Social data - Shell Sustainability Report 2022

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Our people

2022

2021

2020

2019

2018

Ipieca

SASB

GRI

Employees (thousand) [A]

93

83

88

87

82

–

2-7

Our people by geographical area [A]

Africa

4

–

2-7

Asia

32

30

31

–

2-7

Europe

30

27

28

27

–

2-7

North America

23

18

20

21

–

2-7

Oceania

3

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]

183

181

216

263

370

GOV-1

EM-EP-540a.2

102-17

[A]	All metrics throughout this section exclude the employees in portfolio companies, except for the metrics reflecting total employee numbers and actual number of employees by geography. The employee numbers for 2021 and 2020 reflect headcount in the Shell HR system and full-time equivalent numbers for portfolio companies, which maintain their own HR systems.
[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

2022

2021

2020

2019

2018

Ipieca

SASB

GRI

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

266

271

234

373

315

SOC-7

–

404-1

Respect in the Workplace training completion rate % [B]

99.0

97.7

–

Conscious Inclusion training completion rate % [B]

98.0

[A]	Training days metric excludes the employees in portfolio companies, which maintain their own HR systems.
[B]	These are the DE&I mandatory training that must be taken annually for two years by all employees including portfolio companies and contractors. 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 December 31

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Diversity, equity and inclusion [A]

2022

2021

2020

2019

2018

Ipieca

SASB

GRI

Gender

Board of Directors (% women)

55.0

50.0

38.0

42.0

45.0

SOC-5

–

405-1

Board of Directors (% men)

45.0

50.0

62.0

58.0

55.0

SOC-5

–

405-1

Executive Committee (% women)

22.2

25.0

12.5

SOC-5

–

405-1

Executive Committee (% men)

77.8

75.0

87.5

SOC-5

–

405-1

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

25.4

27.3

–

SOC-5

–

405-1

In senior executive leadership positions (% men)

74.6

72.7

–

SOC-5

–

405-1

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

30.4

29.5

27.8

26.4

24.0

SOC-5

–

405-1

In senior leadership positions (% men)

69.6

70.5

72.2

73.6

76.0

SOC-5

–

405-1

In management positions (% women)

27.9

27.2

25.5

24.5

23.7

SOC-5

–

405-1

In management positions (% men)

72.1

72.8

74.5

75.5

76.3

SOC-5

–

405-1

In professional positions (% women)

35.1

34.3

33.1

30.8

29.9

SOC-5

–

405-1

In professional positions (% men)

64.8

65.7

66.9

69.2

70.1

SOC-5

–

405-1

Employees overall (% women) [A]

33.0

33.0

32.0

31.0

SOC-5

–

405-1

Employees overall (% men) [A]

67.0

67.0

68.0

69.0

SOC-5

–

405-1

Graduate hires (% women) (Ambition: 50% every year) [D]

49.1

55.1

51.3

44.8

45.8

SOC-5

–

401-1; 405-1

Graduate hires (% men) [D]

50.9

44.9

48.7

55.2

53.9

SOC-5

–

401-1; 405-1

Experienced hires (% women) [E]

40.3

43.5

39.4

38.9

40.9

SOC-5

–

401-1; 405-1

Experienced hires (% men) [E]

59.6

56.5

60.6

61.1

59.1

SOC-5

–

401-1; 405-1

Promotions (% women)

40.1

43.7

38.6

39.8

–

SOC-5

–

Promotions (% men)

59.9

56.3

61.4

60.2

–

SOC-5

–

Turnover (% voluntary resignation)

5.0

4.4

2.6

3.5

3.6

SOC-6

–

401-1

Turnover (% women voluntary resignation of total women employees)

6.2

5.7

3.4

4.7

4.6

SOC-6

–

401-1

Turnover (% men voluntary resignation of total men employees)

4.5

3.8

2.3

3.0

3.2

SOC-6

–

401-1

Race/ethnicity [F]

Board of Directors (Ambition: Maintain or exceed Parker Review recommendation of one director by 2021)

1

–

405-1

Executive Committee (number of ethnic minority) [G]

1

Employees (USA only) [H]

Asian %

13.7

13.0

–

SOC-5

–

405-1

Black or African American %

8.7

8.4

–

SOC-5

–

405-1

Hispanic Latino %

11.9

11.8

–

SOC-5

–

405-1

White %

63.5

65.0

–

SOC-5

–

405-1

Other racial and ethnic groups % [I]

2.2

1.8

–

SOC-5

–

405-1

In senior leadership positions (USA only) [C]

SOC-5

–

405-1

Asian %

10.1

10.5

–

SOC-5

–

405-1

Black or African American %

8.8

7.9

–

SOC-5

–

405-1

Hispanic Latino %

5.7

7.5

–

SOC-5

–

405-1

White %

74.0

73.2

–

SOC-5

–

405-1

Other racial and ethnic groups % [I]

1.3

0.8

–

SOC-5

–

405-1

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

Asian %

14.5

13.1

–

SOC-5

–

405-1

Black %

3.7

3.4

–

SOC-5

–

405-1

Mixed %

2.4

2.4

–

SOC-5

–

405-1

White %

76.5

78.5

–

SOC-5

–

405-1

Other ethnic minority background %

3.0

2.6

–

SOC-5

–

405-1

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

Asian %

12.3

10.8

–

SOC-5

–

405-1

Black %

1.5

1.1

–

SOC-5

–

405-1

Mixed %

2.0

1.7

–

SOC-5

–

405-1

White %

81.8

83.5

–

SOC-5

–

405-1

Other ethnic minority background %

2.5

2.8

–

SOC-5

–

405-1

LGBT+

Global Workplace Pride Benchmark - measures LGBTIQ+ inclusion practices of internationally active employers

