BP Australia Pty Ltd RAP REPORT AND RECONCILIATION

Transcription

1 BP Australia Pty Ltd RAP REPORT AND RECONCILIATION ACTION PLAN 2014

2 MESSAGE FROM RECONCILIATION AUSTRALIA Reconciliation Australia would like to formally congratulate BP on the launch of their second Reconciliation Action Plan and first Stretch RAP. As the name suggests, this RAP is all about stretching BPs commitments to reconciliation. It outlines detailed actions and targets in those areas where BP believes it can make the biggest difference: supporting Aboriginal and Torres Strait Islander businesses, including in the retail range at BP stores; creating a workplace that is culturally aware and conducive to meaningful and sustainable careers for Aboriginal and Torres Strait Islander employees; and reducing petrol sniffing in remote communities through the provision of Opal Fuel. These actions build on the strong foundation which was the legacy of BPs first RAP and reflect an organisation that is committed to a long-term and sustainable approach to embedding reconciliation within their everyday business. I have been delighted to see the impact made by BP to date and congratulate them on their ongoing commitment to providing Aboriginal and Torres Strait Islander Australians access to the same social and economic opportunities as all Australians. On behalf of Reconciliation Australia, I d like to congratulate BP on this Stretch RAP and wish you all the best for its implementation. Leah Armstrong Chief Executive Officer Reconciliation Australia COMING TOGETHER: THE STORY BEHIND THE ARTWORK Looking up into the milky way and seeing the turtle, a symbol of love; the goanna, a symbol of journey; the barramundi, a symbol of freedom; and the platypus, a symbol of wisdom all coming together as one around the family members who are sitting around the waterhole. Men are the hunters with their spears and women are the gatherers with their shields, protecting the sacred water hole. Because without water, we are nothing. BP s original artwork, used on the cover of this report, was created by artist, Stan Yarramunua who worked in collaboration with employees at our head office in Melbourne during National Reconciliation Week Stan completed the outline of the artwork and our employees contributed dots to the painting throughout the week. This artwork is now on display in our Melbourne head office. > 2

3 PRESIDENT S MESSAGE BP has a proud history of involvement with Aboriginal and Torres Strait Islander communities a journey which began long before our first Reconciliation Action Plan was launched in The first Reconciliation Action Plan was an important step for BP as it formalised our ongoing commitment to Aboriginal and Torres Strait Islander people. Since then, we have continued to invest in activities that provide mutually beneficial opportunities for the communities in which we do business. Our Reconciliation Action Plan 2014 concentrates on four key areas which build on our past experiences with Aboriginal and Torres Strait Islander communities. These areas were identified through extensive engagement with our employees, communities and external stakeholders. I am pleased to report that we have made some strong progress in these areas, providing the foundation to achieve more going forward. The four key areas in our Reconciliation Action Plan are: Improving Cultural Awareness. By helping our employees to understand the issues and challenges facing Aboriginal and Torres Strait Islander people, they can be confident they are supporting programs that are contributing to close the gap. Developing Supplier Diversity. We have built on the success of our Indigenous Business Development Program and engaged new suppliers through our membership with Supply Nation. The result has been the launch of a new Indigenous Retail Range at our regional BP stores, with fifty cents from each item sold donated to the Australian Literacy and Numeracy Foundation. To date, close to $70,000 has been raised to support the ALNF s Early Language and Literacy Program for Indigenous children. Pathways to Employment. BP remains committed to building a workforce representative of the communities in which we operate. Our aim is to increase the percentage of BP s workforce identifying as Aboriginal or Torres Strait Islander to 2.5%. Whilst we recognise we must overcome some challenges to achieve this, we have focussed on a number of activities to build sustainable employment pathways including: In July 2012, BP Australia became a signatory to the Australian Employment Covenant, committing to 300 job opportunities for people of Aboriginal and Torres Strait heritage over the next ten years. We welcomed our first intake of Aboriginal and Torres Strait Islander interns through our new partnership with Career Trackers in November We placed five Aboriginal and Torres Strait Islander students across our business. The results were very positive with a further ten students to join the program in 2014 and plans to increase the number of interns working at BP in the years ahead. Continuing to supply Opal Fuel. BP designed and launched this low aromatic fuel to reduce petrol sniffing in remote communities. We are delivering programs that encourage community acceptance of Opal Fuel to generate greater benefits for local communities. These four key areas remain our focus as we launch our second Reconciliation Action Plan. By committing to clear objectives and embedding activities into our business, we can ensure our Reconciliation Action Plan programs are sustainable over the long term. BP is proud to be a part of the rich cultural heritage of Australia and is committed to making a difference by supporting Aboriginal and Torres Strait Islander communities. Andy Holmes President BP Australia and New Zealand > 3

