Equal pay

It also reflects wider societal issues such as significantly fewer female than male graduates in science, technology, engineering, and maths (STEM) subjects – only 26% of UK graduates in STEM subjects are women, and in engineering and technology, this figure is just 16%2. For Shell in the UK, it is therefore easier to think of the pay gap as a talent gap, since it’s the uneven spread of men and women across the organisation which is causing the problem.

The factors contributing to our ethnicity pay gap for 2021 are that there are proportionately fewer ethnic minority employees in senior roles which attract higher pay (with proportionately higher numbers of ethnic minority employees in more junior roles in some of our employing companies; and increased rates of ethnicity declaration which impact our year-on-year comparisons.

We are taking meaningful action and monitoring progress to address our pay gaps and build a more diverse and inclusive workplace at Shell in the UK.

For example, we continue to review our family leave and care policies to help all our employees balance the demands of modern life; take action to attract candidates with diverse backgrounds; and have Network led development sessions and mentoring programmes to support the next generation of female talent. Our actions to close the ethnicity gap are focused on our UK recruitment practices which aim to facilitate appropriate representation among our ethnic minority employees, and on mentoring and development programmes, as well as external advocacy and outreach work. 2020, together with our employee networks, the UK Country Coordination Team developed a 10-point Action Plan which was shared with all UK leaders and employees to help us build a more balanced and inclusive workplace for all. By early 2021, all 10 points on the Action Plan had been completed, with several due to be actioned on a repeated basis as we seek to close our gaps. Additionally, mandatory D&I training on Respect in the Workplace has been introduced for all employees across the Shell Group globally.

We also continue to work with others to help us stay up to date with best practices, co-operate on issues across the energy industry and share our successes and challenges. This includes our membership of the Energy Leaders Coalition, which brings together business leaders committed to improving gender diversity. It includes our support of the UK Government’s leadership in gender equality and narrowing the gender pay gap. We also maintain our ongoing partnership with Business in the Community (BITC), where as one of the founding signatories of the Race at Work Charter developed by the UK Government and BITC, Shell in the UK have committed to five principles designed to drive the recruitment and progression of employees from Black, Asian and Ethnic Minorities, and also sponsored the 2021 Race at Work Survey to continue driving change on workplace equality.

2. Wise Statistics – Core STEM Graduates 2019.

David Bunch, UK Country Chair

Shell is committed to becoming one of the most diverse and inclusive organisations in the world, and I’m determined that Shell UK will lead that charge.

David Bunch, UK Country Chair


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.

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.