Social data - Shell Sustainability Report 2021

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Our people

2021

2020

2019

2018

2017

IPIECA

SASB

GRI

Employees (thousand) [A]

82

87

82

86

–

2-7

Our people by geographical area [A]

Africa

4

–

2-7

Asia

30

31

–

2-7

Europe

26

27

–

2-7

North America

18

20

21

–

2-7

Oceania

2

3

2

–

2-7

South America

1

2

–

2-7

Staff forums and grievance procedures

% countries with staff access to staff forum, grievance procedure or other support system

100

100

SOC-12

EM-EP-210a.3

103-2

Integrity

Code of Conduct violations [B]

181

216

263

370

261

GOV-1

EM-EP-540a.2

102-17

[A]	Diversity data obtained from our human resources system. Most metrics exclude the employees in certain Upstream, Renewables and Energy Solutions and Downstream companies that maintain their own HR systems except for the Employees, Our people by geographical area, Employees overall (% women) and Employees overall (% men) metrics.
[B]	Code of Conduct violations represent the number of reported incidents in the Shell Global Helpline (excluding queries or customer service queries) that have been investigated and closed during the relevant period and where the allegation was found to be (at least partially) true.
	Data obtained from an internal survey completed by the senior Shell representative in each country.

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Training

2021

2020

2019

2018

2017

IPIECA

SASB

GRI

Training days for employees and joint-venture partners (thousand) [A]

271

234

373

315

425

SOC-7

–

404-1

Respect in the Workplace training completion rate % [B]

97.7

–

[A]	Training days metric excludes the employees in certain Upstream, Renewables and Energy Solutions and Downstream companies that maintain their own HR systems.
[B]	Mandatory training must be taken annually for three years by all employees and contractors with access to our HR system, Workday. Completion rate refers to 100% of nominated learners minus the % of nominated learners that did not complete their training within the designated period as at 31 December.

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Diversity, equity and inclusion [A]

2021

2020

2019

2018

2017

IPIECA

SASB

GRI

Gender

Board of Directors (% women)

50

38

42

45

36

SOC-5

–

405-1

Board of Directors (% men)

50

62

58

55

64

SOC-5

–

405-1

Executive Committee (% women)

25.0

12.5

SOC-5

–

405-1

Executive Committee (% men)

75.0

87.5

SOC-5

–

405-1

In senior executive leadership positions (% women) [B] (Ambition: 30%, then gender equality)

27.3

–

SOC-5

–

405-1

In senior executive leadership positions (% men)

72.7

–

SOC-5

–

405-1

In senior leadership positions (% women) [C] (Ambition: 35% by 2025; 40% by 2030)

29.5

27.8

26.4

24.0

22.2

SOC-5

–

405-1

In senior leadership positions (% men)

70.5

72.2

73.6

76.0

77.8

SOC-5

–

405-1

In management positions (% women)

27.2

25.5

24.5

23.7

22.3

SOC-5

–

405-1

In management positions (% men)

72.8

74.5

75.5

76.3

77.7

SOC-5

–

405-1

In professional positions (% women)

34.3

33.1

30.8

29.9

29.1

SOC-5

–

405-1

In professional positions (% men)

65.7

66.9

69.2

70.1

70.9

SOC-5

–

405-1

Employees overall (% women) [A]

33

32

31

32

SOC-5

–

405-1

Employees overall (% men) [A]

67

68

69

68

SOC-5

–

405-1

Graduate hires (% women) (Ambition: 50% every year)

47.1 [D]

49

48

46

49

SOC-5

–

401-1; 405-1

Graduate hires (% men)

38.7 [D]

50

52

54

50

SOC-5

–

401-1; 405-1

Experienced hires (% women)

34.2 [E]

31

32

–

SOC-5

–

401-1; 405-1

Experienced hires (% men)

62.4 [E]

67

–

SOC-5

–

401-1; 405-1

Promotions (% women promoted of total promotions)

43.7

38.6

39.8

–

SOC-5

–

Promotions (% men promoted of total promotions)

56.3

61.4

60.2

–

SOC-5

–

Turnover (% turnover of women of total turnover)

31.3

31.1

34.5

–

SOC-6

–

401-1

Turnover (% turnover of men of total turnover)

68.7

68.9

65.5

–

SOC-6

–

401-1

Race/ethnicity [F]

