Our activities towards the recognition of Diversity & Inclusion

Eni is continuing to promote initiatives to raise awareness of an approach that embraces inclusion and cultural diversity.

Eni is continuing to promote initiatives aimed at raising awareness of inclusion and cultural diversity and increase understanding on the risks of non-inclusion.

Eni’s commitment to its people: D&I Matters

In 2019, the D&I Matters training and internal communication programme was launched to help develop widespread awareness. The programme focuses on key diversity areas, analysed from an unconscious bias perspective, and shares information on company activities aimed at overcoming stereotypes. The engagement and involvement of people at Eni who shared their own experiences to support this initiative was crucial. To date, 10 stages of the programme have been completed (unconscious bias, interculturalism, gender, 4 sessions on generations and mentorship, 2 on disability and one on women in technical careers) and, in parallel, an open space has been set up on the EniCampus training platform for in-depth training and cultural analysis of all the topics addressed. In 2020, the programme was further boosted by the Eni Global Inclusion Event, which addressed issues of inclusion and diversity in an even more integrated way and was delivered digitally. Around 700 of Eni’s people worldwide were involved in the in-depth study of the meanings that these issues hold within the corporate culture and their own daily and working lives. During the event, five colleagues directly shared their stories, raising awareness even further and increasing individual awareness and empowerment. The programme continued in 2021, with new stages and new stories of our people, because concrete examples are the best antidote against any prejudice.

Eni’s commitment to its people: training

The "Eni Global Inclusion" event was also the opportunity to launch the training campaign on Unconscious Bias for both managers and the whole company workforce. The course is available in English and Italian and will soon be available in French. It addresses the topic both from a theoretical point of view, with a series of exercises and opportunities for self-observation, as well as by sharing insights aimed at strengthening individual awareness and the ability to manage prejudice correctly and effectively. In 2021, a trial involving an initial group of 30 began on a digital platform which, through role play, allows participants to improve conversation skills and develop greater awareness and self-confidence, while also addressing D&I issues with the help of interactive coaching. Eni has joined the Orange the world global initiative against gender-based violence, 25 November - 10 December and the UN campaign #ONHERSIDE with a series of activities: communications from top management, including the CEO and the Chairman, on the reasons for supporting the campaign, the chance for Eni people to take part individually with a small gift to women made by their colleagues (an origami tulip), the Eni headquarters in Rome and EniStations being lit up orange for the launch, a new e-learning course on Harassment and a psychological support service for those who suffer harassment or gender-based violence, available 24 hours a day, 7 days a week. The issue is also dealt with in the new Eni Code of Ethics, for which a dedicated training campaign is planned during 2021. On the issue of gender equality, the first WISE Women in Search of Excellence course was launched in 2020. The initiative stems from meetings between a network of colleagues seeking to improve female involvement within their respective professional fields – an interesting example of an autonomous diversity community acting for the purpose of collective cultural change.  

Read more about Eni's information, awareness and training campaigns from page 46 of Eni for 2021.

PDF 24.44 MB

There are currently 8,360 women working for Eni (of which 5,207 in Italy and 3,153 abroad). The global presence of female personnel is growing overall. In 2021, the percentage of women in positions of responsibility rose to 27.3% compared to 26.6% in 2020, in all, women accounted for 26.22% of the total workforce.

Attractiveness & Retainment

Out of the total professional areas, the female presence at the end of 2021 was 23.4% in the ICT + Digital professional area, and 23.1% in the Engineering + Research and Development area. Even in these core business units, we have seen a general hiring increase in the last years: indeed, women recruitment went from 24.7% in 2017 to 32.5% in 2021.

The women exit rate is 7.5% (women resignations out of total terminations). For approx. 56% of them, the reasons for their resignations were due to professional diversification causes, and 32% due to personal/family reasons.


