A diagnosis of multiple sclerosis marked a turning point in Federico García Bidegain’s life—but not in his determination. With Tecpetrol’s support, he transitioned into a new role where he continues to contribute and grow. Today, he takes pride in his work and in being a role model for his children.

Federico García Bidegain joined Tecpetrol in 2018 at the El Tordillo field in Comodoro Rivadavia, Argentina. As a Drilling Supervisor, his days were spent out in the field, touring the facilities on foot, climbing stairs and ladders, and closely monitoring operations. In 2019, he was diagnosed with multiple sclerosis. As the disease progressed and began to affect his mobility, some of those tasks became increasingly difficult. Even so, he still had much to contribute. When his condition advanced, he transitioned into a new role within the same area, taking on responsibilities related to procurement management, month-end provision tracking, and following up Authorizations for Expenditure (AFE) in the same sector.

At first, adapting to this change was not easy. “I loved my job. The oil industry gave me fast-paced days, the chance to work in remote locations, and tackle constant challenges,” he recalls. “It wasn’t until 2023—years after my diagnosis—that I found the courage to talk about my illness. Now I realize I should have done it much earlier, as the company stepped up to support me every inch of the way,” he recalls.

Juan Pablo Abraham, Workover & Pulling Director and his current supervisor, has known Federico since his early days at the company. “I know him well and recognize his potential. He’s smart, has strong technical knowledge and a deep understanding of the operation, so he has a lot to contribute. As his condition evolved, we worked with him to find a role where he could continue being part of the team,” he explains.

Federico currently works as a Workover Lead Technician from home. In his previous role, he followed a 14-days-on, 14-days-off schedule, living in Buenos Aires with his family and traveling to El Tordillo for his shifts. Now, working fully remotely, he is able to carry out his responsibilities from a home environment adapted to his needs, while continuing his treatment.

Martín Lomello, Senior HRBP Manager, explains that when Federico’s responsibilities were reorganized, he was offered an administrative role within the Workover & Pulling department. Some time later, he was also incorporated into the company’s inclusion program. “Being part of this initiative doesn’t change his role,” Martín notes. “The main advantage, now that he’s on board, is that we can address his needs more specifically, providing a clearer framework for the future.”

Federico says he’s now in a very good place, although the process has not been without its challenges. “I struggled at first to recognize my own worth, and I was afraid the company might not see it or might sideline me,” he admits. “Now I realize that was all in my head, as I had, and still have, the support I need to keep working.”

Remaining active in the workforce has been key, both for his well-being and for his family. “Both my kids see that their dad is an active member of society, that he adds value to an organization and never gives up. I’m still a role model for them,” he shares.

New challenges

In his current role, Federico continues to feel challenged and engaged. “It keeps me active, up to date, and focused on my professional development,” he says. “It may not seem like much, but it’s actually a lot. I report to a manager, I’m accountable, and I have to meet the high standards that define Tecpetrol.” At times, he needs to step away for treatment or due to the nature of his condition. “When that happens, I make up for it with extra time, focus, and dedication,” he adds.

Julieta Delorenzi, Cultural Transformation Sr. Manager, believes inclusion has a multiplier effect, extending beyond the individual to their family and work environment. “For us as a company, the impact is always significant,” she reflects. “Each adaptation is also a learning process which challenges us to rethink how we design and implement our practices, and to keep breaking down barriers so we can build bridges.” Sometimes, she adds, the starting point is simple: “Just asking what someone needs is often enough to understand how to move forward. That’s something we’ve learned through experience.”

Martín notes that, for Human Resources, supporting employees with health conditions over the long term so that they feel motivated, secure, and able to continue contributing, remains a challenge. However, as the program has grown within the company’s diversity initiative +d, the process has become easier to navigate. “These situations are always very emotional,” he says. “Being part of this process was really meaningful for me. I felt a great sense of satisfaction supporting Federico, seeing him keep pushing through, and experiencing the positive energy he brings.”

Federico, for his part, says he felt supported from the very beginning, both in Comodoro Rivadavia and in Buenos Aires. “I’m surrounded by my family, good friends, and an exceptional work environment,” he says. Living with a disability is not easy, he adds, but people are often more willing to help than one might expect. “I went through a long period trying to handle everything on my own. Now I understand how important it is to talk about what you’re going through. What’s clear to me is that Tecpetrol, and everybody in it, are truly committed to putting people first. Knowing they have my back gives me complete peace of mind.”