INVESTING IN CREDIBLE HR A ANALYTICS

Transcription

1 INVESTING IN CREDIBLE HR A ANALYTICS Case Study of Diversity and Inclusion in Shell Vasileios Giagkoulas HR Analytics Analyst Bonga North West is connected to the existing Bonga floating production vessel. Off the coast of Nigeria. World HCM Oil & Gas Workforce Analytics 1

2 DEFINITIONS AND CAUTIONARY NOTE Reserves: Our use of the term reserves in this presentation means SEC proved oil and gas reserves. Resources: Our use of the term resources in this presentation includes quantities of oil and gas not yet classified as SEC proved oil and gas reserves. Resources are consistent with the Society of Petroleum Engineers 2P and 2C definitions. Organic: Our use of the term Organic includes SEC proved oil and gas reserves excluding changes resulting from acquisitions, divestments and year-average pricing impact. Resources plays: Our use of the term resources plays refers to tight, shale and coal bed methane oil and gas acreage. The companies in which Royal Dutch Shell plc directly and indirectly owns investments are separate entities. In this document Shell, Shell group and Royal Dutch Shell are sometimes used for convenience where references are made to Royal Dutch Shell plc and its subsidiaries in general. Likewise, the words we, us and our are also used to refer to subsidiaries in general or to those who work for them. These expressions are also used where no useful purpose is served by identifying the particular company or companies. Subsidiaries, Shell subsidiaries and Shell companies as used in this document refer to companies over which Royal Dutch Shell plc either directly or indirectly has control. Companies over which Shell has joint control are generally referred to as joint ventures and companies over which Shell has significant influence but neither control nor joint control are referred to as associates. The term Shell interest is used for convenience to indicate the direct and/or indirect ownership interest held by Shell in a venture, partnership or company, after exclusion of all third-party interest. This presentation contains forward-looking statements concerning the financial condition, results of operations and businesses of Royal Dutch Shell. All statements other than statements of historical fact are, or may be deemed to be, forward-looking statements. Forward-looking statements are statements of future expectations that are based on management s current expectations and assumptions and involve known and unknown risks and uncertainties that could cause actual results, performance or events to differ materially from those expressed or implied in these statements. Forward-looking statements include, among other things, statements concerning the potential exposure of Royal Dutch Shell to market risks and statements expressing management s expectations, beliefs, estimates, forecasts, projections and assumptions. These forward-looking statements are identified by their use of terms and phrases such as anticipate, believe, could, estimate, expect, intend, may, plan, objectives, outlook, probably, project, will, seek, target, risks, goals, should and similar terms and phrases. There are a number of factors that could affect the future operations of Royal Dutch Shell and could cause those results to differ materially from those expressed in the forward-looking statements included in this presentation, including (without limitation): (a) price fluctuations in crude oil and natural gas; (b) changes in demand for Shell s products; (c) currency fluctuations; (d) drilling and production results; (e) reserves estimates; (f) loss of market share and industry competition; (g) environmental and physical risks; (h) risks associated with the identification of suitable potential acquisition properties and targets, and successful negotiation and completion of such transactions; (i) the risk of doing business in developing countries and countries subject to international sanctions; (j) legislative, fiscal and regulatory developments including potential litigation and regulatory measures as a result of climate changes; (k) economic and financial market conditions in various countries and regions; (l) political risks, including the risks of expropriation and renegotiation of the terms of contracts with governmental entities, delays or advancements in the approval of projects and delays in the reimbursement for shared costs; and (m) changes in trading conditions. All forward-looking statements contained in this presentation are expressly qualified in their entirety by the cautionary statements contained or referred to in this section. Readers should not place undue reliance on forward-looking statements. Additional factors that may affect future results are contained in Royal Dutch Shell s 20-F for the year ended 31 December, 2014 (available at and ). These factors also should be considered by the reader. Each forward-looking statement speaks only as of the date of this presentation, 24 June, Neither Royal Dutch Shell nor any of its subsidiaries undertake any obligation to publicly update or revise any forwardlooking statement as a result of new information, future events or other information. In light of these risks, results could differ materially from those stated, implied or inferred from the forward-looking statements contained in this presentation. There can be no assurance that dividend payments will match or exceed those set out in this presentation in the future, or that they will be made at all. We use certain terms in this presentation, such as discovery potential, that the United States Securities and Exchange Commission (SEC) guidelines strictly prohibit us from including in filings with the SEC. U.S. Investors are urged to consider closely the disclosure in our Form 20-F, File No , available on the SEC website You can also obtain this form from the SEC by calling SEC