4 BP S VISION FOR RECONCILIATION Our vision is that the communities in which we operate will benefit from our presence through the sustainable employment opportunities created, the skills developed and the investment of our financial and people resources. In return, we hope to gain a greater understanding and participation in the vibrant and diverse communities where we do business. As a multinational organisation employing thousands of Australians, BP wants our Reconciliation Action Plan (RAP) and overall approach to reconciliation to reflect the unique values of Australian society. We believe that mates help mates out. We want to do more to ensure a fair go for all Aboriginal and Torres Strait Islander Australians, and continue to lead where we can be most effective as an authentic and responsible corporate citizen. We will work towards improvements that have mutual advantage and contribute to the real, independent growth of communities where we operate. We do this to support Australia s prosperity and our own. We do this because it s the right thing to do. > 4

5 BP IN AUSTRALIA BP has had a presence in Australia since Today, we are involved across Australia in a range of activities, such as exploring for natural gas and crude oil resources. We also refine, supply and market petroleum products and lubricants through our downstream business, along with Castrol, Air BP, BP Marine and BP Shipping businesses. Dampier Geraldton NWSV/Browse Port Hedland Broome Darwin Kalgoorlie Perth (Includes BP Kwinana Refinery, Kewdale and North Fremantle Terminals) Esperance Great Australian Bight BP National Locations Office Refinery Upstream Business BP Terminals - 17 Non BP Operated Terminals Adelaide RAP FOCUS AREA BP s vision is that the communities in which we operate will benefit from our presence. Our RAP programs are delivered in these key regions throughout Australia. Cairns Townsville BP RAP Programs Supporting education Supporting suppliers Opal Fuel Cultural Awareness Cloncurry Mackay Gladstone Brisbane (Includes Bulwer Island Refinery* and Whinstones Ternimal) Newcastle * Bulwer Island Refinery closing June 2015 converting to Jet Import Terminal Sydney Melbourne Burnie Hobart

6 OUR RAP JOURNEY 2009 Indigenous Business Development Program delivered to two participants, in partnership with Rio Tinto In 2002, BP received an via our website. As I write this, I can see an 11-year-old girl through the window with half a coke bottle containing petrol strapped over her nose and mouth. I don t know if she will make her 12th birthday. Is there anything you can do? This was an BP could not ignore. It resulted in the development of Opal Fuel, a low aromatic fuel designed to reduce the incidence of petrol sniffing Opal Fuel was introduced into 37 remote communities across the Northern Territory, South Australia and Western Australia BP s CEO and Downstream Executive team spent a week in Alice Springs to consult with communities first-hand as part of the RAP process and to develop a greater appreciation of the issues facing Aboriginal and Torres Strait Islander communities. > 6

7 2014 > BP launches RAP report and 2014 Reconciliation Action Plan > Since its launch, the number of communities supplied with Opal Fuel has doubled and production has increased 27-fold, reducing the incidence of petrol sniffing by up to 94 per cent in affected communities. * > Five-year partnership with the Australian Indigenous Education Foundation (AIEF) was developed to provide scholarships for Aboriginal and Torres Strait Islander students. > BP joins Supply Nation (formerly AIMSC). > BP Upstream leadership team visits remote community in South Australia as part of the community engagement activities supporting the Great Australian Bight project. * Senate Standing Committee report on Community Affairs, Grasping the opportunity of Opal Fuel: Assessing the impact of the Petrol Sniffing Strategy, March 2009, p > BP launches Indigenous Retail Range with 50c per item sold donated to the Australian Literacy and Numeracy Foundation. > BP s spend with Aboriginal and Torres Strait Islander businesses reaches $1 million. > BP employees create artwork to celebrate National Reconciliation Week. > BP welcomes our first intake of five Aboriginal and Torres Strait Islander interns through our new partnership with Career 2012 Trackers. > BP Australia became a signatory to the Australian Employment Covenant (AEC) committing to 300 job opportunities for people of Aboriginal and Torres Strait heritage over ten years. > BP supports the AIEF Pathway program, providing BP mentors to students in Queensland, Western Australia and Victoria. > BP employees volunteer with Worowa Aboriginal College in Healesville, and Merri Creek Management in Brunswick East. > Eight BP employees visit remote Northern Australia as part of a Cultural Immersion program. > 7

