The Foundation’s approach to Women’s Protection and Empowerment supports Oil Search’s company-wide workforce initiatives as well as focusing on key community priorities.
The Foundation works alongside Oil Search to ensure employees have access to information and support to address gender based violence as well as lead positive change within their communities.

Community programmes include:

  • working with faith-based leaders in Gulf and Southern Highlands to help them deliver appropriate messaging and support;

  • providing support to women’s groups at Hela Provincial Hospital to improve security;

  • providing men with the tools to be champions for change; and

  • ·supporting national women’s organisations, such as the Business Coalition for Women and the Family and Sexual Violence Action Committee, in their important work.

Between 2016 and 2018 the Foundation worked with partners to maintain and strengthen the Family Support Centre (FSC) in Hela and to make sure women and children experiencing family and sexual violence had access to basic services in the health system.  By 2018 the PHA had taken over full responsibility for the FSC and our resources are now directed at addressing family and sexual violence as a national challenge and working to support the new initiative, Bel isi, to support private sector leadership for change.

Small Grants

The overall goal of the Oil Search Foundation (OSF) Small Grants Program is to equip and enable Oil Search staff and contractors to play a leadership role in their communities to address Family and Sexual Violence (FSV) and other local issues that have a negative impact on women and girls. This is in line with our core belief at Oil Search that Papua New Guineans know what is best for PNG and ensures that our staff play a leading role in their communities to solve problems and change behaviour.

The Foundation does this by:

  1.  Encouraging staff to apply for grants of K3,000.00 to K5,000 to address problems in their communities that relate to FSV;

  2. Equipping them with tools and knowledge to support the delivery of their projects;

  3. Encouraging successful applicants to actively engage their communities in small grant projects

  4. Providing advice on how to work with other partners to scale the impact of their work if this seems appropriate and achievable’.

Subject to budget allocations, every year the Foundation will support up to 20 OSL employees and contractors to carry out community projects through the provision of small grant funding.  This year, as a result of the recent earthquake, we are also placing some emphasis on projects which will help communities recover from disasters or to be better prepared for natural disasters such as earthquakes, landslips, floods and drought.

Bel isi is an innovative partnership between the National Capital District Commission and the Governor, the Foundation, BSP Bank, Steamships, ANZ Bank, DFAT, and Femili PNG to implement a new service in Port Moresby and to support the PNG Government’s efforts to address family and sexual violence by catalysing private sector leadership and resources.

Bel isi is an innovative partnership between the National Capital District Commission and the Governor, the Foundation, BSP Bank, Steamships, ANZ Bank, DFAT, and Femili PNG to implement a new service in Port Moresby and to support the PNG Government’s efforts to address family and sexual violence by catalysing private sector leadership and resources.


new initiative

Bel isi PNG

Bel isi PNG is a public private partnership to address family and sexual violence (FSV). It engages the private sector through addressing violence as a cost of doing business. Bel isi PNG offers employees who experience FSV professional support so that they can return to work and perform better.

Private sector companies are invited to pay a subscription fee. For this fee they will receive:

  • support to develop policies and procedures,

  • information and advice to their employees on how to access services

  • access for the employees and immediate family members to the Bel Isi PNG case management centre and safe house

  • an invitation to be part of a senior leadership forum where we will share information and best practice on addressing FSV. This will be delivered through an annual leadership event (which you are helping to launch) and regular newsletters.

  • Invitation for all employees to participate in annual walk across Port Moresby and a breakfast to mark the Day to End Violence Against Women.


The geneses of Bel isi PNG was a donation of a building to use as a safe house and case management centre by two local private sector companies respectively (Bank of South Pacific and Steamships Trading Co). Oil Search Foundation donated time to design the program and is providing all program management at their own cost. The Australian government through the Pacific Women program has provided significant funding over five years.

Although the focus on the private sector is significant (and innovative) Bel isi PNG has an equally strong public sector component.  They are determined that ‘nobody is left behind’. As such the initiative will work with the National Capital District Commission (NCDC) to improve all services including other existing case management centres and safe houses. The Bel isi PNG Case Management Centre will also assist the general public.

To learn more about Bel isi PNG go to www.belisipng.org.pg

Oil Search employees at the Champions of Change session at the Ridge Camp, Kutubu.

Oil Search employees at the Champions of Change session at the Ridge Camp, Kutubu.




The Foundation recognises the importance of connecting with Oil Search’s large and diverse workforce and in particular connecting what the Foundation does to what employees can do in their own communities.

As a result of this in 2017 the Oil Search Foundation (OSF) board approved the Champions of Change program which was launched and implemented in 2018

The Champions of Change program is delivered through a staged approach as outlined below:

1. Knowing what we do
(Goal 1: Increasing the exposure of Oil Search employees to the Foundation’s policies, programs, activities and results)

The implementation of this first focus area will commence in February 2019 with a saturated effort throughout quarter one however will be maintained over the entire 12 months. The plan aims to utilise lunch and learn sessions, town halls, tool box sessions, coffee hub screens as well as the more traditional formats of newsletters, blog and intranet stories, press releases, television and radio to communicate what OSF does. The use of social media will play an important role in communicating the OSF story and a visual media campaign is proposed as part of this comprehensive plan.

Utilising high quality photographs with limited text and a regular release onto the chosen social media platforms will ensure the OSF story is regularly communicated. The visual media campaign will also tie in closely with the speaking themes to ensure messages are reinforced through these other mediums.

Creating a sense of understanding, commitment and pride in the work of OSF will be at the core of this campaign and will contribute to the greater brand recognition that the 2018 communications plan sets out to achieve. 

Harnessing initial support at the senior levels of OSL and OSF will be critical to the success of sharing the OSF story and the second phase of the Employee Engagement implementation plan.

2. Creating Champions of Change
(Goal 2: Develop Champions of Change by providing staff with tools and knowledge to actively make a difference in their communities)

Commencing in quarter 2 OSF will focus on further engaging staff by providing them the information, tools and support to be active agents of change. We will maintain the OSF narrative through the various modes of communication used in Q1 however will build on this by enabling staff to address a range of social issues in their communities. Toolkits related to issues HIV/AIDs, TB, Malaria, violence against women and girls, maternal and child health and literacy will be provided to interested staff. Employees will be encouraged to utilise the toolkits in their own communities and deliver simple activities in a manner that is most culturally and contextually appropriate. This will also be linked to the small grants program currently running under the WPE program to encourage staff who wish to do so to apply for a small grant to build on their initiatives.

A selection of special guest speakers aligned to the thematic areas of the toolkits will also be invited to speak to staff about the ways in which they can be agents of change and how to respond to social issues in their own way.

As part of creating champions of change staff will be encouraged to share “How am I making a difference” through a short video competition filmed on their phones. This will contribute to and extend the visual media campaign commenced in Q1 and allow staff to share their stories in an easy format. These stories will then be shared through some of the mediums outlined earlier. This element of the implementation plan will lead into the third focus area to be rolled out in quarter three and four.

3. Celebrating Achievements (Goal 3: To celebrate and promote the work of individuals identified as Champions of Change to encourage greater participation both within Oil Search and the PNG private sector)

Celebrating the success of employees engaged in the Employee Engagement implementation plan is an important element of the overall strategy. OSF will do this through an annual event celebrating a Champion of the Year. The Champion of the Year will also be engaged in speaking tour to inspire and motivate others. In addition to this the short video competition winner will be announced and all videos screened at the event.