Greater equity
Our aim 14 is greater diversity, equity and inclusion for our workforce and customers, and to increase certified diverse supplier spend to $650 million for US-related spend
We want our workforce and customers to experience greater equity – fair treatment according to everyone’s different needs and situations – while also helping our partners in the bp ecosystem do the same. We aim to do this by improving workforce diversity and workplace inclusion, making customer experiences more inclusive and increasing our annual expenditure with certified diverse suppliers, including female and under-represented or minority groups, to $650 million for US-related spend by 2025.
How we understand equity
Equity and equality are sometimes used interchangeably but do not mean the same thing. Equality generally focuses on everyone being treated the same way; equity means fair treatment according to an individual’s different needs and situation. Equity focuses on what people need to achieve fair outcomes for all.
We aim to achieve equitable – or fair – outcomes for our employees. We can do this, for example, by providing them the support and resources they need to succeed.
How we will meet our aim
Promoting equity and inclusion goes beyond respect for human rights, worker rights and non-discrimination. It involves finding ways to achieve a more diverse and inclusive bp while also helping to address structural disadvantages and inequality in economic opportunity and participation.
We are aiming to deliver inclusive employee and customer experiences through our diversity, equity and inclusion (DE&I) activities. We will still operate as one global workforce but intend to progress our DE&I agenda locally as well. Our leaders are vital in instilling an inclusive culture by showing their support and providing strategic direction for employees to follow.
We also want to make sure that our mobility and convenience customers have an inclusive experience when they refuel or shop with us. And by 2025 we aim to spend $650 million of our US-related annual expenditure with certified diverse supliers.
Making progress on DE&I
All bp entities have set DE&I actions plans, based on the three pillars of our global framework: transparency, accountability and talent.
Examples of our progress in 2023:
- We progressed our 12-month Leadership Inclusion for Talent (LIfT) development programme for Black heritage and female talent in the US, UK and our global trading and shipping business, which was completed by around 60 employees.
- We committed more than $4 million to three US historically Black colleges and universities (HBCUs) through our HBCU Fellowship Program, which provides scholarships funding and career development experience.
- We were recognized as a top 10 company in the FTSE Women Leaders Review 2023, for the number of women on our board and in our executive leadership team.
- We increased the number of work experience placements offered, hosting more than 500 placements in 2023 and reaching our ambition a year ahead of schedule.
- We introduced Self-ID, allowing more employees to share their demographic identity data (where legally permissible) to help us gain better insights into our diversity across bp.
- Surpassed our framework for action aim to double US related spend with certified diverse businesses.
Reporting on DE&I
Our 2023 Diversity, Equity and Inclusion Report provides evidence of our progress over the last three years and focuses on our specific achievements and the actions we took in 2023.
We know we have more work to do and we are investing in the resources needed to help us to continue to improve our DE&I performance.
What is included in our DE&I report 2023
- An update on how we are putting DE&I into action in our offices, retail sites, operations and with our partners and suppliers.
- Updates on the performance of our business resource groups.
- 2023 gender and ethnicity data across all levels, including our board and leadership teams.
