Page 16 - EniFor2016_Performance_eng

14 Eni for 2016 | Sustainability Performance

Ratio between Eni minimum wage policy

and market minimum wage
st
(1 decile) – (middle manager - senior staff - employee)

Ratio Countries
100-115 Italy, Belgium, France, Germany, Holland, United Kingdom, Spain, Switzerland, Hungary
116-130 Austria, China

131-150 Libya, Norway, Russia, Tunisia
151-180 Algeria, Angola, Australia, Ecuador, Kazakhstan, United States
> 180 Egypt, Indonesia, Iraq, Mozambique, Nigeria, Pakistan, Vietnam
174 Global Average

In its policy for local personnel Eni defines reference salary refers to the section of the workforce composed of middle
levels in terms of maximum/minimum ranges, managers, senior staff and employees.
in relation to the market data for each individual Country, The analysis carried out this year has been extended from
monitored annually using international providers. 20 to 29 Countries chosen from those most representative
The comparison between the minimum levels defined and which have market data available. The results show
in Eni policies and the minimum market levels supplied that the minimum levels defined in Eni’s policy are
by providers (1 decile of local pay levels) from this year significantly higher than the market minimums.
st

Equal opportunities

2014 2015 2016
Women employees in service (%) 23.43 23.55 23.24
Women hired 23.28 25.39 25.34
Women in managerial positions (senior and middle managers) 23.14 23.67 24.06
- senior manager 13.78 14.19 14.20
- middle manager 24.23 24.74 25.13
Replacement rate by gender
- men 0.58 0.71 0.48
- women 0.63 0.79 0.43

At the end of 2016, 7,607 women worked for Eni (23.24% from the 2013-2014 mobility program. In 2015, the
of total employees), of which 4,894 in Italy (23.9% of improved replacement rate for women employees can be
total employees in Italy) and 2,713 abroad (22.1% of attributed to the effects of early hires forecast for 2016,
total employees abroad). In Italy, of the 244 permanent implemented to take advantage of tax breaks according to
hires over the course of 2016, 20% (total 49) were the Italian Financial Act of 2015, as well as to the reduction
female employees. It should be noted that in 2016 the of terminated employment contracts due to the raising
replacement rate of women (ratio between permanent of the retirement age (age and years of service). In 2016
recruitment/termination of permanent contracts) after the replacement rate returned to 2014 levels, also due to
increasing in 2015 is returning to 2014 levels, rising from the effects mentioned above. The percentage of women
0.63 in 2014 to 0.79 in 2015, and falling to 0.43 in 2016. occupying positions of responsibility (Senior and Middle
The 2014 datum, lower than in 2015, can be traced to the Managers) is increasing, rising from 23.14% in 2014 to
high number of outgoing female employees stemming 23.67% in 2015 and reaching 24.06% in 2016.