Social data - Shell Sustainability Report 2023

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Our people

2023

2022

2021

2020

2019

Ipieca

SASB

GRI

Employees (thousand) [A]

103

93

83

88

87

–

2-7

Our people by geographical area [A]

Africa

4

–

2-7

Asia

38

32

30

31

–

2-7

Europe

31

30

27

28

27

–

2-7

North America

24

23

18

20

21

–

2-7

Oceania

4

3

2

3

2

–

2-7

South America

2

1

2

–

2-7

Staff forums and grievance procedures

% countries with staff access to staff forum, grievance procedure or other support system [B][C]

100

100

SOC-12

EM-EP-210a.3

103-2

Integrity

Code of Conduct violations [D]

254

183

181

216

263

GOV-1

EM-EP-540a.2

102-17

[A]	The employee numbers for 2019–21 reflect headcount in the Shell Human Resources (HR) system and full-time equivalent numbers for portfolio companies, which maintain their own HR systems.
[B]	This includes the Shell Global Helpline, trade unions and staff forums and council.
[C]	Data obtained from an internal survey completed by the senior Shell representative in each country.
[D]	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.

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Training

2023

2022

2021

2020

2019

Ipieca

SASB

GRI

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

295

266

271

234

373

SOC-7

–

404-1

Respect in the Workplace training completion rate % [B]

99.6

99.0

97.7

–

Conscious Inclusion training completion rate % [B]

99.6

98.0

[A]	The training days metric excludes the employees in portfolio companies, which maintain their own human resource systems.
[B]	These are the mandatory courses on diversity, equity and inclusion that must be taken annually for two years by all employees, including portfolio companies and contractors. Completion rate refers to 100% of the nominated participants minus the percentage of nominated participants that did not complete their training within the designated period as at December 31.

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Diversity, equity and inclusion [A]

2023

2022

2021

2020

2019

Ipieca

SASB

GRI

Gender

Board of Directors (% women)

42

55.0

50.0

38.0

42.0

SOC-5

–

405-1

Board of Directors (% men)

58

45.0

50.0

62.0

58.0

SOC-5

–

405-1

Executive Committee (% women)

43.0

22.2

25.0

12.5

SOC-5

–

405-1

Executive Committee (% men)

57.0

77.8

75.0

87.5

SOC-5

–

405-1

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

27.8

25.4

27.3

–

SOC-5

–

405-1

In senior executive leadership positions (% men)

72.2

74.6

72.7

–

SOC-5

–

405-1

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

32.0

30.4

29.5

27.8

26.4

SOC-5

–

405-1

In senior leadership positions (% men)

68.0

69.6

70.5

72.2

73.6

SOC-5

–

405-1

In management positions (% women)

29.0

27.9

27.2

25.5

24.5

SOC-5

–

405-1

In management positions (% men)

71.0

72.1

72.8

74.5

75.5

SOC-5

–

405-1

In professional positions (% women)

35.5

35.1

34.3

33.1

30.8

SOC-5

–

405-1

In professional positions (% men)

64.5

64.8

65.7

66.9

69.2

SOC-5

–

405-1

Employees overall (% women) [A]

35.0

33.0

32.0

31.0

SOC-5

–

405-1

Employees overall (% men) [A]

65.0

67.0

68.0

69.0

SOC-5

–

405-1

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

40.4

49.1

55.1

51.3

44.8

SOC-5

–

401-1; 405-1

Graduate hires (% men) [D]

59.6

50.9

44.9

48.7

55.2

SOC-5

–

401-1; 405-1

Experienced hires (% women) [E]

38.3

40.3

43.5

39.4

38.9

SOC-5

–

401-1; 405-1

Experienced hires (% men) [E]

61.6

59.6

56.5

60.6

61.1

SOC-5

–

401-1; 405-1

Promotions (% women)

40.8

40.1

43.7

38.6

39.8

SOC-5

–

Promotions (% men)

59.2

59.9

56.3

61.4

60.2

SOC-5

–

Turnover (% voluntary resignation)

3.3

5.0

4.4

2.6

3.5

SOC-6

–

401-1

Turnover (% women voluntary resignation of total women employees)

3.9

6.2

5.7

3.4

4.7

SOC-6

–

401-1

Turnover (% men voluntary resignation of total men employees)

2.9

4.5

3.8

2.3

3.0

SOC-6

–

401-1

Race and ethnicity [F]

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

3

1

–

405-1

Executive Committee (number of ethnic minority) [G]

1

Employees (USA only) [H]

Asian %

14.2

13.7

13.0

–

SOC-5

–

405-1

Black or African American %

9.0

8.7

8.4

–

SOC-5

–

405-1

Hispanic Latino %

12.3

11.9

11.8

–

SOC-5

–

405-1

White %

62.4

63.5

65.0

–

SOC-5

–

405-1

Other racial and ethnic groups % [I]

