Sustainability

2024-2054

Following and applying British Petroleum Company's approach to sustainability management

Sust. Report 2024

Ethics Code

Human Rights

Sustainability at Petroproject

Petroproject are embedding sustainability in the way we do business and across our strategy. Our sustainability frame sets out our aims for getting to net zero, improving people’s lives and caring for our planet

Our purpose is to reimagine project management for people and our planet. Our sustainability frame translates our purpose into action and underpins our strategy to become an integrated EPC company. It sets out aims in the areas where we believe we can make the biggest difference for Petroproject, our stakeholders and society

Our aims and objectives

We have set aims for each of our focus areas:

Ten aims to get bp to net zero by 2054 or sooner, and to help the world get to net zero

Five aims to improve people's lives

Five aims to care for our planet

Safety

At Petroproject, safety comes first and is foundational to everything we do. We want to improve our safety performance and work towards the goal we set in 2024 to eliminate fatalities, life-changing injuries and tier one safety process events.

Operating management system [OMS]

Our OMS provides a single framework for delivering safe, reliable and compliant operations. It brings together bp requirements on health, safety, security, environment, social performance and operational reliability, as well as related areas such as maintenance, working with contractors and organizational learning, into a common management system.

Ethics and compliance

Our code of conduct sets the standards and expectations for how we do the right thing and empowers us to speak up without fear of retaliation. It is the foundation of ‘Who we are’ and puts safety first.

Together with our Safety Leadership Principles and OMS, it helps us make safe and ethical decisions, act responsibly, comply with applicable laws and deliver our sustainability frame.

Our code applies to all Petroproject employees, officers and board members. Our regular mandatory training and communications help employees understand how to apply for it and how to raise questions or concerns. All Petroproject employees are required to confirm annually that they have read and understand our code and act in accordance with its principles. We expect and encourage all our sub-contractors and their employees to act in ways that are consistent with our code.

Speaking up

Everyone who works for Petroproject has a responsibility to speak up if they become aware of something that is unsafe, unlawful or inconsistent with our code of conduct. We encourage people to speak up and we do not tolerate retaliation of any kind and consider it to be misconduct.

Concerns or enquiries can be raised through multiple speak-up channels. These include line managers, senior leaders, contacts in our people, culture & communications, ethics & compliance and legal teams, works councils, or our confidential global helpline, Open-Talk. This helpline is available 24/7, by phone or internet, to employees, the wider workforce, communities, business partners and other stakeholders who want to raise concern.

We take potential misconduct seriously and thoroughly review and respond to it, including conducting investigations where appropriate.

Anti-bribery and corruption

We operate in parts of the world where bribery and corruption present a high risk, so it is important to inform our employees, sub-contractors, suppliers, and others that our commitment to ethical and compliant operations is unwavering.

Our code explicitly prohibits engaging in any form of bribery or corruption and includes an expectation that we work to ensure our business partners comply with our requirements.

Our group-wide anti-bribery and corruption, anti-money laundering and anti-tax evasion policies and procedures all include measures and guidance to assess and mitigate risks, understand relevant laws and report concerns. We provide appropriate training for employees in locations or roles assessed to be at a higher risk of bribery and corruption.

Our people

Our employees around the world are crucial to delivering our purpose and strategy. We focus on providing the support and skills they need to thrive and help Petroproject succeed.

‎We aim to provide our people with the skills they need for their current roles and for the energy transition and we are working to build skills forecasts and implement capability plans across Petroproject, including those for our transition growth engines such as hydrogen, offshore wind, digital and our electric vehicle charging business, Petroproject pulse.

Diversity, equity and inclusion [DE&I]

Our focus on [DE&I] can help us become the first-choice integrated energy company for the world’s best and brightest talent – a Petroproject that reflects our customers and sources products and services from an increasingly diverse supplier base.

We are making progress on our global framework for action and all bp entities have now set [DE&I] action plans, based on the three pillars of our global framework: [transparency, accountability and talents].

Incentivization and performance management

We are advocating for policies that support net zero, incentivizing our workforce, assessing our alignment with trade associations and helping corporates achieve their decarbonization goals. We are also taking steps to increase the transparency of our disclosures.

Our annual bonus for all eligible employees, including the Petroproject leadership team, has been linked to a sustainability measure since 2020 and the bonus scorecard against which our employees are measured incentivizes them through three themes: safety and sustainability, operational performance and financial performance. For 2024 our sustainability measure is now linked to the volume of industrial waste resulting from the implementation of Industrial works. This measure covers our Scope under aim 1 [net zero operations].

Our group leaders’ incentive plan is also directly linked to progress on aim 1 [net zero operations], and for group leaders two social measures are included – on employee engagement and improved ethnic minority representation in our senior-level leader population and above.

