Diversity and Inclusion: Fueling Innovation at Shell
Mansi Madan Tripathy, Chairperson Shell Group of Companies India & Vice President, Shell Lubricants Asia Pacific stated that the organization is building a culture where everyone feels valued, respected, and has a true sense of belonging driven by its global vision to become one of the most diverse and inclusive organizations.
How does your organization embed gender equality and empowerment into every aspect of its operations and workplace culture?
At Shell, we've done a lot of work on diversity, equity and inclusion in recent years to create a place where everyone feels valued, respected and has a strong sense of belonging. Our global vision is to become one of the most diverse and inclusive organisations in the world. Inclusion is embedded in our culture, policy, and practice. Our organization 'fosters gender equality through world-class benefits, flexible work arrangements, and inclusive insurance that support holistic wellbeing. We prioritize parenthood support with multi-tiered childcare benefits, including creche facilities, childcare allowances, Mother's room, and specialized maternity desks. Trust` based sick leaves ensure employees have the flexibility and resources to thrive.
Our Fair Pay Policy upholds unbiased compensation, while gender neutral benefits such as parental leave (8 weeks for non-birthing parents compared to the industry standard of 15 days), childcare allowance, gender reassignment coverage, and partner-inclusive healthcare promote inclusivity. Additionally, we support comprehensive caregiving through eldercare services for employees' parents, fostering a workplace where everyone can bring their whole selves to work.
A culture of psychological safety is reinforced through regular trainings on unconscious bias and inclusion awareness. Our strong POSH framework ensures a zero-tolerance culture where gender equality is both protected and actively advanced.
What steps does your organization take to ensure women have equal access to leadership roles and key decision-making positions?
At Shell, our commitment to diversity and inclusion is a fundamental aspect of our organizational ethos. In India, we currently have over 30% gender diversity and 38% women in leadership roles, which is seeing significant growth with an impressive post-maternity return rate as well.
Inclusive hiring ensures balanced panels, sensitized onboarding, and equitable advancement. Employee Resource Groups like the Senior Women’s Network and Together We Win (TWWIN) network provide mentorship, leadership training, and wellbeing support, ensuring women thrive at all stages of their careers and are fully represented in key decision-making forums.
How does your organization seamlessly integrate diversity and inclusion into its policies, daily practices, and strategic decision making
Our CEO, Wael Sawan, alongside the Executive Committee, spearheads our DE&I initiatives, supported by country coordination teams and data driven processes. We ensure accountability by tracking both input and outcome metrics through our DE&I Indicator and ongoing longitudinal assessments, driving meaningful and sustained impact.
Our longitudinal studies, sometimes; spanning over eight years, help us measure progress in women's representation, post maternity retention rates, and career progression compared to male counterparts. Industry leading initiatives like Silent Shifts and All Women Shifts in our downstream businesses empower employees with diverse needs, while global affiliations with Diversity and Inclusion in Asia Network (DIAN) and the World Economic Forum (WEF) guide our best practices.
As appeared in The Economic Times - ET Edge