2.2

2.2

1.8

–

SOC-5

–

405-1

In senior leadership positions (USA only) [C]

SOC-5

–

405-1

Asian %

9.8

10.1

10.5

–

SOC-5

–

405-1

Black or African American %

10.3

8.8

7.9

–

SOC-5

–

405-1

Hispanic Latino %

5.6

5.7

7.5

–

SOC-5

–

405-1

White %

73.1

74.0

73.2

–

SOC-5

–

405-1

Other racial and ethnic groups % [I]

1.2

1.3

0.8

–

SOC-5

–

405-1

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

Asian %

15.4

14.5

13.1

–

SOC-5

–

405-1

Black %

3.9

3.7

3.4

–

SOC-5

–

405-1

Mixed %

2.4

2.4

–

SOC-5

–

405-1

White %

75.2

76.5

78.5

–

SOC-5

–

405-1

Other ethnic minority background %

3.1

3.0

2.6

–

SOC-5

–

405-1

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

Asian %

11.7

12.3

10.8

–

SOC-5

–

405-1

Black %

2.3

1.5

1.1

–

SOC-5

–

405-1

Mixed %

2.3

2.0

1.7

–

SOC-5

–

405-1

White %

81.7

81.8

83.5

–

SOC-5

–

405-1

Other ethnic minority background %

1.9

2.5

2.8

–

SOC-5

–

405-1

LGBT+

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

Advocate [N]

Ambassador [M]

Advocate [N]

–

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

100

100

–

Disability inclusion and enABLEment

Workplace accessibility (number of locations)

79

81

86

83

–

Age group (employees)

Under 30 years old %

14

14.0

13.0

14.0

SOC-5

–

405-1

Between 30-50 years old %

64

64.0

65.0

64.0

71.0

SOC-5

–

405-1

Above 50 years old %

22

22.0

15.0

SOC-5

–

405-1

Average pay gap - gender and ethnicity

Average gender pay gap (UK) [O]

from -3.7% to 18.7%

from 11.7% to 20.7%

17.8

18

18.7

SOC-5

–

405-2

Average ethnicity pay gap (UK) [P]

from -4.0% to 21.4%

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

83/84

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. We focus on representation as a percentage 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. We focus on representation as a percentage 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 2023.
[E]	0.1% of experienced hires did not provide data or chose not to declare in 2023. 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, six out of seven 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 83.1% in the UK as of December 2023. The 16.9% 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 76.6% for employees in senior leadership positions in the UK as of December 2023. The 23.4% 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 2023 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, 2023. 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 in the UK 2023 Diversity Pay Gap for full context. For 2023, 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 in the UK 2023 Diversity Pay Gap for full context. For 2023, separate figures for each employing company in scope are reported, rather than a single aggregated figure.
[Q]	The response rate for Shell People Survey was 88% in 2023, 87% in 2022, 83% in 2021, 86% in 2020 and 85% in 2019.

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Human rights

2023

2022

2021

2020

2019

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

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

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Contracting and procurement

2023

2022

2021

2020

2019

Ipieca

SASB

GRI

Estimated expenditure on goods and services in lower-income countries spent with local suppliers (%) [A] [B]

90

88

84

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]

2023

2022

2021

2020

2019

Ipieca

SASB

GRI

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

128

182

94

156

116

SOC-13

–

203-1

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

85

92

72

87

84

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

2023

2022

2021

2020

2019

Ipieca

SASB

GRI

Total taxes paid and collected ($ billion)

67.4

68.2

58.7

47.3

61.3

GOV-4

–

201-1

Corporate income taxes [A]

14.1

13.4

6.0

3.4

7.8

GOV-4

–

201-1

Royalties [B]

6.1

8.2

6.6

3.5

5.9

GOV-4

–

201-1

Excise duties, sales taxes and similar levies [C]

47.2

46.2

46.1

40.4

47.6

GOV-4

–

201-1

Total other payments to governments ($ billion) [D]

13.65

17.9

12.8

8.2

12.5

GOV-4

–

201-1

Production entitlements

11.4

15.1

10.5

7

10.3

GOV-4

–

201-1

Bonuses

0.05

0.22

0.15

0.02

0.3

GOV-4

–

201-1

Fees

2.2

2.6

2.1

1.2

1.9

GOV-4

–

201-1

[A]	We paid $13.7 billion in corporate income taxes and accrued $0.4 billion of witholding taxes. Withholding tax is part of "Other" of ($0.5) billion in the Consolidated Statement of Cash Flows in our Annual Report and Accounts.
[B]	Royalties is part of Purchases of $212.9 billion as included in the Consolidated Statement of Income in our Annual Report and Accounts.
[C]	This amount has been derived from regulatory filings submitted to the relevant governments.
[D]	Other payments to governments are derived from our Report on Payments to Governments for the year 2023. This report is prepared in accordance with the UK’s Reports on Payments to Governments Regulations 2014 (amended December 2015).

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