Diversiteit voor sterkere ketens
Korrie Louwes
Heleen Hoosemans
http://www.hartvannederland.nl/nederl and/2012/port-angels-promoten-de-havens
Waarom diversiteit nodig?
1. In 2030 wereldwijd 40 miljoen hooggeschoolde
werkers tekort; v=m gat bijna geheel gedicht
2. Betere prestaties van bedrijven met ook vrouwen in
de top (gemiddeld 55% meer winst)
3. Dynamiek van huidige economische ontwikkeling
vergt beheersing van alle eigenschappen
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Heleen Hoosemans over “how to make it happen!’
7
Diversity
means all the ways we differ. Itincludes visible differences such as age, gender, ethnicity and physical appearance, as well as underlying differences such as thinking styles, religion, nationality, sexual orientation, and education.
Inclusion
means creating a working culture where differences are valued; where everyone has the opportunity to develop skills and talents consistent with our values and business objectives. The aim is to make Shell an organisation where people feel involved, respected, and connected - where the richness of ideas, backgrounds andperspectives are harnessed to create business value.
Our Definition of Diversity & Inclusion
Global D&I Business Case
• Customers & Markets• Globalization
• Mergers & Acquisitions • Changing Demographics
• Attract and Retain Top Talent • Increase Productivity
• Productive Work Climate • License to Operate and Grow
Business Case for D&I
External Drivers
Internal Drivers
It is therefore vitally important that we do not view diversity and inclusion as a “nice to do” or an “add on” to business as usual. It must be at the heart of our business plans in the same way that safety is.
9 9
Our D&I Framework
Gender
Nationality
Inclusion
Targets Increasing theproportion of women in senior
management to at least 20% in the long term.
Having local people fill more than half the senior management positions in every country we operate in.
Continuously improve the Diversity & Inclusion Indicator (DII) as
measured by the Shell People Survey.
Principles Match or exceed female diversity of external feeder pools. Balance external availability and internal development in achieving the female target.* Provide equal opportunity at all levels.**
Address ethnicity (male and female) at a country level as needed.
Provide equal opportunity at all levels.**
No statistically
significant differences among subgroups within DII results.
Use credible
mechanisms to gather and assess level of inclusion.
The People Standards and associated Key Performance Indicators reinforce the expectations and methods to achieve these targets.
*Targets represented as Shell’s long-term minimum objectives. ** Following national norms and government policies.
11 11
7,2
7,9
8,8
9,6
9,6
9,9
11,6
12,9 13,6
13,9
15,3
16,6 16,2 17,2
20
% Women in Senior Leadership Positions
36
25
33
32
37
36
34
42
32
50
2005
2006
2007
2008
2009
2010
2011
2012
2013
Target
% Countries with Majority Local Nationals in Senior
Leadership Positions
13
DII Questions
% FavourableShell
I am free to speak my mind without fear of negative
consequences
63
Where I work we are treated with respect
81
The decisions leaders in my organisation make concerning
employees are fair
57
My organisation has a working environment in which different
views and perspectives are valued
72
My organisation has a working environment that is free from
harassment and discrimination
79
Composite DII Score
70
Diversity & Inclusion Indicator (DII)
from Shell People Survey
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Business Impact: example from our Upstream business
GTL project in Qatar
> 50.000 construction workers
> 60 nationalities
Safety incidents – root cause?
Intervention:
Working Across Cultures course
Part of onboarding programme
Impact:
Safety performance improved
Pull from other businesses
Cross cultural competence critical to
business success
Business Impact: examples from India
Shell Retail in India
Programme to hire People with Disabilities led to the employment of 59 PwD across > 50 retail sites in India.
Recognised by president of India with a prestigious country award.
Extremely high attrition rates for women professionals due to life events
Pool of 1.5 million highly qualified women Re-entry programme for women engineers
Short term (6-12 months) projects
If successful, considered for permanent role in Shell
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1
7
Rotterdam Regio Rotterdam Onderwijs SNR Pernis Beroepsbevolking (Zadkine & STC)
50% vrouw 1,6% vrouw Shell Pernis: 5.9% vrouw 50% allochtoon 28% allochtoon
Business Impact: Shell Pernis – Approach
Actieve promotie techniek onder meisjes – o.a. Chocolate Challenge Girlsday Shell Eco-marathon Inclusion – o.a. Mentoring Circles Stageplekken Sponsoring
