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. Given our commitment to ensuring an inclusive workplace for all, we are voluntarily publishing our ethnicity pay gap data for Shell in the UK this year.
There are three factors which explain our year-on-year results and these factors mean that in the short term, our results may change either way, but that in the longer term, we will expect to see the gender pay gap close at Shell in the UK.
The ethnicity pay gap shows the difference in the average pay and bonuses between Black, Asian and Minority Ethnic (BAME) and non-BAME employees across an organisation, expressed as a percentage of average non-BAME pay.
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.
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.