Board of Directors (no of ethnic minority and % of board) (Ambition: Maintain or exceed Parker Review recommendation of one director by 2021, then two directors)

1 (8%)

–

405-1

Employees (US only) [G]

Asian %

13

–

SOC-5

–

405-1

Black or African American %

8.4

–

SOC-5

–

405-1

Hispanic Latino %

11.8

–

SOC-5

–

405-1

White %

65

–

SOC-5

–

405-1

Other racial and ethnic groups % [H]

1.8

–

SOC-5

–

405-1

In senior leadership positions (US only) [C]

SOC-5

–

405-1

Asian %

10.5

–

SOC-5

–

405-1

Black or African American %

7.9

–

SOC-5

–

405-1

Hispanic Latino %

7.5

–

SOC-5

–

405-1

White %

73.2

–

SOC-5

–

405-1

Other racial and ethnic groups % [H]

0.8

–

SOC-5

–

405-1

Employees (UK only) % of those who self-identified [I][J]

Asian %

13.1

–

SOC-5

–

405-1

Black %

3.4

–

SOC-5

–

405-1

Mixed %

2.4

–

SOC-5

–

405-1

White %

78.5

–

SOC-5

–

405-1

Other ethnic minority background %

2.6

–

SOC-5

–

405-1

In senior leadership positions (UK only) % of those who self-identified [C][K]

Asian %

10.8

–

SOC-5

–

405-1

Black %

1.1

–

SOC-5

–

405-1

Mixed %

1.7

–

SOC-5

–

405-1

White %

83.5

–

SOC-5

–

405-1

Other ethnic minority background %

2.8

–

SOC-5

–

405-1

LGBT+

Global Workplace Pride benchmark - Measures LGBTIQ+ inclusion practices of internationally active employers

Advocate [L]

Advocate [L]

–

Human Rights Commission Corporate Equality Index - Rating workplaces on equality and inclusion for LGBTQ+ employees (US) (% out of 100)

100

100

–

Disability inclusion and enABLEment

Workplace Accessibility (no of locations)

86

83

–

Age group (employees)

Under 30 years old %

13

14

–

SOC-5

–

405-1

Between 30-50 years old %

65

64

71

–

SOC-5

–

405-1

Above 50 years old %

22

15

–

SOC-5

–

405-1

Average pay gap - gender and ethnicity

Average gender pay gap (UK) [M]

17.8

18

18.7

–

SOC-5

–

405-2

Average ethnicity pay gap (UK) [N]

21.9

8.5

–

SOC-5

–

Employee sentiment - diversity, equity and inclusion (DE&I) indicator [O]

Shell People Survey DE&I Index (out of 100 points) / compared to top-quartile benchmark for the relevant year

80 / 84

–

[A]	Diversity data obtained from our human resources system. Most metrics exclude the employees in certain Upstream, Renewables and Energy Solutions and Downstream companies that maintain their own HR systems except for the Employees, Our people by geographical area, Employees overall (% women) and Employees overall (% men) metrics.
[B]	The total number of senior executive leadership positions may change from year to year, and our focus is on representation as a % of this total group. Senior executive leadership positions include the Executive Committee.
[C]	The total number of senior leadership positions may change from year to year, and our focus is on representation as a % of this total group. Senior leadership positions include senior executive leadership positions and the Executive Committee.
[D]	14.2% of graduate hires did not provide data or chose not to declare in 2021.
[E]	3.4% of experienced hires did not provide data or chose not to declare in 2021.
[F]	In addition to Board representation, we have included race and ethnicity data for the USA and UK in line with our Powering Lives commitments.
[G]	Employees in the US at Compensation Grade 10 and above.
[H]	“Other racial and ethnic groups” includes the following: American Indian or Alaskan Native; Native Hawaiian or other Pacific Islander; two or more races.
[I]	Employees in the UK at Compensation Grade 10 and above.
[J]	As ethnic declaration is voluntary, ethnicity declaration rate is not 100% and all calculations are based on a declaration rate of 81% in the UK as of December 2021. The 19% of our workforce who have not provided data or have chosen not to declare their ethnicity were not included in our calculations.
[K]	As ethnic declaration is voluntary, ethnicity declaration rate is not 100% and all calculations are based on a declaration rate of 67% for employees in senior leadership positions in the UK as of December 2021. The 33% of our senior leadership workforce who have not provided data or have chosen not to declare their ethnicity were not included in our calculations.
[L]	"Advocate" organisations are defined by Workplace Pride as breaking new ground for LGBTIQ+ inclusion in their activities around the world and setting the tone for change beyond the workplace in society at large.
[M]	The difference in average pay of all men and all women for "Shell in the UK" as that term is defined in the Shell UK 2021 Diversity Pay Gap (which includes Shell Energy Retail Limited), excluding bonuses, using methodology consistent with the UK's Advisory, Conciliation and Arbitration Service managing gender pay reporting guidance updated in February 2019, with the data snapshot taken on 5 April 2021. This is different to equal pay which means paying men and women the same salary for performing equivalent work. Shell in the UK has had equal pay for many years, and we conduct regular pay equity analysis to monitor this on an ongoing basis. Please read the Shell UK 2021 Diversity Pay Gap for full context.
[N]	The difference in average pay between "BAME" and "non-BAME" employees expressed as a percentage of average "non-BAME" pay for "Shell in the UK" as those terms are defined in the Shell UK 2021 Diversity Pay Gap (which includes Shell Energy Retail Limited), excluding bonuses using the same methodology as our UK gender pay gap reporting. Please read the Shell UK 2021 Diversity Pay Gap for full context.
[O]	Response rate for Shell People Survey was 83% in 2021; 86% in 2020; 85% in 2019. New diversity, equity and inclusion questions were introduced in 2021, so there is no historical comparison.

