Le persone al centro di Eni

Diversity and inclusion

Eni is committed to promoting diversity and inclusion in all forms to support internal engagement and innovation.

Principles and organization

Eni’s approach to diversity and inclusion (D&I) has evolved along with its cultural sensitivity and tradition, which has always been rooted in the international culture of plurality. It is based on the fundamental principles of non-discrimination, equal opportunity and inclusion in respect of all forms of diversity, as well as integrating and balancing work with personal and family needs. Eni is committed to creating a working environment where diversity, personal and cultural views are regarded as assets and sources of mutual enrichment, as well as key factors in business sustainability.

Eni does not discriminate on the basis of gender, religion, nationality, political opinion, sexual orientation, social status, physical ability, medical condition, family status, age or any other reason.

Governance and internal legal framework
These principles are affirmed in the company’s regulations and its corporate governance (Code of Ethics, ‘Our People’ Policy, Declaration on Respect for Human Rights, the Framework Agreement on Industrial Relations and Remuneration Report), as well as in the mission statement that inspires Eni’s values. They are also outlined by the Sustainable Development Goals indicators, to which Eni’s current corporate commitments and future targets are aligned. These are based on being highly receptive, creative and adaptable – characteristics that the energy transition period demands from our business.

D&I governance at Eni requires each process or service line to ensure that activities and objectives under its direct responsibilities are carried out by means of an inclusive approach and operating methods. Overall coordination is ensured by the Diversity & Inclusion unit, which reports to the Director, Human Capital & Procurement Coordination, who in turn reports directly to the CEO. The purpose of this unit is to develop the company’s D&I strategy, develop its portfolio of initiatives and carry out relevant benchmarking and reporting analyses, as well as promote management accountability. These activities are carried out in close collaboration with the Human Resources department, where responsibility for D&I is specifically allocated to the Human Resources Development team. The aim is to promote the growth of an inclusive culture and awareness through management and development processes such as career guidance, assessment and training for everyone working at Eni. Activities are also carried out in collaboration with the Sustainability department, in line with commitments regarding the promotion of equal opportunities and sustainable development.

Strategy, Action Plan and goals
Eni’s management has committed to ensuring inclusion initiatives are implemented with the support of a target-based performance management system. The main targets shared with management in this most recent period relate to:

  • Consolidating and increasing individual feedback aimed at listening, guiding and improving the contribution of all collaborators
  • Involving all staff in training courses dedicated to the development of a non-discriminatory and inclusive culture
  • Progressively balancing candidate shortlists during the selection stage and by involving development and internal mobility processes
  • Increasing the percentage of women joining the company
  • Continued focus on indicators relating to female turnover, for which a specific target was confirmed for 2021 even at the European Round Table
  • Providing commitment and concrete support for the various initiatives and projects for inclusion and workforce development promoted within the company, such as female role modelling, mentoring and improving intergenerational communication, support for parents, international reskilling projects, D&I communication initiatives etc.

The behavioural objectives included in the performance sheets also refer to the ability to value the team, integration and inclusion, listening, willingness to change, openness to  the new and diversity: these are the foundations of Human Focus, Eni's new directory of skills and behaviour, and personnel assessment parameters at all hierarchical levels, used in all HR management and development processes (from the recruitment and selection phase, through training, to the potential assessment process, performance management and feedback processes). In 2021, all Eni resources were assigned the behavioural objective "Integration and Inclusion” in terms of "engaging effectively with others, welcoming and valuing everyone's contribution and developing a climate of mutual trust", aimed precisely at activating increasingly inclusive cooperation.

Listening and internal engagement
To continuously strengthen engagement and involvement, the company carries out periodic internal monitoring surveys with a specific focus on gender, age and region both in terms of participation and results. The most recent survey was carried out in 2019 and had a response rate of 86 per cent (+6 percentage points compared to 2016) and attracted more than 33,000 comments. According to this survey, 83 percent said they were satisfied working at Eni (+13 percentage points compared to 2016), while participation rose from 81 per cent to 84 per cent. Eni has further invested in its continuous listening and feedback process by trialling an artificial intelligence (AI) platform which uses quick and anonymous surveys to analyse internal relationship mechanisms of work teams in real time. The trial, which involved 400 people in a pilot in 2020, with plans for a wider launch in 2021, focused on continuous listening to perceptions on integration and leadership to support continued improvement of internal relational mechanisms.

