While Shell points to how the longstanding issue of fewer women working in STEM impacts their Gender Pay Gap and goal to achieve gender balance, they also acknowledge there is work to be done internally to build a more diverse and inclusive workplace. In addition, Shell publicises their explanation for what contributes to their gap and their strategy to mitigate those issues.
The strategy establishes the link between D&I and business performance and it outlines goals, specific actions, and measurement. The clarity of four focus areas, along with both process metrics (actions) and outcome metrics (results), provides an effective example of identifying actionable insights and developing a cohesive strategy.
To address underlying factors that contribute to the gap, Shell identifies the root causes of inequality and updates its D&I strategy. This document describes the four pillars of Shell's D&I Strategy: