More men than women in senior positions
The percentage of female senior leaders in the UK has more than doubled from 12% in 2005 to 32.6% by the first quarter of 2020. Although this continues to improve, there is still some way to go in meeting our aspiration of 35% female senior leaders by the end of 2025, and ultimately achieving gender balance.
Each business and function at Shell in the UK have recruitment aspirations to increase the number of female graduates and experienced hires that we recruit. We have reached equality in graduate recruitment; as a result of the wider reach of our recruitment efforts, our graduate female hiring has continued to increase from 58% in 2019 to 64% this year. Though the proportion of female experienced hires we have recruited in the UK stands at 32% in 2020, we remain committed to achieving greater female representation in the years ahead.
Women are under-represented
Women are under-represented in some specialist roles
Roles linked to STEM subjects and trading attract higher pay because of a scarcity of skills and competition in the market. We remain focused on addressing the under-representation of women in these roles by continuing to promote STEM subjects to women and other less represented groups.
We are involved in several initiatives to encourage girls to take up STEM subjects, and to encourage women to pursue a career in the energy industry, with the goal of creating a talent pipeline that is equally split between men and women. Some examples of our initiatives include:
- Partnering with the Royal Academy of Engineering to create a national network of support for teachers across all STEM subjects,
- Engaging more actively with women studying STEM disciplines at university by partnering with women’s networks on campus and ensuring our campus ambassador teams are gender balanced,
- Amending language in job advertisements and imagery in our attraction campaigns to target more women and better reflect our business,
- Actively managing talent in Upstream specialist and Trading roles by having diverse resourcing panels, running our Senior Women’s Connect Programme, strengthening our pipeline through annual reviews and proactively managing talent,
- We have invested a further £1 million in Tomorrow’s Engineers Energy Quest – the national school programme that is helping to inspire the next generation of scientists and engineers, which we have supported since 2014. Girls who have participated in the programme so far are twice as likely to see engineering careers as desirable, compared to the national average,
- Active promotion of careers in Trading through real-life experiences from women and men in our business, from junior to senior leadership positions to dispel myths about trading being a man’s world and inflexible working practices.
While we have increased the number of women joining as graduates and achieved balance, we see more women joining our corporate and commercial disciplines than technical roles. Our focus in the future will be on accelerating the same levels of progress in our technical and trading disciplines.
The way bonuses are calculated
The way bonuses are calculated in some of our businesses.
It is common for senior positions to have a higher proportion of variable pay in the form of bonuses tied to individual and business performance. As we have greater representation of men in senior positions, this contributes to our bonus gap and is heightened in years of strong business performance. Additionally, higher variable pay in trading roles, where we have fewer women, creates a greater bonus gap.