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".
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. 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. 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.
Gender pay ratio
2019
2020
2021
2021 (Raw)
Total pay ratio (a) (women vs men)
98%
99%
99%
97%
Senior manager
97
98
98
Middle manager e senior staff
97
97
98
White collars
100
100
100
Blue collars
96
96
96
(a) The analysis for 2021 was carried out on more than 90% of Eni's employees.
In calculating the pay ratio, Eni uses a method that neutralises the effects deriving from differences in the level of role and seniority according to the United Nations principle of “equal pay for equal work” and which shows for the population Italy and the global population a substantial alignment between the salaries of the female population and the male population. This alignment is confirmed in overall terms, even when determining the pay ratio not at the same level of role and seniority ("raw pay ratio"). The following graphs show the global presence of women in the pay quartiles and in the ninth decile[1], highlighting, in relative terms, a reduced presence of women in the lowest pay quartile (19%) and in the ninth decile (18%).
Read more about gender pay ratio from page 19 of Eni for 2021 – Sustainability Performance and page 49 of Eni for 2021 – Just transition
¹The statistical benchmarks for remuneration practices are as follows:
Ninth decile: 90% of salaries are below the benchmark;
Third quartile: 75% of salaries are below the benchmark;
Median: 50% of salaries are below the benchmark;
First quartile: 25% of salaries are below the benchmark.
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