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We are an integrated energy company committed to the energy transition with solid actions for carbon neutrality by 2050
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We are a global energy tech company and rely on individuals from over 60 countries worldwide. We embrace a pluralistic vision, attentive to including the diverse backgrounds of the people working with us. Each person’s unique experiences contribute to shaping Eni's identity.
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A day to call for the elimination of violence against women
Discover our campaign and our actions to prevent gender-based violence in all its forms, inside and outside the workplace.
Our Mission and Code of Ethics, like the entire body of corporate norms and governance, are based on a fair treatment, allowing us to strengthen the involvement of the people who work and collaborate with us. By adhering to the United Nations 2030 Agenda, all of our commitments also refer to the Sustainable Development Goals (SDGs).
The principle of inclusion is a cornerstone of our vision and is reflected in the creation of a workplace based on equal opportunities, regardless of differences in gender, religion, origin, nationality, sexual orientation, social status, physical abilities and age.
We believe that language plays a fundamental role in creating a welcoming workplace or collaborative dynamic that promotes the well-being of the individual. For this reason, we promote language that is free of prejudicial, stereotypical or discriminatory expressions.
Starting with language and communication, the principle of inclusion also translates into practical actions, such as, for example, the removal of architectural barriers and the construction of an accessible company.
ECG Diversity & Inclusion Policy
At Eni, diversity and inclusion are at the heart of our innovation and sustainable growth path.
Every day, we are committed to creating a working environment where everyone feels recognised and valued for their uniqueness.
To support our approach to these issues, which we have developed over the years, Eni issued the ECG (Ethics, Compliance & Governance) Policy on 28 November 2023.
The following infographic provides an overview of the Principles, Values and Purposes of the D&I Policy.
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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
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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.
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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.
Continue reading
Reduce
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
Continue reading
Reduce
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.
Continue reading
Reduce
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.
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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.
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Gender Equality numbers
Also as a result of these initiatives, the number of women working at Eni is growing, slowly but steadily.
8,849
women currently working at Eni in Italy and abroad
27,38%
proportion of female employees in 2023, increasing from 2022 (+26.86%)
+0.5%
increase in female employees in 2023 vs. 2022
+0.7%
increase in women in management positions in 2023 vs 2022
8,849
women currently working at Eni in Italy and abroad
27,38%
proportion of female employees in 2023, increasing from 2022 (+26.86%)
+0.5%
increase in female employees in 2023 vs. 2022
+0.7%
increase in women in management positions in 2023 vs 2022
Empowering Our People: Sharing Stories of Overcoming Diversity Barriers
As part of its Diversity and Inclusion awareness initiative, Eni is engaging its operational teams and giving a voice to its employees, allowing them to share their experiences of overcoming diversity barriers.
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Inclusivity: Fostering Intergenerational Teamwork in Ravenna
By engaging our employees in a constructive dialogue, we overcome biases and contribute to achieving the company's goals.
International Day of Women and Girls in Science
11th February, International Day of Women and Girls in Science, established by the UN to promote women’s access and participation in science.
The KPIs of plurality
We value diversity as an opportunity for exchange and dialogue that activate processes of transformation. (Source: 2023 Annual Financial Report)
33,142
people in the whole Eni world
61
Countries where Eni is present
110
nationalities
101%
pay ratio by gender for women
29,2%
women in management positions
Documentation
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