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Diversity and inclusion

  • GRI
    

Enel’s commitment to diversity and inclusion is a process that began in 2013 with the issuing of the Human Rights Policy which was followed in 2015 by the Policy “Diversity and inclusion”, in conjunction with adherence to the seven principles of WEP (Women Empowerment Principles) promoted by the UN Global Compact and UN Women and in line with the Sustainable Development Goals of the UN to which Enel is committed.

Enel’s approach is based on the fundamental principles of non-discrimination, equal opportunities and equal dignity for all forms of diversity, inclusion, and work-life balance.

The application of the policy made it possible to develop global and local projects to enhance the diversity of gender, age, nationality and disability and to spread the culture of inclusion in all organizational contexts, thanks also to the commitment of all company management. The definition of a detailed set of internal indicators, associated with the different actions and aspects, allows for the periodic monitoring of Policy’s impact on a global level. Results can be shared at the different company levels, to ensure maximum awareness of the progress of the objectives and to promote sharing of best practices. In addition, the Global People Care and Diversity Management unit was created in the People and Organization Function in 2016. It has the role of driving and supervising the Policy implementation, and promoting initiatives and projects relating to diversity and inclusion. In recent years, various activities have been carried out to raise awareness about these issues, through the design and implementation of global communication and involvement initiatives, and the coordination of various initiatives developed in the Group’s individual countries.

At the end of 2018 a global communication campaign was carried out, alongside the events and initiatives organized during the Diversity & Inclusion Days, two days dedicated to experimenting and understanding how diversity and inclusion are a value for themselves and for the business. In the same days, at the same time, in the main Enel offices of the various countries, information and experiential activities were carried out that were open to all, to enable them to experience the richness of changing one’s perspective and to teach inclusive behaviors, as well as informational events on burning issues.

Enel also confirmed its commitment to diversity and inclusion by defining specific public objectives that are part of the 2019-2021 Sustainability Plan.

Policy on "Diversity and inclusion"

GENDER

  • Guaranteeing equal representation of genders in internal and external selection processes
  • Developing agreements with universities to promote careers for female students in techinical sujects
  • Disseminating the Parental Program aimed at balancing the needs of new parents with their professional development

AGE...

  • Tutorship programs for expatriates
  • Tutorship programs for new recruits

NATIONALITY

  • Tutorship programs for expatriates

DISABILITY

  • Identification of a focal point

CROSS-CUTTING INITIATIVES

  • Training courses on values and behaviors which include the principles and guidelines on diversity and inclusion
  • Inclusion of the issues of diversity in the process of assessing performance 

Gender diversity

In December 2018, in line with the previous year, women represent 21% of the entire Group population and the percentage of women hired is equal to 29% of the total recruitment. In particular, Enel is committed to ensuring a fair representation of both genders in the initial stages of the section and recruitment process, with the aim of reaching 50% women in the selection process by 2020. This indicator is monitored through a detailed reporting system, shared with all the recruitment units of the different countries. At the end of 2018, women in the selection pools equaled 39%3, up from the previous year (35%) and in line with the objectives set and published.

As part of the process that aims to encourage a reduction in the gender gap, the Group paid particular attention to promoting the access of female students to technical faculties (Science, Technology, Engineering, Mathematics - STEM) through awareness-raising initiatives – in schools, universities and in corporate offices – in Italy, Brazil, Spain, Greece, Chile and Colombia. In Italy and Spain, two editions of the “Girls in ICT” event were held, followed by a “Leader for a day” shadowing program, which involved some of the female students shadowing young Enel digital professionals for a day.

To enhance the parenting experience, specific maternity and paternity programs are in place.

Enel has always been sensitive to issues of work-life balance and support for parenting. Over time, particularly in Italy, it has introduced numerous measures that go beyond legal requirements, aimed at improving people’s well-being and promoting a positive Company climate.

For maternity leave In Italy, Enel pays 100% of salary for the mandatory first 5 months, compared to the 80% required by law; for paternity leave, it specifies a further 5 days of paid leave in addition to the 5 days required by law. Regarding parental leave in Italy, the Enel collective bargaining agreement stipulates 45% of salary to be paid for the first month and 40% for the second and third months, while the law requires 30% of salary for the first 6 months. In many countries (Argentina, Brazil, Guatemala, Mexico, North America, Colombia, Peru and Spain), Enel provides for both additional days of maternity leave and higher remuneration compared to legal requirements. In Russia, Romania, Greece and Panama, financial support is provided upon the birth of a child, while, in South Africa, full salary is paid during leave, although not required by local legislation.

Active at a global level, the Parental Program has been set up, with a significant increase in women involved in all countries where the Group operates.

