The future depends on what we all do today.

It starts with clear aims:

We want our business to reflect the communities in which we live and work; diverse and wholly inclusive of all people, whatever their background, sexual orientation, ethnicity, age, gender, or any other attribute or choice.

We want to see that diversity reflected and respected at every level of our organisation: in the graduates we hire and the everyday decisions that drive people’s development, right up to our senior leadership team.

Achieving our aims demands action – this is how we’re demonstrating our determination to deliver in four key areas.

Visible Leadership

At Shell, sustaining a diverse workforce and an inclusive environment starts at the top.  Our decision-makers are role models for diversity and inclusion.  We believe that when you’re part of a diverse team, led by an inclusive leader, you’ll feel more engaged and better equipped to deliver your best.

  • We’ve signed the World Economic Forum declaration on gender balance for the oil and gas sector, which focuses on removing barriers that may hinder or discourage women from progressing into leadership roles.
  • We run leadership programmes with a focus on inclusion and unconscious bias to ensure our decision-makers understand their impact on others and how they can create a more inclusive working environment.
  • We host quarterly ‘diversity and inclusion days’ looking at elements of our UK Diversity strategy, linked to events such as International Women’s Day, LGBT Pride Month, Black History Month and International Day of People with Disability.
  • Our annual UK Country Chair D&I awards celebrate role models, highlight successes, recognise best practice and raise awareness of Shell’s diversity and inclusion plan and targets for the year.
  • Programmes like Women’s Career Development Programme and Senior Women Connect help us lead the way in closing the gender gap in the Oil & Gas industry. Over the last decade the number of women in leadership roles here has more than doubled and half of our graduate hires are women.

Inclusive Culture

By cultivating an inclusive working environment, we can help everyone to reach their best and push their boundaries – whatever their individual circumstances. Here’s how we’re making that happen.

  • To help balance the demands of parenting between both parents, we have progressive policies covering maternity, adoption, surrogacy and shared parental leave.
  • All our people can request flexible working arrangements and we aim to advertise all internal roles as open to flexible working patterns
  • We run a range of diversity and inclusion programmes to raise awareness in areas including gender identity, inclusive leadership, micro behaviours, unconscious bias, disability, cultural awareness and sexual orientation.
  • You can join one of our many voluntary employee networks. These include the Asian Network, the African Network, Balance at Shell (Gender Balance), enABLE (Disability), Energie (Graduate and Early Professionals), the Experienced Hire Network, Iberia-American Network, and Lesbian, Gay, Bisexual and Transgender (LGBT) networks.
  • Our Workplace Accessibility Service helps our UK staff with requesting changes in IT or furniture to meet a specific need, whether temporary or permanent, guided by our Shell Health team.
  • We share inspirational stories through our internal news channels to celebrate success, challenge stereotypes, provide role models and demonstrate how diversity can add value to our business.

Attraction & Development

Potential is distributed equally. Opportunity is not.

At Shell, we promote equality of opportunity for our people regardless of their sexual orientation or gender identity, parental status, ethnicity, disability, background or approach.

  • We use gender neutral recruitment practices: writing job adverts in neutral language; advertising in a range of media; creating diverse candidate shortlists; using balanced selection panels to mitigate unconscious bias.
  • We’re a Champion member of the Business in the Community’s (BITC) Gender Campaign, members of Women in Science Engineering & Technology (WISE) and Catalyst, leading non-profits that expand opportunities for women in our business.
  • Every year 100+ young women in Aberdeen join Girls in Energy, a one-year course run by a local college to showcase career opportunities for young women in the energy industry.
  • We’re Champion members of Business in the Community’s (BITC) Race and Ethnicity Campaign further demonstrating our commitment to be a diverse, equal and inclusive employer, and recognised as a ‘Best Employer for Race’.
  • We’ve been recognised as a top LGBT employer by the Corporate Equality Index and the Workplace Pride Foundation and are a Champion member of Stonewall.
  • We help people build careers on capability. We’re members of the UK Business Disability Forum whilst our employee-led enABLE network helps raise awareness about different kinds of disability.

Plans

Because we know the difference a diverse, inclusive workforce can make, we set targets to hit, not boxes to tick. With ambition and direction, we will continue to tackle the root causes of imbalance, both in our business and across the industry.

  • Every quarter we monitor our workforce demographics to analyse emerging trends and act to remove barriers to opportunity.
  • We regularly review succession plans and the potential of our employees to ensure we have equal opportunities for all, taking action where required
  • We assess performance ratings annually against diversity characteristics – this helps us to identify and eliminate any unconscious bias affecting the way we rate our people’s performance.

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