Shell Uk Publishes 2018 Gender Pay Gap Report
Nov 21, 2018
London: The Shell Group of Companies in the UK (Shell UK) has today published its gender pay and bonus gap report for 2018. This report shows that Shell UK has an average gender pay gap of 18.6% in 2018 , which is an improvement from 22.2% in 2017.
We are confident that we pay men and women equally for work of equal value. We do have a gender pay gap, defined as the difference in the average pay and bonuses of all men and women across an organisation. This occurs because we have fewer women than men in senior leader positions, fewer women in specialist roles attracting higher levels of pay and, over many years, relatively fewer women studying engineering at university. This results in an average hourly rate for our female employees that is 18.6% lower than the average hourly rate for our male employees in Shell UK.
“Everyone should have the opportunity to fulfil their potential,” Sinead Lynch, Shell UK Country Chair, said in response to this latest report. “Improving the gender balance is fundamental to the continued success of our business. We need to attract the best minds and build a culture where every voice can speak up and every voice is heard.”
For Shell UK, there are three main reasons for its improved year-on-year results: a continued focus on helping every employee fulfill their potential, changes to the structure of the UK business and adopting a global approach to developing talent. Our gender pay gap continues to reflect wider society.
Shell UK continues to work to improve the gender balance of its workforce. Our approach to improving diversity and inclusion – and through that gender balance – is based on four pillars: visible leadership, inclusive culture, employee recruitment and development, and proactive planning in Shell UK. For example, we have an aspiration for 35% of senior leaders to be women by 2025 with the ultimate aim of achieving balance across the UK organization.
We said last year that in the 12 years from 2005 to 2017, the number of female senior leaders in the UK more than doubled from 12.0% to 26.8%. In the last 12 months this upward trend continued to 28.1%. In recruitment, the number of female experienced hires in the UK continues to rise reaching 42.1% in the year to April 2018, up from 35.1% in 2005. Today, more than 44.0% of our graduate roles are held by women. It’s good progress, but there is more to do.
To read details of Shell UK’s gender pay gap report, go to www.shell.co.uk/genderpay
Notes for editors:
- One factor impacting our figures in 2018 is business change due to restructurings, mergers and divestments. This may mean that year-on-year figures might go down as well as up, however we have plans in place to deliver improvement in the long-term.
- In 2018 our report covers 5 UK entities, a reduction from 7 in 2017 as a result of the changes to our business.
- In fulfilling the UK regulatory requirements, Shell UK’s 2018 gender pay gap report sets out specific gender pay gap data for the five UK employing entities with 250 or more employees on April 5, 2018: Shell UK Limited, Shell International Trading & Shipping Co. Limited, Shell International Petroleum Company Limited, Shell International Limited and Shell Research Limited.
- 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 and trading roles. These specialist positions often attract high levels of remuneration due to a scarcity of required skills or highly competitive markets.
- The report has been produced in accordance with the guidance on managing gender pay developed by the Arbitration and Conciliation Service (Acas).
- 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.
- 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 trading roles. These bonuses have a significant impact on both our UK average bonus gap and the average bonus gap for specific businesses.
- 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.
- To read the full report click here
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