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Human rights

2021

2020

2019

2018

2017

IPIECA

SASB

GRI

Child labour (% countries with procedures in place)

Own operations

100

100

SOC-4

EM-EP-210a.3.

408-1

Contractors and suppliers

100

100

SOC-4

EM-EP-210a.3.

408-1

Forced labour (% countries with procedures in place)

Own operations

100

100

SOC-2

EM-EP-210a.3

409-1

Contractors and suppliers

100

100

SOC-2

EM-EP-210a.3

409-1

Data obtained from an internal survey completed by the senior Shell representative in each country.

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Contracting and procurement

2021

2020

2019

2018

2017

IPIECA

SASB

GRI

Estimated expenditure on goods and services in lower-income countries ($ billion) [A] [B]

4.2

4.5

5.7

4.1

4.9

SOC-14

–

204-1

[A]	Estimated expenditure in countries where gross domestic product amounts to less than $15,000 a year per person (source: UNDP Human Development Index 2019).
[B]	This figure only includes the amount spent on goods and services by Shell Group companies.

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Social investment [A]

2021

2020

2019

2018

2017

IPIECA

SASB

GRI

Estimated voluntary social investment (equity share) ($ million)

94

156

116

113

111

SOC-13

–

203-1

Estimated social investment spend (equity share) in lower-income countries ($ million) [B]

72

87

84

102

107

SOC-13

–

203-1

[A]	Social investment spending varies from year to year depending on business climate, locations and types of activities under way. This is voluntary social investment and does not include social investments made through contractual agreements with host governments, voluntary work by Shell employees or donations of equipment.
[B]	Estimated voluntary social investment spending in countries where gross domestic product amounts to less than $15,000 a year per person (source: UNDP Human Development Index 2019).
	Social investment and contracting and procurement data collected via our financial system.

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Tax and other payments to governments
	2021	2020	2019	2018	2017	IPIECA	SASB	GRI
Total taxes paid and collected ($ billion)	58.7	47.3	61.3	64.1	59.1	GOV-4	–	201-1
Corporate income taxes	6.0	3.4	7.8	10.1	6.3	GOV-4	–	201-1
Royalties	6.6	3.5	5.9	5.8	3.7	GOV-4	–	201-1
Excise duties, sales taxes and similar levies	46.1	40.4	47.6	48.2	49.1	GOV-4	–	201-1
Total other payments to governments ($ billion)	12.8	8.2	12.5	17.9	14.1	GOV-4	–	201-1
Production entitlements	10.5	7	10.3	14.3	13.6	GOV-4	–	201-1
Bonuses	0.15	0.02	0.3	0.9	0.1	GOV-4	–	201-1
Fees	2.1	1.2	1.9	2.7	0.3	GOV-4	–	201-1

Social performance data

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