8 HOW WE ARE TRACKING CULTURAL AWARENESS AND DIVERSITY 2011 TARGETS 2013 OUTCOME Develop a central reference database of existing relationships and projects with Aboriginal and Torres Strait Islander individuals, communities and organisations. Database of Aboriginal and Torres Strait Islander stakeholders and partners created. Create at least three opportunities for BP employees to participate in volunteer/mentoring programs with Aboriginal and Torres Strait Islander people, communities and/or organisations. A total of 306 employees have volunteered, spending around 1,836 hours working with two organisations and another 28 BP employees took up mentoring opportunities in support of the AIEF Pathways program in QLD, WA and Victoria. Ensure that all staff working directly with Aboriginal and/or Torres Strait Islanders receive appropriate cultural awareness and protocol training over the course of the next two years. Cultural Awareness and Diversity training was delivered to 299 identified employees by our partner Corporate Culcha. Brief stakeholders (including Government, Corporate partners, suppliers and commercial customers) about BP s RAP and explore areas for collaboration. Completed via various meetings, conferences, reports and publications. Organise an event inviting corporate and industry to engage in dialogue with Aboriginal and Torres Strait Islander guests and businesses, and share their RAP progress and learnings. BP supported Mission Australia's Taste of Reconciliation Australia event in May 2012, where BP s RAP and Opal history were presented by BP s Corporate Social Responsibility Manager. Establish a RAP Advisory Group. Completed. Increase level of representation in the RAP Advisory Group by internal and external Aboriginal and Torres Strait Islanders. Aboriginal Participation Manager included in the RAP Advisory Group. Create an interest group amongst employees for Reconciliation issues and initiatives. Created a RAP champions group amongst employees. Develop an Aboriginal cultural awareness and protocol training program. Corporate Culcha have been engaged to help develop and deliver the Cultural Awareness and Diversity training program. Provide employees with at least one opportunity per quarter to participate in cultural awareness and protocol training. A total of 299 employees participated in Cultural Awareness Training at one of 18 sessions delivered quarterly across all of our business operations. Provide new BP employees with cultural awareness induction training. Efforts focused on ensuring all staff working directly with Aboriginal and Torres Strait Islander people have completed training. Further training for remaining employees will be undertaken in An online training program is being developed to be included in BP s induction program in Introduce a sponsored placement program for two BP employees annually, to spend time in a remote Aboriginal community in order to gain a greater respect and understanding of Aboriginal and Torres Strait Islander culture and history. BP sent eight employees from different parts of the business to remote Australia for a three day Cultural Immersion program, using social media interactions to share the experience with all staff (via Yammer). BP ANZ FVC Leadership Team to visit a remote Aboriginal community to develop a greater appreciation and understanding of Aboriginal and Torres Strait Islander culture and the land. In addition to the ANZ FVC leadership visit to remote Northern Australia, the Exploration and Production leadership team visited a remote community in South Australia in This community is close to the region where consultation is taking place for the Great Australian Bight project. Understand, document and communicate to employees the history of traditional custodians of the land, at BP s offices. Local Indigenous fact sheets for all offices are available on the intranet. Acknowledgement or Welcome to Country given at appropriate major employee and stakeholder events and gatherings. Acknowledgement and Welcome to Country guidelines have been developed and are now available on the the intranet and in hard copy with stakeholders at BP sites to ensure they are delivered at events. Signage acknowledging local traditional custodians of the land installed at BP s offices. Acknowledgement plaques installed in all reception areas. Hold at least six events across BP offices and nationally A variety of events have been held at all BP office locations across Australia to celebrate National Reconciliation Week and NAIDOC week. BP also supported NAIDOC week celebrations in Ceduna. Identify and scope at least three partnership opportunities. >8 At least seven partnerships scoped with many implemented.

9 SUPPLIER DIVERSITY 2011 TARGETS 2013 OUTCOME Organise an event inviting Supply Nation (formally AIMSC) listed and/or accredited Aboriginal and Torres Strait Islander businesses to: Share information on their products and services Learn about BP s business needs Receive advice and support on procurement matters. Examine BP s tender process and where appropriate, include community investment/indigenous criteria in our tenders. Measure and improve annual procurement spend with Aboriginal and Torres Strait Islander businesses year-on-year. Introduce at least one partnership program with guidance from external Aboriginal and Torres Strait Islander advisors. Continue to provide at least one Aboriginal and/or Torres Strait Islander business with financial and/or in-kind support with the intention of supporting business enterprise and capacity and skill building. Expand the Indigenous Business Development Program to cater for six participants annually. In 2012, BP Procurement held workshops in four states inviting AIMSC (now Supply Nation) suppliers to attend to learn about BP s business and share lessons learned in engaging with Aboriginal and Torres Strait Islander suppliers. BP has developed a sustainable procurement strategy, which includes Indigenous criteria in our procurement decisions. Spend with Aboriginal and Torres Strait Islander businesses reached over $1 million in Our Indigenous Retail Range was introduced with guidance from Supply Nation. BP supported an Aboriginal and Torres Strait Islander business in Tom Price by helping to resource a truck for the collection of used cooking oil at BP servos, this product is then blended into biodiesel. BP hosted six candidates through the program in 2012 and supported two of our new Aboriginal and Torres Strait Islander suppliers with tailored business support in OPAL FUEL 2011 TARGETS 2013 OUTCOME Continue to supply Opal Fuel to remote communities in South Australia, Central Australia and Western Australian Goldfields Introduce a permanent Opal Fuel supply option for the Western Desert / Goldfields region. Develop and execute the next phase of the Opal Communications Strategy in collaboration with external advisors. BP has continued to supply Opal Fuel to areas across Australia as guided by government. During this period we have also supplied Opal Fuel to our competitors and have supported them with marketing and technical advice. The storage for Opal Fuel in the goldfields region has been agreed and implementation is underway to be completed in BP provides reports, marketing material and technical support on Opal Fuel to the government as required. Exceeded Achieved Ongoing Cancelled > 9

