Eni promotes the creation of an inclusive working environment that enhances diversity of all kinds: cultural, ethnic, gender, age, sexual orientation and disabled people.
Eni believes that diversity, in all senses, is a strength and a value to be defended and promoted both within the company and in all its relationships with its stakeholders. Particular attention is given to the development of local people; to achieve this goal recruitment and professional development of our people processes have been put in place to provide uniform global management. Collaboration with universities has been strengthened to select young graduates in the Countries in which Eni is present.
Eni's attention to the inclusion of all diversities allows for the full integration of people with their work (freeing up professional and relational skills and creativity).
In the Upstream sector, confirming the company’s commitment to greater integration with local realities, the percentage of local people in the total workforce is now 30% in the countries where we have recently began to operate and as high as 90% in the countries where we have a historical presence.
At Eni there are no differences of race, gender, religion, nationality, political opinion, sexual orientation, social status or age.
|N° of women board members||(%)||26||27||32|
|N° of women on control bodiesa||(%)||34||37||
a) For foreign activities, only cases in which there are bodies similar to the Italian Board of Statutory Auditors have been considered.
The current BoD was appointed by the Shareholders’ Meeting held on 13 April 2017. To appoint the Directors, the Shareholders’ Meeting took account of the directions promptly communicated to the market by the BoD previously in office on the best composition in terms of diversity, such as gender, profession, managerial experience and nationality. The result is a well-balanced and diversified BoD. A third of members of the BoD and of the Board of Statutory Auditors, including the Chairmen, are women, in compliance with the provisions of law and of the By-Laws.
For Eni there is a growing awareness that the promotion of gender equality is part of a cultural and identity evolution that lies in an area of responsibility that goes beyond the objectives of corporate growth and is also at the service of the culture of work and social development.
Eni is signed up to associations at national/international level and participates in inter-company initiatives and benchmarking, aimed at sharing best practices and identifying common action in the area of gender equality and female leadership valorisation.
Eni has signed the "Manifesto for female employment", promoted by Valore D and sponsored by the Italian Presidency of the G7 and by the Department for Equal Opportunities of the Council of Ministers of the Italian Presidency, aimed at enhancing female talent in the company.
Initiatives have also been activated to attract and facilitate the entry of women in technical careers, with events for high school and university students, also with the involvement of women from the company offering testimony of their experience.
The protection of parenting is a fundamental value for Eni. In addition to the adoption in 2015 of a procedure that guarantees to all Eni women worldwide the application of the minimum standards provided for by the ILO convention, in 2017 a regulation on paternity and maternity leave was adopted to guarantee a period of leave of 10 100% paid working days for both parents in Italy and abroad. The activities aimed at supporting parenting continued, such as dedicated training initiatives and the introduction of Smartworking aimed at new parents. In 2017, in continuity with the Eni values that have always placed the care and enhancement of their people at the center, a welfare plan was created that, in addition to confirming the consolidated initiatives in support of the family, was further strengthened.
At the end of 2017, 7,580 women worked for Eni (23.54% of total employees), of which 4,920 were in Italy and 2,660 abroad. In Italy, of the 424 permanent hires over the course of 2017, 21.9% (total 93) were female employees. It should be noted that in 2017 the replacement rate of women (ratio between permanent recruitment/termination of permanent contracts) after falling in 2016 rose again, passing from 0.79 in 2015, to 0.43 in 2016 and then 0.90 in 2017. In 2015, the replacement rate for women employees was influenced by the effects of early hires in 2016 to seize on some opportunities provided by current regulations and to reduce the number of contract terminations due to the raising of the retirement age (age and years of service). In 2017, the replacement rate returned to the levels of previous years, also due to the policies of the strategic plan associated with gender diversity. The percentage of women in positions of responsibility (Senior and Middle Managers) is also increasing, rising from 23.67% in 2015, to 24.06% in 2016 and reaching
24.86% in 2017. The results of the 2017 analysis of the gender pay gap at a global level show a substantial alignment (97%) between the pay of female workers and that of male workers. There is a slight difference compared to previous years but it is statistically irrelevant. It has been used, as in previous years, a consolidated Eni method which neutralizes, in the pay comparison, any effects deriving from differences in role and seniority. In 2017, this measurement was conducted at a worldwide level on a sample of more than 90% of the Eni population (over 30,000 resources in over 50 Countries).
|Women employees in service||23.55||23.24||23.54|
|Women in positions of responsibility (senior and middle managers)||23.67||24.06||24.86|
|- Senior managers||14.19||14.20||14.14|
|- Middle managers||24.74||25.13||26.03|
|Replacement rate by gender||0.73||0.47||0.76|
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