We want bp to reflect the diversity of the world around us and to be open to the best and brightest talent the world has to offer. We need people who can bring diversity of thought, fresh ideas and perspectives.
We want to create a culture where everyone can succeed and feel included, regardless of socioeconomic background. Striving for a better balance of backgrounds in our workforce is both the right thing to do, and also adds value to our business.
bp is currently working with OPITO (the global not for profit skills body for the energy industry) on an industry-wide approach in the North Sea basin. Apprentices spend 2 years at college and 2 years offshore at a sponsored site, culminating in an SVQ Level 3 qualification tagged to a modern apprenticeship. We sponsored 8-12 apprenticeships in each cycle in recent years. Most technicians go on to take full-time roles.
Our School Leaver Apprenticeships enable young adults to study and gain hands-on experience at the same time. Apprenticeships are open to all young adults, however we aim to showcase the schemes available to young adults through our work with schools and colleges local to sites where we operate, as well as through our charity partners. As an example, we work with Career Ready, the social mobility charity which supports young people into internships. The interns who join us through this programme are also encouraged to apply for our school leaver apprenticeships.
In the UK, bp has supported 57 school leaver apprentices to date – 39 are active and getting qualifications in business management, digital, data and software development. Demand for school leaver apprentices has increased by 23% year on year, with two new programmes being established in finance and applied sciences.
There has been strong success to date with one apprentice winning London’s Apprentice of the Year Award in December 2020. Another successfully completed their Level 3 standard with a distinction and subsequently earned a place on the people & culture degree apprenticeship programme.
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Recap: Using workforce data to understand and improve social mobility
As an employer, data is one of the most important tools you have for understanding and improving diversity in your workplace, including social mobility. However, many employers report that collecting socio-economic data remains their biggest challenge. In our latest masterclass we explored the importance of collecting relevant and high quality data, including practical advice such […]
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