Larissa is a highly qualified Civil Engineer. She has been working at Jemena for just over 13 years. She is a Certified Practicing Project Manager by the Australian Institute of Project Management and holds a Masters in Engineering Management and has an MBA from the University of Technology, Sydney. Most of her career has been dedicated to leading the front-end engineering and design (FEED) of large-scale gas infrastructure projects alongside high profile stakeholders such as Transport for New South Wales and the Australian Rail Track Corporation.

Larissa enjoys challenging herself and learning new skills and she recently took on the role of Risk and Assurance Specialist within Jemena’s Gas Asset & Operations team. She has a passion for empowerment of women in the industry and is Deputy Chair of the Australian Pipeline and Gas Association’s (APGA) Women in Pipelines Forum sub-committee in New South Wales.

Larissa wishes to develop as leader who leaves a positive impact on the lives of others. She is self-motivated and believes the key to a project’s success is in building trustful and genuine relationships with your peers  and team members. . She is originally from Brazil and immigrated to Australia 17 years ago where she has built a beautiful family alongside her partner and their 7yo daughter. She has a personal interest in cognitive psychology, travel, arts, and music.

1. Career Path and Motivation: Larissa, you've had an impressive career at Jemena, leading major gas infrastructure projects. What initially drew you to the pipeline industry, and what has motivated you to stay and grow within it for over 13 years?

I’ve always been interested in infrastructure projects given my civil engineering background. The draw towards the pipeline industry was not something I actually planned for; after completing my post-graduate qualification in Australia, I secured my first permanent full-time position as a Contract Administrator in a company specialised in Non Destructive Testing of steel pipes. This was my entry ticket into the pipeline industry. My subsequent employment at Jemena cemented my interest in learning more about the industry and saw me become a project manager being responsible for leading the planning and execution of major gas infrastructure projects.

The various growth and development opportunities along the years were the basis for motivating me to stay in the industry and within the company. Over the years I have had opportunities to learn and develop skills on asset management, front-end engineering and design (FEED), project management, commercial management, and risk and assurance.

2. Challenges and Overcoming Barriers: The pipeline industry, like many technical fields, can be male-dominated. What challenges have you faced as a woman in this sector, and how did you overcome them to reach leadership positions?

I have faced a few challenges along the way, no doubt. It is always challenging to have a voice when you are minority. I remember one particular instance where I was approached by a male colleague who assumed I was the secretary taking minutes for a technical committee meeting purely based on the fact that I was the only woman in the room and not dressed in PPE! I politely explained that I was in fact a department representative in the committee just as he was. I will never forget the look on his face.

Growing up, I was the only girl out of four siblings. On top of that, I chose an engineering career which saw me graduating as one of only four in a class of 40 students. So I guess I am somehow used to being a minority and therefore am not intimidated by male dominant environments.

The secret for overcoming these challenges is to focus on building your self-confidence. Please note I don’t mean the usual positive self-talk and morning mantras which only works superficially and momentarily. What I mean is to invest time in truly understanding yourself and what motivates you, and build a strong knowledge base in the field you operate in. The secret is to be able to earn the respect of others and not just to simply demand it.

In my experience, you will always be treated the same way you treat yourself. So work on your personal brand (including how you dress and how you communicate). Build your self-confidence and treat yourself with the same level of respect that you would demand from others. 

Walk in any room with confidence, not arrogance. And learn how to master the difference between the two. Don’t be afraid of difficult conversations, once you go through a few you would be amazed at how much resilience you can build and how they start to become less difficult.

3. Leadership Aspirations and Empowerment: As Deputy Chair for the Women in Pipelines Forum, you're actively involved in empowering women. What advice would you give to young females entering the industry who aspire to leadership roles?

• Focus on learning and developing: the more you know, the more confident you will feel
• Put your hand up for opportunities that would support your career goals
• Build allies and a supporting network: seek mentorship and supporters who would be willing to advocate for and support your development
• Don’t be afraid of making mistakes and saying “I don’t know”… ask questions. What matters is your commitment to learning and contributing, not how much you know.
• Most importantly: clearly articulate what your desires and career aspirations are, have a plan and communicate it

4. Mentorship and Male Allies: Mentorship is crucial in any career. Can you share the role mentors, especially male allies, have played in your professional journey, and how can we encourage more men to be part of this conversation?

