SUSTAINABILITY

Diversity and Equal Opportunities

The valorisation of diversity and the protection of equal rights are explicitly embedded in Eni's Code of Ethics and are at the centre of the Group's Sustainability Model, as they make an effective contribution to the creation of value for all of the company's stakeholders.
For Eni, an emphasis on diversity means:

Developing to the maximum the talents and competences of all the men and women who work in the company, also through a recognition of gender differences and through the effective protection of equal rights for all.
Maintaining and developing an international business culture that is able to integrate the cultural differences of people, communities and countries.
Promoting the wellbeing and internal cohesion of the organisation, creating opportunities for the young and attributing value to experience, while respecting generational differences.

Gender Diversity
Cultural diversity
Age diversity

The increase (+3%) in the female population working in Eni has continued in 2009. Particularly noticeable is the significant increase in women managers (+13% of managers and +9% of supervisors).

Employees by gender and professional category 2009

	Men		Women
	Italy	Abroad	Italy	Abroad
Senior managers	1,272	227	134	16
Managers/supervisors	7,989	3,102	1,832	526
Employees	14,124	13,496	5,138	4,589
Workers	7,777	17,811	33	351
Total	31,162	34,636	7,137	5,482

Compared with 2008, the overall number of employees has remained substantially stable (decline of roughly 400 units). There was an increase in the number of women, particularly in managerial positions (senior staff and managers/supervisors).

employees hired/leaving by gender 2009

The internationalization of the Company is today a main feature of Eni, and the management of people reflects this trend. In 2009, people hired abroad reached 40,188, up 2% compared with the previous year. The main increment was registered in Africa.

employees by geographical area 2009

The Knowledge Owner project, which was launched in 2001, represents an incentive policy aimed specifically at expert, non-managerial personnel who possess know-how that is particularly important for the company. During 2008 the professional title of Knowledge Owner was officially introduced .
This is assigned to senior managers who possess skills and knowledge acquired over a long period of time. Their professional expertise is not easily found on the external market and their professional authority is recognized both inside the company and in external communities as well as at an international level .
The Knowledge Owners have been selected following a well-defined appraisal process which allowed 192 to be identified in 2008.
The average age of the Knowledge Owners is about 51 (50.7) and most of them are between 50 and 55. More then two thirds belong to line functions, with a prevalence of professionals with a production background, and a particular concentration in the Engineering, Process Technology, Construction and Geology professional areas.
The Knowledge Owners are expected to tutor young people, draw up proposals for develop knowledge and professional expertise and be prepared to lecture at Eni Corporate University.A dedicated training pathway and special initiatives aimed at the diffusion of their know-how were developed in 2009. In various business sectors, workshops on topics of strategic business interest were organized and held directly by the knoeledge owners. The workshops were attended not only by operating in the related business areas, but also by people operating in different contexts.