Finally, in 2021, at a historic moment of great change, both in the world of work and in Eni, a work programme has been launched that will make it possible to develop analysis based on Virtual Focus Groups (VFG), virtual discussion groups to elicit the perceptions of our resources on the dynamics that we are all experiencing during this moment of great transformation. Virtual focus groups are conducted on a voluntary basis and are anonymous. Specific listening initiatives will also be launched on the topic of Diversity & Inclusion at the same time.

Zero tolerance against discrimination and harassment
As stated in the Code of Ethics, Eni has committed to ensuring an environment free from any form of discrimination or abuse by establishing working relationships characterised by fairness, equality, non-discrimination, and attention and respect for the dignity of each individual. If someone is not applying or is about to violate one of the principles of the Code of Ethics, all individuals working at Eni and third parties have a duty to file a report using one of the Whistleblowing Report Channels in accordance with “Annex C – Whistleblowing reports received, including anonymously, by Eni SpA and by its subsidiaries in Italy and abroad”.    

With regard to Whistleblowing, investigations were completed on 73 files in 2020, 9 of which (10 allegations) included aspects of discrimination (4 allegations) and harassment (6 allegations). Of the 9 cases filed in 2020, 4 were found to be well-founded, at least in part, in aspects related to harassment and discrimination. 

In 2021, a working group was set up to transpose the ILO190 Convention and in particular to issue a company policy on violence and harassment in the workplace.

Benchmarking and external collaboration
Eni has chosen to discuss these issues with both national and international peers by joining organisations and participating in inter-company initiatives and benchmarking systems for sharing best practices and identifying common activities in the area of D&I. They include Valore D, the European Round Table (ERT), World Economic Forum (WEF), Industrial ALL Global Unions, Fondazione Mondo Digitale and the UN Global Compact, among others. This decision was made to help enable collective growth and progress, beyond that of a single company.  

Eni is also active within the framework of the Italian G20 Presidency, in various activities aimed at women's empowerment: our CEO's membership of G20 Empower, an alliance to support the increase of women in leadership roles, corporate representation on two task forces, and the President's participation in the Women's Forum.

Our transparent approach to finance, human rights and inclusion is a commitment every bit as important as decarbonizing our activities. It is all part of the work of creating a new model of development to reduce the many gaps.

Claudio Descalzi

Eni is continuing to promote initiatives aimed at raising awareness of, and overcoming obstacles to, the recognition of diversity and 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 will continue 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. In 2020, Eni also joined the Orange the World global initiative against gender-based violence, which took place from 25 November-10 December which involved a number of activities, such as top management (including the CEO and the Chairman) explaining why they were supporting the campaign, the opportunity for people to take part individually, the Eni headquarters in Rome being lit up in orange and the launch of a new e-learning course on harassment for everyone working at Eni. 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 38 of Eni for 2020

There are currently 7,559 women working for Eni (5,339 in Italy and 2,220 abroad). The global presence of female personnel is growing overall. In 2020, the share of women in total employment was 24.56%, slightly higher than in 2019 (24.23%).

Recruitment and retention

In relation to the total in professional areas, at 31/12/2020, women accounted for 26% in information technology  (ICT + Digital)   and  22,48% in  engineering workforce (engineering and research & development). These core business areas are also beginning to benefit from the general increase in hires in recent years: female hires at Eni have risen from 24.7% in 2017 to 34.6% in 2020. The female termination rate is 7.3% (women leaving as a percentage of total resignations): the reasons for leaving were professional diversification for around 46% and personal/family reasons for around 36%.  

Development

Within the company structure, 16.3% of women are executives/senior managers and 27.7% of women are middle managers. overall, there was an increase in the percentage of women in positions of responsibility (middle and senior management), which went from 25.28% in 2018, to 26.05% in 2019, and reaching 26.6% in 2020.

Governance

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 39 of Eni for 2020 - A just transition and page 16 of Eni for 2020 - 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.

Different Abilities

Different Abilities 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 different skills, 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 38 of Eni for 2020

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.

Francesca, pianificare per vocazione

Francesca: planning as a vocation

Remuneration

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.

  2018 2019 2020
Total pay ratio (women vs. men) 98% 98% 99%
Senior managers 97 97 98
Middle managers and senior staff 99 97 97
White collars 98 100 100
Blue collars 98 96 96
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%.

Eni for 2020 - Sustainability performance
Eni for 2020 - Performance di sostenibilità

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.

Beyond the direct workforce

Eni is aware that the positive and negative impacts that companies can have on women are not limited to the direct workforce. This is why Eni is committed to continuously improving its ability to integrate women’s perspectives into its different processes and professional areas, from the supply chain and marketing to local development projects and access to healthcare.

