Pay equity for the same role is an integral part of Eni's approach to Diversity and Inclusion and also refers to the UN principle of "equal pay for equal work". Eni's policy in this area provides for an explicit reference to the principle of pay equity in the criteria for implementing remuneration policies and an annual monitoring of the gender pay ratio shared with the business lines, in order to assess any corrective actions where necessary. The protection of diversity is also implemented through an approach that covers remuneration policies as well as recruitment, training and career development, aimed at favouring the presence of women at all managerial levels (for further information, see also the paragraph on "Strategy, Action Plan and Objectives"). The table shows the gender pay ratio data for total remuneration for the same role. It highlights a substantial alignment between the salaries of women and men for the overall population, with statistically insignificant deviations.
|Total pay ratio (women vs. men)||98%||98%||99%|
|Middle managers and senior staff||99||97||97|
|As in previous years, a consolidated Eni methodology was used to neutralise any effects deriving from differences in role and seniority in the salary comparison. In 2020, the analysis covered over 90 per cent of Eni’s workforce.|
The alignment is also confirmed when pay-ratio is not calculated with the criterion of equal role ("raw" indicator), which in 2020 was 98% overall for total remuneration. Finally, the following graphs represent the percentage share of men and women in each pay quartile: in 2020, women represented 16% of salaries falling in the lower pay quartile, 25% of those in the lower-middle quartile, 32% in the upper-middle quartile and 23% in the top quartile, compared to a female presence in the Eni population of 24%.
The calculation was made by considering the salaries of all full-time employees divided into four quartiles and referring to the following pay practices: 3rd quartile: 75% of salaries are below the benchmark; median: 50% of salaries are below the benchmark; 1st quartile: 25% of salaries are below the benchmark.
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