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A BP story

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. 37,868. 30,185*. 9,823. 2,980. 3,061. 7,325. * Employee headcount number. BP - Our global presence.

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A BP story

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  1. A BP story Bev Excell Director of Customer Service at BP’s European Business Service Centre

  2. Topics • BP’s Approach to Diversity • BP BSC kft • Returning maternity leavers

  3. 37,868 30,185* 9,823 2,980 3,061 7,325 * Employee headcount number 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 • Approx 22,000 service stations; 16 refineries • Brands include BP, Castrol, Aral

  4. Long History in Hungary • 1973 First BP petrol station • 1990 Establishment ofBP Oil Magyarország Kft. • 1991 Establishment ofLubricant & 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

  5. 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 Business Service Centre

  6. 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. BP: What is Diversity and Inclusion? It is about acknowledging, valuing and leveraging our similarities - and differences - for business success

  7. 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

  8. Average age 30.5 Already a number on Maternity leave  Think & plan for future returning mothers Can we attract mothers now? 31% 69% BP BSC: Coming Challenge

  9. 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 Support for Retuning Maternity Leavers

  10. Thank you

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