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.
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.
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.
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.
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:
And in the US, we aim to:
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.