10 PATHWAYS TO EMPLOYMENT 2011 TARGETS 2013 OUTCOME Scope and develop a BP partnership program. Recruit an Indigenous Employment Manager. Establish an Assistant Terminal Trainee Program in three terminals for Aboriginal and/or Torres Strait Islander recruits. Embed an Aboriginal and Torres Strait Islander recruitment and retention policy into BP s Policies and Procedures. This should be based on best practices as determined by consultations with Aboriginal and Torres Strait Islander stakeholders and other organisations that have successfully embedded a similar policy. Improve the process for gathering applicant data and establish a baseline of current staff who identify as Aboriginal and Torres Strait Islanders. Increase the percentage of BP s workforce identifying as Aboriginal and/or Torres Strait Islander people from 2.1% (2011 Baseline) to 2.5%. Through BP s participation in the North West Shelf Venture (NWSV) operated by Woodside Energy, BP will continue to invest in pathways between education and employment by supporting the: 1. Warrgaumargardi Yirdiyuburrah (WY) program aimed at increasing local community based employment and training opportunities for Aboriginal and Torres Strait Islander people in Roebourne. 2. Gumala Mirnuwarni - a collaborative partnership between the Roebourne Aboriginal Community, industry and government that aims to improve the educational outcomes of Aboriginal and Torres Strait Islander students within the Shire of Roebourne 3. Mingullathardo Indigenous Enterprise Capacity project which assists the Mingullathardo Aboriginal community to become economically self-sustaining through the development of community owned and managed business ventures. The project combines community enterprise development with employment and training opportunities (including job readiness) for Aboriginal people residing within the Shire of Roebourne. Identify and commit to one new program in support of education for Aboriginal and Torres Strait Islander children. Maintain current levels of funding with Medina Primary School and Gilmore College in WA. Identify and implement one new program in QLD. BP has a partnership with the AIEF to provide scholarships for Aboriginal and Torres Strait Islander students and to provide mentors and tutors for students. Aboriginal Participation Manager employed with the key goal of developing and implementing BP s Indigenous Employment Strategy. A project was scoped to find local Aboriginal and Torres Strait Islander candidates to work in one of our North West Australian terminals. After much discussion the project was replaced due to the ongoing supervision requirements and limited resources available at each site. Lessons learned were incorporated into the Aboriginal Employment Strategy. Consultation with best practice organisations for best practice policy and procedures completed December A review and update of BP Australia and its subsidiaries, policies and procedures remains on-going into Improved SAP system to ensure it can capture data on new recruits that elect to identify. Subsidiary companies, data capture processes for new recruits to be completed. BP remains committed to building a workforce representing the communities in which we operate => 2.5% Aboriginal and Torres Strait Islander people. The timeline has been revised beyond 2013 to reflect recent changes to the business and it s processes and a subsequent resetting of the baseline. BP are focusing on a number of initiatives to build sustainable employment pathways and increase representation. BP continues to provide financial support to the Joint Venture programs. BP continues to provide financial support to the Joint Venture programs. BP provided financial support to this Joint Venture program which is now complete. BP currently supports the Australian Indigenous Education Foundation and the Australian Literacy and Numeracy Foundation to improve education outcomes for Aboriginal and Torres Strait Islander youth. BP Kwinana Refinery supports Medina Primary school and Mooditj Kulungars Playgroup as part of their local Community Investment Program. BP partnered with the Smith Family and Budburra Books to develop learning material for Cherbourg State School that would help fill a gap in their current learning. > 10

