The Silent Cost

Sexual harassment in oil and gas — why it’s everyone’s responsibility

by/ Lara Coursey, CFNP, RPL

If you think this article isn’t for you, it is.
     Whether you’re in the field or behind a desk, a senior leader or a newly minted landman, you have a responsibility to be a role model in the workplace. That means encouraging accountability, creating a culture where harassment is not tolerated and being a safe, professional place for others to share when something isn’t right. This article will help you understand how to do that. It will also shine a light on the often-overlooked reality of sexual harassment in the oil and gas industry — particularly among contractors — and how this issue directly impacts morale, retention and the integrity of our profession.

THE QUIET EPIDEMIC: SEXUAL HARASSMENT 

     The oil and gas industry has long been known for its high-pressure environments, male-dominated workplaces and strong culture of independence. Unfortunately, those same characteristics can also create conditions where inappropriate behavior goes unchecked, especially among contract workers. Sexual harassment in this space is more common than most are willing to admit. Contractors are particularly vulnerable. They often work in remote settings, operate under short-term agreements and have limited access to HR resources or formal reporting structures. Their employment is typically at-will, and speaking up may mean losing a contract, a paycheck or their next job opportunity. That kind of power imbalance is fertile ground for misconduct.

WHY YOU SHOULD CARE

     Sexual harassment isn’t just a personal or legal issue. It’s a professional and operational one.

Bad morale

     When harassment goes unaddressed, it creates a toxic environment. Team cohesion deteriorates, productivity drops and communication suffers.

High turnover
     Talented workers will leave environments where they feel unsafe or unsupported. That means higher recruitment costs, longer onboarding times and disruption to projects.

Damaged reputation
     The industry already battles public perception challenges. Internal misconduct, especially if made public, reinforces negative stereotypes and harms trust. Ignoring the issue doesn’t protect your business or your team. It damages it from the inside out.

HOW TO BE PART OF THE SOLUTION

Lead by example.
     Your behavior sets the tone. Be respectful, professional and inclusive. Speak up when you witness inappropriate conduct — even when it’s uncomfortable.

Encourage open dialogue.
     Make it clear that harassment is not tolerated. Promote a workplace culture where people feel safe speaking up without fear of retaliation.

Understand the risks for contractors.
     Recognize the unique vulnerabilities of nonemployee workers. Advocate for systems that protect them equally, including clear reporting channels and access to HR resources.

Educate your team
     Host training that goes beyond checking the compliance box. Use real-world examples relevant to field and office work alike. Make sure every member of your team knows what to do if they experience or witness harassment.

Take every report seriously
     Even informal or offhand remarks matter. What seems small may be part of a larger pattern. Listen, document and follow through.

AAPL’S ROLE AND RESOURCES

The American Association of Professional Landmen has long recognized the importance of ethics in our industry. AAPL’s Code of Ethics outlines clear standards for conduct, and violations are taken seriously. AAPL also offers a streamlined process for filing complaints. Whether you are a member, a supervisor or a colleague who witnesses unethical behavior, you have access to a system that ensures accountability. This isn’t about punishment — it’s about integrity, safety and professional excellence. We cannot be silent about issues that harm our people and our profession. Every landman, manager, contractor and executive has a role to play in making our industry safe and respectful. When we protect our people, we protect the future of our field.

FINAL THOUGHT

     Change doesn’t start with policy. It starts with people. Your voice, your actions and your example matter. Let’s be the generation of professionals who raise the bar — not just in production, but in principle.

ADDITIONAL RESOURCES

• If you or someone you know has experienced sexual harassment or struggles with related issues, the following resources may be helpful:
• RAINN, Rape, Abuse & Incest National Network is the nation’s largest anti-sexual violence organization and offers 24/7 confidential support.
• Demand Disruption provides resources for those struggling with pornography, harassment or sex addiction.
• According to an article published in the Journal of Communication, a peer-reviewed study covering 22 studies across seven countries found that individuals who consume pornography more frequently are more likely to hold attitudes supporting sexual aggression and engage in actual acts of sexual aggression.
• Freedom Collaborative is a free community event in Houston that unites local survivors, organizations and advocates to raise awareness and provide resources. If you or someone you know needs support, remember you’re not alone and help is out there. For resources, follow @FreedomCollaborativeHOU on Instagram, Facebook and TikTok.