Here are our goals alongside recent examples of our progress:

To build psychological safety so our people feel free to speak up, share their experiences, and thrive.
Shell employees and contractors are required to complete training courses that reinforce expected behaviours for a respectful and 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.
We held our first global DE&I experience, “DE&I in Action: How are you showing up?” in October 2023 to reinforce that we're all responsible for building a sense of belonging, and focused on the concepts of ‘care, courage and curiosity’ in our everyday interactions. We reinforced these concepts for DE&I in Action 2024, with the theme “Do you see me now?”
Update our policies to improve inclusion
We've updated local HR policies and guidance in multiple countries to improve inclusion of our trans colleagues.
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.
We offer at least eight weeks paid parental leave for non-birthing parents globally (subject to local laws).
Improve the accessibility and inclusion experience for our colleagues with disabilities.
We provide support and adjustments for people with disabilities during the recruitment process and throughout their careers with Shell, including access to educational resources, training programmes, and personal and professional development.
Shell's Global enABLEment priorities were launched internally to improve the accessibility and inclusion experience for our colleagues with disabilities.
Our Disability, Accessibility and Inclusion Portal provides comprehensive guidance for line managers, leaders, people with disabilities and allies to support a working environment that is psychologically safe, accessible and inclusive for people with disabilities.
Build inclusive leaders, aiming to close inclusion gaps and continuously challenge ourselves to improve inclusion
We continue to focus on building individual accountability, and have launched internal staff modules on Equity and Allyship.
We held our first global DE&I experience, “DE&I in Action: How are you showing up?” in October 2023 to reinforce that we're all responsible for building a sense of belonging, and focused on the concepts of ‘care, courage and curiosity’ in our every day interactions. We reinforced these concepts for DE&I in Action 2024, with the theme “Do you see me now?”.

We will learn together, and will also address behaviours that are not aligned with our values

Here are our goals alongside recent examples of our progress:

Roll out voluntary Self-Identification to all countries where legally permissible.
Voluntary Self-Identification is now available to 93% of employees in Shell across the globe where legally permissible with the option to voluntarily declare their gender identity, sexual orientation, race and ethnicity, and disability via our HR system.
Increase our transparency, internally and externally, to monitor progress against our diversity, equity and inclusion ambitions
Our employees have access to a DE&I dashboard.
Our progress in DE&I is reflected and regularly updated on shell.com, in our Annual Reports.
Minimise the influence of potential bias.
We continue our efforts to minimise potential bias, promote equal opportunity and aim to create an environment where people feel included.
Have greater diversity at leadership levels, reflecting the communities in which we work.
As at December 2024, 93% of employees in Shell across the globe have access to Voluntary Self-Identification, with options to declare gender identity, sexual orientation, race & ethnicity, and disability, where legally permissible.
In 2024, we had 57% women and 43% men on our Executive Committee.
In line with the UK Parker Review recommendations, we have a senior management representation ambition of 15% ethnic minority representation in the UK by 2027.
At the end of 2024, our ethnic minority representation in UK senior management was 15%.^*
*_{Ethnic minority refers to an individual who self-identifies as Asian, Black, Mixed/multiple, or other ethnic minority group, in line with UK Office for National Statistics classifications. As per Parker Review recommendations, senior management refers to senior leadership based in the UK and is a Shell measure based on compensation grades.}

We will recognise and celebrate great behaviours and hold each other accountable to make year-on-year progress

Here are our goals alongside recent examples of our progress:

Use the Shell brand to encourage progress to benefit the communities in which we work.
Shell co-signed the Workplace Pride Declaration of India, a pledge to champion continued efforts for LGBT+ inclusion.
Shell was one of the first organisations to sign up to the Business in The Community Race at Work Charter. We are also an active member of Change the Race Ratio (UK).
We are a part of Business Disability Forum, which works with business, Government and disabled people to improve the life experiences of disabled employees and consumers.
Shell participates in the UK FTSE Women Leaders Review which aims to improve the representation of women on the Boards and Leadership teams in FTSE 350 companies.