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.
Some areas of our company, like Legal and Human Resources, have gender balance. Others, like our Commercial and Marketing business, continue to make strong progress. But there are areas where we need additional focus.
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.
With 25 years in the energy industry I have seen the value of having diversity, in all its forms. It leads to better behaviours and less group thinking meaning a greater chance of avoiding poor decisions and greater inclusion for all.
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.
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
Shell in the UK’s commitment to racial equality and inclusion
Our UK Chair, Sinead Lynch, hosted a ‘Let’s Talk About Race: A Time for Solidarity’ panel discussion in June 2020 on why the topic of race and ethnicity should matter to everyone at Shell in the UK, what we are doing to address racial inequality at work, and how we can all play our part to be more inclusive.
St. Fergus Gas Plant – Leading the way on breaking down barriers
Shell in the UK has been helping to break down the gender gap and associated barriers by promoting careers within the energy industry and initiatives such as “Girls in Energy” which was launched in 2010 in partnership with the North East Scotland College.
Charting a course to gender balance
In our Shipping and Maritime business, our employees ensure that Shell can continue to provide its products and services worldwide. From optimising the journey of a ship delivering liquefied natural gas from Australia to Japan, or fuels from Rotterdam to Singapore, we know our people make the difference.
Bringing balance to the Upstream Leadership Team
Some areas, like Legal and Human Resources, have good gender balance. Others like our marketing business, are making strong progress. But there are areas where we need additional focus such as in Upstream (where most of our engineering roles are based) and Trading.
“My manager was really supportive. Our team planned ahead and prioritised the work, so both times I could take the leave to bond with my new daughters.”
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.