Within the company structure, 16.7% of women are executives/senior managers and 28.5% of women are middle managers. Overall, there was an increase in the percentage of women in positions of responsibility (middle and senior management). In 2021, the percentage of women in positions of responsibility increased to 27.3%, compared to 26.6% in 2020; in all, women accounted for 26.22% of the total workforce.


Eni’s By-laws provide that at least two-fifths of the Board of Directors are made up of women. Furthermore, the Management System Guideline ‘Corporate Governance of Eni Companies’ approved by the Board of Directors on 30 May 2013 and subsequently updated on 26 October 2017 provides that, subject to legal obligations, Eni must consider gender diversification where possible in selecting members of the management and control bodies of its foreign subsidiaries. In 2020, a woman took over as Chairman of Eni's Board of Directors and other female colleagues hold key positions in strategic-operational sectors such as Research and Development, Exploration, Drilling and Refining. At Eni, 33% of those reporting directly to the CEO are women. 

Read more about equal opportunities, female employment and related trends on page 46 of Eni for 2021 – A just transition and page 19 of Eni for 2021 - Sustainability performance.

Female, intergenerational and international mentoring

Consolidating and extending mentoring processes has further strengthened the value of intergenerational exchange, helping to make internal relationships more open to different viewpoints and mutual inclusion, with a particular focus on guiding female careers. From 2017 to December 2020, around 250 mentoring paths were followed involving around 130 mentors. In particular, during 2020:

  • The pool of mentors was expanded, including for middle-management colleagues, while the involvement of female mentors was also monitored
  • The mentee pool was expanded, involving female colleagues and younger staff (including women returning from maternity leave)
  • The first tranche of reverse mentoring was launched, involving around 10 different paths
  • The first tranche of international mentorship has been planned, with the launch of 15 cross-cultural paths (15 different nationalities involved as mentors and mentees).

The mentoring process is being expanded in 2021 through the piloting of the first Mentoring Open Day, a digital event during which the mentor's programme and characteristics will be presented with the intention of expanding the pool of mentors and launching new programmes. As part of the Mentor Academy, a space where mentor colleagues can compare and share experiences to continuously improve and grow, various training activities (continuous learning), path supervision and methodological analysis are carried out, all aimed at consolidating the culture of intergenerational listening and sharing.


Initiatives aimed at people with disabilities is a further area of inclusivity commitment. In 2020, an analysis of the different legal frameworks in force in the countries where Eni operates was carried out in relation to the definition of “disability” and the topics of interest included in ILO Convention No. 159. The aim was to identify existing protective legislation for disabled workers, hiring and/or training obligations, protection obligations for the various stages of the employment relationship and any state support schemes and/or programmes for companies. This study was the starting point for a further survey to be launched in 2021 aimed at identifying the main body of local evidence in relation to the inclusion of those with disabilities, as well as priority areas for intervention and the launch of an exchange of experience and sharing of best practices.

Read more about initiatives and projects for plurality inclusion from page 46 of Eni for 2021.

PDF 24.44 MB

Eni’s commitment to inclusion is based on and strengthened by intense discussion and support within its various internal networks, including the Communities of Practice in the Knowledge Management field, the Faculty of Eni's internal teachers, the Mentor Academy, the Coaching Academy and the female empowerment professional area network. A first, core D&I Community has also been set up, comprising colleagues from specific functional areas working on these issues and based in different regions, with the aim of gathering different points of view, promoting local experience and proposing starting points and possibly pooling initiatives for the benefit of the company as a whole. Colleagues in the Community are engaged in all training initiatives on D&I as a priority and serve to communicate information and increase local involvement.

The energy that the company invests in developing inclusion involves implementing carefully monitored activities aimed at continuously improving internal practices and behaviour, using internationally recognised success indicators. Eni pays particular attention to general and specialist measurement ratings used in this area and periodically updates its internal mapping. This is achieved by asking the various corporate functions responsible for the processes involved to identify priorities for action with a view to pinpointing innovations and/or continuous improvement. An informal taskforce of company experts has been set up to act as a control body for analyses, internal measuring and process monitoring.