11 OUR FOCUS AREAS 1. > Cultural Immersion experience > Leadership visits to remote communities > Welcome to Country and Acknowledgment of Country > Cultural Awareness Training 2. > Supply Nation membership and sponsorship > Hosting procurement events for suppliers across the country > Increasing spend with Aboriginal and Torres Strait Islander suppliers > Indigenous Retail Range Cultural Awareness and Diversity Supplier Diversity Pathways to Employment Opal Fuel 3. > Successful employment in regional retail > Career Trackers > AEC commitment > AIEF pathways program 4. > Continued supply and support to government and other suppliers >11

12 MENTORING STUDENTS IN THE AIEF PATHWAY PROGRAM In 2012, BP announced a $1 million partnership with the Australian Indigenous Education Foundation (AIEF). The not-for-profit foundation was established in 2008, to provide scholarships which enable Aboriginal and Torres Strait Islander students to attend some of Australia s best schools and universities. It also offers mentoring and career support to ensure that students make a successful transition from school to further studies or employment, productive careers and fulfilling lives. Soon after the partnership was announced, BP provided volunteer mentors and tutors to support students in Melbourne, Brisbane and Perth through the AIEF Mentor Program. The program pairs AIEF Scholarship Students with experienced, professional mentors from AIEF s Corporate Partners and aims to create structured and trusting relationships to support students through their senior years at school and beyond. BP Senior Cost Manager Nick Moore said he was looking to give something back and jumped at the opportunity to become an AIEF Mentor in Nick was paired with Melbourne Grammar School Year 10 student Kade. They soon discovered they had plenty in common, including interests in the Australian Football League (AFL) and fishing; they even shared a favourite fishing spot in East Gippsland, near Kade s hometown of Bairnsdale in Victoria. It s been really easy to get to know Kade, Nick explained. At first we chatted about our similar interests but now we talk a lot more about his career, his football, his heritage and the different connections I can help him with. One such connection was a meeting Nick organised between Kade who plans to study law after school and one of the senior lawyers at BP. That was really interesting, Kade said. It sort of set me on to the different parts of law that I could study. I had never thought about the commercial side as much as the criminal side, but now I m probably more interested in commercial law. Nick also organised a meeting for Kade with his nephew, a former AFL player who overcame a sporting injury similar to one Kade is suffering. Nick s nephew was involved at the highest level of the sport for a decade and Kade described it as awesome to meet such an inspiring footballer. Kade believes having a mentor is a great opportunity for any student: Just embrace it it s pretty awkward at the start, but that sort of seems to fade after the first two times. You ve sort of both got to make an effort. Nick agrees: The relationship builds step by step don t try and push things too quickly. The students are young men and women still finding their way, so you need to put in the effort to build that relationship slowly. BP has made much more than a financial commitment to AIEF. They have encouraged people at all levels of their organisation to personally engage with our work. And this engagement whether it s the public advocacy of AIEF Ambassador Dr Philip Home or the one-on-one support provided by volunteer mentors like Nick is essential for AIEF s success. Andrew Penfold CEO AIEF > 14 12

13 CAREER TRACKER INTERNS DANNY HAWKING REBECCA MARTIN Chief Information Officer BP Australia From my perspective, this entire experience has been rewarding on several fronts. Firstly, by partnering with Career Trackers we have been able to provide an opportunity to someone that needed an opportunity. Secondly, through this partnership we (myself and my team) have learned so much more about Aboriginal and Torres Strait Islander culture. This included some of the challenges that are still to be addressed and ways that we can all contribute to beating those challenges. And finally, we have been very fortunate to have Rebecca join us initially for an 11 week period, then later on a part-time basis for the remainder of the year. She is a tremendously talented individual, extremely popular right across the team, and we wish her all the best in her future endeavours. We know she will be successful and I feel privileged that we have played even a small part to help her on her journey. SharePoint Administrator Enterprise Data Some friends from Monash University in Melbourne invited me to a Career Trackers Information Session last year, so I went along to hear about their successes and decided to get involved. My internship was such an invaluable experience; I was placed in an area that enabled me to really use and hone my skills and interests in web technology. A bunch of really exciting things were happening around my business area within the company, and I was given real responsibilities. The people I worked with were amazing and my team leader was very generous with her time, helping me to develop my skills. Instead of feeling like I was the work experience kid, I was a real and valued member of the team. At the beginning of my internship, I had the opportunity to introduce myself to the regional Information Technology team and deliver a presentation about my culture and where I had come from. Everyone found it really enlightening and it was great to be able to explain some cultural sensitivities to my team. Everyone at BP values diversity and inclusion and this invites many different people to contribute to the workplace. My internship was invaluable in terms of adding to my professional profile and the experiences I could draw from in interviews. It ultimately helped me to secure a graduate position in technology consulting. I m really looking forward to commencing that job next year, after I finish my final semester of my Masters of Applied Information Technology at Monash. I know that doing the internship set me apart from other applicants in my industry and my experience will mean that I hit the ground running as an effective employee when I start my new job. > 13

