BRAND IDENTITY
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D&I initiatives
Our Diversity & Inclusion function develops the company's strategy in this area, plans initiatives, conducts relevant comparative analyses and prepares reports, supporting the management's commitment to these issues.
Our D&I governance requires that each process or service line ensures, within the scope of its direct responsibilities, the implementation of activities and objectives with an inclusive approach and operating methods. The overall coordination is ensured by the Diversity & Inclusion unit, which operates in close cooperation with the Human Resources area with the goal of promoting the growth of an inclusive culture and sensitivity through the management and development processes of each Eni person (guidance, assessment, training, etc.), and with the Sustainability area, in line with commitments in terms of promoting equal opportunities and sustainable development.
Some of the key goals of the Diversity and Inclusion (D&I) unit revolve around our commitment to actively support various inclusion and human capital development initiatives within the company. These initiatives focus on key areas including:
- promoting positive female role models
- support for new recruits and cross-generational exchange
- inclusion of parenthood
- international projects to upgrade and renew skills
- D&I communication initiatives
Regular surveys are conducted to monitor the internal climate, with a particular focus on gender, age and geographical region. These surveys form the basis of a permanent listening process.
In the local development initiatives that we run alongside our production activities, we pay the greatest attention to vulnerable groups at greater risk of socio-economic exclusion, such as native populations, women and children. For example, we promote:
- female micro-entrepreneurship
- education
- access to medical care and sanitation.
Women's health, in particular, is a key goal of many Eni Foundation projects, which aim to improve the health of local communities by involving women. Raising women's awareness is the key to bringing about changes in community behaviour on hygiene and other important maternal and child health issues.
On D&I issues, we cooperate with other major national and international companies, supporting associations and participating in intercompany initiatives and comparative analyses to share good practices and identify common actions in this field. Among them are:
- VALORE D
- PARKS – Liberi e Uguali
- ERT – European Round Table
- WEF – World Economic Forum
- Industrial ALL Global Unions
- Fondazione Mondo Digitale
- UN Global Compact
In line with our Code of Ethics and our corporate culture, which promotes inclusion and respect for uniqueness, a policy against violence and harassment in the workplace is in force. The Zero Tolerance policy, in accordance with the principles of the International Labour Organisation's Geneva Convention, defines a broad range of types of harassment that allows us to identify misconduct that should be reported. Our goal is to ensure a working environment free from violence and harassment of any form, where everyone can feel protected and free to express themselves.
D&I initiatives
Our Diversity & Inclusion function develops the company's strategy in this area, plans initiatives, conducts relevant comparative analyses and prepares reports, supporting the management's commitment to these issues.
Our D&I governance requires that each process or service line ensures, within the scope of its direct responsibilities, the implementation of activities and objectives with an inclusive approach and operating methods. The overall coordination is ensured by the Diversity & Inclusion unit, which operates in close cooperation with the Human Resources area with the goal of promoting the growth of an inclusive culture and sensitivity through the management and development processes of each Eni person (guidance, assessment, training, etc.), and with the Sustainability area, in line with commitments in terms of promoting equal opportunities and sustainable development.
Some of the key goals of the Diversity and Inclusion (D&I) unit revolve around our commitment to actively support various inclusion and human capital development initiatives within the company. These initiatives focus on key areas including:
- promoting positive female role models
- support for new recruits and cross-generational exchange
- inclusion of parenthood
- international projects to upgrade and renew skills
- D&I communication initiatives
Regular surveys are conducted to monitor the internal climate, with a particular focus on gender, age and geographical region. These surveys form the basis of a permanent listening process.
In the local development initiatives that we run alongside our production activities, we pay the greatest attention to vulnerable groups at greater risk of socio-economic exclusion, such as native populations, women and children. For example, we promote:
- female micro-entrepreneurship
- education
- access to medical care and sanitation.
Women's health, in particular, is a key goal of many Eni Foundation projects, which aim to improve the health of local communities by involving women. Raising women's awareness is the key to bringing about changes in community behaviour on hygiene and other important maternal and child health issues.
On D&I issues, we cooperate with other major national and international companies, supporting associations and participating in intercompany initiatives and comparative analyses to share good practices and identify common actions in this field. Among them are:
- VALORE D
- PARKS – Liberi e Uguali
- ERT – European Round Table
- WEF – World Economic Forum
- Industrial ALL Global Unions
- Fondazione Mondo Digitale
- UN Global Compact
In line with our Code of Ethics and our corporate culture, which promotes inclusion and respect for uniqueness, a policy against violence and harassment in the workplace is in force. The Zero Tolerance policy, in accordance with the principles of the International Labour Organisation's Geneva Convention, defines a broad range of types of harassment that allows us to identify misconduct that should be reported. Our goal is to ensure a working environment free from violence and harassment of any form, where everyone can feel protected and free to express themselves.
Our ECG Policy about Diversity & Inclusion
The basis of our inclusive and respectful approach to all diversity, which recognises the value of people and their contributions.
D&I testimonials from our people
Diverse voices express the importance of a pluralistic worldview and inclusive approach to shaping our identity.
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