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People

Energy with purpose means having the skills and the will to reimagine what bp can achieve  
BP runners

Why it matters 

Our people are the most important element of our success. We need a motivated, engaged, and diverse workforce to deliver our purpose and lead in the energy transition. 

What we want to do 

Build a global workforce that represents the communities we serve and be recognized as a great company to work for: one where people feel valued and can succeed by contributing their skills and different perspectives. 

Our approach 

We’re building a culture that generates the diversity of thought, approach and ideas needed to lead in the energy transition – a culture in which people’s wellbeing matters and differences are valued. We’re doing this by:

 

  • Recruiting and supporting talented people from diverse backgrounds
  • Investing in excellent training, development and competitive rewards for all our people 
Our people are our biggest asset, so we are creating an environment where everyone feels valued and able to contribute their unique skills and perspectives
Supporting transgender people through BP Pride
From Meryl Yates - Bobbi at Trans in the City 219

The BP Pride BRG has supported employees across bp for around 10 years, but it wasn’t until 2016 that it launched a transgender group. The decision to do this was a result of feedback from that year’s bp ‘pulse’ survey, which showed that transgender people working for bp were feeling disengaged.

 

BP Pride supports all of our employees on lesbian, gay, bisexual and transgender issues in the workplace and actively aids and pushes the business to enhance policies that support our LGBT+ community. In November 2019 its members, including those on the transgender working group, were first movers in the creation of a unique event called ‘Trans in the City’ which brought together 65 organizations to participate in a transgender day of remembrance and collaborative advocacy for transgender employees. bp was proud to be involved as one of 20 funding partners of the event.

 

Throughout 2019, the transgender working group instigated and participated in a number of initiatives, including: transgender awareness events at bp sites across the UK, transgender training for bp employees in a number of different countries, personal support and advice for bp’s trans individuals and family members and a number of cross-BRG events, including one focused on transgender and family. The working group offers its knowledge and advice free of charge beyond bp and in 2019 participants from companies worldwide took part in transgender focused training sessions. Many others benefited from other forms of support, including individual role models from different organizations.

 

In addition to internal activities, BP Pride is leading the expansion of ‘Trans in the City’ to involve more companies. In 2020 there are plans for a daytime event open to schools and universities as well as an evening celebration. We will collaborate and share information with employees from the participating companies to allow their trans staff to be properly supported.

Encouraging more women to work in engineering
Women in engineering

The UK currently has an engineering skills gap. To help address this and encourage more women into engineering we ran a number of events during 2019.

For International Women in Engineering day, we invited girls and young women from local schools to learn about different engineering roles and meet career role models at our Sunbury site in the UK. A separate ‘this is engineering’ event at Sunbury was attended by 130 students. Sunbury also hosted a ‘women in tech’ day for 20 girls.  

As part of the Women in Engineering conference, launched by the University of Aberdeen and Skills Development Scotland, girls from schools across the UK also visited the BP North Sea headquarters. We also created new teaching resources to showcase inspirational women working in STEM careers.

These activities were run in addition to our ongoing efforts to promote STEM disciplines and careers. They include speed networking, mentoring, an active school link and our support for the Royal Academy of Engineering’s 6 November campaign to change stereotypical views of engineering.