The increase is due to the inclusion of data for Shell Energy Retail Limited, a supplier of gas and renewable electricity in the UK. Shell Energy, formerly First Utility, was rebranded in 2019 and is reported under Shell UK for the first time this year. On a like-for-like basis, excluding data from Shell Energy, Shell UK’s 2019 gender pay gap would be 15.1%, a 3.5% improvement on the previous year.

“We have made good progress in building an inclusive and diverse workplace, and we have increased the proportion of women in senior leadership positions,” said Sinead Lynch, Shell UK Country Chair. “However, we still have further to go and will continue to work to close the gender pay gap across all parts of the business.’’

A gender pay gap is defined as the difference in the average pay and bonuses of all men and women across an organisation. Shell UK has a gender pay gap because we have fewer women than men in senior leadership positions, and fewer women in specialist roles attracting higher levels of pay. Our gender pay gap also reflects wider societal issues such as relatively fewer women studying science, technology, engineering and mathematics subjects at university.

We are working to improve the diversity of our workforce through the recruitment and mentoring of our employees. We promote flexible working for women and men. Our senior leaders are role models for diversity and inclusion. We also continue to work in partnership with other business leaders to improve gender diversity in our industry.

Shell UK has achieved its ambition to reach 30% women in senior leadership positions by 2020.  We aim to further increase this to 35% by 2025. In the last 12 months, more than 50% of our graduate recruits and more than 40% of our experienced professional hires were female.

To read details of Shell UK’s gender pay gap report, go to www.shell.co.uk/genderpay

Notes for editors:

  1. The 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 workforce in the oil and gas sector. This is reflected across each of the Shell companies in the UK and across Shell UK, where 66% of our employees are male and 34% female.
  3. 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.
  4. In fulfilling the UK regulatory requirements, Shell UK’s 2019 gender pay gap report sets out specific gender pay gap data for the six UK employing entities with 250 or more employees on April 5, 2019: Shell UK Limited, Shell International Trading & Shipping Co. Limited, Shell International Petroleum Company Limited, Shell International Limited, Shell Research Limited and Shell Energy Retail Limited.
  5. The report also sets out the Shell UK consolidated pay and bonus gap data, which includes all 9 employing entities in the UK, in order to provide a more meaningful representation of our UK organisation.
  6. Find out more about diversity and inclusion in the UK.