Commenting on the report, Shell UK Country Chair, Sinead Lynch said “Equal Pay ensures men and women are paid equally for work of equal value. Through our robust and non-discriminatory pay processes, we are confident we have equal pay, however, we do have a gender pay gap. Across all our employees in the UK, that pay gap is 22.2%. This means our average hourly rate for all our female employees is 22.2% lower than the average hourly rate for all our male employees.”

For Shell UK, there are two main reasons for the gender pay gap: fewer women in senior leadership positions, and fewer women working in technical or trading roles that attract higher levels of pay. Our gender pay gap also reflects wider societal norms. Globally women represent around one fifth of employees in the oil and gas sector. In the UK, only 25% of all graduates in science, technology, engineering and mathematics (STEM) are women, and in engineering and technology, this figure is just 14%.

Shell UK is making progress addressing this representation gap. Between 2005 and 2017, the percentage of women in senior management roles in the UK has risen from 12% to 26.8%. At the graduate level, 47% of graduate positions are now held by women.

Ronan Cassidy, Chief HR and Corporate Officer said “The publication of the UK data provides a good opportunity to take stock, and a good reminder of why it is important to maintain the momentum of efforts internally and externally and keep focus on the issue.”

“Our drive to gender balance started years ago. Are we where we aspire to be? No. But we should recognise the significant progress we have made, especially the marked change in gender balance at recruitment and the increase in senior leadership representation, and draw confidence from that for the future in driving gender representation towards critical mass. The Executive Committee and I remain passionately committed to improving gender balance across all our businesses.”

Shell UK is already working to bring gender balance to our workforce, and while we have made progress, there is still some way to go, as this report shows. We know it will take time and we will continue to tackle the root causes of imbalance. This includes sponsoring and engaging in STEM programmes for girls, working to eliminate any unconscious bias in our systems, processes and policies and continuing to foster a culture of inclusion at every level.

To read details of Shell UK’s gender pay gap report, go to

Notes for editors:

  1. Today’s report has been produced in accordance with the guidance on managing gender pay developed by the Arbitration and Conciliation Service (Acas).
  2. Men have traditionally made up the majority of the oil and gas sector workforce. This is reflected across each of the Shell companies in the UK and across Shell UK , where 67% of our employees are male and 33% female.
  3. There are two main reasons for Shell UK’s gender pay and bonus gaps: we have more men than women in senior positions, and women are under-represented in specialist roles such as petroleum engineering as well as in trading roles.
  4. These specialist positions often attract high levels of remuneration due to scarcity of skills or highly competitive markets.
  5. Bonus awards are gender neutral. However, in some businesses in the UK, such as trading, we see a greater bonus gap because of higher variable pay, reflecting market practice in that sector, and fewer women in these trading roles. These bonuses have a significant impact on both our UK average bonus gap and the average bonus gap for specific businesses.
  6. In fulfilling the UK regulatory requirements Shell UK’s 2017 gender pay gap report sets out specific gender pay gap data for the seven UK employing entities with 250 or more employees on 5 April 2017: Shell UK Limited, Shell UK Oil Products Limited, Shell International Trading & Shipping Co. Limited, Shell Shared Service Centre Glasgow Limited, Shell International Petroleum Company Limited, Shell International Limited and Shell Research Limited.
  7. The report also sets out the Shell UK consolidated pay and bonus gap data which includes for all 12 employing entities in the UK as a more meaningful representation of our UK organisation.


