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Case study

This describes the specific and differing challenges in one of our business areas, and the actions being taken to improve representation and build a more balanced and inclusive workplace at Shell in the UK. Some areas of our organisation in the UK, like Legal, have gender balance. Others, like our Commercial and Marketing business, continue to make strong progress. But there are areas where we need additional focus. Read our 2023 diversity pay gap report (PDF, 3 MB)

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Two women talking about campaign

Partner Leave: 12 Weeks Support to New Parents

At Shell we believe that all parents deserve support with the arrival of a new baby or child into the family. We also know that there are many ways to form a family and we want to ensure all parents feel supported. That’s why, from January 2023 Shell in the UK launched Partner Leave: an enhanced period of 12 weeks’ paid leave for all new parents who are not taking maternity, adoption or surrogacy leave.

Sarah Hopkin

Sarah Hopkin

Spring Week completely changed my perception of the energy industry. Through exposure to many different areas of the business, I came to understand the importance of engineers like me, who can provide innovative solutions to ever-evolving problems.

Jordan Broadbent

Jordan Broadbent

I feel extremely fortunate to have had the opportunity to take enhanced Shared Parental Leave – Shell’s advocacy and commitment to supporting Shared Parental Leave made it possible for our family to follow a path best suited for us.

Ruth Leach

Ruth Leach

I am pleased that today there are more women in our industry, and business than when I started, however we have a way to go to achieve balance

Read more of their Stories

Download PDF (PDF)
Shell Diversity pay report

Shell in the UK Diversity Pay Gap

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.