Shell in the UK Diversity Pay Gap Report
At Shell in the UK, we want to create an environment that is as diverse as the communities in which we operate; where all employees are able to be themselves, thrive and deliver great work. Publishing our gender and ethnicity pay gaps (known as the diversity pay gap) is not only the right thing to do, but part of our Powering Lives strategy to become one of the most diverse and inclusive organisations in the world.
Parminder Kohli, Chair, Shell UK Ltd“We celebrate the richness of perspective, backgrounds, and cultures within Shell in the UK to ensure that everyone feels valued, respected and heard”
Diversity Pay Gap Report 2024
In our 2024 Diversity Pay Gap report, we set out the gender and ethnicity pay and bonus gaps for Shell companies in the UK and outline the actions we are taking to close these gaps.
View our 2024 diversity pay gap data and long-term progress.
View past years’ reports:
Reflecting on our long-term progress for the gender and ethnicity pay gaps
Gender Pay Gap
This year we reflect on our sustained long-term progress. We are proud that we have narrowed the gender pay gap of a range of 2.7% to 12.8% in 2024 compared to 11.3% to 32.1% in 2017.
This data presents the range of the gender pay gap, showing both the lower and upper limits, for each year from 2017 to 2024. The pay gap is expressed as a percentage, where a positive percentage indicates men earning more than women, and a negative percentage indicates women earning more than men.
In 2023, the lower range of the pay gap was negative, indicating that in some cases, women earned more than men.
The upper range of the pay gap has decreased significantly over the years, particularly from 2021 to 2024, suggesting a narrowing of the pay disparity.
Ethnicity Pay Gap
We are still in the earlier years of reporting our disaggregated ethnicity pay gaps. Through our action plan, we hope to see a similar long-term narrowing of the pay gaps.
This data illustrates the mean pay gap percentage for various ethnic minority groups from 2022 to 2024. A positive percentage indicates that individuals in the specified ethnic group earned less than the average, while a negative percentage indicates they earned more.
The Black/African/Caribbean/Black British group experienced the largest pay gap, though it decreased in 2024, while the Asian/Asian British group saw a steady decline in their pay gap over the three years. Conversely, the "Ethnic minority - other" and "Mixed/Multiple Ethnic Groups" shifted from positive to negative pay gaps, indicating earnings above the average in recent years. The "Other" group showed minor fluctuations.
Fair Pay in Shell
We commit to deliver fair and competitive pay, so that all of our employees are valued, respected and recognised for the work that they do.
