Here are our ambitions 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 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.
We held our first global DE&I engagement, “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?”. In 2025, we marked DE&I in Action with World Mental Health Day with the theme “Every Voice Matters, Every Mind Counts”.
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.
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 resources, training programmes, and personal and professional development.
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.
Our Travel Accessibility Desk supports employees with disabilities who travel on business to have a smooth and inclusive corporate travel experience, providing tailored support for transportation, accommodations and airport assistance.
Shell is a Partner Member of the Business Disability Forum and has sponsored the development of its Global Accessibility Assessment Tool, which helps organisations benchmark and improve disability inclusion. We plan to conduct this assessment in 2026, reinforcing our commitment to accessible environments and continuous improvement.
Build inclusive leaders, aiming to close inclusion gaps and continuously challenge ourselves to improve inclusion
We continue to focus on building inclusive leaders and individual accountability.
We held our first global DE&I engagement, “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?”. In 2025, we marked DE&I in Action with World Mental Health Day with the theme “Every Voice Matters, Every Mind Counts”.

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

Here are our ambitions alongside recent examples of our progress:

Roll out voluntary Self-Identification to all countries where legally permissible.
Voluntary Self-Identification is now available in Shell across the globe where legally permissible with the option to voluntarily declare 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 and in our Annual Report.
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 and the customers we serve.
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 2025, we had 44% women and 56% men on our Executive Committee.
In line with the UK Parker Review recommendations, Shell aimed to achieve 15% ethnic minority group representation in senior management by 2027, which has been achieved in advance of the target date. We now aim to achieve 17% by 2027.
At the end of 2025, our ethnic minority representation in UK senior management was 16%.^*
*_{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. Senior management refers to senior leadership based in the UK, measured based on compensation grade, and aligned with our self-identification data collection and processes.}

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

Here are our ambitions 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. In 2025, we sponsored the development of its Global Accessibility Assessment Tool, which helps organisations benchmark and improve disability inclusion. We plan to conduct this assessment in 2026, reinforcing our commitment to accessible environments and continuous improvement.
Shell participates in the UK FTSE Women Leaders Review which aims to improve the representation of women on the Boards and Leadership teams of FTSE 350 companies.