversity and fostering inclusion, we not only enhance our organisational culture but also drive innovation and better serve our global clients.
And together, we can create a workplace where every individual feels valued, respected, and empowered to reach their full potential.
To find out more about careers at SEFE Marketing & Trading please visit our homepage.
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