Fireside Chat: Powering Progress Diversity, Leadership and Building Balanced Workforces in Africa’s Energy Sector

Paul Sinclair:
Pat, it’s always a pleasure to sit down with you. This year, AOW:Energy and Lean In Equity & Sustainability are doubling down on something we’ve both fought hard for in the build up to AOW:Energy, “building truly balanced workforces in Africa’s energy sector.”  Why is this moment so pivotal for Diversity & Inclusion (D&I) and why should everyone in our industry pay attention? 

Pat Van de Loosdrecht
Thank you, Paul. I think we can both agree that we are standing at a critical crossroads in Africa’s energy narrative. The global energy landscape is shifting rapidly with new technologies, new policies, and new demographic realities. The old ways simply won’t take us where we need to go, and we need the best minds and fresh thinking toward both the sector and the workforce. 

That’s why our D&I platform at AOW:Energy is essential. If we want to solve Africa’s energy dilemma, we need all our talent at the table and we believe balance in our workforce will reflect the best solutions and ideas facing us. Balanced leadership is key in every sector, in every walk of life and I believe the Powerlist can unlock the talent we need for a brighter future for people, industry and our continent, it’s the key to unlocking long-term, scalable solutions. 

Paul Sinclair
Pat, as always, you’re absolutely right. And that’s been the foundation of our partnership for years. The AOW:Energy and Lean In Equity and Sustainability Powerlist has always been about action and outcomes, for years I`ve worked with Lamé Verre and we have always maintained this is central to what we want for our region. I’ve seen first-hand how our platform has transformed people’s careers, built pipelines, and opened doors. But now, we want to do even more. Let’s talk about that. 

Pat Van de Loosdrecht
The Powerlist has been a movement of trust and opportunity, I am so proud about everything we have achieved year on year, and we are constantly hearing from network members who say how impactful participation in the Powerlist has been for them, truly transformative. It has acted as a platform for women to break down those stubborn barriers, to get them into boardrooms, and we have helped redefined leadership in energy. But what excites me now is that we’re evolving the Powerlist to become a catalyst for real, sustained, long-term change. 

We want to move beyond visibility and gestures, what we want and what we are achieving is change and impact. We are beginning to see lives, sectors and approaches change through the network we have built. Paul, we’re building mentorship frameworks, supporting female entrepreneurs, launching the West Africa Women in Energy Network, and developing actionable strategies that companies and governments can embed into policy. 

This year, we’re asking: How do we create systems that continuously develop female leadership? How do we embed D&I so deeply that it’s no longer an initiative but a simple part of everyday life? 

Paul Sinclair
Pat I agree totally, whilst we are still talking about this, we still have work, and I really do agree it needs to become the norm to have balanced workforces and board rooms that can inspire people from every walk of life. That’s exactly the mindset we need. For us at AOW:Energy, it’s about building sustainable structures that deliver on our commitment to equality and shared prosperity. Pat, let’s talk about mentorship, because I know you’re passionate about it. What’s the real value of these programs? 

Pat Van de Loosdrecht
Mentorship is one of the most powerful accelerators for any demographic anywhere in the world. Experience is a priceless commodity, and we believe if we can link the potential of tomorrow with the experience of today, we have already made a huge leap of progress. Mentorship helps navigate systems and provide guidance that will nurture success. 

One of the things I love about our partnership is that we’re not creating short-term mentoring moments. We’re creating mentorship pipelines, long-term partnerships, and active communities. Through the West Africa Women in Energy Network, we’re going to give women in the region access to the tools, the contacts, and the stage to step into leadership and thrive. 

We’re also focusing heavily on supporting female entrepreneurs, especially when it comes to financial guidance and access to markets and funding. It’s one of the biggest barriers and we intend to break this down as well.  

Paul Sinclair
That’s such a critical point. There’s a direct commercial advantage to getting this right. It’s clear there is an abundance of regional talent waiting for the right opportunity and we fully intend to support in nurturing this over the coming months with you.  

Pat Van de Loosdrecht
Exactly. I`ve always said, D&I is not only a moral obligation but something we can all benefit from in business, a diverse and balanced workforce and leadership is essentially a strategic choice for growth and shared prosperity. Balanced teams bring better decision-making, better innovation, and stronger business results. There’s a misconception that D&I is a “soft” agenda, but it’s really not. It’s a shared growth agenda. 

And energy companies that don’t prioritise it? They’re going to fall behind. Global capital is becoming more selective. Investors are asking about ESG. Young talent is looking for companies that reflect their values. Governments need to build policies that reward and prioritise gender equity because it’s now part of what defines a globally competitive industry. 

Paul Sinclair
What I also find really exciting is that we’re putting government, operators, and service companies all in the same room to talk about this. Through our D&I platform at AOW:Energy 2025, we’ll be sharing practical strategies to embed D&I into the DNA of organisations to share success on a multitude of levels, none least people themselves. 

Pat Van de Loosdrecht
That’s right, we’re setting the tone for how companies and governments can take this from intention to implementation. 

We’ll be discussing how to: 

• Break down structural barriers that prevent women from entering field operations, boardrooms, and C-suite positions. 

• Build policies that reward companies for balanced leadership. 

• Create visible, empowered pipelines of female leaders. 

• Scale mentorship, sponsorship, and peer support networks that actually move the needle. 

Paul Sinclair
And this is why Pat, we’re actively inviting everyone to join us. Whether you’re a CEO, an entrepreneur, a student, or an ally, you have a role to play in shaping the future of this industry. 

Pat Van de Loosdrecht
We’ve built the Powerlist to celebrate women who’ve led. We’ve built the West Africa Women in Energy Network to develop those coming through. And through our D&I program, we’re giving every company, every leader, a blueprint for what action looks like. 

I encourage everyone reading this to be a part of this. Join the movement. Join the network. Join us at AOW:Energy 2025 in Accra. 

Paul Sinclair
Pat, I couldn’t have said it better. Thank you for your vision, your energy, and your partnership. I really can’t wait to share AOW with you and to see the great outcomes we will develop from out inputs, energy and drive to make this sector and our continent more inclusive. 

Pat Van de Loosdrecht
Thank you, Paul. The work continues. And together, we’ll make sure it counts this time and beyond!