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Greater equity

Our aim 14 is greater diversity, equity and inclusion for our workforce and customers, and to increase supplier diversity spend to $1 billion

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’ll aim to do this by improving workforce diversity and workplace inclusion, making customer experiences more inclusive and increasing our annual expenditure with diverse suppliers, including female, and underrepresented or minority groups to $1 billion 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 ‎each 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 D&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. We aim to double our expenditure with diverse suppliers - those from ‎traditionally underrepresented or minority groups by the end of 2023 and to reach $1 billion annual ‎expenditure with these groups by the end of 2025.

Reporting on Diversity, equity and inclusion (DE&I)

We aim to be recognized by our stakeholders as an industry leader for the ‎transparency of our reporting. And by publishing our first DE&I report, we are taking ‎an important step towards greater transparency about the diversity within bp and the ‎action we are taking to improve it.

We know we have more work to do and we don’t have all the answers, but we’re ‎serious about investing in the resources needed to get this right.


What’s in our report


  • Our DE&I ambition
  • How DE&I fits within our sustainability frame
  • How we are putting DE&I into action through our global, UK and US frameworks ‎for action
  • The way DE&I is governed in bp and how our business resource groups are ‎delivering our priorities
  • Our gender and ethnicity data by grade, including the board and leadership teams.
Launching our US and UK diversity frameworks

In response to efforts to address racial injustice, as well as increasing global interest in both diversity and ‎inclusion (D&I) and ethnicity, we have launched two new frameworks to improve, and be more ‎transparent about, D&I at bp. These frameworks are led by transparency, accountability and an aim to ‎develop diverse talent for our UK and US businesses. We have committed to publishing an annual ‎comprehensive D&I report from April 2021 and to annually report on our UK ethnicity pay gap from 2022 ‎at the latest.‎

Our actions are tailored for our UK and US businesses respectively. For example, in the UK:


  • we appointed a UK-specific race and ethnicity champion to monitor progress and help achieve ‎our ethnicity ambitions
  • we are launching a mandatory D&I programme across the UK team to target anti-racism and ‎support inclusion.‎
  • We have established a UK ethnic minority ambition with aspirational goals for 15% ethnic minority ‎representation at senior level leadership, 25% ethnic minority across levels up to and including first level ‎leaders, and a 10% or greater uplift in black representation across all levels by 2025.‎


And in the US, we aim to:‎


  • reset our US Minority Ambition to continue to drive toward a US workforce that reflects the ‎changing demographics of America‎
  • double our spend with US-based diverse suppliers by 2023‎
  • launch a focused talent development programme to identify high-potential and high-achieving ‎African American and underrepresented minority colleagues‎
Receptionist welcomes visitor to a bp office
  • ‎commit to increase educational and community funding to specific organizations that are ‎strengthening the STEM pipeline for African Americans and other under represented minority groups.‎


We realize there is more work to be done in the fight against racial injustice and that improving ‎sustainability also means promoting sustainable and equal livelihoods.


‎In line with our sustainability objective on diverse workforce, we will publish our global DE&I ambition in ‎‎2022 and report on our subsequent progress.‎