Case studies
These case studies 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 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 2021 diversity pay gap report.
Diversity and inclusion in reshaping Shell for the future
We have maintained our focus on embedding the principles of diversity and inclusion in the way we do business despite challenging global conditions and an organisational review in 2021. Read more about how maintaining a diverse workforce is central to our Powering Progress strategy and the future of Shell in the UK.
Inclusive leadership – developing our female and ethnic minority talent
For many years Shell in the UK have focused on talent plans to support the identification and development of women at different stages of their careers. Read more about what we’re doing to support the development of our female and non ethnic minority employees.
Trading their way to the top
The world of trading has historically been dominated by men. But things are changing. Read the stories of three women in Shell’s global trading operations who share insights into visibility in the workplace, calling out inequality and how to deal with being the only woman in the room.
St. Fergus Gas Plant – leading the way on breaking down barriers
With over 50 years of activity, our North Sea business provides the UK with reliable, secure energy and operates assets that currently provide around 10% of the UK’s oil and gas supply as well as a range of fuels, chemicals and services.
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.
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
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.