Shell Oil Company involves a group of energy and petrochemical companies operating globally. Shell employs more than 92,000 people and operates in more than 70 countries and territories. Shell is considered a major supplier of gasoline, offering products ranging from energy fuels, to business lubricants and petrochemicals for detergents, packaging, carpets and computers. Shell Corporation is also making strides to embrace renewable energy by “creating hybrid energy with traditional fuels such as natural gas” (Shell Global, n.d.). Shell is building hybrid power plants that combine renewable energy, including from the sun and wind, with traditional fuels. By investing in emissions-free energy, Shell seeks to improve its operations and competitive position as renewable technologies advance. One of the human resources challenges Shell currently faces includes a bureaucratic structure that hinders effective decision-making and performance at the local level. Peter Voser, CEO of Shell since October 2008, is committed to breaking down bureaucratic barriers that hinder performance and has consistently emphasized diversity and inclusion. While Voser recognizes that different people bring different perspectives that offer value, one cannot ignore the fact that he was chosen as CEO during one of the worst economic downturns since the Great Depression. Due to the effects of the economic downturn as well as increased internal operating costs, Voser's focus on promoting diversity and inclusion within his organization has been challenging. According to the Diversity Journal, “Shell leaders, including CEO Peter Voser, are adamant that as Shell moves forward, the importance of… middle of paper… organizational factors cannot be scaled to the environment. Shell, for example, takes a strong stance against the issue of harassment. According to Shell's Code of Ethical Conduct, "Shell will not tolerate workplace harassment, which is any action, conduct or behavior that an individual considers to be unwelcome, humiliating, intimidating or hostile" (Shell International Limited, 2006, p. 52) . An organization's code of conduct must clearly communicate its anti-harassment policy and outline repercussions for violators. Workplace harassment involves factors such as race, gender, religion, sexual harassment and discrimination. The anti-harassment section of the code of conduct should overall effectively convey the company's commitment to ensuring a fair and safe workplace that respects diversity and encourages the free exchange of ideas.