From Engineer to CEO: Sharifah's Rise in the Oil and Gas Industry

In a traditionally male-dominated industry like oil and gas, the presence and contributions of women are vital for driving innovation, diversity, and progress. The story of Sharifah, the CEO of a prominent EPC oil and gas company in Malaysia (MMC Oil & Gas), showcases the transformative power of women in the energy sector. Her journey from an aspiring doctor and accountant to becoming a trailblazing engineer and a respected industry leader is an inspiring testament to the limitless potential of women in shaping the future of energy.

As the world increasingly turns towards sustainable practices and the urgency to combat climate change intensifies, the industry is undergoing a significant transformation. Embracing alternative energy sources and technologies is no longer a luxury but a necessity. And it is within this landscape of change that Sharifah and other visionary leaders are spearheading the venture into a greener future. Read Sharifah's story below:

1. What sparked your interest to begin a career in engineering?

Growing up, I wanted to be a doctor and then an accountant. These were normal choices for 17-year-olds in that era. However, after my Sijil Pelajaran Malaysia (SPM AKA Malaysian Certificate of Education), I changed my career choice to electrical engineering upon researching that there will be an abundance of opportunities in Malaysia for Electrical Engineers upon graduation timeframe.

Coincidently, engineering also requires a strong foundation in mathematics, which was my forte. Hence from Malaysia, I went to further my studies in the UK, doing my A Levels in Swansea (Wales) and a degree in Electrical Engineering at Nottingham University. My research on the job market showed that having an engineering degree together with an MBA would make one more attractive to a company at that time. Thus, I pursued with Masters in Business Administration (MBA) at Nottingham University, upon completing my engineering degree.

Coming back to Malaysia in 1990, I was offered a management trainee position in Sime Darby and was placed in the Instrument Engineering department at Sime Engineering Sdn Bhd. Sime Engineering is an engineering consultant company for Oil Majors in Malaysia. I really enjoyed being introduced to engineering design in Sime and being part of a team that designs offshore platforms and processing facilities.

I loved being in an engineering ambience. To be part of a team that creates and ensures a platform will drill and process or a plant will do the necessary processing - without it exploding!

I also love the challenges and thought processes of problem-solving that were inherent throughout the training duration. Given the choice of being assigned to Corporate Finance or Engineering, I decided to stay in engineering.

That was the start of my career initially as Instrument Engineer in Oil and Gas Engineering Consultancy segment. In 1995, I moved to MMC Oil and Gas Eng Sdn Bhd as Project Engineer. My career progressed over 28 years until today I am the CEO of MMC Oil and Gas Eng Sdn Bhd.

2. Who were your mentors?

I did not have only one mentor throughout my journey. There were so many people that inspired me at different corners of my life. I loved observing and learning from the strength of the people around me. There were so many experiences that one can embrace from your surroundings, the good and bad when you really look and listen. Those around me, have directly or indirectly pushed me to continue to try my best in everything I do. And I can never thank them enough.

The engineering training that I had taught me to look at each problem objectively and systematically and find solutions by addressing root causes. And the person I am, giving up is not in my nature. My definition of failing is when one does not get up to continue the journey after failing. Rising from failure means that I am just one or a few steps away from where I want to be!

3. Being in a high-stake position, what does your day typically look like?

Every day means handling matters in the office, handling issues within the family and organising events for the industry. This juggling activity requires perseverance and hard work mentally and physically. But at the end of the day, to come back to a happy family, see your career progressing and be able to contribute back to society is very rewarding.

Having to juggle the 3 aspects of my life - career progression, family and well-being - has not been easy. A sound support system must be put in place to ensure that everything goes well. I could not be where I am today and achieve what I have achieved today without the support of my family.

4. Why do you think it’s important to include women in the energy industry?

An industry is an ecosystem. Just like life itself, an ecosystem will require different types of skill sets to ensure the success of its delivery. Skillsets do not have a gender bias. Restricting skillsets by gender and not capability means depriving a company of employing the best person to do the job. Thus, not optimising the success of the delivery.

Women have many inherent natural skill sets that are suitable for many positions in an ecosystem. We need to encourage the inclusion of women in the industry based on capabilities. The inclusion of women in the industry needs to be looked at from the perspective of the positive impact it can bring to the team and not restricted by disadvantages that may be perceived.

Public awareness of how a company has succeeded by adopting gender inclusion needs to be increased and shared.

