Priyanka Kaul, Senior Instrumentation Engineer, Technip Energies.

Tell us about your journey into the energy industry and how you prioritise and maintain work-life balance.

I started my career in the Energy Industry 20 years back after completing my B.E (Instrumentation) from the University of Mumbai. I have worked in various reputed EPC companies and MNCs like Fluor, KBR, L&T Hydrocarbon Engineering, L&T Technology Services, Desein, S&B, GS E&C, and Technip.

 Work-life balance can be maintained by assessing priorities, setting achievable goals, effective time management, establishing boundaries between working hours and personal life, stress management, focusing on physical and mental health and flexibility.

What inspired you to pursue a career in the energy industry?

As an Instrumentation & Controls Engineer, the energy industry is the best option for a career with the complexity of process plants and the variety of instrumentation used.

What hurdles have you encountered as a woman in a leadership position, and how did you conquer them?

There are basically two types of obstacles:

1. Gender bias and stereotyping in the workplace: One prominent challenge that women leaders face is the gender bias and stereotypes that persist in the workplace. Despite progress in gender equality, many workplaces still hold onto traditional gender roles and expectations, which can make it harder for women to be taken seriously as leaders. Women may be perceived as too emotional or not assertive enough, leading to unconscious bias in hiring, promotions, and opportunities for advancement.

 Additionally, women who do assert themselves may be viewed as too aggressive or unlikeable, creating a ‘double bind’ that can make it difficult to navigate workplace dynamics. This bias and stereotyping can be particularly challenging for women in male-dominated industries or organisations, where they may feel like outsiders or struggle to fit in with the dominant culture.

2. Navigating workplace politics: Navigating workplace politics can be a significant challenge as well. Women may face more barriers to networking and building relationships with key stakeholders, which can limit their opportunities for advancement. They may also be more likely to experience workplace bullying or harassment, which can be a major barrier to success. Additionally, women may struggle to find their voice in male-dominated spaces or may feel like they have to conform to a certain image or personality to be taken seriously.

 Employers can support their female leaders by promoting a culture of inclusivity and respect, providing opportunities for networking and relationship-building, and addressing any instances of harassment or bullying swiftly and effectively. Women can also take proactive steps to navigate workplace politics, such as seeking out mentors or sponsors, building strong relationships with colleagues and stakeholders, and advocating for themselves and their ideas.

As a woman in engineering, how do you ensure your voice is heard and valued in decision-making processes?

Being in a profession relatively dominated by males is not always easy but with ambition, mutual respect, hard work, and empowering collaborations, we are all contributing to a brighter future for women in engineering. What is important is that we make the voices of women heard and valued in decision-making and listen to the great ideas that our female colleagues have to offer. There might be instances where you have to ensure your voice is heard. The only way to achieve that is through continuous learning and by believing in your abilities. In my opinion, there shouldn’t be differentiation between women and men in engineering. To be a successful engineer, you should possess the same skills: technical, analytical, interpersonal, and organisational.

How do you foster a positive and inclusive work culture within your team or organisation?

A positive and inclusive work culture can be fostered by diversity and inclusion initiatives, team work, collaboration and mentoring employees.
What strategies do you use to motivate and empower your team members?

Team work, open communication, collaboration, recognition, delegation, mentoring and training can motivate and empower team members.

Discuss a situation in your leadership role that demanded a difficult decision. How did you address and resolve it?

In a previous role, I faced a situation where one team member consistently struggled to meet deadlines and disrupted team dynamics. To address this challenge, I initiated a one-on-one conversation to understand their concerns. I actively listened to their frustrations and empathized with their workload. Together, we developed a plan to prioritise tasks, delegated responsibilities, and provided additional support when needed. By addressing their concerns and finding practical solutions, we were able to improve performance and foster a more harmonious team environment.

The team member's productivity increased and the positive shift in dynamics resulted in better collaboration and overall project success.
How do you promote gender diversity and inclusion in your workplace?

Some ways to promote gender diversity and inclusion are:

1. Eliminate Biases and Stereotypes: Organisations must challenge and eliminate gender biases and stereotypes in hiring, promotion, and performance evaluation processes. Implementing unconscious bias training and diverse interview panels can help ensure fair decision-making.

 2. Equal Pay and Benefits: Organisations should conduct regular pay equity audits to identify and address any gender-based pay gaps. Ensuring equal pay for equal work is essential in creating an inclusive and equitable workplace.

 3. Flexible Work Policies: implementing flexible work policies, such as remote work options and flexible schedules, supports work-life balance for all employees. This can particularly benefit women who may have caregiving responsibilities.

4. Mentorship and Sponsorship Programs: Establish mentorship and sponsorship programs to support the professional development of women in the workplace. Pairing women with experienced mentors or sponsors can provide guidance, advocacy, and opportunities for career advancement.

5. Employee Resource Groups (ERGs): Encourage the formation of employee resource groups focused on gender equality and inclusion. These groups provide a platform for networking, support, and raising awareness about gender-related issues.

6. Leadership Commitment: Leadership plays a critical role in driving gender equality efforts. Leaders should demonstrate their commitment to gender equality by setting clear diversity goals, fostering an inclusive culture, and holding themselves accountable for progress.
Can you share your approach to staying informed about industry trends and maintaining the ongoing development of your skills?

Professional networking, training, vendor presentations and attending seminars help in staying informed about industry trends.

Can you share some advice for women aiming for leadership positions or pursuing entrepreneurship?

1. Be your authentic self and emphasize your strengths, be ambitious.

2. Find the right mentors.

3. Resilience, humility, and networking.

4. Demonstrate strength with grace and kindness.

How would you describe your life in 3 words?

Discipline. Punctuality. Focus.
What would you write on your own fortune cookie?

‘You have inbuilt strength and will power to conquer all obstacles and achieve success’.

Priyanka Kaul is a Senior Instrumentation Engineer, Technip Energies. She holds a B.E in Instrumentation and has 20 years of industry experience in the Oil & Gas, LNG, and Power sector. Ms Priyanka has been in managerial and leadership positions, leading several International Workshare projects with American Clients, e.g., Sunoco, and Venture Global LNG as well as Indian projects, e.g., HPCL, and Reliance.

Ms Priyanka has served as a Senior Discipline Lead Instrumentation at L&T Technology Services Vadodara for 3 years. Prior to this, she worked as a Manager – Instrumentation at Valdel E&C/S&B India for 7 years.

Ms Priyanka has a proven track record in executing large projects for International Clients involving excellent communication, diverse skills, innovative ideas, and collaboration across functions and geographies. She has been appreciated by International Clients. She has been recognised with the L&T Technology Services People Champion Award for Best Manager.

When it comes to mentoring, Ms Priyanka has been responsible for the training, performance appraisal and development of her team members as well as technical training for the Instrumentation Department.

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