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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 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 ‎an 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 diversity, equity and inclusion (DE&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.

Progressing DE&I

Building on the work we completed in 2021, our focus in 2022 was on defining and embedding our governance process, and improving access to data insights that will support progress. All bp entities have now set DE&I actions plans, based on the three pillars of our global framework: transparency, accountability and talent.


  • Our hiring inclusively programme was introduced, which utilizes skills availability data for gender and ethnic minorities, enabling recruiters to take an inclusive, equitable approach to sourcing candidates.
  • Continued the roll-out of our Race4Equity training programme which is now mandatory for employees in the US and UK.
  • Launched a Social mobility framework for action launched to improve representation, along with plans to create more opportunities for people from disadvantaged backgrounds.
  • Our preferred diverse supplier list increased from 370 to just over 440.
  • Provided coaching and mentoring to over 80 women’s business enterprises and around 25 minority business enterprises.


Reporting on DE&I

Our 2021 diversity, equity and inclusion report provides information about diversity in bp and the relevant actions we took in 2021.

We know we have more work to do. We do not have all the answers, but we are investing in the resources needed to help us improve our DE&I performance.

Feedback from stakeholders is important and we welcome your thoughts on our reporting and our progress so far.


What is included in our DE&I report 2021


  • An update on how we are putting DE&I into action through our global, UK and US frameworks ‎for action
  • Updates on the performance of our business resource groups
  • 2021 gender and ethnicity data by grade, including our board and leadership teams.