Diversity, Equity & Inclusion (DE&I)

Two bp colleagues sit and work together on a computer

Framework for Action

Racial injustices in the US in 2020 highlighted the continued challenges within our society. In listening to the struggles our colleagues face and witnessing what was going on in our communities it was vital that bp play a larger role.

To drive further progress on diversity, equity and inclusion (DE&I), bp has applied the following framework comprised of three elements: transparency, accountability and talent. This framework is how bp will govern DE&I throughout the organization.

Transparency

1. Publish a comprehensive Diversity, Equity and Inclusion (DE&I) report, internally and externally, which will support a data-driven approach to progress and increase visibility and accountability.

2. Reset our US Minority Ambition to continue to drive toward a US workforce that reflects the changing demographics of America, with quarterly reporting on progress, including sub-group detail.

Accountability

3. Embed expectations and metrics on DE&I delivery into entity operating plans and annual performance review process for all employees, including a direct link to compensation.

4. Prohibit the Confederate flag and other symbols of hate from all bp sites.

5. Launch mandatory racial equity and inclusion training for all US employees that complements our existing unconscious bias training.

6. Reshape the bp America DE&I Council, ensuring each of the 11 entities has a representative accountable for supporting and delivering our US DE&I plan and commitments.

7. Double our spend with US-based diverse suppliers by 2023, embedding supplier diversity objectives into global procurement processes to establish clear accountabilities and metrics.

Talent

8. Double representation of African Americans in group leadership by 2023.

9. Launch a focused talent development program for African American and other underrepresented minorities with a goal of identifying and advancing high-potential and high-performing participants with career stewardship from the senior leadership team.

10. Increase the diversity of our talent pools and candidate slates to support increased hiring and progression of African Americans and other underrepresented groups through focused talent attraction efforts, strengthening internship programs and by fostering additional partnerships with historically Black colleges and universities.

11. Increase educational and community funding to specific external organizations working to strengthen the STEM education pipeline for African Americans and other underrepresented minorities.

The need for bp to be committed to a robust diversity, equity and inclusion agenda is greater than ever. And we know that diverse, inclusive groups make better decisions, and better decisions benefit us all. Our leadership across bp remains committed to creating a diverse and equitable workplace for all employees and we need to have a workforce reflective of the communities we live in. We’re committed to real progress. And while we’re proud of the work we’ve done so far, we’ll always work to make bp better.

Mark Crawford
SVP, diversity equity and inclusion

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