3 OUR BUSINESS 3

4 HR ANALYTICS CENTRALIZED ACTIVITY 4

5 Business Value HR DATA & ANALYTICS JOURNEY Analytics Query, Report, Spreadsheets Basic Reporting Standardization Self Service HR Reporting Tool Centralised Offshore Reporting Team 2013 Cross Functional MI & Analytics Expanding HR Analytics Team Creation of HR Data & Analytics Team Data Clean Up Leadership for HR Information Data Management Maturity 5

6 END-TO-END HR REPORTING & ANALYTICS Advanced Analytics Basic Analytics HR & business data 20% Analytics Advanced Management Information HR data Basic Management Information HR data 80% Management Information Data Quality/Systems Management 6

7 Risk / Complexity ANALYTICS: PRIORITIZE 2013: Proactively build up a Highly complex, low business impact Big challenge, big insight portfolio to demonstrate capabilities and added value. 2014: Demand is larger than supply. 2015: Business-driven inquires for insightful People Analytics. Reproducing external wisdom Myth busting Impact Aspired situation: Senior leaders/business driven Single point responsibility Clear management commitment 7

8 APPROACH Frame the need Review Scientific Findings Identify Variables Collect, Explore & Clean Data Analytics/ Modelling Storytelling 8

9 SHELL STAFF BY GEOGRAPHICAL AREA YEAR-AVERAGE NUMBERS 2014 Rounded to the nearest thousand Total 94,000 In more than 70 countries 9

10 CASE STUDY SHELL We thrive for Diversity & Inclusion at Shell. Diversity, both visible and invisible, as a driver of innovation. Iceberg Model 10

11 CASE STUDY D&I BENEFITS ARE USUALLY UNIVARIATE Quantifications are often limited to one single aspect of Diversity McDonald s proves the benefits of an age-diverse workforce Levels of customer service are 20% higher in restaurants with staff aged 60 or over hrmagazine.co.uk There s little correlation between a group s collective intelligence and the IQs of its individual members. But if a group includes more women, its collective intelligence rises. What Makes a Team Smarter? More Women, Harvard Business Review,

12 CASE STUDY HR ANALYTICS APPROACH Can we improve quantifying the effect of D&I policy? 1. Develop a Demographic Diversity Index, covering more than one aspect of diversity 2. Report on Demographic Diversity in Shell 3. How does Demographic Diversity relate to Inclusion? (perception of) inclusion is measured in the annual survey 4. Is Demographic Diversity a driver for Performance? e.g. financial performance or innovation 12

13 CASE STUDY DEVELOP A UNIVARIATE D&I INDEX What is the effect of one single aspect of diversity on performance? NATIONALITY DIVERSITY GENDER DIVERSITY AGE DIVERSITY 3 nationalities 25% female 33% above 50 13

14 CASE STUDY DEVELOP A MULTIVARIATE D&I INDEX What is the simultaneous effect of selected diversity aspects on performance? Developed an index that is adding up the different aspects. On a scale from 0 to 100%, how diverse is a team? Developed in cooperation with Copenhagen Business School. OVERALL DEMOGRAPHIC DIVERSITY 3 nationalities + 25% female + 33% above 50 years = 54% (indicative example) 14

15 CASE STUDY REPORTING ON DEMOGRAPHIC DIVERSITY IN SHELL In what parts of our company are we demographically most diverse? Can we find differences between business units, countries, gender or age of management etc? 15

16 CASE STUDY WHAT IS THE LINK BETWEEN DEMOGRAPHIC DIVERSITY AND INCLUSION? Inclusion (feeling) is measured in our annual employee survey. When is the (average) perception of Inclusion high? In teams that are homogeneous or diverse, small or large, managed by specific leader,? Should we look at team average or maximum disparity? What is the difference in monitored sentiments? (indicative example) 16

17 Performance CASE STUDY WHAT IS THE LINK BETWEEN DEMOGRAPHIC DIVERSITY AND PERFORMANCE? The usual message: more diversity is better. Can we verify that? Possible relationship Diversity and Performance Diversity 17

18 DISCLAIMER THE LIMITATIONS OF PREDICTION Diversity at the workplace should not be or become a matter of numbers. e.g. we should not recruit people with specific demographics into specific teams to boost the team s diversity score Workplace diversity should be a culture of open communication, trust, and inclusiveness aimed at building a better, more competitive organization. 18

19 Q & A Without data analytics, companies are blind and deaf, wandering out onto the Web like deer on a freeway Geoffrey 19

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