Our continuous effort towards the elimination of the gender pay-gap translates into an integrated approach based on both remuneration-specific actions and broader initiatives aimed at providing effective support to women in accessing to job opportunities as well as in their career paths. Remuneration policies for Eni’s employees are defined according to a global integrated model and promote salary progression based exclusively on meritocratic criteria based on role related skills, performance achieved and local remuneration market benchmarks. In order to verify implementation of these policies, since 2011, Eni monitors the gender pay gap on an annual basis and shares with the relevant functions the results of the verifications for each business line and company, in order to assess corrective actions, if necessary. Furthermore, the principle of equal pay is explicitly referred to in the remuneration policy implementation provisions sent to all Eni business lines. These measures are complemented by a number of initiatives focused on motivating girls to undertake studies in STEM fields and participate in professional and technical activities of interest to the energy sector. These measures are aimed to increase gender balance in leadership and workforce. Furthermore, awareness-raising programs on unconscious bias are a further pillar of our strategy to address the gender pay gap since they contribute to spread inclusive culture and eliminate gender stereotypes.
The table shows the gender pay ratio data for total remuneration, which generally show a substantial alignment between the remuneration of women and men, globally, with deviations mainly due to the level of female presence in some occupational categories.