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 planning and recruitment processes have been put in place to provide a more uniform global management, and collaboration with universities has been strengthened to select young graduates in the countries in which we operate.
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 35% in the countries where we have recently began to operate and as high as 86% 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||(%)||25||26||27|
|N° of women on control bodiesa||(%)||34||35||
a) For foreign activities, only cases in which there are bodies similar to the Italian Board of Statutory Auditors have been considered.
The proportion of women on Eni’s Board of Directors is currently 33% and the company is committed to increasing the presence of women in leading roles, in order to enable an increasing number of them to reach top positions.
The internal rules of Eni’s “corporate governance”, in line with legal obligations, foresee that in the selection of members of the management and control bodies of subsidiaries, also foreign, account is taken account, wherever possible, of the need for diversity, also in terms of gender. Consequently, Eni has an ongoing commitment to strengthening the presence of women in the management and control bodies of all Eni companies.
In 2016 in Italy, the number of women on boards of directors of Eni subsidiaries (for appointments determined by Eni) reached 39% and the figure for the representation of women on overseas boards rose to 26% (also for appointments determined by Eni).
For Eni, also maternity protection is a fundamental value. In addition to the adoption in 2015 of a procedure that guarantees the minimum standards laid down by the ILO Convention to all women at Eni, activities have also been promoted aimed to support parenting, such as specific training initiatives, the introduction of both Smartworking and new rules on parental leave in Italy.
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.
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.
At the end of 2016, 7,607 women were working at Eni (23.24% of the total) of which 4,894 in Italy (23.9% of the Italian total) and 2,713 abroad (22.1% of the foreign). In Italy, of the 244 full-time hirings made in 2016, 20% (a total of 49) were women. It should be noted that in 2016 the replacement rate of women (ratio of full-time hirings/termination), after an increase in 2015, returned to 2014 levels, rising from 0.63 in 2014 to 0.79 in 2015 and 0.43 in 2016. The 2014 figure, lower than 2015, was mainly due to the departure of a large number of female staff as part of the 2013-2014 mobility programme. In 2015, which had the best replacement rate for women, was due both to the effect of anticipated hirings from 2016, made to take advantage of tax breaks foreseen by the 2015 Stability Law, and a reduction in the number of terminations resulting from the gradual rise in retirement requirements (age and seniority). In 2016 the replacement rate, despite the above mentioned effects, returned to 2014 levels.
There has also been an increase in the percentage of women covering positions of responsibility (executives and managers) which rose from 23.14% in 2014 to 23.67 in 2015 and 24.06 in 2016.
|Total female staff||(%)||23.43||23.55||23.24|
|Women in positions of responsibility (senior and middle managers)||(%)||23.14||23.67||24.06|
|- Female executives||(%)||13.78||14.19||14.20|
|- Junior managers||(%)||24.23||24.74||25.13|
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