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Having a better gender balance in our workforce is a key priority, as we seek to rebalance our employee base for the benefit of us all

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 back in 2011 - to reach 25% female group leaders and 30% women senior level leaders by 2020. We hit that target with 29% and 27% as at December 2020 and we've continued to make progress since then.


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 also provide unconscious bias training for all employees to help them understand their biases and how biases can influence behaviour in recruitment. The aim of these and other such initiatives is to ensure that our internal approach to talent attraction is as inclusive as possible. 


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  WeAreTechWomenWomen 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.



  • Women's Business Enterprise National Council - Top corporate in the US for women-owned businesses hall of fame
  • Women's Enterprise USA magazine - Supplier diversity icons & legends

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