Going Forward with D&i: Focus on Inclusion

Going Forward with D&I: Focus on Inclusion

The D&I team had already started on new projects. Van Zanten said, "During the transition our

focus had naturally been on diversity since Shell had reselected most of its managerial workforce.

Going forward, we will focus more heavily on the inclusion side, trying to proactively contribute to

creating an ever more inclusive working environment."

The team was going to carefully analyze the results of the annual Shell People Survey, which

included the five questions on Shell's working environment used as a diversity and inclusion

indicator. A D&I consultant explained, "This indicator has improved year by year since we started

the survey, but this year people are worried it could go down. So we'll proactively partner with

leadership and our HR colleagues on potential interventions that will hopefully lead to sustainable

positive results." He continued, "For example, the question ‘I am free to speak my mind without fear

of negative consequences' is always rated among the lowest, particularly the lower you get in the

organization. So HR could engage with the leaders on why that may be and what they could change

in terms of behaviors to create a more inclusive environment."

Voser was pleased that Shell had more than held the gains of recent years in terms of diversity of

its leadership. Hugh Mitchell's HR