Diversity & Inclusion. Here’s why plurality is a resource

Reference framework and D&I initiatives

Our Diversity & Inclusion function develops the company's strategy in this area, plans initiatives, conducts relevant comparative analyses and prepares reports, supporting the management's commitment to these issues.

Internal initiatives

Some of the main objectives of the Diversity and Inclusion (D&I) unit are to commit to and provide concrete support for the various inclusion and human capital development initiatives promoted in the company on some key themes, such as:

  • Promotion of positive female role models
  • Mentoring of new hires and the valorization of intergenerational exchange
  • Inclusion of parenting
  • International projects to develop and relaunch skills
  • Communication initiatives on Diversity & Inclusion topics

Periodic surveys allow for the detection of the internal climate with specific focus on gender, age and geographical area, and constitute the basis for a permanent listening process.

Collaborations

On issues of D&I, we meet with other major national and international companies, supporting associations and participating in intercompany initiatives and comparative analyses to share best practices and identify common actions in this field. Among these realities:

  • VALORE D
  • PARKS – Liberi e Uguali
  • ERT – European Round Table
  • WEF – World Economic Forum
  • Industrial ALL Global Unions
  • Fondazione Mondo Digitale
  • UN Global Compact

Zero tolerance

In line with the Code of Ethics and our corporate culture, which promotes inclusion and respect for diversity, we have a policy against violence and harassment in the workplace. The Zero Tolerance policy, in accordance with the principles of the International Labour Organisation's Geneva Convention, defines a broad range of types of harassment that allow us to identify inappropriate behaviour that should be reported. Our goal is to ensure a workplace free from violence and harassment of any kind, where everyone can feel safe and free to express themselves.

Governance

Our D&I governance provides that each line of process or service ensures, within the scope of its direct responsibilities, the implementation of activities and objectives with an inclusive approach and operating methods. The overall coordination is ensured by the Diversity & Inclusion unit, which operates in close collaboration with the Human Resources area, with the aim of promoting the growth of an inclusive culture and sensitivity through the management and development processes of each Eni person (such as orientation, evaluation, and training, etc.), and with the Sustainability area, in line with commitments in terms of promoting equal opportunities and sustainable development.

Reference framework and D&I initiatives

Our Diversity & Inclusion function develops the company's strategy in this area, plans initiatives, conducts relevant comparative analyses and prepares reports, supporting the management's commitment to these issues.

Internal initiatives

Some of the main objectives of the Diversity and Inclusion (D&I) unit are to commit to and provide concrete support for the various inclusion and human capital development initiatives promoted in the company on some key themes, such as:

  • Promotion of positive female role models
  • Mentoring of new hires and the valorization of intergenerational exchange
  • Inclusion of parenting
  • International projects to develop and relaunch skills
  • Communication initiatives on Diversity & Inclusion topics

Periodic surveys allow for the detection of the internal climate with specific focus on gender, age and geographical area, and constitute the basis for a permanent listening process.

Collaborations

On issues of D&I, we meet with other major national and international companies, supporting associations and participating in intercompany initiatives and comparative analyses to share best practices and identify common actions in this field. Among these realities:

  • VALORE D
  • PARKS – Liberi e Uguali
  • ERT – European Round Table
  • WEF – World Economic Forum
  • Industrial ALL Global Unions
  • Fondazione Mondo Digitale
  • UN Global Compact

Zero tolerance

In line with the Code of Ethics and our corporate culture, which promotes inclusion and respect for diversity, we have a policy against violence and harassment in the workplace. The Zero Tolerance policy, in accordance with the principles of the International Labour Organisation's Geneva Convention, defines a broad range of types of harassment that allow us to identify inappropriate behaviour that should be reported. Our goal is to ensure a workplace free from violence and harassment of any kind, where everyone can feel safe and free to express themselves.

Governance

Our D&I governance provides that each line of process or service ensures, within the scope of its direct responsibilities, the implementation of activities and objectives with an inclusive approach and operating methods. The overall coordination is ensured by the Diversity & Inclusion unit, which operates in close collaboration with the Human Resources area, with the aim of promoting the growth of an inclusive culture and sensitivity through the management and development processes of each Eni person (such as orientation, evaluation, and training, etc.), and with the Sustainability area, in line with commitments in terms of promoting equal opportunities and sustainable development.

