Marina (fourth from right) with fellow PLWN members at the launch of the ‘Women in Energy’ book, celebrating the contributions of women in the energy sector.
THE energy transition is no longer a choice – it is an urgent global mission requiring immediate and decisive action.
As global energy demand continues to rise, countries must navigate the challenge of balancing economic growth with sustainability.
However, the pace of transition varies significantly across different regions – a reality that Petroliam Nasional Bhd (PETRONAS) corporate strategy senior vice president Marina Md Taib refers to as the “multispeed” energy transition, highlighting the uneven shift towards cleaner energy across nations.
While developed economies can rapidly scale up renewables, emerging economies face distinct challenges, ranging from infrastructure readiness to economic constraints.
Marina shares that emerging markets and developing economies like Malaysia and its Asean counterparts must manage competing priorities such as energy security and affordability, economic growth, public health improvements and sustainability.
“It is important to acknowledge the challenges and opportunities unique to our country and region, including the nuances around policy, access to capital and the readiness of supply chains, among other factors. Amid evolving geopolitical shifts, new trade policies, tariffs and rising costs, energy security remains a top priority in our region,” she explains.
Recognising these complexities, PETRONAS has positioned itself as a key enabler of change, driving Malaysia’s energy transition while also supporting the broader Asean region in achieving a secure, sustainable and inclusive energy future.
“Energy security is not seen as a trade-off, but as an integral part of ensuring an orderly transition, especially in Asia,” says Marina.
“PETRONAS has been steadfast in executing our Energy Transition Strategy, adopting a balanced approach to delivering more energy with less emissions to meet customer demands while making a meaningful impact – both domestically and globally.”
At the heart of this transition is a portfolio transformation, with PETRONAS enhancing its core business while capturing opportunities in new businesses, namely renewables, hydrogen, green mobility, carbon capture and storage (CCS) and biofuels – all while reducing greenhouse gas emissions.”
However, Marina emphasises that a strong strategy alone is not enough.
“Having a good strategy without the right talents in the right places won’t get you anywhere. Given the complexities of the energy landscape, I strongly believe that having a diverse workforce, in terms of capability, gender and perspectives – will make all the difference. And that is what we advocate here in PETRONAS.”
Marina (left) during her stint at Brunei Operations.
Diversity, equity and inclusion (DEI)
PETRONAS recognises that fostering an equitable and inclusive environment is not just a moral responsibility, but a business imperative that fuels effective leadership, driving innovation and supporting the global energy transition.
“Our philosophy on diversity and inclusion is not merely a moral obligation. We believe it is a strategic advantage, deeply embedded in PETRONAS’ DNA.
“The best ideas and flawless execution of strategies and plans are achieved when diverse perspectives come together, when we embrace differences – be it gender, ethnicity, background or experience – and when we create a platform where every voice is heard and valued,” Marina explains.
She emphasises that the company is committed to creating an environment where every employee can thrive and contribute to enterprise objectives.
“Within the organisation, promoting equal opportunities for both women and men, enhancing employee well-being and encouraging diversity at every level remain core principles,” she adds.
A diverse and inclusive workforce fuels innovation, enhances decision-making and ensures PETRONAS remains competitive in an evolving energy landscape.
Despite being a traditionally male-dominated industry, PETRONAS has made significant strides in breaking gender barriers.
Today, 29% of PETRONAS’ senior leadership positions are held by women, a significant increase compared to the global oil and gas industry average of 20%, according to the 2023 Untapped Reserves 3.0 report by Boston Consulting Group (BCG) and WPC Energy.
However, Marina acknowledges that achieving gender parity in leadership requires more than just numbers.
“Cultivating an inclusive ecosystem that nurtures both personal and professional growth – not just for women in the industry, but for the next generation – is crucial to advancing diversity in leadership roles.”
Marina strongly believes that unlocking potential is key to progress and seizing opportunities.
“You can’t lead change without first stepping up and stepping out. You can’t rally or influence others if you don’t first equip yourself with the right knowledge and skills. Leaders must embrace continuous learning, build credibility and foster an innovative mindset.”
