BP and diversity
Finalists in Opportunity Now's Private Sector Award 2002
Mutual Mentoring
BP believes that the diversity of its staff and an inclusive working environment will improve its performance, create competitive advantage and drive continued business success. The role with chief responsibility for diversity and inclusion was promoted to Group Vice President early in 2002, reflecting the depth to which the principles are embedded in BP's organisational values.
Processes
In May 2001 the Mutual Mentoring Programme was piloted in London, involving 24 individuals - including five Group Vice Presidents - in a unique upward mentoring scheme over eight months. The scheme links individuals within the corporation who would not normally interact, enabling shared learning and new insights gained from the unique vantage point each participant brings.
The Mutual Mentoring scheme is an innovative approach to traditional mentoring programmes in which early-career professionals act as mentors to senior leaders of the company. Learning is maximised by combining genders and cultural heritages, with junior women mentoring senior men, and pairs of different nationalities where possible. Senior managers are exposed to the ideas and concerns of junior managers and issues such as diversity and inclusion can be discussed openly and professionally.
As well as a personal development opportunity for junior managers in the form of a relationship with a leader of the organisation, the scheme offers a unique perspective and insight into issues concerning race, gender, age and culture to senior managers. It provides them with a sounding board and feedback from a level in the company generally beyond their line of sight.
The scheme has been championed by the human resources group vice-president, and 24 group vice-presidents and vice-presidents have enrolled in upcoming sessions.
Information about the scheme is available on a dedicated global diversity and inclusion website, which offers advice on how to launch or join a programme and provides contact names and personal anecdotes of those who have taken part.
Impact
The success of the programme is measured by increased awareness of gender differences and better understanding of expectations at different levels and generations. A new attitude to innovation, creativity and openness, as well as increased confidence and influencing skills and a deepened awareness of diversity and inclusion concepts have helped this UK-piloted scheme expand to the US and continental Europe, where it has received excellent reviews and feedback
Contact: Diversity & Inclusion at BP
