A BP story

Bev ExcellDirector of Customer Service atBP’s European Business Service Centre

Topics

• BP’s Approach to Diversity

• BP BSC kft

− Returning maternity leavers

30,185*

37,868

2,980

3,061

9,823

7,325

* Employee headcount number

• Leading international oil and gas company

• Over 100 years old

• 80,000 employees across 29 countries

• Operate in approx. 80 countries

• Approx 22,000 service stations; 16 refineries

• Brands include BP, Castrol, Aral

BP - Our global presence

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 means being

• Diverse − reflect local communities &

talent pools

• Inclusive− an environment where all

can give their best

• Meritocratic− opening opportunity for

everyone

We recognise its advantages

• Strengthens our relationships

• Attracts and retains talent

• Gives all the chance to reach full potential.

It is about acknowledging, valuing and leveraging our similarities - and differences - for business success

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

• Average age 30.5

• Already a number on Maternity leave

• Think & plan for future returning mothers

− Can we attract mothers now?

Gender Demographics

Female Male

69%

31%

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