In partnership with our employee networks, we are building a culture of inclusion because we know that a culture where people feel valued is one that brings greater engagement and delivers better business outcomes.

Publishing our gender and ethnicity pay gaps (known as the diversity pay gap) is not only the right thing to do, it drives better business too.

This is the fifth year that we have published information on our gender pay gap across the Shell Group of Companies in the UK1.

We continue to work hard to improve gender balance because it is fundamental to the success of our businesses.

The gender pay gap is the difference in the average pay of all men and all women in an organisation. We are confident that we pay our men and our women in the UK equally for work of equal value. Our average 2021 gender pay gap is 17.8%, demonstrating a continuing improvement from 18% in 2020 and 18.7% in 2019.

As part of our commitment to ensuring an inclusive workplace for all, we will continue to voluntarily publish our ethnicity pay gap data for Shell in the UK and advocate externally for increased transparency in this area. The ethnicity pay gap shows the difference in the average pay and bonuses between ethnic minority and non-ethnic minority employees across an organisation, expressed as a percentage of average non ethnic minority pay. In our second year of voluntarily reporting, our average ethnicity pay gap is 21.9% and the bonus gap -22.9%.

You can read more about our progress towards building a more balanced and inclusive workplace at Shell in the UK as you explore this website and in our annual pay gap reports.

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Case studies

These describe the specific and differing challenges in some 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.

Read our case studies

Our Summary

We are committed to dealing with the root causes of inequality, ultimately to eliminate our pay gaps.

Explore our summary

Our approach

We aim to create a culture that allows all our employees to bring their whole selves to work, be their best and thrive and perform well. 

Our findings

UK legislation requires us to calculate and publish our gender pay and bonus figures only. However, we assess pay from a range of other perspectives, including in relation to our ethnic minority employees.