I have been very lucky to have had great role models and allies in my professional journey, regardless of their gender.  

I strongly believe that it is as much of a women’s responsibility as it is of men to dissolve gender imbalances and biased behavior, and I encourage people to speak up and have difficult conversations. There are techniques you can learn and practice to make doing so easier. Worth noting however that as much as we must take action ourselves, it is crucial to be part of an organisation that fosters a diverse and inclusive environment, providing much needed support at all levels. 

The best way to encourage men to be part of this conversation is to clearly convey the message that empowerment of women isn’t a threat to men. As Deputy Chair for APGA’s Women in Pipelines Forum (WPF) I am a strong advocate for equality of opportunities, not gender exclusivity. I believe opportunities and respect must be earned by merit, regardless of one’s gender.

5. Work-Life Balance and Family: You’ve built a career while raising a family in Australia. How do you balance your professional and personal life, and what strategies have worked for you in maintaining this equilibrium?

I once heard from a very wise female role model that the key to your career success is aligning your professional choices to your core personal values. You should ask yourself: what matters the most to me? Once your choices align, the so called work-life balance magically takes place. This is one of the best pieces of career advice I have ever had in my life.

I heard an influential speaker once say that she was not a fan of the term ‘work-life balance’ because it implied equal portions on both sides (which in reality almost never happens and you are destined to be endlessly frustrated!). She suggested the term work-life blend which implies a certain elasticity to it, meaning in some days work will demand most of your time and attention while in some other days it will be your personal life/family being prioritized.

Another strategy I’ve learnt - which has been a true game changer - is to start the day by not focusing on what you need to do, but on how you feel. This could be something as simple as having a cup of coffee in your favorite mug or taking the dog for a walk. Focus on feeling great before you tackle your daily to-do list and you will see something quite magical happening. Trust me, it works. 

Going back to work after having my daughter was a big challenge. During the Covid-19 pandemic we as a family decided to prioritize quality of life and had the opportunity to move regionally and work mostly from home. I have also recently started working 4 days a week which has been great. I am very fortunate that my workplace supports flexible work.

6. Looking Forward and Industry Change: Looking ahead, what changes do you hope to see in the pipeline industry that would make it more inclusive for women? How can organizations like Jemena and industry bodies like APGA drive those changes to attract and retain more female talent in leadership?

There are a number of leadership development programs designed by women for women which are extremely beneficial for building resilience and boosting much needed self-confidence for navigating the heavily male dominant pipeline industry. I myself had the pleasure of participating in the renowned APGA’s Women in Leadership Development Program which has been developed specifically for women in the energy industry. Modelled on similar programs around the world, it is designed to provide women with the opportunity to network and develop skills that will enable their continued success in the pipeline and gas industries. 

The success of the program originated the Women in Pipelines Forum (WPF) committee aiming to foster the participation of women in the pipeline and gas industries and to encourage opportunity and active involvement in all industry sectors. The committee’s stated purpose is to promote collaboration, contribution, celebration and empowerment of women by developing an environment of opportunity and success for the growth of women in the pipeline industry.

However, in my opinion, empowering and educating women on how to navigate male dominant environments is only one side of the equation. What I see as absolutely crucial, and a potential big gap, is educational programs designed specifically for men to be made aware of the role they play on supporting gender inclusivity in the workplace and in the industry. It is equally important for men to also be educated on how they may contribute towards a supportive environment free of unconscious bias, discrimination and sexual harassment. 

One good example on the above is Jemena’s Respect at Work survey initiative as part of the business’ commitment to implement measures to proactively prevent sexual harassment, sex-based discrimination, hostile work environments and victimisation in the workplace. In 2023, the survey was conducted across the group with results suggesting that people want to take action when they see or hear something inappropriate taking place, but don’t know how. Jemena then partnered with MATE (Motivating Action Through Empowerment), an education and intervention program from Griffith University in QLD Australia, to deliver a bystander train-the-trainer program, which saw up to 28 employees receive the skills and tools needed to co-facilitate a bystander workshop to their colleagues and peers locally. 

Large organizations and industry bodies have such a crucial role to play in driving change, influencing culture and promoting supportive behavior in the pipeline industry.

We will always be fighting an unfair battle if our work environment and culture does not fundamentally change. I believe we have improved significantly over the last few years but we still have a lot of ground to cover as an industry worldwide.