麻豆传媒

Through racial and ethnic representation across our workforce we aim to reflect the communities in which we work. 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, our executive sponsors for race and ethnicity are Philippa Bounds, our Legal Director, and Wael Sawan, our Chief Executive Officer.

By creating safe spaces to share and listen to each other鈥檚 experiences, we can learn more about what it鈥檚 like to walk in someone else鈥檚 shoes, reflect on our own experiences in that context, and more importantly 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 equitable and 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:

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 it鈥檚 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 bring the lens of 鈥榗are, courage and curiosity鈥� in their interactions with each other, to achieve genuine change in who we are, and how we show up 鈥� everyday. We continue to focus on building individual accountability for creating an inclusive culture 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. We have collected race and ethnicity data in the 麻豆传媒 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鈥� experiences, identify strengths that we can continue to build on, and identify opportunities for improvement.

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 programmes such as the Deloitte Academy Diversity on Boards Programme for Women and Ethnic Minorities (麻豆传媒), and US programmes including Catalyst, the Rising Leaders Initiative, Stanford Leadership Programmes, and the Executive Leadership Council. 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鈥檒l keep exploring ways to overcome the potential barriers that our people may face.

We seek to build a sense of community and collaboration within Shell's sites where we want employees to feel welcome and valued. By enabling people to balance their work and personal lives, we can help them perform at their best. Our Future of Work guide advises employees and team leaders on hybrid working options.

Pay is an important part of working life. Our Fair Pay Principles are designed to manage pay at Shell and help us ensure that employees are valued, respected and recognised for the work they do. Shell's pay is designed to be market competitive and free from bias. The basis for paying fairly is equal pay for equal work, taking into account factors such as performance and experience. Through regular benchmarking, Shell's compensation is typically higher than the minimum wage level observed locally, including in countries without legislation on minimum wage. Pay adjustment at Shell is linked to performance and we share this information with employees to help them understand how their pay adjustments are made. We continue to engage employees transparently and openly about our pay policies to help build understanding, trust and confidence in our approach. Shell provides a range of benefits, such as global minimum standards for life, accident and disability cover, as well as maternity and parental leave, except in certain cases where we are precluded from offering this. Our benefits packages are tailored to each country to meet the requirements of local laws and regulations.