These were the final lines of an all-staff email our CEO sent following the murder of George Floyd on May 25th, 2020, which provided absolute certainty on where we stand as an organisation. Diversity, equity and inclusion has been important to Shell for decades, and a number of pivotal moments in the last few years, which have impacted so many groups, have increased the urgency for action.

The following year our ambition to become one of the world’s most diverse and inclusive organisations was added to our global company strategy, Powering Progress, and it includes specific goals aimed at addressing racial inequity and creating an inclusive work environment where everyone feels valued.

We’ve outlined here some of the key initiatives, commitments and progress we’ve made.

Woman Smiling

Executive sponsors driving progress

Recognising the importance of senior executive sponsorship to drive progress, our executive sponsors for race and ethnicity are Donny Ching, Legal Director, and Wael Sawan, Integrated Gas, Renewables and Energy Solutions Director, who both report into our CEO.

A strategy shaped by our people

Our ongoing conversations on race and equity, at all levels of the organisation, help us to continuously learn and refocus on the importance of feeling valued, respected and included, and the actions we must take.

  • Our Global Council for Race, which consists of senior Shell leaders and aims to advance diversity in our workforce so that it better reflects communities where we work and from which we draw talent, and focuses on the USA, UK and the Netherlands. The Council is sponsored by our CEO and includes two external advisors – Marc Morial and Dr Nneka Abulokwe, OBE – who bring insight, external perspective and challenge.
  • The Council is supported by a global Employee Advisory Board with employees from a diverse mix of racial and ethnic backgrounds, and was set up to ensure our race and ethnicity action plans are shaped by the voices and experiences of colleagues at Shell. The Advisory Board has played a critical role in holding up the mirror, raising awareness, and providing us with feedback on what works and what doesn’t.
  • Employee Resource Groups: the role of staff in shaping our DE&I strategy extends to country level. We support and sponsor 17 employee resource groups focussed on race and ethnicity inclusion – including those with a focus on African, Asian, Black, Caribbean, Hispanic, Indigenous, Middle East and Pacific groups. We value our employee resource groups and nurture their development as part of our overall strategy for employee engagement and maintaining an inclusive workplace.

To learn more about our DE&I strategy, read our DE&I ambitions and progress and our Pillars and Goals and Guiding Principles.

The power of staff stories

By creating safe spaces to share and listen to each other’s experiences, we can learn more what it is like to walk in someone else’s shoes and more importantly what each of us can do differently to make someone else’s experience better. By doing so, we can all contribute to a more inclusive world. Many Shell colleagues around the world continue to courageously share their inspiring stories, which has created a deeper level of empathy among staff to reflect on and become stronger active allies. Here are some of our inspiring stories that were captured on film:

A role for everyone

Whilst countries may be at different places in their DE&I journeys, no-one has grown-up in a world free from bias. That’s why annual DE&I training is mandatory for everyone at Shell. The training helps ensure colleagues know what’s expected of them, it gives them tools to use every day and guidance on being an ally and intervening in the moment. Whilst it’s only one part of building an inclusive culture, it is an essential one when combined with our other actions to drive meaningful change. And to help turn theory into action, we have asked everyone at Shell to step up in DE&I, to achieve genuine change in who we are, and how we show up – everyday. 

Voluntary Self-Identification (Self-ID)

By better understanding who we are, we can work towards where we want to be. We have collected race and ethnicity data in the USA and the UK on a voluntary basis for several years. In 2022 we started to roll out Self-ID for employees in other countries in our HR system, which includes an option to voluntarily declare race and ethnicity where relevant. This will allow us to track our progress with increased data insights, as well as better understand different groups’ experiences, identify strengths that we can continue to build on, and identify opportunities for improvement.

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Talent acceleration and leadership programmes, mentoring and sponsorship

Across the world, we recognise that certain groups can experience additional challenges or potential barriers to access education, development or training opportunities. We offer various accelerated development programmes such as the Deloitte Academy Diversity on Boards Programme for Women and Ethnic Minorities (UK) and the Asian Talent Accelerator programme. In addition, our leadership programmes embed the importance of inclusive leadership, care and empathy to upcoming leaders. We also offer various mentoring and sponsorship programmes, which includes reverse mentoring with members of our leadership teams around the world. We will continue to invest in these programmes and keep exploring ways to overcome the potential barriers that different groups may face

Flexible Working

In Shell, we want individuals and teams to perform at their best. A key part of that is being able to balance your work and personal life, which has never been more important. We have improved our flexible working options to better meet business and people’s changing needs. Our offices will remain essential and continue to have a purpose in community building, driving business performance by fostering affiliation and collaboration and ensuring that employees feel welcomed and valued as they navigate the future.

At the end of 2021, we launched a global “Future of Work” guide to give employees and teams guidance and greater choice in determining together how, when and where they work. Recognizing that in addition to the office there can be a variety of workplaces. The guide combines the lessons, opportunities and trends we learned during the pandemic, enabled by technology, health & wellbeing and inclusive leadership. We’ll continue to learn and evolve the guidance as we continue on our journey.

Fair pay

Pay is an important part of working life. We offer fair and competitive pay so that all our employees are valued, respected and recognised for the work that they do. Our Fair Pay Principles help explain how our pay is competitive, free from bias, and provides security. 

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.


Shell is working towards gender equality in our workforce.

Disability Inclusion and enABLEment

Shell is a place where people with disabilities can excel.


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.

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