The project aims to promote corporate and personal awareness of the value of parenting and to reconcile personal and professional needs regarding this important stage of life, including structured talks during parental leave between the employees, their line managers and the personnel manager. In 2018, an internal assessment was carried out on the regulatory differences and on parenting support initiatives operational in each country. On the basis of the evidence that emerged, a work group was set up to relaunch the program in 2019. In 2017, in Italy thee MAAM (Maternity as a Master) project was launched, which supplements the Parental Program with a digital platform and social community in order to facilitate dialogue between peers and experts and enhance the relational, organizational and innovative skills emerging from the experience of parenting.

In Italy, a course on women’s leadership was held to enhance the role of women in the Company. Take Care seminars were also held, aimed at a person’s allround well-being, and the “First Day of School” initiative was launched, which allows mothers and fathers to accompany their children to school on their first day.

In addition to the actions outlined in the policy, periodic monitoring of the presence of women in managerial positions and wage equality is carried out.

In the last year the number of women managers increased by around 14% and the RAL report Women managers/RAL Man managers is about 85%, up compared to the previous year (about 82%). In fact, Enel is committed to enhancing diversity and creating a pipeline of future women in top positions, by implementing specific management actions, the results of which can be fully appreciated in the medium to long term considering the effects of the generational dynamics. In the short term, fair wages are effectively guaranteed for new manager appointments.

In general, the global index trend relating to wage equality is influenced by the different average wages in the countries in which the Group operates and by the incidence of the acquisition or divestment of companies. As evidence of its commitment in the countries where it operates, Enel was awarded the Equipares Gold Labor Equality Seal in Colombia, the highest level of recognition for corporate gender equality management systems, promoted by the Ministry of Labor with the support of the presidency for gender equality.

There were numerous awareness-raising initiatives for the various international days devoted to women (March 8 - International Women’s Day, and November 25 - International Day for the Elimination of Violence Against Women). Women’s self-defense classes were held in Italy and South Africa, a web series was created in Peru – #SinExcusas – to raise employee awareness on sexual abuse in the workplace, and specific awareness-raising campaigns were launched in Spain, Greece and Romania.

3 Workers and the US perimeter are excluded from the selection pool since the local legislation protecting anti-discrimination practices in the recruiting phase does not allow data monitoring.

Age diversity

In 2018, tutoring programs continued for newly hired junior employees to assist them in their entry in Enel.

The initiative is part of the onboarding process in the Company, and, since 2018, the assignment of a tutor is a mandatory part of the recruitment process.

Knowledge transfer opportunities are also active. Each Country and Business Line identifies the most appropriate ways to promote inter-generational exchange, involving senior colleagues (mainly on technical subjects) and junior staff (mainly digital skills) as internal trainers or experts. In 2018, around 600 senior staff shared their knowledge with over 6,000 colleagues and around 300 junior staff held training and information sessions with over 1,700 colleagues.

The “Job Shadowing” program was launched on a global level, between managers and young people, aimed at facilitating the exchange of skills, managerial styles, values and the Open Power approach, to promote mobility, knowledge sharing and to consolidate the professional network.

Given the growing importance of the issue of intergenerational dialogue, various studies, benchmark assessments and feedback sessions were conducted in 2018 aimed at identifying the specific nature of different generations and how to respond effectively to encourage dialogue and corporate well-being. Specifically, an inter-functional team was set up in Italy to focus on current demographic trends. It conducted a survey on a representative sample of over 2,500 Enel employees in Italy to explore the representation, expectations and motivation of the different generations in the workplace. In addition, structured interviews were conducted with around 600 colleagues specifically to investigate the needs of the over-50s. The “Digital Pass” survey was launched for all colleagues working in the People and Organization Function in each country to map the skills, attitudes and digital proactive behavior of the Enel workforce, in both their professional and personal lives, and to consequently identify a training plan. Following the survey, a “Digital Caring” course will be provided for all employees but designed primarily for those less comfortable with e-commerce.

Disability

For Enel, managing diversity also means providing people with the tools, services and processes that allow them to carry out their work in full autonomy. In 2018, in line with the policy, disability focal points are in place in all the main countries where Enel operates. The issue is particularly relevant for Italy (which has almost 1,800 differently abled employees, 82% of the Group total). Two focal points have thus been identified, one country-specific, the other for one of the major Group companies (E-Distribuzione).

In addition, numerous projects have been launched to facilitate the integration of differently abled people into organizational contexts. In Italy, as part of the communication campaign “Avanti Tutti” (“All Going Forward”), initiatives have provided innovative digital tools to create inclusive environments and to promote autonomy for all, making life in the organizational context easier and more productive. In Spain, a specific consultancy program is envisaged, while the Plan Familia project offers support to Enel people who have family members with disabilities. Many countries also organized awareness-raising events and initiatives on the issue of disability as part of the Diversity & Inclusion Days, involving all countries where the Group operates. On this occasion, an information brochure was published in Italy, with the aim of facilitating communication with deaf and blind people.