Here are our goals alongside a recent example of our progress:

To build psychological safety so our people feel free to speak up, share their experiences, and thrive.
We launched mandatory staff training: “Respect in the Workplace” and “Conscious Inclusion”
Update our policies to improve inclusion
Shell Australia introduced its first Gender Affirmation Policy, a step forward in LGBT+ inclusion.
Improve the accessibility and inclusion experience for our colleagues with disabilities.
Shell's Global enablement priorities were launched internally to improve the accessibility and inclusion experience for our colleagues with disabilities.
Build inclusive leaders, aiming to close inclusion gaps and continuously challenge ourselves to improve inclusion
We will soon be launching an internal staff module on equity and allyship.

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

Here are our goals alongside a recent example of our progress:

Roll out voluntary Self-Identification to all countries where legally permissible.
Self-Identification was rolled out in 12 Shell countries in 2022, with more countries to follow.
Increase our transparency, internally and externally, on our progress and commitments.
Our progress in DE&I is reflected and regularly updated on shell.com, in our Annual Reports and our Sustainability Reports. You can also access our full DE&I data table here.
Minimise the influence of bias in the way we bring in and develop our people.
We have a team investigating potential ways we can interrupt bias in some of our HR processes. We hope to share more soon.
Have greater diversity at leadership levels, reflecting the communities in which we work and live.
In 2022, the UK and USA set senior leadership representation ambitions to be achieved by 2025. We will continue to report our progress against these.

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

Here are our goals alongside a recent example of our progress:

Materially increase our spend with diverse suppliers through existing programs in the US, Canada, Australia and South Africa, and by working actively with NGOs and others to expand into other countries.
We are engaging, coaching and educating employees across the business and developing tools and resources to create an environment that works to address potential barriers for diverse suppliers, so they are set up for success when they work with Shell.
We are launching a Tier 2 (secondary supplier) program to expand and multiply our Supplier Diversity and Local Content ambitions through partnerships and expectation setting with our prime suppliers to expand opportunities for potential diverse suppliers (Applicable in the US, Australia, and Canada).
Actively partner with external agencies to collaborate, develop, and mentor diverse suppliers to promote equity in our supply chains.
Central to the progress we have made in our Supplier Diversity programme are the external partnerships with certification bodies who support us to identify, connect and develop our diverse supplier base.
Examples of some of our current partnerships in this space are:
• Women's Business Enterprise National Council
• National Minority Supplier Development Council
• South African Supplier Diversity Council
• Minority Supplier Development UK
Use the Shell brand to encourage progress to benefit society and the environment where we operate.
In 2021 Shell signed a letter by the Human Rights Campaign urging public leaders across the US to abandon anti-LGBT+ efforts to write discrimination into law and policy.
Shell was one of the first organisations to sign up to the Business in The Community Race at Work Charter.
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 has endorsed the Catalyst CEO Champions for Change initiative.