14 RELATIONSHIPS BP believes that long-term relationships founded on trust and mutual advantage are vital to the success of our business. We aim to engage in dialogue and build relationships with many different groups to promote understanding and seek new ways of conducting our business. Below are some of the organisations we have partnered with to help us achieve our vision for reconciliation. Native Oz Cuisine Art Yarramunua Gumala Mirnuwarni Polly Farmer Foundation Indigiearth Australian Employment Covenant Warrgamugardi Yirdiyaburah Outback Global Smith Family Budburra Books Project Wurundjeri Tribe Land Compensation Cultural Heritage Council Inc. Aboriginal Law and Culture Centre Australian Indigenous Education Foundation Black Olive Catering Supply Nation Career Trackers Australian Literacy and Numeracy Foundation Corporate Culture All About Air Kudijt Café Perth Medina Primary School Koorie Heritage Trust Print Junction Yandina Mooditj Kulungars Playgroup Gilimbaa Ceduna Aboriginal Corporation Worowa Aboriginal College Aldara Consultancy ACTION RESPONSIBILITY TIMELINE MEASURABLE TARGET BP s RAP Advisory Group will continue to develop the RAP and provide guidance on its direction, implementation and progress. Indigenous Participation Advisor Refresh RAP Advisory Group, ensuring Aboriginal and Torres Strait Islander representation. Implement a governance process including quarterly reports to the CEO and BP Australia Leadership Team on progress towards achieving RAP outcomes. BP will continue to progress the Aboriginal and Torres Strait Islander engagement strategy across all business units and functions. Create at least three opportunities annually for BP employees to participate in volunteer/ mentoring programs with Aboriginal and Torres Strait Islander people, communities or organisations. Continue to create interest among employees through the RAP Champion Group. > 14 Johnny Ringo was born with a severe cleft palate, and has experienced many difficulties overcoming his condition without any medical help. Whilst he is significantly behind the other children in language development, he has the sweetest temperament, a real sense of humour, and the most heart-warming smile. Through the support of the Australian Literacy and Numeracy Foundation s (ALNF) Early Language and Literacy Program for Indigenous children, Johnny is now able to communicate more easily with his teachers and classmates. He is improving more and more everyday and is eagerly engaging in conversation and telling stories with his friends. BP supports the ALNF by donating 50 cents from each item sold in our Indigenous Range at selected stores across Australia.

15 ACTION RESPONSIBILITY TIMELINE MEASURABLE TARGET BP will promote and share our RAP process with partner organisations, suppliers and customers. External Affairs Advisors and all BP business segments and functions Continue to brief stakeholders quarterly (including government, corporate partners, suppliers and commercial customers) about BP s RAP to explore areas for collaboration and share progress and learnings. BP will mark and celebrate National Reconciliation Week. BP will promote National Reconciliation Week to all staff and encourage engagement in local events; BP will host at least one internal event to celebrate National Reconciliation Week. Through BP s participation in the North West Shelf Venture (NWSV) operated by Woodside Energy, BP will continue to invest in pathways between education and employment by supporting programs in the Pilbara region. Joint Venture Partners & BP Developments Government Relations Manager Continue to support Gumala Mirnuwarni a collaborative partnership between the Roebourne Aboriginal Community, industry and government that aims to improve the educational outcomes of Aboriginal and Torres Strait Islander students within the Shire of Roebourne. Continue to support Warrgaumargardi Yirdiyuburrah (WY) program aimed at increasing local community based employment and training opportunities for Aboriginal and Torres Strait Islander people in Roebourne. Continue to support various Aboriginal and Torres Strait Islander programs such as NAIDOC celebration and Yaandina Youth and Family Support Services (a Roebourne based Aboriginal and Torres Strait Islander community organisation). Support the new Roebourne Education Initiative which is a community investment project between NWSV and Roebourne District High School with the aim to assist RDHS in improving the standard of mainstream and cultural education for all students. Through BP s participation in the Browse Floating Liquefied Natural Gas (FLNG) project operated by Woodside, BP will continue to support social investment programs in the Kimberley which focus on building Aboriginal and Torres Strait Islander capacity and promote community participation. Joint Venture Partners & BP Developments Government Relations Manager Continue to support the Kimberley Aboriginal Law and Cultural Centre. This involves the maintenance and promotion of traditional culture across the 30 language groups in the Kimberley through a new cultural governance framework. Continue to support the Polly Farmer Foundation (PFF) tutoring and pastoral support for Aboriginal and Torres Strait Islander secondary students in Broome. Continue to support the Broome PCYC (Learning Centre) education program for disengaged youth. Allows for learning of basic life skills. Continue to support the Yawuru Jarndu Aboriginal Corporation developing basic business skills and commercial opportunities for Yawuru women in Broome. Continue to support the Broome Aboriginal Media Association (Kimberley Girl) developing self-esteem and confidence for young Aboriginal and Torres Strait Islander women across the Kimberley. In association with its exploration activities in the Great Australian Bight, BP will review opportunities to support Aboriginal and Torres Strait Islander communities on the Eyre Peninsula. Community Affairs Advisor South Australia Continue to support NAIDOC celebrations and provision of community and education grants in Ceduna and other towns on the Eyre Peninsula. > 15