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Royal Dutch Shell plc

Royal Dutch Shell plc is incorporated in England and Wales, has its headquarters in The Hague and is listed on the London, Amsterdam, and New York stock exchanges. Shell companies have operations in more than 70 countries and territories with businesses including oil and gas exploration and production; production and marketing of liquefied natural gas and gas to liquids; manufacturing, marketing and shipping of oil products and chemicals and renewable energy projects. For further information, visit

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The companies in which Royal Dutch Shell plc directly and indirectly owns investments are separate legal entities. In this announcement “Shell”, “Shell group” and “Royal Dutch Shell” are sometimes used for convenience where references are made to Royal Dutch Shell plc and its subsidiaries in general. Likewise, the words “we”, “us” and “our” are also used to refer to subsidiaries in general or to those who work for them. These expressions are also used where no useful purpose is served by identifying the particular company or companies. ‘‘Subsidiaries’’, “Shell subsidiaries” and “Shell companies” as used in this announcement refer to companies over which Royal Dutch Shell plc either directly or indirectly has control. Entities and unincorporated arrangements over which Shell has joint control are generally referred to as “joint ventures” and “joint operations” respectively. Entities over which Shell has significant influence but neither control nor joint control are referred to as “associates”. The term “Shell interest” is used for convenience to indicate the direct and/or indirect ownership interest held by Shell in a venture, partnership or company, after exclusion of all third-party interest.

This announcement contains forward-looking statements concerning the financial condition, results of operations and businesses of Royal Dutch Shell. All statements other than statements of historical fact are, or may be deemed to be, forward-looking statements. Forward-looking statements are statements of future expectations that are based on management’s current expectations and assumptions and involve known and unknown risks and uncertainties that could cause actual results, performance or events to differ materially from those expressed or implied in these statements. Forward-looking statements include, among other things, statements concerning the potential exposure of Royal Dutch Shell to market risks and statements expressing management’s expectations, beliefs, estimates, forecasts, projections and assumptions. These forward-looking statements are identified by their use of terms and phrases such as ‘‘anticipate’’, ‘‘believe’’, ‘‘could’’, ‘‘estimate’’, ‘‘expect’’, ‘‘goals’’, ‘‘intend’’, ‘‘may’’, ‘‘objectives’’, ‘‘outlook’’, ‘‘plan’’, ‘‘probably’’, ‘‘project’’, ‘‘risks’’, “schedule”, ‘‘seek’’, ‘‘should’’, ‘‘target’’, ‘‘will’’ and similar terms and phrases. There are a number of factors that could affect the future operations of Royal Dutch Shell and could cause those results to differ materially from those expressed in the forward-looking statements included in this announcement, including (without limitation): (a) price fluctuations in crude oil and natural gas; (b) changes in demand for Shell’s products; (c) currency fluctuations; (d) drilling and production results; (e) reserves estimates; (f) loss of market share and industry competition; (g) environmental and physical risks; (h) risks associated with the identification of suitable potential acquisition properties and targets, and successful negotiation and completion of such transactions; (i) the risk of doing business in developing countries and countries subject to international sanctions; (j) legislative, fiscal and regulatory developments including regulatory measures addressing climate change; (k) economic and financial market conditions in various countries and regions; (l) political risks, including the risks of expropriation and renegotiation of the terms of contracts with governmental entities, delays or advancements in the approval of projects and delays in the reimbursement for shared costs; and (m) changes in trading conditions. There can be no assurance that future dividend payments will match or exceed previous dividend payments. All forward-looking statements contained in this announcement are expressly qualified in their entirety by the cautionary statements contained or referred to in this announcement. Readers should not place undue reliance on forward-looking statements. Additional risk factors that may affect future results are contained in Royal Dutch Shell’s 20-F for the year ended December 31, 2016 (available at and These risk factors also expressly qualify all forward looking statements contained in this announcement and should be considered by the reader. Each forward-looking statement speaks only as of the date of this announcement, November 30, 2017. Neither Royal Dutch Shell plc nor any of its subsidiaries undertake any obligation to publicly update or revise any forward-looking statement as a result of new information, future events or other information. In light of these risks, results could differ materially from those stated, implied or inferred from the forward-looking statements contained in this announcement.

We may have used certain terms, such as resources, in this announcement that United States Securities and Exchange Commission (SEC) strictly prohibits us from including in our filings with the SEC. U.S. Investors are urged to consider closely the disclosure in our Form 20-F, File No 1-32575, available on the SEC website

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