Whilst we currently report gender data in terms of men and women, we recognise and welcome all genders and gender identities. As part of our DE&I efforts, it is our aspiration to report more broadly, in line with our beliefs and core values. However, this will depend on a number of factors, including what information staff are happy to voluntarily declare and having enough people take part to give statistically robust and meaningful data insights.

Shell plc Board

User icon

Ambition: We aim to maintain or exceed the Hampton-Alexander Review target of 33% female Board membership from 2020, progressing towards 50% or more representation.

Progress: In 2021 six out of 12 (50%) Shell plc Board members were women. This exceeds the FTSE Women Leaders Review target of 40% women on boards by 2025.

Board of Directors (%) 2021 2020 2019
Women 50 38 42
Men 50 62 58

Senior Executives (top 120* leaders)

User icon

Ambition: We will work to maintaining year-on-year improvements in female representation in our top 120 Senior Executive leaders*, initially achieving 30% and then aiming for gender equality.

Progress: At the end of 2021, this was 27.3%.  We selected our 30% ambition because studies show that at least 30% representation is a critical threshold to accelerate progress.

Senior leadership (top 1,250* leaders)

User icon

Ambition: We will work to achieve 35% representation of women in our senior leadership* by 2025, and maintain or exceed 40% by 2030

Progress: At the end of 2021 our representation was at 29.5% against our aspirational target of 30%.

Senior leadership positions (%) 2021 2020 2019
Women 29.5 27.8 26.4
Men 70.5 72.2 73.6

Graduate intake

User icon

Ambition: We will work to achieve gender equality in our graduate recruitment every year.

Progress: in 2021, 48% of our graduate intake were women, 38.7% declared themselves as men and 14.2% did not provide their data or chose not to declare their gender.

*The total number of Senior Executives and Senior Leaders may change from year to year, and our focus is on representation as a % of this total group.
Senior Executive leadership positions include the Executive Committee. Senior leadership positions include senior executive leadership positions and the Executive Committee

Learn more about Gender at Shell

Supporting Data

Executive Committee (EC)

The Executive Committee operate under the direction of the Chief Executive Officer and are responsible for Shell’s overall business and affairs. In 2021, women made up 25% of our Executive Committee, including our CFO.

Executive Committee (%) 2021 2020 2019
Women 25 12.5 12.5
Men 75 87.5 87.5

All Employees

Shell employees are 33% women and 67% men.  Our female representation is slowly trending upwards, but the overall representation is lower than we would want it to be and the trend is not accelerating as quickly as we would like. This is why we maintain an on-going focus on attracting and developing women and we hope to accelerate progress:

  • Promotions: 43.7% of people who were promoted in 2021 were women. 56.3% were men.
  • Turnover: 31.3% of people who left Shell in 2021 were women. 68.7% were men.

 

Employees overall (%) 2021 2020 2019
Women 33 32 31
Men 67 68 69

Experienced Hires

This measure includes all hires except for our graduate intake. In 2021, 34.2% of our experienced hires were women and 62.4% men. This is an increase of almost 10% compared to 2020 women hires.

Experienced Hires (%) 2021 2020 2019
Women 34.2 31 32
Men 62.4 67 67

Gender Pay Gap

We are also taking meaningful action to address our gender pay gap. Our 2021 gender pay gap for Shell companies in the UK was 17.8%. A gender pay gap is the difference in the average pay and bonuses of all men and women in an organisation. Shell UK has a gender pay gap for several reasons including the fact that we have fewer women than men in senior leadership positions and fewer women in specialist roles, which attract higher levels of pay. Our full report explores these reasons in more detail, as well as some of the actions we are taking to address this gender pay gap in Shell companies in the UK.

For full context and more information, review our DE&I data table here.

Read more about DE&I at Shell

Diversity, Equity and Inclusion

At Shell, we are working to become one of the most diverse, equitable and inclusive organizations' in the world, a place where everyone feels valued and respected and has a strong sense of belonging.

Disability Inclusion and enABLEment

Shell is a place where people with disabilities can excel.

Race & Ethnicity

We are working to address racial inequity and create an inclusive work environment where everyone feels valued.

LGBT+

We are working to advance LGBT+ inclusion within Shell and the communities where we work.

Our DE&I awards and recognition

Celebrating our progress as we work to make Shell one of the most diverse and inclusive companies in the world.

Employee Resource Groups

Employee Resource Groups are a place to collaborate, support each other, celebrate successes and work with others to drive Shell's DE&I strategy.