16 RESPECT BP s business has many touch points in rural and remote locations, through our exploration and production, retail and terminal operations. As a multi-national corporation effectively operating as a guest in this country, BP has an obligation to demonstrate respect to the traditional owners of this land. ACTION RESPONSIBILITY TIMELINE MEASURABLE TARGET CULTURAL AWARENESS BP will progress the Aboriginal and Torres Strait Islander cultural awareness program across all business units and functions. Organisational Development Manager Ensure that all senior leaders receive face-to-face cultural awareness training. Provide BP employees with online Indigenous Cultural Awareness and Diversity training. Provide senior leaders with Indigenous Cultural Awareness and Diversity refresher training. Embed the Indigenous Cultural Awareness and Diversity training program into the business as usual learning and development offer. BP ANZ Leadership Team to participate in an event led by the Aboriginal community to develop a greater appreciation and understanding of Aboriginal and Torres Strait Islander culture and the land. BP will encourage and guide employees in acknowledging traditional owners and custodians of the land, as detailed in BP s protocols. All BP business segments and functions Continue to understand, document and communicate to employees the history of the traditional custodians of the land, at BP s offices. Acknowledgement or Welcome to Country given at appropriate major employee and stakeholder events and gatherings. Office Facilities Manager Ensure signage acknowledging local traditional custodians of the land installed at all BP s offices. BP will continue to mark and celebrate Aboriginal and Torres Strait Islander cultural celebrations. and Indigenous Participation Advisor BP will mark and celebrate local Aboriginal and Torres Strait Islander cultural celebrations during NAIDOC week and enable Aboriginal and Torres Strait Islander employees to participate in events. Having been a part of leading a successful Indigenous Employment initiative within the heritage Regional Retail business, I can say that it is imperative that Indigenous initiatives are OWNED by the business itself that means that each individual believes and embraces the initiatives, and then collectively in a well thought out plan, the business itself takes responsibility for driving the initiative ultimately, the initiative becomes part of the ongoing culture and fabrication of the business. Rob Plecher Terminals and Logistics Optimisation Manager > 18 16

17 BP representatives with Indigenous Retail Range suppliers Native Oz Cuisine and Indigiearth and Supply Nation at the Connect Expo in BP S NEW INDIGENOUS RETAIL RANGE When BP put forward a challenge to its staff to identify opportunities that may add value to the Aboriginal and Torres Strait Islander communities in which they operate, BP s Regional Retail Merchandising Manager, Dean Hadden, decided this was an area where he could get involved. With the support of Supply Nation, Dean was able to conduct research and find some Aboriginal and Torres Strait Islander suppliers who would be suitable for a new Indigenous Retail Range. Dean met with these suppliers to see whether they would be interested and have the capacity to supply at a wholesale level. Indigiearth and Native Oz Cuisine quickly got on board, even though they had never worked on such a large scale before. Over the coming months, the two businesses worked closely with Dean to overcome some of the challenges they faced with the prospect of supplying to a national retailer. BP utilised their Indigenous Business Development history to provide support to Indigiearth and Native Oz Cuisine in the areas where they most needed help. The Indigenous Retail Range was launched into selected BP stores across regional Australia in The BP and Native Oz Cuisine partnership has enabled our company to gain knowledge and traction regarding the snack food market, commented Greg Dimopolous from Native Oz Cuisine. BP have worked with us to identify obstacles, such as distribution, and have helped address them. BP have also understood our marketing strategy and are working with us to achieve entry into as many BP sites as possible to allow viability for our national advertising campaign. Sharon Windsor from Indigiearth is pleased that the partnership has opened up doors within her community. Aboriginal growers provide their produce for me to create the products, so it s helping the wider Aboriginal community it really goes a long way. > 17

