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2026 is the UAE Year of Family. Belonging isn't a social preference. It's a human need. One that shapes physical health, psychological resilience and the capacity to function well under pressure. I find myself thinking what that means for the hundreds of thousands of people working in remote and isolated environments across the world. Separated from their families for weeks or months at a time. Living where they work. The milestones of ordinary family life like birthdays, anniversaries, the birth of a child, missed repeatedly across long careers. The research is clear about what follows. Loneliness. Social isolation. Anxiety and Depression But the research is equally clear about something else. Belonging can be intentionally built even in the world's most remote worksites. It is a modifiable organisational condition. Not a product of circumstance. That's the argument I'll be making at ADIPEC Exhibition and Conference next week, grounded in field evidence from 5,835 workers across 15 global energy companies. Because deeply wired in all of us is a need to belong.

Belonging isn't simply a social preference. Its a fundamental human need. As the UAE celebrates 2026 as the Year of Family, building on its Year of Community in 2025, these two important national initiatives highlight the vital role of family, community and human connection in our health and wellbeing. We all have a fundamental need to feel included, valued, connected and cared for. Yet the World Health Organization reported in 2025 that one in six people worldwide experiences loneliness, with significant consequences for mental and physical health. For those working in remote, isolated and rotational environments, maintaining these connections can be particularly challenging. Weeks or months away from loved ones. Missing birthdays, anniversaries and important family milestones. Living and working alongside the same people, often in demanding, high-pressure environments. But belonging is something we can intentionally strengthen, even in the worlds most remote workplaces. That's what I will be exploring at ADIPEC Exhibition and Conference in Abu Dhabi this November, sharing findings from our research involving 5,835 workers across 15 companies. I'm excited to share our findings at ADIPEC and exploring how strengthening the psychosocial working environment can do more than reduce stress and improve mental wellbeing. By addressing these conditions upstream, we can also support the vigilance, decision-making, communication and teamwork that safe operations depend upon. Because workforce health and operational safety are not separate conversations. If you are attending ADIPEC, I'd love to connect! #ADIPEC2026 #YearOfFamily #YearOfCommunity #HOP #HumanSafetyPerformance #MentalHealth #PsychosocialSafety #WorkforceWellbeing #Belonging #RigRun

I am delighted to announce that I will be speaking at the ADIPEC 2026 Technical Conference, the world’s largest technical gathering for the energy industry. Across more than 190 sessions, over 1,100 expert speakers will examine the technologies, processes and capabilities needed to improve operational performance, strengthen system resilience and deliver scalable solutions across real-world energy systems. I hope you can join me at ADIPEC in Abu Dhabi from 2–5 November 2026! Here is the link to the delegate pass https://lnkd.in/e3dFByWK #MeetMeAtADIPEC2026 #TechnicalConference

ISO 45003 doesn't just recommend that organizations address psychosocial risk in remote work. It requires it, and it's specific about what that means for remote and rotational workforces. The standard explicitly identifies the absence of structured opportunities for social interaction and crew bonding in remote and isolated work as a psychosocial hazard requiring active employer control, not an optional enhancement. A new paper presenting at ADIPEC 2026 shows what that looks like in practice, with independently validated field evidence from 15 global energy companies. Published in the OnePetro journal in November. Join the early access list. Publishing November 2026.

Workforce belonging as a left-hand side safety control measure. Here's the evidenced case. The most powerful point of intervention in any risk management system is upstream, before harm occurs. A new paper presenting at ADIPEC 2026 proposes belonging as a modifiable upstream organizational condition, one that strengthens the psychosocial foundations of human performance before they deteriorate. Independently validated across 5,835 workers at 15 global energy companies. Join the early access list. Publishing November 2026.

An isolated worker isn't just at an increased risk of loneliness. They're operating with a persistently active threat system and that has direct consequences for vigilance, decision-making and safety compliance. When the human social safeness system is insufficiently activated, the threat system remains dominant. Cortisol stays elevated. Prefrontal cortex function is suppressed. The cognitive capacities that safe operations depend on like situation awareness, flexible thinking, and clear communication, are compromised. A new paper presenting at ADIPEC 2026 explores what this means for HSE practice in remote, high-risk industries. Join the early access list. Publishing November 2026.