| Standards |
 |
The Royal Dutch/Shell
Diversity and Inclusiveness Standard
|
|
 Creating an inclusive environment that elicits the very best from our employees is fundamental to our success. Therefore, in Shell we are all committed to: - Manage diversity as a critical business activity.
- Value the broad range of cultural and personal differences that exists in our companies.
- Respect each employee’s need to balance work and personal demands.
- Provide equal opportunity for everyone to compete through well-understood and consistently applied employment and performance standards, and management systems.
- Provide a means for employees to share personal support, learning, self-development, and communication, including networks.
- Demonstrate respect and fairness in our interactions with external stakeholders consistent with our business principles.
- Continuous improvement through reference to best practice.
- Promote a culture in which all Shell employees, contractors, and joint ventures share these commitments appropriately.
|
|
In order to underpin this commitment every Shell company must assure that it: - Has a systemic approach to diversity management addressing each of the elements of the Group Diversity Framework.
- Actively supports attraction, development, retention and promotion of diverse talent.
- Promotes a workplace free from harassment and discrimination.
- Establishes annual diversity plans, goals and targets for improvement; measures, appraises and reports business performance.
- Includes diversity performance in the appraisal and development plans of leaders and employees.
- Provides safe and effective ways for employees to report observed behavioural inconsistencies with this standard. Implementation will take into account the laws of the applicable jurisdiction involved.
|
|
Group Diversity Framework - Leadership, Commitment, and Accountability for Change
Business leaders, down to first line supervisors, demonstrate active leadership, knowledge of business imperative, desired behaviours, and are routinely involved in the creation of an environment that inherently promotes and encourages inclusion. Leaders are accountable for achievement of goals and results.
- Standard Development and Governance
The Group has a written diversity Standard, which speaks to intent, business rationale, expected outcomes and behaviours. A Diversity Council, made up of business executive level representatives and chaired by Chairman of CMD will serve as a governing body to help establish, monitor, and ensure aggressive action toward achievement of stated goals and targets. Standard and process will be widely understood by all employees.
- Strategic Plans and Objectives
Business Excoms shall develop, review, and publish annual diversity plans that include aggressive and specific goals, targets and objectives for the coming year. Achievement of plans and goals shall be realised through routine and critical business planning and people strategy processes. Plans will address linkage to other Group priority areas (i.e. identity, sustainable development, suppliers relationships, etc.).
- Supporting Systems and Resources
In addition to the support provided by The Group Global Diversity Practice, adequate resources (time, people, money) and systems shall be in place by the Businesses to accelerate and support progress through individual, behavioural and systemic change. Linkage and sharing of resources across Businesses is encouraged for purposes of realising greatest efficiency, value, and quality.
- HR Systems Integration
Key HR processes and plans incorporate principles and objectives, which encourage and support broader diversity and inclusion. Examples of process and plans include Talent Review, Performance Management and Ranking, employee benefits, data gathering and reporting, etc.
- Monitoring Performance, Communicating Results, and Continuous Learning
Business and Group performance will be monitored, measured and honestly communicated quarterly to all employees. We will communicate progress to external public as well. A procedure to feedback findings and results to Business Excoms will be established for purposes of update, continuous learning, executive development and education.
|
|
|
