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At the end of 2024, 42% of our Board were women and 58% men, compared to 36% women in 2014. Our graduate intake was 57% women. Representation of women on the Executive Committee was 57% women and 43% men; and women in our senior leadership has continued to increase. The percentage of women who are experienced hires were 37% women and 63% men. Overall, 35% of Shell employees were women at the end of 2024. 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 objective 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.

The Executive Committee operate under the direction of the Chief Executive Officer and are responsible for Shell’s overall business and affairs. In 2024, we had 57% women and 43% men on our Executive Committee,

Shell employees were 35% women and 65% men. This is why we maintain an ongoing focus on attracting and developing women. 3.8% of women, and 3.4% of men voluntarily left Shell in 2024.*

^* _{% = Total voluntary resignations / average employee count for relevant period.}

This measure includes all hires except for our graduate intake. In 2024, 37% of our experienced hires were women and 63% men.

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)

. 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.}