Tamika Robinson’s work ethic as a janitor caught the attention of a few process operators one day at Dow Plaquemine, and it launched her on a new journey.
They encouraged Robinson to apply for the company’s apprenticeship in process technology, after which she was subsequently interviewed and accepted. Today, she’s receiving on-the-job training at the plant while also attending P-Tech school at River Parishes Community College—tuition-free thanks to a Dow program.
Taesia Shello, the global talent acquisition leader for Dow in Baton Rouge, says the apprenticeship program is just one tool in an expanding toolbox of perks offered by the company, all intended to attract and retain workers in an increasingly competitive landscape.
“We are competing with everyone,” Shello says. “Now, everyone is sharing talent, whether it be in health care, construction or even retail. These other industries are seeing the value of a STEM education or in the other skill sets acquired in the industrial space.
“It’s now important more than ever that we ‘sell’ our company,” she adds. “Generation Z, for example, really wants to plug in and get engaged in what’s going on with their job.”
Promoting work-life balance is vital to the strategy, though Shello admits it can be tough when running a 24/7 industrial facility.
“Nevertheless, we understand the importance of the family, so if an employee needs to take leave for a parent or child, we’ll work with them to accommodate that,” she adds. “We offer extended parental leave for both fathers and mothers and support them however we can in a family crisis.”
And when external circumstances change, Dow evolves to meet the need. For example, when the company noticed a drop in the number of women returning to the workforce in the wake of the COVID pandemic, they proactively expanded their accommodations for childcare and other needs.
As Shello puts it, “It’s one thing to try to attract them to the industry, but how do we provide the tools they need to be successful?”
Although nothing new, Employee Resource Groups are taking on a heightened importance as they provide a vital connection between specific employee groups and their work environment. The makeup of these networking groups runs the gamut from veterans to senior employees to young workers.
A Dow app also enables employees to engage with others, whether pertaining to mental health issues or to participate in walking and running clubs that promote overall well-being.
The approach has been largely successful, as Dow’s retention and engagement numbers have been on the rise.
Regina Davis, refinery manager at ExxonMobil in Baton Rouge, believes continuing education opportunities are also critical to employee retainage. Employees with a clearly defined path to advancement are more likely to stay.
ExxonMobil actively promotes opportunities for career advancement for its employees, emphasizing a long-term career path with various internal mobility options to help workers reach their full potential within the company.
That includes access to training programs and the potential for promotion across different departments and locations. “We need to ensure that workers have access to all these things,” Davis says. “That will, in turn, help our workforce thrive.”
A Bond of Resilience
Sometimes, even tragedy can build loyalty in a workforce. As for Sasol, its five corporate values—be safe, be caring, be inclusive, be accountable and be resilient—have been put to the test in recent years.
“The resiliency part of that, in particular, has been tested since 2020 with COVID, economic disruptions and hurricanes,” says Sarah Hughes, director of corporate affairs in Lake Charles, “but I feel it made us stronger as a facility.
In the wake of Hurricane Laura, Sasol offered employees interest-free loans up to $10,000 for repairing their homes. And in response to COVID, Sasol created flexible working arrangements whereby employees—when possible and with the approval of their supervisors—could work a hybrid schedule in the office and at home.
Sasol offers its “Culture Collective,” with events throughout the year such as after-hours watercolor classes. Says Hughes: “It’s a way for employees to network with each other outside of those day-to-day work environments.”
The various engagement programs, Hughes says, create a bond among employees and strengthen a unique and diverse culture grounded in Sasol’s South African roots.