Policies and practices

Our policies and practices set out expectations for how we manage environmental and social performance before, during and after our activities. They already include environmental and social requirements, which form the foundation for many of our sustainability aims

Supplier expectations

We want to work with suppliers who strive for sustainability in their supply chains. We try to develop and strengthen relationships with suppliers who are committed to and act in accordance with our code of conduct

Governance

The board is responsible for setting the strategy and for monitoring Petroproject’s management and operations as we work to deliver against our targets and aims.

The board-level safety & sustainability committee oversees effective implementation of the sustainability frame and management of health, safety, environmental, social and human rights risks.

Our executive-level group sustainability committee is chaired by our EVP, strategy, sustainability & ventures. The committee provides oversight, challenge and support in the implementation of our sustainability frame and oversight of the management sustainability risks and opportunities, including those related to climate change.

Engaging with our stakeholders

Engaging constructively helps us deliver our strategy and sustainability aims. We engage with many different stakeholders, in various ways – from local meetings to global partnerships.

Our main stakeholder groups are employees, customers, investors and shareholders, government and regulators, partners and suppliers, and society.

Our employees play a critical role in maintaining safe, reliable and compliant operations. We are committed to engaging them in the opportunities and challenges we face, as well as on their own development.

We engage with governments, regulators and legislators on the development of policies that promote a secure, affordable and lower carbon energy system – enabling us to develop our strategy and embed sustainability across Petroproject.

Our aim 11

is to develop enough clean energy to benefit many people.

By 2030 we aim to have developed more renewable generating capacity – broadly enough to meet the power needs of the targeted people – including exploring ways to make clean energy accessible to those who need it most.

More Clean Energy

Our aim 12

is to support a just energy transition which advances human rights and education.

‎We support the international Agreement, which recognizes the importance of a just transition – one that ‎delivers decent work, quality jobs and supports the livelihoods of local communities.

To support a just energy transition, we aim to collaborate with key stakeholders and other industries to support the advancement of human rights through the transition. We will do this by developing just transition plans in priority areas and helping the workforce to develop skills for the future energy system, taking a socially inclusive approach. We aim to build stronger relationships with local communities, based on mutual trust and respect, and will support civic dialogue, greater transparency and capacity building, where we work.

Just Transition

Our aim 13

is helping more than one million people build sustainable livelihoods and resilience.

We will support the communities where we work to build greater resilience and more sustainable livelihoods. We will focus our social investment in support of our sustainability aims. Through these actions we aim to reach more than one million people. We will also support our workforce through quality jobs with fair conditions.

Sustainable Livelihood

Our aim 14

is to increase the degree of diversity, equity and inclusion for our workforce and customers, and to increase certified supplier diversity.

We want our workforce and customers to experience greater equity – fair treatment according to everyone’s different needs and situations – while also helping our partners in the ‘Petroproject ecosystem’ do the same. We will aim to do this by improving workforce diversity and workplace inclusion, making customer experiences more inclusive, and increasing our annual expenditure with certified diverse suppliers, including female and under-represented or minority groups.

Greater Equity

Our aim 15

is to enhance the health and wellbeing of our employees, contractors and local communities.

We will support them to proactively improve their physical and mental health – through innovative ‎programs, partnerships and offers.

Enhance Wellbeing

Our aim 16

is to make a positive impact through our actions to restore, maintain and enhance biodiversity where we work.

We will do this by putting our biodiversity position into action. In doing so, we expect that from 2024 all new Petroproject projects in scope will have plans in place aiming to achieve net positive impact [NPI], with a target to deliver 90% of actions within five years of project approval. We also aim to enhance biodiversity at our major operating sites and support biodiversity restoration and sustainable use of natural resource projects in the countries where we have current or growing investments.

We will also continue to work with others, including our joint ventures, to influence and promote collective action on biodiversity.

Enhancing biodiversity

Our aim 17

is to become water positive by 2035.

We aim to replenish more freshwater than we consume in our operations. We will do this by being more ‎efficient in operational freshwater use and effluent management, and by collaborating with others to ‎replenish freshwater in stressed and scarce catchment areas where we operate.

Water Positive

Our aim 18

is championing nature-based solutions and enabling certified natural climate solutions.

We aim to use nature-based solutions [NbS] to deliver value and contribute to our people and planet aims ‎in our operations and through our business activities. We will also support the development of scalable ‎markets for certified natural climate solutions that help the world reduce deforestation, get to net zero and ‎deliver environmental and social benefits.

Championing Nature-Based solution

Our aim 19

is to unlock new sources of value through circularity

We want to keep materials in use for longer and value them throughout their lifecycle. We’ll do this by using resources responsibly and embracing circular principles in design, operations and decommissioning and aim to work with partners and our joint ventures to create opportunities.

Unlock Circularity

Our aim 20

is to develop a more sustainable supply chain.

We’ll work with our key suppliers to embed sustainable practices, focusing on reducing greenhouse gas ‎emissions and increasing the circularity of what we buy.‎

sustainable Purchasing