IBP Discusses Strategies to Combat Racism and Promote Black Leadership
Leaders and experts from the energy sector came together in a webinar hosted by the Brazilian Petroleum, Gas and Biofuels Institute (IBP) on March 25 to discuss concrete solutions to racial discrimination and the urgent need for meaningful affirmative action initiatives. The event highlighted that addressing racism within the industry requires more than awareness—it demands a commitment to transforming corporate career pathways and opportunities.
During the webinar, Carolina Souza, Deputy Coordinator of IBP’s Race and Ethnicity Working Group, presented the results of the self-identification survey conducted as part of the Ziga program. The survey, which received 138 responses, aims to map the profile of Black professionals working in the sector.
The findings challenge the frequently cited argument that there are not enough qualified Black professionals available for industry positions. Among respondents, 33% hold postgraduate degrees and 21% have completed undergraduate education. Most work in exploration and production companies (49%), with academic backgrounds primarily in Engineering (28%) and Business Administration (12%).
“The survey helps us delve deeper into the issue and provides data to challenge misconceptions and assumptions,” Carolina noted.
Denise Santos, Supply Chain Manager at Shell Brasil, shared her experience of often being the only Black woman invited to participate in diversity panels, highlighting the near absence of Black women in leadership positions within the industry.
“We have a responsibility not only to bring our challenges to the table, but, above all, to discuss solutions,” she said.
Karen Cubas, Manager of the University of the Oil, Gas and Biofuels Sector (UnIBP), emphasized that discrimination is not a problem of the past and continues to actively limit career paths and opportunities in both corporate and educational environments.
“We work in an industry that is predominantly made up of white professionals, which means the responsibility belongs to everyone. This is more than a reminder—it is a call to action and accountability,” she stated.
The visual reality of exclusion was reinforced by Nelson Narciso, Chair of the ROG.e 2026 Organizing Committee, who noted the almost complete absence of Black executives at CERAWeek, with the exception of delegates from African countries.
Tamiles Alves, Coordinator for Affirmative Action in Politics and the Private Sector at Brazil’s Ministry of Racial Equality, argued that companies need to conduct rigorous internal assessments, measuring not only hiring outcomes but also retention rates, pay equity, and employee turnover. She stressed the importance of applying an intersectional lens that considers both race and gender, noting that Black women continue to occupy the lowest levels of the corporate hierarchy.
Felipe Bernardes, Operations Coordinator at Petrobras, explained that the company is preparing the second cycle of its corporate mentorship program exclusively for Black professionals, designed to support leadership development and career progression. In addition, Petrobras has incorporated diversity criteria into service provider procurement processes and promotes initiatives to train Black lawyers for careers in the energy sector.
The company has also developed internal training programs on colorism, reaching approximately 1,000 employees and adapting the discussion to the specific context of the oil and gas industry.
Leandro Pinheiro, Research and Development Contracts Manager at Shell Brasil, emphasized that “there is no leadership without preparation” and argued that companies must maintain consistency in their diversity initiatives, even during periods of economic uncertainty.
Another key topic discussed was the role of sponsorship and mentoring. Participants highlighted the value of collective mentoring models, which differ from traditional one-on-one mentoring and more closely reflect the community-oriented experiences of many Black professionals.
Rafael Vicente, Executive Director of the Business Initiative for Racial Equality, warned that racial inclusion indicators in Brazil have stagnated. According to him, increasing representation is not solely a matter of professional qualifications, but also of changing decision-making processes within organizations.
“The issue is not necessarily the indicator itself. The challenge lies in making a clear commitment and defining concrete actions,” he said, emphasizing that companies need measurable goals and leaders who are accountable for results.
Click here to watch the webinar.