Our plural vision

Our history is rich in meaningful encounters between different people, countries and cultures that have helped our company grow by developing a plural and innovative vision. Our ability to embrace differences - whether in gender, religion, nationality, political persuasion, sexual orientation, social status, physical ability or age - has long been part of our identity. Today, this diversity is a strength in the face of the global challenges we face.

Gender Equality

We are committed to continuously improving our ability to integrate women's perspective into different processes and areas. The issue of gender equality underpins several sustainable development projects that promote equal opportunities as a driver of growth for the entire community and takes the form of effective support for women in their career paths.

 

Our endorsement of the United Nations’ Women Empowerment Principles (WEP) confirms our commitment to gender equality and women's empowerment in the workplace, in business practices and society, based on the UN's fifth SDG.

 

We support educational initiatives and partner with schools to inspire girls and young women to study STEM (Science, Technology, Engineering and Mathematics) subjects. This is made possible by the example set by the 150 women who hold high-level technological positions at Eni. We also support female entrepreneurship with business acceleration programmes.

 

Wage equality for equal roles is an integral part of our approach to Diversity & Inclusion and also refers to the UN principle of "equal pay for equal work".

Disabilities

Initiatives aimed at people with disabilities are a further area in which Eni is committed to fostering inclusion. The aim is to identify legislation protecting disabled workers, recruitment and training obligations, safeguards throughout the employment process and any government-sponsored programmes for companies.

One of the goals of recruitment at Eni is also to ensure equal opportunities in the selection process and to encourage the expression of diversity.

Multiculturalism

Our choice to build alliances with host countries has consistently defined our way of working and driven us to become a global energy company.  Everyone has brought their culture with them and has shared it, thereby creating a true professional community made up of people.  In addition, in all countries where we operate, we guarantee local staff a minimum wage that is well above market levels.

Age diversity

Promoting the exchange of ideas among people of different ages is another aspect of our diversity. To value the competences of our senior employees, in recent years, we have implemented initiatives to facilitate intergenerational exchange. Two examples are  the Mentoring project, in which experienced managers support the professional development of younger resources, and the Eni Faculty, which, with over 800 active trainers, leverages the internal knowledge capital and develops the ability to transmit.

 

Gender Equality numbers

Also as a result of these initiatives, the number of women working at Eni is growing, slowly but steadily.

8,427

women currently working at Eni in Italy and abroad.


26.86%

proportion of female employees in 2022, +24.82% compared to 2021.


+0.6%

increase in female employees in 2022 vs. 2021


+1.6%

increase in female employees in 2021 vs. 2020


+1.2%

increase in women in management positions in 2022 vs 2021


+0.7%

increase in women in management positions in 2021 vs 2020


8,427

women currently working at Eni in Italy and abroad.

26.86%

proportion of female employees in 2022, +24.82% compared to 2021.

+0.6%

increase in female employees in 2022 vs. 2021

+1.6%

increase in female employees in 2021 vs. 2020

+1.2%

increase in women in management positions in 2022 vs 2021

+0.7%

increase in women in management positions in 2021 vs 2020

Expand

International Day of Women and Girls in Science

11th February, International Day of Women and Girls in Science, established by the United Nations to promote women’s access and participation in science, in line with the UN’s Sustainable Development Goals (SDGs).

Vania Lombardi

At the end of 2023, the Italian law establishing the National Week of Science, Technology, Engineering and Mathematics from 4th to 11th February of each year (L.187/2023) was published to raise awareness and stimulate interest, choice and learning on these subjects.

Eni has been joining this day for years, promoting training initiatives and collaboration in this field and supporting the progress of STEM colleagues in Italy and around the world.

A day for the elimination of violence against women

We support the #OrangeTheWorld campaign to take action and no longer find excuses.

The KPIs of plurality

We value diversity as an opportunity for exchange and dialogue that activate processes of transformation. (Source: 2022 Annual Financial Report)

31,376

people in the whole Eni world

62

Countries where Eni is present

108

nationalities

101%

pay ratio by gender for women

28.5%

women in management positions

28,3%

women in IT roles

20.7%

women in engineering roles



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