Beyond gender diversity, PETRONAS has expanded its commitment to inclusive employment by championing neurodiversity. Since 2023, the company has successfully hired 11 neurodiverse talents and is continuing its efforts to create awareness of neurodiversity in the workplace.
PETRONAS also aims to further embed inclusive practices within its procurement and health, safety, security and environment (HSSE) standards to enhance diversity beyond the workplace. Discussions are ongoing around potential initiatives to drive inclusive business practices across suppliers and the community.
The company’s commitment to nurturing future talent is evident in its long-standing education initiatives. To date, PETRONAS has sponsored over 39,000 students through various scholarship programmes, investing RM3.81bil in talent development.
By focusing on science, technology, engineering and mathematics (STEM) education and leadership grooming, PETRONAS is shaping a pipeline of future-ready professionals who will drive the energy transition forward.
Marina sharing her insights on energising energy investments within the Global South ecosystem at a roundtable session at CERAWeek 2025.
Dedicated inclusive leader
Driving PETRONAS’ energy transition and DEI efforts, Marina’s career journey is built on resilience, adaptability and innovation.
Today, Marina leads a team of 150 talents with diverse capabilities, overseeing PETRONAS’ enterprise objectives, with a key focus on the Energy Transition Strategy and steering the necessary shifts in the company’s portfolio.
Marina joined PETRONAS in 1999 as a finance executive after completing her Chartered Accountancy articleship. Over the years, she has held strategic roles in Corporate and Upstream, including serving as Brunei Operations head and Treasury vice president.
Her journey is a testament to breaking barriers. She made history as PETRONAS’ first female country manager for Brunei operations, an achievement in a highly technical industry where leadership roles were traditionally reserved for engineers.
“But I truly believe that tough experiences help to build character and resilience.
“Resilience, adaptability and agility to turn challenges into opportunities – this is what defines true leadership,” she shares.
With the energy industry facing unprecedented challenges related to decarbonisation and the transition to cleaner energy solutions, Marina explains that women bring different perspectives to problem-solving and leadership.
“I believe that being underrepresented in leadership roles encourages women to think outside the box and challenge the status quo. This is the added advantage that women bring to decision-making.
“This unique perspective fosters inclusive leadership qualities such as collaboration, innovation and a long-term vision. As the energy sector evolves these qualities are essential, emphasising the need for diverse perspectives at leadership levels.
“I have been very fortunate to be involved in various projects across the energy sector, both within PETRONAS and at the national level and I have been privileged to work and learn from various leaders, stakeholders and talents.”
She highlights, “Being part of these projects has deepened my appreciation for the national and global energy sector, as well as the nuances of challenges faced across different phases and timelines.”
She is a firm believer in mentorship and leadership development, emphasising that support systems and networks are crucial for success.
“As a strong advocate for inclusive leadership, I value mentorship programmes because they provide me and my fellow women peers with the opportunity to share experiences and inspire other women and the younger generation through a more personalised approach.”
“We must create opportunities and advocate for our peers – especially women – to strengthen the pipeline of future leaders.”
Creating new pathways for women
Recognising the unique challenges women face in advancing within the energy industry, PETRONAS established the PETRONAS Leading Women Network (PLWN) in 2015 to support women in unlocking their full potential. PLWN was designed to address three common barriers: unconscious bias, lack of visibility and obstacles to re-entering the workforce after career breaks.
“Workplace culture and unconscious bias can contribute to women feeling less included or supported. The lack of female role models in technical fields further affects representation and inspiration for younger professionals,” explains Marina, who is the PLWN champion.
She highlights that societal expectations often create additional challenges for women balancing family and career.
“Overcoming these challenges requires addressing systemic barriers through initiatives such as mentorship, coaching and fostering inclusive policies.
“One observation we made is that women don’t always have expansive networks, especially within the male-dominated energy industry.
“At the same time, we continue to see women in technical roles opting out of the workforce. Balancing a demanding career with personal responsibilities remains a key factor driving talent leakage,” Marina elaborates.
Recognising these challenges, PETRONAS is committed to creating a more conducive environment and strengthening support mechanisms.
