This site uses technical cookies. To find out more please, click here. Close IT (CURRENT) Home Sustainability Our responsible model Enhancing diversity Enhancing diversity Eni promotes an inclusive working environment in which diversity, of any nature, can be embraced. Diversity is an asset Diversity makes Eni stronger, more resilient and better able to address the increasingly difficult challenges it faces globally. Diversity is a value to look for and to promote, because it forces each of us to think in a “different” way, beyond our established patterns. Eni operates all over the world and its vocation as a global enterprise is also reflected in the nature of its workforce, made up of a large proportion of local staff to encourage participation of the communities in which the company finds itself. For Eni this means maximising the talent and skills of the women and men who work in the company, recognising gender differences and protecting equal opportunities for all. Diversity: a value to be cultivated At Eni there are no differences of race, gender, religion, nationality, political opinion, sexual orientation, social status or age. Eni respects the dignity of everyone and offers equal opportunities regardless of race, colour, gender, creed, nationality, political opinion, sexual orientation, social status, age or any other individual condition unrelated to the requirements necessary for the work. Increasingly more women A third of the members of Eni’s Board of Directors are women and Eni is committed to steadily increasing the presence of women in top positions to allow more of them to break through the “glass ceiling” that still prevents them from reaching many top positions. For this reason, since 2013, a monitoring model has been in operation concerning the composition of the Boards of Directors of Eni subsidiaries, in Italy and abroad, with a focus on gender diversity, but also to review professional qualifications, nationality, age, experience and seniority. The main objective is to monitor the trend of diversification on the Boards of Directors and to identify any remedial action that might be needed. During 2015, Eni reached a share of 27 per cent of female members on the boards of its subsidiaries in Italy and abroad, and 34 per cent on the audit committees or similar bodies (only Eni appointments). A picture of diversity at Eni in recent years At the end of 2015, there were 7,254 women working at Eni (25.68 per cent of the total headcount) of which 4,453 are in Italy (27.3 per cent of employees) and 2,801 are abroad (23.4 per cent of employees). In Italy, of the 310 appointments made during 2015, 30 per cent were women. It should be noted that in 2015 the replacement rate of women (ratio full-time appointments/resolutions) grew compared to 2014, both in Italy and worldwide, from 1.92 in 2013 to 0.64 in 2014 and to 0.78 in 2015. The declining trend in 2014, and slight recovery in 2015, was mainly the result of the departure of many female staff in 2014 as part of the 2013-14 mobility programme. In 2015, the recovery of the replacement rate for women was due both to the effect of the anticipation recruitment foreseen for 2016, to take advantage of the tax breaks provided by the 2015 Stability Law, and the reduction in the number of resolutions due to the gradual raising of retirement requirements (age and seniority). Particularly in Italy, the replacement rate for women in 2015 was 1.5 compared to 93 new appointments and 62 resolutions. There was an increase in the percentage of women in managerial positions (executives and managers) which rose from 23.52 per cent in 2013 to 23.76 per cent in 2014, reaching 24.19 per cent in 2015. The data in the 2015 sustainability report, from which the information comes, does not include either Saipem or Versalis. EQUAL OPPORTUNITIES 2013 2014 2015 Women employees (%) 25.72 25.77 25.68 Women recruited 29.64 23.59 26.74 Women in managerial positions (senior managers and middle managers) 23.52 23.76 24.19 Female senior managers 14.21 14.54 14.96 Replacement rate by gender 1.37 0.66 0.73 - men 1.22 0.67 0.71 - women 1.92 0.64 0.78 Employees who took parental leave (number) 611 526 650 - of which women 480 420 510 Employees returning from parental leave 552 486 613 - of which women 429 384 479 Pay gap senior managers (women vs men) (%) 94 97 98 Pay gap middle managers and senior staff (women vs men) 96 96 97 Pay gap white collar workers (women vs men) 94 96 96 Pay gap blue collar workers (women vs men) 97 103 94 Total pay gap (women vs men) 95 97 96 Code of Ethics pdf 127 KB Policy our People pdf 583 KB Find out more on Enipedia Enhancing local resources Sustainability reports 05/12/2016 - 7:00 PM RELATED CONTENT Sustainability objectives in Sustainability Responsible company in Sustainability Business model in Sustainability Diversity in Careers Publications in Sustainability Eni in the world in Company We are an energy company. We are working to build a future where everyone can access energy resources efficiently and sustainably. Our work is based on passion and innovation, on our unique strengths and skills, on the quality of our people and in recognising that diversity across all aspects of our operations and organisation is something to be cherished. We believe in the value of long term partnerships with the countries and communities where we operate. Registered Head Office Piazzale Enrico Mattei, 1 00144 Rome, Italy Company Share Capital € 4.005.358.876,00 paid up Rome Company Register, Tax Identification Number 00484960588 VAT Number 00905811006 Branches Via Emilia, 1 and Piazza Ezio Vanoni, 1 20097 San Donato Milanese, Milan, Italy POLICIES Sitemap Accessibility Terms and Conditions Privacy Policy Cookie Policy Info Reserved Area