Eni is committed to implementing gender-transformative projects for local communities. An example of the company’s aim to put women at the centre of its sustainability approach is ‘100 Women in Demining’, a project promoted by the HALO Trust to involve Angolan women in reclaiming land contaminated by landmines. Moreover, in Nigeria, Eni is supporting groups of women carrying out production activities in agriculture, livestock farming and aquaculture under the Green River Project, an initiative started in 1987 that involves more than 2,500 farmers per year in the Niger Delta (in the last five years). Seventy-five co-operative societies (50 in the Land area and 25 in the Swamp area) were formed and registered at the Ministry of Commerce and Industry. Sixty per cent of the participants in these co-operatives are women.

Eni and the Eni Foundation have a longstanding tradition of projects aimed at improving the health conditions of local communities, with engaging women a priority. Raising awareness of women’s health is key to achieving community behavioural change in hygiene and other important issues relating to maternal and child health. Eni's cervical cancer screening project in Mozambique is particularly relevant. Moreover, Eni Foundation website includes several stories on these projects, which have the ambition of protecting women’s health during childbirth, preventing transmission of HIV from mother to child, and fighting deadly diseases and malnutrition in Africa and Asia.

Eni has been working with educational institutions to promote ‘technical-professional’ career paths with a focus on attracting female students to STEM (science, technology, engineering and mathematics) education programmes. These initiatives are aimed at motivating girls to undertake studies in STEM fields and participate in professional and technical activities of interest to the O&G sector. Eni is the main sponsor of InspirinGirls, a project to help girls in lower-middle school overcome gender stereotyping and become fully aware of their potential. The project promotes STEM studies to encourage ‘technical-professional’ career paths. The initiative, which over the last four years has seen the organisation of around 140 female role modelling activities, involving more than 6,900 girls and boys in 107 secondary schools, has been extended from 2020 to include an international web platform (Video Hub), for which an initial group of around ten role models from Eni's international operations has also been recruited. To promote social innovationEni's 100+ ‘role models’, professionals with a predominantly technical-scientific background, talk about their educational and professional experience, with a view to career guidance in the various areas of opportunity available locally.

Eni also takes part in COME, a project run in partnership with Fondazione Mondo Digitale (FMD). Eni supports this initiative as a sponsor of interactive formats and meetings with its role models to help young people discover emerging areas and professional roles, with a specific focus on the impact that technologies have on the entire value chain of energy production.

In 2020, through the Fondazione Mondo Digitale Coding Girls programme, two further initiatives were put in place and are still ongoing, made possible with the support of Eni colleagues giving accounts of their experience and activities.  Eni's commitment, participation and sponsorship of the initiative has been confirmed again for 2021. 

In addition, Joule - Eni's school of entrepreneurship, supports startuppers and entrepreneurs with a specific focus on gender equality. Joule's activities promote the empowerment of women through entrepreneurial training and encouraging business ideas through its Human Knowledge programmes  (HK Open and HK Lab) and Energizer, the ecosystem’s accelerator. The Human Knowledge Open programme (HK Open) is free and accessible to all future women entrepreneurs and startuppers. The program covers legal, economic and financial topics as well as the generation of new innovative businesses moving from the use of a linear business model to a circular business model. In addition, thanks to its community, Joule is also a network that allows women to share their business stories, make new contacts and explore opportunities. Women's participation in Human Knowledge has now reached 40% of the total number of participants (called Joulees). This represents an important success factor for Joule, supported by the fact that female entrepreneurship in Italy is present and effective. In this regard, Joule continues to believe and invest in female entrepreneurship by pursuing its project to increase the proportion of women in its programs.  It is no coincidence that the Joule web series, featured in the HK Open programme, was inspired by the story of Tiziana Monterisi, who works in the field of natural architecture and is the founder of Ricehouse, the startup that creates sustainable buildings from rice waste. Tiziana has been a guest at Joule events several times to illustrate what means to do sustainable business by transforming a traditional reality into an innovative and circular one, and to address the challenges for female entrepreneurship. Her experience, the difficulties she encountered and the great satisfaction she experienced are an inspiration for Joule, to support the development of innovative business ideas for women through training, startup acceleration and collaborations.

Eni believes that sustainable supply chain business model can create and provide value for all stakeholders, thanks to the organisation of activities based not only on the protection of human rights, but also on the principles of Diversity & Inclusion. A working environment enriched by cultural, religious and ethnic plurality, and one which is non-discriminatory in terms of equal opportunities, is a driving force for innovation and better performance, because it improves the overall company climate, the sense of belonging and motivation, and so attracts and retains the best talent.