18 OPPORTUNITIES BP has relationships across rural and remote locations in Australia which gives us the scope and the responsibility to make real and sustainable contributions through the creation of wealth and employment opportunities, skill development and the investment of our time and money into people leading to sustainable and independent growth and greater mutual benefit. ACTION RESPONSIBILITY TIMELINE MEASURABLE TARGET PROCUREMENT BP will develop and implement a procurement strategy designed to reward suppliers who demonstrate leadership in sustainability, including support for the prosperity of Aboriginal and Torres Strait Islander communities. Procurement Strategy and Performance Manager Continue membership with Supply Nation and participate in a Supply Nation led event to share learnings with other members and gain insights into best practice supplier diversity. Review BP s tender process and where appropriate, include community investment/ Aboriginal and Torres Strait Islander criteria in our tenders. Measure and improve annual procurement spend with Aboriginal and Torres Strait Islander businesses year-on-year. Review BP s Aboriginal and Torres Strait Islander Retail Range and continue to source Aboriginal and Torres Strait Islander suppliers, where available. through Supply Nation. Retail Category Manager January 2015 Review current Indigenous Retail Range and continue to work with suppliers on range and offers. Assess options to extend Indigenous Retail Range into BP metro stores across Australia. Continue to provide Aboriginal and Torres Strait Islander businesses with financial or in-kind support with the intention of supporting business enterprise, capacity and skill building. Provide as needs business support to at least one of our Aboriginal and Torres Strait Islander business suppliers annually. PATHWAYS TO EMPLOYMENT BP remains committed to building a workforce representative of the communities in which we operate. Our aim is to increase the percentage of BP s workforce identifying as Aboriginal or Torres Strait Islander people to 2.5%. Aboriginal Participation Advisor BP has committed to 300 job opportunities advertised with the Australian Employment Covenant over the next ten years. Continue gathering applicant data and measure the number of current staff who identify as Aboriginal and Torres Strait Islanders. BP will develop and progress the implementation of HR policies to ensure that BP has the right structures and support in place to ensure pathways for the recruitment, development and retention of Aboriginal and Torres Strait Islander employees. Continue to develop and build our Career Tracker partnership to identify and develop opportunities within BP for internships in the BP graduate program. > 18

19 ACTION RESPONSIBILITY TIMELINE MEASURABLE TARGET BP will foster meaningful relationships with Aboriginal and Torres Strait Islander organisations or like-minded corporate organisations with the aim of creating mutually beneficial actions. and Director Policy, Environment and Community Affairs Assess and review five-year partnership with AIEF and continue to identify and develop opportunities to increase employment pathways for Aboriginal and Torres Strait Islander students through their Pathways program. Continue to support education for Aboriginal and Torres Strait Islander children leading to higher education and sustainable employment opportunities. BP will review current partnerships supporting education for Aboriginal and Torres Strait Islander children to measure impact and ensure positive outcomes. BP to seek opportunities with education providers and others stakeholders in our key states of WA and QLD to improve school attendance; numeracy and literacy in schools with a high Aboriginal and Torres Strait Islander population. WA External QLD External Review and assess one new partnership in WA. Review and assess one new partnership in QLD. Opal Fuel Continue to supply Opal Fuel a low aromatic fuel designed to reduce petrol sniffing into remote communities where there is a petrol sniffing problem and continue to invest in programs that encourage community acceptance of Opal Fuel. General Manager Supply Operations Strategic Supply and Infrastructure Manager Marketing Fuels Manager Continue to supply Opal Fuel to remote communities in South Australia, Central Australia and Western Australian Goldfields. Introduce a permanent Opal Fuel supply option for the Western Desert/Goldfields region. Continue to work in conjunction with DOHA to develop a joint marketing and communications plan to support ongoing uptake of Opal Fuel. TRACKING PROGRESS AND REPORTING ACTION RESPONSIBILITY TIMELINE MEASURABLE TARGET RAP to be made available to all BP staff and to the public on the BP Australia and the Reconciliation Australia websites. Report on RAP progress annually. Measure success of employee engagement through Country Communications Plan process. Submit RAP impact questionnaire on key RAP outcomes to Reconciliation Australia. Facilitate a lessons learned process to review the RAP and utilise the insights to develop the next RAP. Refresh RAP every three years in consultation with our employees, RAP Advisory Group, our community stakeholders and Reconciliation Australia. Country Communications Manager September 2015 September 2016 RAP is published on the BP Australia and the Reconciliation Australia websites. Provide annual progress reports tracking RAP actions on the BP Australia website. Country Communications Plan developed and measured annually. Participate in the Reconciliation Australia annual impact questionnaire by providing updates on BP s RAP outcomes. June 2017 Lessons learned session facilitated and 2017 RAP developed. June 2017 Refreshed RAP approved by Reconciliation Australia and BP. > 19

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