Shell Australia is a Workplace Gender Equality Agency (WGEA), Employer of Choice for Gender Equality. This citation is designed to encourage, recognise and promote active commitment to achieving gender equality in Australian workplaces. Shell has been a recipient of the award since its inception in 2014.
WGEA Director Libby Lyons said “WGEA data shows there is progress towards gender equality in Australian workplaces, but it is too slow. It is only through more employers adopting leading practices to promote gender equality in the workplace that we will see the pace of change pick up. That's why it is so encouraging to see more than 100 organisations meet the very high standard required to receive the WGEA Employer of Choice for Gender Equality citation this year.”
Andrew Smith, Shell Australia Country Chair, shares, "I’m proud that my organisation has been awarded the Workplace Gender Equality Agency (WGEA), Employer of Choice for Gender Equality citation. The benefits of improved gender equality are great - for women and men, organisations, our economy and community. While we have made progress, there is more to do. It makes business sense to do it.”
Trends in this year’s recipients include a focus on flexibility, greater support for women to progress into leadership positions and more sophisticated analysis of the causes of gender pay gaps.
At Shell, flexible working is embedded in our culture. In our latest survey 80% of employees felt supported in working flexibly. Our employees utilise a range of options including home working, flexible start and finish times and use of flex days. “Flexibility is about getting the work done in a way which suits both the company and the employee. I am pleased to see more men in our organisation embracing flexible working and parental leave as it is an important part of the gender representation challenge and increases the productivity and motivation of all employees.” Andrew Smith. At Shell Australia we have been analysing and taking action on our gender pay gap for a number of years and as a result we have been able to achieve a 0% pay gap on like for like positions. “Our bigger challenge is around participation at all levels in the company. We recruit at 50-50 into our graduate programmes, but it isn’t the same at the top. We need to continue to do more to improve female representation at senior levels and have set challenging targets to support this”. Andrew Smith.