For our employees to be motivated and for BP
to thrive, our people need to be treated with
respect and dignity, and without discrimination.
We seek to treat all employees equally,
irrespective of gender, age, sexual orientation,
ethnicity or disability. Our goal is to create an
environment of inclusion and acceptance.
We set diversity targets and policies to drive
progress across the company. BP leaders are
expected to assess staffing decisions to check
that there is no bias getting in the way of BP’s
long-term diversity and inclusion strategy, and
to analyse team composition for balance across
different aspects of diversity.
We are working towards our goal for 25% of
group leaders and 30% of our senior level
leaders to be women by 2020. A total of 22%
of group leaders came from countries other than
the UK and the US in 2013. This was 14% in
2000. For information about gender diversity
on our board see page 26.
Almost 5,000 group and senior level leaders
have attended diversity and inclusion training
programmes since we started the training in
2009. This is about three-quarters of the eligible
population and is consistent with our plans. We
intend to train the remaining senior managers
by the end of 2014.
We believe the structures and networks we
have to support our employees are just as
important as our focus on achieving diversity
representation goals. We have established
mentoring and sponsorship programmes for
women and minorities, and are introducing
diversity principles that will help guide our
hiring and career development programmes.
We also encourage a number of employee
networks that have formed around gender,
sexual orientation and ethnicity.