Moeko Sakata
Project Coordinator
Japan Petroleum Exploration Co., Ltd.
Ms. Moeko Sakata is a Project Coordinator at Japan Petroleum Exploration Co., Ltd. (JAPEX). Based in the Americas Business Department, she supports U.S. upstream exploration and production operations through its subsidiary in Houston. A graduate of Waseda University in Politics and Economics, she brings a young professional’s perspective to workforce development in the energy sector.
Participates in
TECHNICAL PROGRAMME | Energy Leadership
Human Capital - Attracting, Training and Retaining
Forum 30 | Digital Poster Plaza 5
30
April
10:00
12:00
UTC+3
In today’s competitive job market, the energy sector is in a constant race to attract, develop, and retain the best talent. In Japan, these challenges are intensified by a shrinking labor pool and an aging workforce. Against this backdrop, the nation’s unique shinsotsu (new graduate) hiring system offers both obstacles and opportunities for building a sustainable, diverse talent pipeline—particularly for women.
Despite women representing over 30% of STEM graduates in Japan, they make up only about 11% of the energy sector workforce (Ministry of Economy, Trade and Industry of Japan, 2024). This disparity is less about ability and more about perception: many graduates see the sector as rigid, male-dominated, and misaligned with their career aspirations. From my own recent experience as a job-seeking student, I prioritized work–life balance and purpose-driven work, yet the energy sector was not immediately visible as a viable option. It took time before I discovered the opportunities within oil and gas, which left me with the impression that the industry is not reaching as many potential candidates as it could. This gap represents a missed chance to connect with exactly the type of diverse, motivated talent the sector needs.
This presentation will break down what new graduates prioritize when choosing an employer—job stability, work–life balance, career development, purpose-driven work, inclusive culture, and flexibility—drawing from national surveys, international benchmarks, and firsthand observations as a second-year employee in the sector. It will also examine how these priorities can be leveraged to make the energy industry a more attractive career destination.
A core focus will be on practical examples from JAPEX (Japan Petroleum Exploration Co., Ltd.), including outreach to female STEM students, mentorship programs and cross-functional training. By connecting graduate priorities with tangible initiatives, the presentation will propose a replicable model for attracting and retaining diverse talent from the very start of their careers.
In a rapidly changing energy landscape, success will belong to companies that treat early engagement and inclusion as strategic imperatives—not optional enhancements.
Despite women representing over 30% of STEM graduates in Japan, they make up only about 11% of the energy sector workforce (Ministry of Economy, Trade and Industry of Japan, 2024). This disparity is less about ability and more about perception: many graduates see the sector as rigid, male-dominated, and misaligned with their career aspirations. From my own recent experience as a job-seeking student, I prioritized work–life balance and purpose-driven work, yet the energy sector was not immediately visible as a viable option. It took time before I discovered the opportunities within oil and gas, which left me with the impression that the industry is not reaching as many potential candidates as it could. This gap represents a missed chance to connect with exactly the type of diverse, motivated talent the sector needs.
This presentation will break down what new graduates prioritize when choosing an employer—job stability, work–life balance, career development, purpose-driven work, inclusive culture, and flexibility—drawing from national surveys, international benchmarks, and firsthand observations as a second-year employee in the sector. It will also examine how these priorities can be leveraged to make the energy industry a more attractive career destination.
A core focus will be on practical examples from JAPEX (Japan Petroleum Exploration Co., Ltd.), including outreach to female STEM students, mentorship programs and cross-functional training. By connecting graduate priorities with tangible initiatives, the presentation will propose a replicable model for attracting and retaining diverse talent from the very start of their careers.
In a rapidly changing energy landscape, success will belong to companies that treat early engagement and inclusion as strategic imperatives—not optional enhancements.
