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

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 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 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? 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

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