Shell UK has reported mean ethnicity pay gaps for 2023 that range from -31.4% to 38.9%, compared to -5.% to 36.2% in 2022.
The energy firm calculates its ethnicity pay gaps using six ethnic groups.
For mixed and multiple ethnic groups, the mean and median ethnicity pay gaps were 26.3% and 30.7% respectively, for Black, African, Caribbean and Black British employees the gaps were 38.9% and 39.8%, and for ethnic minority – other workers, the gaps were -31.4% and -13.9%. For Asian and Asian British employees, the gaps were 15.4% and 16%, and for other staff, the gaps were 3.5% and 1%.
The firm’s 2023 mean ethnicity bonus gaps range from -55.4% to 71.5%, compared to -29.1% to 54.2% in 2022.
For mixed and multiple ethnic groups, the mean and median ethnicity bonus gaps were 50% and 77.7% respectively, for Black, African, Caribbean and Black British employees the gaps were 71.5% and 76.8%, and for ethnic minority – other workers the gaps were -64.9% -50.7%. For Asian and Asian British employees, the gaps were 26.4% and 31.2%, and for other staff, the gaps were -55.5% and -2.7%.
David Bunch, country chair at Shell UK, said: “The Shell UK diversity pay gap report is made up of our gender pay and bonus data, which we are required to publish, as well as our ethnicity pay and bonus data, which we have published voluntarily since 2020. In the UK, collecting and reporting our gender and ethnicity pay data is an integral part of our commitment to diversity, equity and inclusion. Since the first publication in 2017, our mean gender pay gap has ranged from 11.3% to 31.5% and since then has decreased to a range from -3.7% to 18.7%.
“While we are proud of this progress, we focus on the coming years to continue to close the gap as we know there is more we can do. We hope that we can see similar long-term progress in our disaggregated ethnicity pay gap.”