2,114 disabled people
Employees by age range (%)
Diversity is an asset that can help innovate ideas and processes, encompass and optimize the handling of the discontinuities and challenges presented by the market. Enel’s goal is not only to manage diversity, but to seek out specific characteristics, promoting dialogue and not competition, allowing space and ascribing value to different ways of working and attitudes.
Work continued on the “Diversity and Inclusion” project and as from January 2015 dedicated focus groups started as well as interviews with senior management and an online survey in order to understand the perception of the issue of diversity in the various countries where the Group operates, focusing on four aspects: nationality, gender, age and disability. The results confirmed the strategic importance of the issue for the business in the various countries and the need to see concrete changes in practices and conduct. Following the analysis stage, in September the Group issued a policy which sets out the actions to be taken in order to guarantee equal opportunities and inclusion, the key principles of which are: non-discrimination, equal opportunities and equal dignity for all forms of diversity and inclusion, with a focus on gender, age, disability and culture.
As for gender diversity, with the new policy Enel undertakes to realize three main actions in order to respect and manage differences between men and women, thus guaranteeing the development of talent and ensuring parity of treatment:
- in the staffing and recruiting process it will be guaranteed that, in the initial stage of the process, both genders will be equally represented compared to the total population being assessed. Should this not be possible, a justified reason will have to be given to allow the Company to analyze the phenomenon in the various countries, and consequently to launch targeted actions;
- specific relationships with universities will be started to identify programs and cooperation to promote the participation of female students in technical faculties;
- programs will be undertaken for parents aimed at balancing the needs of parents and professional growth aspirations.
In November 2015 the Enel Chief Executive Officer was among the first signatories of the European Pact for Youth, which aims to promote partnerships between companies and the education system to facilitate the inclusion and employment prospects of young Europeans.
In addition, Enel’s commitment in the WEP (Women’s Empowerment Principles) continued, the initiative backed by the UN Global Compact and UN Women aimed at promoting gender equality.
Another key element monitored during 2015 was equal remuneration. A specific action plan was defined which will include structured salary reviews, in order to proceed to a gradual alignment to market trends with particular attention to gender equality.
Managing diversity also means guaranteeing people with disabilities the instruments, services and working methods to let them work completely independently. For this reason in Enel there are various initiatives, such as the identification of a focal point on disability for each country, as envisaged by the policy on diversity and inclusion, and the collaboration agreements in Spain with the foundations of Adecco, Randstad, Prevent, Universia and Prodis, which envisage the definition of dedicated actions, including the realization of training days and support for job-hunting for disabled relatives of employees. In Brazil, since the end of 2014 there has been a project for the inclusion of disabled people, which envisages the recruitment of student-employees who receive 12 months’ training with four course hours paid, and after six months they start to be inserted into the world of work.
Work-life balance and personal services
The initiatives to promote work-life balance are designed and realized at local level by dedicated units in the various countries where Enel is present. In 2015 an assessment was made of all the initiatives, in order to share and valorize excellence, with reference to the following areas: “workplace flexibility”, “caring for employees”, “health”, “wellbeing”, “financial support”, “enabling factors”.
In Colombia since 2010 the “Calidad de Vida” program has been active and offers various possibilities for employees to reconcile work and family life, such as the smart meeting program, to encourage the holding of meetings from Monday to Thursday from 8 a.m. to 4 p.m. or the “dia de balance” as a special day to celebrate work-life balance.
The “dia de balance” is also envisaged in Peru, where in addition, during the school holidays, seminars are held for the children of workers on the issue of addictions (drugs, alcohol). In Chile there are “Climate Ambassadors”, in other words “people carers” at power plants who inform workers about the various initiatives available to improve their wellbeing.
In Brazil it offers its employees services for personal wellbeing. With the “Ben Vivir” program a healthy lifestyle is promoted through sport (football pitches, gyms, dance courses, running courses, cycling races, environmentally friendly walks). For the children of employees there is a program for educational orientation (from aged 15 on), while for female colleagues who have recently given birth regular meetings are organized at home with doctors, health visitors and nutritional experts.
In Spain too there are various instruments for people, including rooms for meditation sessions, areas for physiotherapy (neck and shoulders, rehabilitation), breast-feeding rooms, seminars on personal wellbeing (healthy lifestyles), presence of an on site psychologist. In addition, in Spain, during the school holidays, a transport service is organized to external play and educational centers for the children of employees.
Eastern Europe is characterized by a heavy presence of State-run welfare institutes. For this reason there is a lower rate of cover compared to the aspects covered by the assessment. The most interesting initiatives are the yoga courses in Russia and Romania. In Russia there is also the “1st day of school” program which allows a leave for all employees who have children aged under 10.
Most of the countries where Enel Green Power is present are characterized by production units that are in the start-up stage. The innovative nature of the business also impacts on the “work-life balance” initiatives. Among these are the seminars for parents on the issue of cyber bullying realized in Greece, seminars for the management of relationships in Panama, and “mindfulness” sessions via webinar in North America.
In Italy the initiatives promoted by the People Care Unit continued. The Parental Program, in other words the series of structured meetings between the manager, female employee and HR Business Partner, to be held before the obligatory maternity leave and then on the mother’s return to work, has been disseminated nationally through a widespread training program for all HR Business Partners (over 130 people), who were able to practice the interview in the classroom, reflect on the meaning of the program and provide useful feedback and observations for even more effective dissemination. In parallel work was undertaken on the definition of the monitoring system which will enable, in 2016, an easier verification of the effective progress of the program and the results achieved. Also the “Mamme in equilibrio” course, aimed at mothers returning from maternity leave and which can help facilitate a reflection on the means of reconciling private life and professional life, continued to be provided, in 2015 involving a further 60 female colleagues (since the start of the program the new mothers involved have numbered around 140).
To help employees with children, during 2015, there has been the restructuring of one of the two education centers in Rome and, also, the opening of a new center in the offices in Via Marchese di Villabianca in Palermo. The center opened its doors during the Christmas school holidays.