5. Having great policies such as flexible working hours can encourage more women to join the energy workforce. Are local engineering companies open to taking the necessary steps for these policies?

Today gender diversity/inclusivity is no longer a taboo. Many companies have already embraced and understood the advantage of inclusivity. COVID have accelerated the use of digitalisation in our businesses. This has led to the ability to work from home which is a relief for many out there. This flexibility is seen as an advantage - especially in women's workforces. However, whilst some can embrace this as the norm, many are still facing the ability to measure efficiency and productivity.

Aside from policies, women leaders in high-stake positions can make a great impact. More discussions session and mentoring sessions will need to take place concurrently to encourage women to climb the ladder and contribute to the best of their abilities. A study that I read mentioned that although 50% of university graduates entering the workforce are women, only 5% reach the C-suite.

The hindrance for career women is not the lack of capability. Most of the time, it’s the confidence level, ability to be comfortable in positions of power, and juggling between home and work.

These are the matters that need to be discussed and shared between those that managed to break through the bubble and those that are still on the journey. The keyword here is to empower women in the workforce by collaborating and supporting each other.

6. How are we preparing the local industry to embrace green energy?

Quoting an article on the agenda of SDG adopted by the united nations in 2015:

“At its heart are the 17 Sustainable Development Goals (SDGs), which are an urgent call for action by all countries - developed and developing - in a global partnership. They recognize that ending poverty and other deprivations must go hand-in-hand with strategies that improve health and education, reduce inequality, and spur economic growth – all while tackling climate change and working to preserve our oceans and forests.”

Paris Agreement and COP 26 have united the world in elevating the urgency to tackle the climate change concern to ensure a continued livable climate in this world that we live in. This is EVERYONE’s responsibility with NO exception. This awareness of responsibility must be understood. Actions required to reduce greenhouse gas emissions are not textbook solutions that are readily available.

However, each country must be allowed to develop its own path towards net carbon zero, especially in the energy industry. The energy trilemma – reliability, affordability and sustainability must be satisfied, or else the country will face an energy crisis. The availability of alternative energy and technology availability and feasibility in a country needs to be considered. I would stress that the disruption that we face today in the energy industry is creating exciting times for the engineering fraternity. Engineers need to go back to the drawing board to look at what we have today and develop technology and innovation solutions for the unclear path towards a clear objective.

7. Going into the energy transition, how can companies better upskill their current talents?

There’s no single solution that fits all, the energy transition has been a long journey and it still is. Other countries that have reliable alternative energy resources are exploring its adoption as an energy solution. Meanwhile - Malaysia is still looking at gas as the transition energy due to the energy trilemma whilst other alternatives are still being explored.

In the oil and gas industry, stakeholders are looking for low-carbon solutions and alternative technology and innovations to support their company's pledges towards net carbon zero in 2050. The journey through delivering Scope 1 and developing and understanding Scope 2 and Scope 3 is still underway.

Adapting is a need in the energy business - which means companies must take proactive measures to study new methods, execute them and train employees on green alternatives. To me, the other choice aside from adapting is failure - being left far behind and stagnant in the wake of others building a better world. Industry key players must realise this for us all to support the energy transition - consumers and producers.

8. Education is an important aspect when it comes to the energy crisis. How can we better prepare the future generation for upcoming challenges related to energy?

The main thing when it comes to the energy industry is the focused effort to educate and create awareness on what is the outcome that Malaysia as a country is expecting to see. Then the realignment of understanding and expectations between the younger and older generation workforce also needs to be addressed.

Mentoring sessions, educational seminars and field trips are of course - staple methods to promote a better understanding of current world issues such as the energy crisis. The issue here would be the implementation - not enough “education” is happening which calls for everyone to partake in sharing their knowledge and inspiring the younger crowd to join the movement.

9. Outsourcing seems to be a running theme since the pandemic in 2020 (gig economy, freelancers etc). What are your thoughts on outsourcing as a method to support the new energy movement?

Disruption and change in the industry are now constant and personally - digitalisation and innovations are seen to be levers to the future. There is now a plethora of recruitment methods that could help us in the talent shortage crisis in the energy sector. I’ve heard of online marketplaces like Trees Engineering and a lot of traditional manpower agencies, some in more niche areas (like renewables) than others. Freelancers and short-term talents are a good way to support ongoing projects - especially for tough-to-find people.

Follow Sharifah and her journey at MMC at?https://www.mmcog.com/

For engineering opportunities, visit www.trees-engineering.com - the #1 engineering marketplace for talents in energy.