“This led to the ideation of a platform that connects women – not just within the organisation, but beyond – offering guidance, support and career advice to accelerate leadership development and reduce talent leakage.
“By focusing internally, we nurture a strong foundation for women leaders and foster a supportive, inclusive environment that prepares them for success.”
To address these challenges, PLWN implements three key imperatives:
> Creating a conducive environment: aligning DEI strategies with talent development, ensuring fair compensation to eliminate pay gaps, implementing safe and inclusive policies to prevent harassment or discrimination, conducting diversity training to address unconscious bias and providing workplace infrastructure such as nursing rooms, flexible work arrangements and EZ-back coveralls for female workforce;
> Fostering allyship: encouraging male advocacy through structured allyship programmes, thought leadership platforms with industry leaders and networking initiatives that connect female professionals with senior leaders;
> Empowering women with the right skills and mindset: developing structured programmes to support women’s leadership growth, including STEM initiatives that have impacted over 130,000 individuals through PETRONAS’ Discover STEM@Community and PETRONAS Counsellor programmes.
Additionally, the company’s education sponsorship has supported over 1,000 beneficiaries, mostly from the B40 low-income group. Beyond that, PETRONAS organises various talent growth and development programmes to equip early-career and mid-level women for career progression.
In addition, leadership and cultural transformation programmes have been introduced to strengthen the female leadership pipeline and foster a more inclusive workplace culture.
Beyond internal initiatives, PLWN collaborates with global industry leaders to advance efforts in diversity and inclusion.
“I was recently invited to speak on a panel at CERAWeek 2025, where I shared insights on paving the way for women in the energy industry.
“One key element discussed was the need for a ‘support system’ – not just structured or institutionalised corporate policies like formal mentorship, but also support from family, friends and colleagues who encourage and motivate you,” Marina shares.
To ambitious women and young professionals, Marina says:
“Your greatest allies are confidence and education – never be afraid to seize opportunities and challenges or step outside your comfort zone. Be open to learning, unlearning and relearning.”
She says setbacks are inevitable, but women should view them as learning opportunities.
“When faced with a setback, assess the situation and determine what you can do about it, restrategise and pivot if necessary.”
Marina also encourages women to build strong networks and seek support from their allies, regardless of gender.
Marina shares that when she was asked to assume the role of operations head in Brunei, it seemed like a daunting task. Reflecting on the opportunity, she prepared herself for the challenge.
“I reached out to leaders who had assumed similar roles in the past to better understand the challenges they faced, seek advice and learn from them. It’s really important to build relationships and networks because, ultimately, you cannot do everything on your own. You must be open to learning and humble enough to ask for help,” she points out.
When asked how she would advocate for cultural transformation within PETRONAS and beyond, Marina emphasises that it requires “intentional leadership and continuous reinforcement.”
“Essential traits I often advocate among my team include embracing change, leading change and enabling change. And one can’t achieve this alone.
“It is important to rally more male allies and secure leadership buy-in to create a truly inclusive workplace where women have equal opportunities.”
Accelerating action for the future
The 2025 International Women’s Day campaign, themed “AccelerateAction”, is a call for urgency and commitment in breaking gender barriers and creating meaningful opportunities for women to thrive both personally and professionally.
“True progress happens when we actively advocate for inclusive policies, equitable leadership representation and a workplace culture that supports women at every stage of their careers,” Marina asserts.
“By accelerating action today, we are shaping a more inclusive and empowered future for all.”
“Through structured Employee Resource Groups (ERGs) like PLWN, conscious inclusion programmes and targeted leadership development, we are fostering an environment where women can thrive.
“Our efforts extend beyond the organisation, as we actively engage with industry stakeholders and global forums to drive systemic change. By championing gender equity at all levels, PETRONAS is not just supporting women within the company but also shaping a more inclusive energy sector for the future.”
Through its unwavering commitment to energy transition, diversity and leadership development, PETRONAS is not just shaping a sustainable energy future – it is paving the way for a new generation of diverse, empowered leaders to drive that future forward.
To learn more about the company and its initiatives, visit https://www.petronas.com/
