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. 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.
Our gender pay gap findings
The gender pay gap is the difference in the average pay of all men and all women in an organisation.
Our ethnicity pay gap findings
he 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.
Our summary
We are committed to dealing with the root causes of inequality, ultimately to eliminate our pay gaps.
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.
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.