Ambassador [M]

Advocate [N]

–

Human Rights Campaign Foundation’s Corporate Equality Index 2022 - Rating Workplaces on equality and inclusion for LGBTQ+ employees (USA only) (% of 100)

100

100

–

Disability inclusion and enABLEment

Workplace accessibility (number of locations)

81

86

83

–

Age group (employees)

Under 30 years old %

14.0

13.0

14.0

–

SOC-5

–

405-1

Between 30-50 years old %

64.0

65.0

64.0

71.0

–

SOC-5

–

405-1

Above 50 years old %

22.0

22.0

15.0

–

SOC-5

–

405-1

Average pay gap - gender and ethnicity

Average gender pay gap (UK) [O]

from 11.7% to 20.7%

17.8

18

18.7

–

SOC-5

–

405-2

Average ethnicity pay gap (UK) [P]

from -1.3% to 18.7%

21.9

8.5

–

SOC-5

–

Parental leave

Global minimum standard for maternity leave of 16 weeks

Yes

Yes

SOC-5

–

401-3

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

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

82 / 84

80 / 84

–

[A]	All metrics throughout this section exclude the employees in portfolio companies except for the percentage of employees by gender.
[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 is a Shell measure based on salary group levels.
[D]	All graduate hires provided data or declared their gender in 2022.
[E]	0.1% of experienced hires did not provide data or chose not to declare in 2022. Experienced hires include all types of hiring except graduate hires.
[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]	As ethnic declaration is voluntary, eight out of nine Executive Committee members declared their race and ethnicity.
[H]	Employees in the USA at Compensation Grade 10 and above.
[I]	“Other racial and ethnic groups” includes the following: American Indian or Alaskan Native; Native Hawaiian or other Pacific Islander; two or more races.
[J]	Employees in the UK at Compensation Grade 10 and above.
[K]	As ethnic declaration is voluntary, ethnicity declaration rate is not 100% and all calculations are based on a declaration rate of 82.7% in the UK as of December 2022. The 17.3% of our workforce who have not provided data or have chosen not to declare their ethnicity were not included in our calculations.
[L]	As ethnic declaration is voluntary, ethnicity declaration rate is not 100% and all calculations are based on a declaration rate of 71.5% for employees in senior leadership positions in the UK as of December 2022. The 28.5% of our senior leadership workforce who have not provided data or have chosen not to declare their ethnicity were not included in our calculations.
[M]	"Ambassador" organisations are defined by Workplace Pride as well advanced in their LGBTIQ+ Workplace Inclusion journeys.
[N]	"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.
[O]	The average pay of all men and all women for "Shell in the UK", which includes Shell Energy Retail Limited, is defined in the Shell UK 2022 Diversity Pay Gap report. It excludes bonuses using methodology consistent with the UK's Advisory, Conciliation and Arbitration Service managing gender pay reporting guidance. The guidance was updated in February 2019, and the data snapshot was taken on April 5, 2022. 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 2022 Diversity Pay Gap for full context. For 2022 separate figures for each employing company in scope are reported, rather than a single aggregated figure.
[P]	The difference in average pay between "Ethnic Minority" and "non-Ethnic Minority" employees is expressed as a percentage of average "non-Ethnic Minority" pay for "Shell in the UK", which includes Shell Energy Retail Limited. It excludes bonuses following the same methodology as our UK gender pay gap reporting. Please read the Shell UK 2022 Diversity Pay Gap for full context. For 2022 separate figures for each employing company in scope are reported, rather than a single aggregated figure.
[Q]	Response rate for Shell People Survey was 87% in 2022; 83% in 2021; 86% in 2020; 85% in 2019.

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Human rights

2022

2021

2020

2019

2018

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

2022

2021

2020

2019

2018

Ipieca

SASB

GRI

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

5.0

4.2

4.5

5.7

4.1

SOC-14

–

204-1

[A]	Estimated expenditure in countries where gross national income amounts to less than $15,000 a year per person (source: UN Development Programme's Human Development Index 2021).
[B]	This figure only includes the amount spent on goods and services by Shell Group companies.

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Social investment [A]

2022

2021

2020

2019

2018

Ipieca

SASB

GRI

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

182

94

156

116

113

SOC-13

–

203-1

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

92

72

87

84

102

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 national income amounts to less than $15,000 a year per person (source: UN Development Programme's Human Development Index 2021).
	Social investment and contracting and procurement data collected via our financial system.

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Tax and other payments to governments
	2022	2021	2020	2019	2018	Ipieca	SASB	GRI
Total taxes paid and collected ($ billion)	68.2	58.7	47.3	61.3	64.1	GOV-4	–	201-1
Corporate income taxes	13.4	6.0	3.4	7.8	10.1	GOV-4	–	201-1
Royalties	8.2	6.6	3.5	5.9	5.8	GOV-4	–	201-1
Excise duties, sales taxes and similar levies	46.2	46.1	40.4	47.6	48.2	GOV-4	–	201-1
Total other payments to governments ($ billion)	17.9	12.8	8.2	12.5	17.9	GOV-4	–	201-1
Production entitlements	15.1	10.5	7	10.3	14.3	GOV-4	–	201-1
Bonuses	0.22	0.15	0.02	0.3	0.9	GOV-4	–	201-1
Fees	2.6	2.1	1.2	1.9	2.7	GOV-4	–	201-1

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