Essay About D&I And Results Of The Annual Shell People Survey

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 Shells 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 well 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 Mitchells HR