Eni's approach to D&I has evolved in line 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 opportunities and inclusion of all forms of diversity, as well as the integration and balancing of work with the personal and family needs of Eni's people.
“Eni is committed to creating a working environment where diversity and personal and cultural views are regarded both as assets and sources of mutual enrichment, as well as key factors in business sustainability.”
In Eni there are no differences in gender, religion, nationality, political opinion, sexual orientation, social status, physical ability, medical conditions, family conditions, age or any other irrelevant aspect.
Governance & internal legal framework
These principles are affirmed in the company’s body of regulations and in its corporate governance (Code of Ethics, "Our People" Policy, Declaration of Respect for Human Rights, the Framework Agreement on Industrial Relations, Remuneration Report), as well as in the Mission that inspires its values, with the direct clarification of the Sustainable Development Goals indicators to which the current corporate commitments and those that target future development refer. These are based on the qualities of being highly receptive, creative and adaptable, characteristics that the energy transition period demands from our businesses.
D&I governance in Eni requires each process/service line to ensure, within the remit of its direct responsibilities, the achievement of activities and objectives with an inclusive approach and operating methods. Consolidation of activities and the relevant KPIs, as well as the engagement with internal and external stakeholders is guaranteed by the Sustainability department, which reports directly to the executive position of the General Direction of Natural Resources. In relation to D&I - Human Resources, the responsibility for the coordination of projects and initiatives is allocated to the Human Resources Development department, which reports to the executive position of Head of Human Resources and Organisation, in line with the aim of helping to promote the growth of an inclusive culture and awareness through the dissemination of related content through the management and development processes of each Eni person (career guidance, assessment, training, etc.)
Strategy, Action Plan & Goals
The company management has a commitment and ensures the implementation of Inclusion initiatives with the support of a performance management system aimed at achieving improvement objectives in the areas of Human Capital development. The main targets shared with management in this most recent period relate to:
- consolidating and growing 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 involvement in the development and internal mobility processes;
- increasing the percentage of women joining the company;
- progressively improving indicators relating to female staff turnover , with respect to which the target for 2020 was also declared at the European Round Table
- commitment and concrete support for the various initiatives and projects for inclusion and human capital development promoted in the company: female role modelling, mentoring and improving intergenerational communication, dealing with parental leave issues, international reskilling projects, D&I communication initiatives, etc.
The behavioural objectives included on performance target sheets also include the team's ability to improve value, integration, willingness to change and openness to innovation and diversity: these are the basic foundations of Eni's model of excellence and personnel assessment parameters at every hierarchical level and are used in all HR management and development processes (including the recruitment and selection stage, training, the process of assessing potential, performance management and feedback processes).
Listening & Internal Engagement
To constantly strengthen the engagement and involvement of Eni's people, the company also carries out periodic surveys to monitor the internal climate specifically focusing on gender, age and regional area, in terms of both involvement and disaggregation of results by diversity dimension. The last was held in 2019 with a response rate of 86% (+ 6 percentage points compared to 2016) and with over 33,000 comments. As per results, 83% said they were satisfied working at Eni (+ 13 percentage points compared to 2016) while the level of engagement moved from 81 to 84%. Investment in the continuous listening and feedback process was further increased, through the trial of an Artificial Intelligence platform powered by fast and anonymous surveys able to analyse and process the internal relationship mechanisms of work teams in real time. It focused on constant listening to the group's perceptions on integration and leadership to support the continuous improvement of the internal working group relational mechanisms (pilot involving 400 people in 2020 and planned to be extended in 2021).
Zero tolerance against discrimination and harassment
As stated in the Code of Ethic, Eni is committed in guaranteeing a working environment free from any form of discrimination or abuse by establishing working relationships characterized by fairness, equality, non-discrimination, attention and respect for the dignity of the person. At the same time Eni stated that all Eni’s People and third party have the duty to report if someone is not applying, or is about to violate, one of the principles of the Code of Ethics by using one of the Whistleblowing Report Channels in accordance with the "Annex C – Whistleblowing reports received, including anonymously, by Eni SpA and by its subsidiaries in Italy and abroad". With regard to whistleblowing reports, in 2019 investigations were completed on 74 files, 11 of which included aspects related to discrimination (7 assertions) or harassment (6 assertions). Of 11 cases reported in 2019, three cases of harassment were confirmed by year-end.
Benchmark & External Collaboration
Furthermore, we have chosen to discuss these issues with our peers both nationally and internationally by joining associations and participating in inter-company initiatives and benchmarks for sharing best practices and identifying common activities in the Diversity & Inclusion field (Valore D, ERT - European Round Table, WEF - World Economic Forum, Industrial ALL Global Unions, ELIS, Fondazione Mondo Digitale, UN Global Compact, etc.). This is based on a logic of common growth and progress, not only of that of the single company.