A BP story
Bev Excell
Director of Customer Service at
BP’s European Business Service Centre
Topics
• BP’s Approach to
Diversity
• BP BSC kft
− Returning maternity
leavers
BP - Our global presence
• Leading international oil and gas
company
• Over 100 years old
• 80,000 employees across 29
countries
• Operate in approx.
80 countries
37,868
30,185*
9,823
• Approx 22,000 service stations; 16
refineries
• Brands include BP, Castrol, Aral
2,980
3,061
7,325
* Employee headcount number
Long History in Hungary
• 1973
First BP petrol station
• 1990
Establishment of BP Oil Magyarország Kft.
• 1991
Establishment of Lubricant & Air BP Unit
• 1998
BP Petrol station network sold to OMV
• 2001
Castrol joins BP (part of global merger)
• 2002
Aral merges with BP
• 2003
Aral petrol station network sold to OMV
• 2006
Aral, BP, Castrol one legal entity – Castrol Hungária Kft.
• 2009
Business Service Centre opens
BP Business Service Centre
• Provides services to BP’s European R&M businesses
− Finance, Customer Services, Operational Procurement
• Opened in 2009
• Already over 670 staff
− Goal is over 1000
• Why Hungary?
− Strong local talent pool
− Language
− Shared Service Industry
− 86% Hungarian
− < 1% Expat
BP: What is Diversity and Inclusion?
It is about acknowledging, valuing and leveraging our similarities - and differences for business success
It means being
We recognise its advantages
• Diverse
• Strengthens our relationships
− reflect local communities & talent pools
• Inclusive
− an environment where all can give their best
• Meritocratic
− opening opportunity for everyone
• Attracts and retains talent
• Gives all the chance to reach full potential.
Our Commitment to Diversity
• Committed to a culture of diversity and actively promotes it
− Provide practical guidance and education
• Believe
− valuing differences improves creativity, innovation & problem solving
− through the strengths & talents of different people we'll meet our future aspirations
• Attracts, develops & retains outstanding talent regardless of
− background, age, religion, ethnic origin, nationality, disability, sexual orientation, gender identity or marital
status
• Aim is to ensure
− Selection & assessment processes are free from bias
− Everyone has access to opportunity
• Do not tolerate harassment or discrimination
BP BSC: Coming Challenge
Gender Demographics
• Already a number on Maternity
leave
31%
69%
Female
• Average age 30.5
Male

• Think & plan for future returning
mothers
− Can we attract mothers now?
Support for Retuning Maternity Leavers
Why does it matter?
• Missing large portion of current & potential talent
pool
• Already invested in their training & development
• Reputation
Response Required
• Support childcare
− The early days – feeding
− Supported child care centre
− Supported holiday programs?
• Policies & culture
Thank you