We recognise that the energy sector and our business has traditionally had a gender imbalance – and still does. This is something that we have been working to address over a number of years and we have made some progress, but we also continue to focus on it.
We set ourselves a goal for female representation to have 40% women group leaders and 35% women senior level leaders by 2025. We’re not there yet, but we have made progress towards achieving this.
To support our progress, we continue to implement a number of initiatives to attract and retain more female employees. Internally we have implemented Hiring Inclusively, a set of globally consistent recruiting principles that support bp’s focus on Aim 14 – greater diversity, equity, and inclusion – throughout the recruitment process.
We offer comprehensive unconscious bias training to all employees. This training is designed to help individuals recognize and understand their own biases, as well as how these biases can impact recruitment practices. By providing this training, we aim to promote a more inclusive and equitable workplace culture.
Our Women’s International Network (WIN) is the bp employee network that focuses on supporting female employees at bp, to ensure career development and progression. Externally we have several initiatives and partnerships, which aim to dispel misconceptions about careers in our industry and at bp.
We work with a broad range of external partners including WeAreTechWomen, Women of Silicon Milkroundabout , Women’s Engineering Society in the UK, the Society of Women Engineers, Women in Manufacturing and The Mom Project for the US.
From reservoir engineers to marketing professionals, find out about the type of roles we recruit
Whether you're starting a career in business, engineering, science, or supply and trading, there’s an opportunity for you at bp