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Eni for 2016 | Operating model

˛ Women and men in Eni ˛ % women in managerial positions
(senior and middle managers)

34,040 33,389 32,733 23.14% 23.67% 24.06%
26,063 25,527 25,126

7,977 7,862 7,607

Women Men
2014 2015 2016 2014 2015 2016

The main initiatives on gender equality continued in 2016 included:

Female presence Equal Work life Attracting female
in the Board treatment balance employees

• Presence of women in • Monitoring of female • Maternity as a Master Initiatives to attract
the Board of Directors population program, a learning women to technical
of subsidiaries in Italy • Alignment of women’s path centred around careers:
has reached 35% salaries to men’s (pay parenting and aimed • in high schools to
• Gender representation gap 97%) at the same at supporting skills that promote technical
has also been extended position and seniority are useful socially and and scientific studies
to foreign Boards level for work • in universities by
with 25% of female • Targeted development • Smart Working project participating in sector
appointments paths for the for mothers and fathers events with testimonies
managerial population enabling greater from women working
including targeted working flexibility in Eni
training sessions • through the publication
of video testimonies
of expatriates and
employees of foreign
subsidiaries

Eni, together with 20 other Oil & Gas companies, signed the World Economic Forum’s
“Closing the Gender Gap – A call to Action” to analyse work areas on which initiatives must be launched
to promote the development of women’s careers