麻豆传媒

People are Shell鈥檚 greatest asset, including all our colleagues, partners and customers with disabilities, including physical, neurodivergent, and long-term health conditions. Creating an inclusive, psychologically safe and accessible environment is a priority for us. According to the World Health Organisation, around 16% of the world鈥檚 population, or an estimated 1.3 billion people, live with disabilities. Yet, we know that many people in the community are reluctant to talk openly at work about the barriers to access they face and the adjustments they need out of fear that it could negatively effect how they are treated, or impact their ability to fulfil their potential. That is not the culture we want at Shell and we are creating an environment where people with disabilities can excel.

 Here are some of the things we鈥檙e doing at Shell, subject to local laws and context:

Recognising the importance of senior executive sponsorship to drive progress, the disability inclusion and enABLEment focus area is sponsored by Robin Mooldijk, our Projects & Technology Director, and Huibert Vigeveno, our Downstream & Renewables Director, who both report into Shell鈥檚 CEO.

Our in-house team covers 68 locations in 33 countries around the world to ensure that all employees have access to reasonable office-based and homeworking adjustments so that they can work effectively. The team is supported by functions such as Shell Health, Human Resources, Real Estate, and IT. We also extend this service to those about to join Shell, allowing them to review and request adjustments before they begin their careers at Shell. In addition, Shell鈥檚 Occupational Health teams provide confidential support in the workplace through understanding needs and supporting with adjustments. For non-physical adjustments, we also have non-physical adjustments toolkits for both line managers and employees. We continue to focus on building individual accountability, and in 2023, we launched a Disability, Accessibility and Inclusion Portal providing comprehensive guidance for line managers, leaders, people with disabilities and allies. The purpose of this portal is to support employees in contributing to a working environment that is psychologically safe, accessible, and inclusive for people with disabilities. This is in addition to internal staff modules that focus on Equity and Allyship.

By creating safety to share, and listening to each other鈥檚 experiences, we can learn more about what each of us can do differently to make someone else鈥檚 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 is one of these inspiring stories:

Whilst countries may be at different places in their DE&I journeys, no-one has grown up in a world free from bias. Shell employees and contractors are required to complete training courses that reinforce expected behaviours for a respectful, inclusive workplace, and build our stance against discrimination and harassment, including bullying and sexual harassment. Employees and contractors are required to take these courses every two years.

Whilst only one part of building an inclusive culture, it is an essential one when combined with our other actions to drive meaningful change. We continue to focus on building individual accountability and have launched internal staff modules that focus on Equity and Allyship.

By better understanding who we are, we can work towards where we want to be. In 2022 we started to roll out Self-ID for employees in our HR system, which includes an option to voluntarily declare if they identify as having a disability or long-term health condition. This will allow us to better track our progress with data insights, as well as better understand different groups鈥� experiences, identify strengths that we need to sustain and identify opportunities for improvement.

Working with others