The work schedule on offshore oil and gas platforms is often a 12 hour work day for periods of 14, 21 or 28 consecutive days followed by an equal number of days off (e.g. 14 on/14 off). Basic living quarters, along with recreational and communication facilities, are provided on rigs to aid workers in making the transition from home to work environments. The self-contained sustainability of platforms is necessitated by the high transportation costs of commuting workers to and from rigs which are often located in remote locations. Offshore development in BC will benefit from lessons learned around the world to improve working conditions while maintaining a stable family life for those involved in all stages of operations.

Worker Health and Safety

Oil and gas companies throughout the world have studied the effects of offshore employment in their workers for several decades. Due to the intensive work schedule, confined environment and long periods of separation from family and friends, problematic symptoms have sometimes been observed in workers. Companies and local communities have established employee assistance programs to help make the adjustment to working in offshore development. Services offered include individual and family counseling, improved work environment design, advanced communication systems to ensure regular contact with family members, and enhanced screening of prospective applicants to identify candidates best suited to the offshore lifestyle.

Primary concerns monitored:

Stress/Anxiety - often resulting from operating in cramped, hazardous environment (e.g. noise, vibrations, confined living quarters, adverse weather conditions), and also the nature and stress of commute systems (helicopters and small planes)

Depression/Loneliness; Drug & Alcohol Abuse; Fear or Anxiety - often related to the remoteness of operations, difficult/confined work conditions, lack of privacy and/or prolonged separation from family and friends

Distraction/Fatigue resulting in accidents; Physical Ailments - most common symptoms include headaches, joint and back pain, irregular sleep patterns, all treated by onsite medical staff and continuous improvements in safety protocols

Spousal Abuse/Promiscuity - caused by prolonged isolation, difficult transitions between home and work environments

Shrimpton and Storey (2001) have chronicled many of these symptoms in offshore workers and emphasize that all are treatable with the best polices and practices available that address problems before they might occur. Offshore employment is not inherently problematic and numerous benefits have been observed in workers, communities, and for companies as well. These include increased wealth (see below), secondary and family employment, separation of work and family life, along with greater employee retention and productivity resulting in reduced accident rates.

Social Groups

The social impact of offshore development on local communities and specific population segments including Youth, Women (prospective workers and spouses), Families, First Nations, and migrant workers (those moving to an area specifically for employment) must also be considered with respect to:

Job opportunities/Educational Choices - Do they feel career opportunities exist?

Desire to stay in community - Transition/commuting from home to work environments must be such that re-integrating workers back into the community setting results in minimal disruption. Also once jobs are finished, are people likely to remain the area in some other capacity?

Coping with separation - Prolonged work schedules create increased responsibility for other family members (e.g. spouses) to which a period of adjustment may be required. How do children react to one parent being away for extended periods of time?

Attitudes to Development - Do local residents feel that offshore development is benefiting their community?

A socioeconomic impact assessment of potential offshore programs to address positive and negative effects is now common procedure (Shrimpton, 2002). Equity plans relate to provision of employment and business benefits for women, minorities and sometimes aboriginal peoples in regards to issues such as hiring policies, mentoring, workplace harassment and workplace culture. Educational forums hosted by companies also help to inform people about the benefits of the offshore lifestyle.

New Wealth

The high salaries offered by oil and gas employment can greatly improve the quality of life for most of its workers. Expenses in the work environment are minimal allowing for a great deal of disposable income. Higher wages can also produce significant disparity in average monthly pay compared to that of existing residents in local communities. For example, in Alaska the average monthly wage for an offshore worker is $7,754 compared to $3,210 for government employees who are among the next highest paid occupational group (Information Insights 2001, in Vodden et al. 2002). This disparity can lead to animosity and conflicting lifestyles between oil and gas workers and others who do not benefit directly from the offshore development. Another concern is that the primary economic benefits of oil and gas will tend to accrue more towards major urban areas, further promoting the common developmental disparity between urban and rural communities. The resulting clash of lifestyles can also lead to other disruptions and can sometimes impact negatively on traditional cultures and ways of life (Community Issues).

Personal Wellness

Community Wellness

Regional Impacts

Education