We will work to achieve 30% representation of women in our top 1400 leaders by the end of 2021, 35% by 2025 and 40% by 2030, compared with 27.8% at the end of 2020. We will maintain year-on-year improvements in female representation in our top 150 Senior Executive leaders, initially achieving 30% and then aiming for gender equality. At the end of 2020 this was 22.7%. We believe achieving at least 30% representation is a critical threshold to accelerate progress.
Working for Gender Equality
We continue to focus on attracting and developing women because they continue to be under-represented in parts of our organisation.
We are making progress on gender balance at Shell. Today, women make up 38% of our Board of Directors and around 50% of our graduate recruits globally.
We still have more to do. The percentage of women in senior positions in Shell was 27.8% at the end of 2020. Our 2020 gender pay gap for Shell companies in the UK was 18%. A gender pay gap is the difference in the average pay and bonuses of all men and women. 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.
We are working towards gender equality in many ways, from flexible working such as working part-time when possible and targeted training programmes. For example, our Women’s Career Development and Senior Women Connect programmes give women at Shell the opportunity to strengthen their networks and focus on leadership. In support of working mothers and their families, we have a global policy offering a minimum 16 weeks leave following maternity, (or any longer period provided for locally).
We support the development and career aspirations of all our employees and strive for a working environment that is supportive and inclusive for all. We continue to focus on attracting and developing women especially in STEM (science, technology, engineering and mathematics) and leadership roles and on eliminating any specific barriers to participation and progression.
We are helping to address wider societal issues, such as fewer women than men studying STEM. We support STEM programmes in more than 20 countries and our flagship programme NXplorers is active in schools in 17 countries. NXplorers promotes diversity and female participation in STEM subjects.
We have a global policy offering a minimum 16 weeks leave following maternity, (or any longer period provided for locally).
We offer opportunities for flexible working to our employees.
Our mentoring programmes support talented women as they develop their careers.
We have two training programmes specifically for women – the Women’s Career Development Programme and Senior Women Connect. Shell has more than 30 women’s networks around the world.
We have signed the World Economic Forum declaration on closing the gender gap in the oil and gas sector.
Working with others
Catalyst CEO Champions
Shell has endorsed the Catalyst CEO Champions for change initiative, which aims to speed up progress towards gender equality in companies.
Times Top 50 Employers for Women
In the UK, Shell is on the list of The Times Top 50 Employers for Women.
Avtar Top 10 Best Employers for Women
In India, Shell has received an external award from diversity and inclusion consultants Avtar as one of the Top 10 Best Employers for Women.
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