Our global diversity, equity and inclusion ambitions, data & progress
Information on our global ambitions around diversity, equity and inclusion, subject to local laws and context.
Our diversity, equity and inclusion ambitions and progress
We strive to achieve gender equality
At the end of 2025, 42% of our Board were women and 58% men, compared to 36% women in 2014. Representation of women on the Executive Committee was 44% women and 56% men; and women in our senior leadership has continued to increase. The percentage of women who were external hires as of 31 December 2025 were 35% women and 65% men. Overall, 35% of Shell employees were women at the end of 2025. We strive to continue to increase the participation of women in areas where they are under-represented while hiring, retaining and promoting based solely on factors, including merit, qualifications, performance and business considerations.
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
Ambition: In line with the UK Listing Rules, we aim for gender balance on the Board, with at least one senior board position held by a woman. To provide flexibility for periods of change, we aim to maintain the representation of both men and women at, or above, a minimum of 40%.
Progress: In 2025, five out of twelve (42%) Shell plc Board members were women and 58% were men, and the position of CFO was held by a woman. This exceeds the FTSE Women Leaders Review target of 40% women on boards by 2025.
| Board of Directors (%) | 2025 | 2024 | 2023 | 2022 | 2021 |
| Women | 42 | 42 | 42 | 55 | 50 |
| Men | 58 | 58 | 58 | 45 | 50 |
Senior leadership
Ambition: Our aim was to achieve 35% representation of women in our senior leadership* by 2025, and we now aim to achieve 40% by 2030.
Progress: Over the years, Shell has progressively increased the representation of women on the EC and in senior leadership roles. As of 31 December 2025, we had achieved 35%, up from 33% in 2024.
| Senior leadership positions (%) | 2025 | 2024 | 2023 | 2022 | 2021 | 2020 |
| Women | 35 | 33 | 32 | 30.4 | 29.5 | 27.8 |
| Men | 65 | 67 | 68 | 69.6 | 70.5 | 72.2 |
* Senior Leadership is a Shell measure based on compensation grade levels.
Supporting gender 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 2025, we had 44% women and 56% men on our Executive Committee.
| Executive Committee (%) | 2025 | 2024 | 2023 | 2022 | 2021 |
| Women | 44 | 57 | 43 | 22 | 25 |
| Men | 56 | 43 | 57 | 78 | 75 |
All Employees
Shell employees were 35% women and 65% men. This is why we maintain an ongoing focus on attracting and developing women. 4.1% of women, and 3.7% of men voluntarily left Shell (excluding portfolio companies) in 2025.*
* % = Total voluntary resignations / average employee count for relevant period.
| Employees overall (%) | 2025 | 2024 | 2023 | 2022 | 2021 |
| Women | 35 | 35 | 35 | 33 | 33 |
| Men | 65 | 65 | 65 | 67 | 67 |
External Hires
This measure includes all hires. In 2025, 35% of our external hires were women and 65% men (excluding portfolio companies).
| Experienced Hires (%) | 2025 |
| Women | 35 |
| Men | 65 |
Gender pay gap
A crucial element of achieving gender balance is addressing any pay gap* and we continue to work towards improvements in this area. The basis for paying fairly is equal pay for equal work, taking into account factors such as performance and experience. At Shell, we monitor pay equity** through regular analysis to be confident that we have pay equity between genders for performing the same jobs. We address any unexplained pay differences related to gender through rigorous internal processes and apply our Fair Pay Principles (PDF, 385 kB).
We continue to make progress in our gender ambitions at Shell, but a gender pay gap exists for several reasons, including fewer women in senior leadership positions and fewer women in higher-paid specialist roles.
* Shell seeks to comply with applicable requirements and regulation on pay gap reporting.
** Men and women who are paid the same for doing similar jobs, at similar level, responsibility, tenure and performance.