For this reason, in line with the objectives of the JUST (Join Us in a Sustainable Transition) initiative, aimed at involving the entire supply chain in sustainability issues, Eni is committed to reducing and eliminating all possible forms of discrimination, including discrimination on the basis of race, caste, nationality, religion, disability, age, gender, sexual preference, trade union membership and political affiliation. To achieve this, Eni ensures its suppliers are committed to guaranteeing equal opportunities during the recruitment process and professional careers of their own employees.

In order to offer solid assistance and support to Suppliers in the cultural transition process necessary to seize the opportunities offered by a more sustainable and inclusive approach to business, Eni launched "Open-es", a systemic initiative open to all companies and supply chains in different industrial sectors.

In a common virtual space, accessible without any financial commitment, Suppliers can measure and report their ESG position through standard metrics, access gap analysis and benchmarking, follow a specific development plan to improve their sustainability performance and compare notes, inspiring each other to grow together in terms of awareness and skills.

Developed with the Stakeholder Capitalism Metrics, a set of metrics defined by the World Economic Forum (WEF), the Open-es model has four pillars: People, Planet, Prosperity and the Principle of Governance. Each Pillar is in turn developed into Milestones, understood as topics of particular relevance in promoting the sustainable growth of supply chains. Diversity & Inclusion is addressed by the Dignity & Equality Milestone, within the People Pillar, which not only covers SDGs 5, 8 and 10, but above all allows the most significant corporate performance to be recognised.

To achieve these objectives, Eni through Open-es motivates its suppliers to integrate initiatives and policies with regard to the well-being of their employees, as well as verifying, with specific indicators such as company turnover and absenteeism rates, the actual health of the suppliers' workforce. During the qualification phase, it investigates how suppliers ensure equality and the recruitment of talent regardless of irrelevant personal characteristics, also examining these issues through audits at suppliers based on the SA8000 standards. Eni also requires that the selection of suppliers along the supply chain takes into account the commitment to social responsibility and the protection and respect of workers. In addition, Eni recognizes a competitive advantage in selected tenders to suppliers who ensure an equal team during contract execution.

Eni has always been committed to making honest, truthful and correct communications with respect to the public and consumers. Eni's advertising communications, both institutional and commercial, are always carefully carried out in compliance with the law and Eni’s code of ethics, and with full attention to the accuracy and reliability of the information they contain.

Fair and correct communication requires a method of conveying accurate messages while also building on the company’s values. Key pillars of Eni’s mission are, among others, respect for the dignity of every individual and the recognition of diversity as a fundamental value for human development.  

In all its advertising and marketing content, Eni always ensures from the outset that its communications do not convey gender or ethnic stereotypes, particularly with regard to the role of women or ethnic minorities.

The role of women in society and their representation in the media is an issue that Eni has always dealt with carefully, paying close attention to the messaging, language, images and roles used to represent women featured in its brand advertising.

In all its brand advertising and content, Eni always ensures that different ethnicities are fairly represented, for example by carefully selecting the actors and the roles assigned to them to ensure that everyone is respected equally. These issues are closely considered throughout the entire process of designing and producing Eni’s advertising and marketing content, being key drivers in the choice of messages and how they are conveyed to the public.

Theme Topics Reference to other sources
Regulatory and management approach
Policy, commitments and participation in external initiatives  - Discrimination and harassment
- Respect for human rights
- Fair remuneration
- Code of ethics (pag. 14)
- Eni for Human Rights 2020
- Code of ethics (page 17); Remuneration Report 2021 (page 29)
Performance on critical issues
Representation, Turnover, Segregation, Selection Processes and Action Plan - Recruitment and turnover
- Female representation
- Gender balance on the Board of Directors
- Eni for 2020 - Sustainability performance (p. 14-16)
- Corporate Governance Report 2020 (p. 37, 56)
Promotions, Professional Development Opportunities and Training - Training
- Mentoring
- Eni for 2020 – Sustainability performance (pages 19-20)
- Eni for 2020 – A just transition (pag. 38)
Parenting and balance - Parental support
- Work-life balance
- Paid maternity/paternity leave
- Support for caregivers
- eni.com
- Eni for 2020 - A just transition (p. 36, 42) Eni for Human Rights 2020
- eni.com
Gender mainstreaming
Projects for women in local communities - Women-targeted programmes
- Programmes supporting STEM disciplines
- 100 Women in de-mining
-
Eni Foundation
- Eni for 2020 – A just transition (p. 39-40)
Diversity and inclusion in the supply chain Integration of diversity issues in the supply chain EniSpace