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In a rapidly changing scenario, where new skills, professionalism and flexibility are required, we want to offer our employees an experience that inspires and empowers them. Engaging and motivating Enel people to reach their potential ensures that our business will continue to grow and succeed. 

 

The centrality of people is one of the core values of Enel's sustainable strategy.

Great attention is paid to the people who work in the Company, through the definition of plans that aim to strengthen their roles and skills through upskilling and reskilling programmes, and provide them with digital tools to manage the energy transition.

The Group also promotes diversity and inclusion, with the goal of reaching 50% of women involved in selection processes by 2024. Objectives and concrete actions also confirmed by the signing in July 2019 of the commitment promoted by the United Nations on the  just transition.

Quality of life for our employees
2021
2024
Δ 24-21
Value distributed to Employees (€bn)
5.3
5.8
+9%
Value distributed to Employees on value created (%)
22.9%
21.6%
-1.3 p.p.
Combined Lost Time Injury Frequency Rate
0.65
0.61
-6%
Gender Equality
2021
2024
Δ 24-21
Women managers on total (%)
23.6%
26.8%
+3.2 p.p.
Women middle managers on total (%)
31.4%
33.4%
+2 p.p.
Training and reskilling
2021
2024
Δ 24-21
Training hours per employee (average hours per year per employee)
44.6
46
+3%
Our risk management system enables us to identify, classify and manage risks efficiently in order to support management in making informed decisions to mitigate impact and transform risks into business opportunities.