a bp story bev excell director of customer service at bp’s european business service centre
TRANSCRIPT
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