In its processes of selecting, managing, and developing its personnel, Enel avoids any kind of discrimination of its employees and ensures the same opportunities to all of them. All decisions are based on the correspondence between the profiles expected and the profiles of the employees on the basis of the results achieved.
Managing diversity also means guaranteeing people with disabilities have the instruments, services and methods of working available to enable them to perform their job easily and independently.
Furthermore Enel’s growth as a multinational company has meant increasing attention to the issues of “diversity” in all its dimensions. The Diversity program has been developed to create a framework that includes all the initiatives on diversity implemented in the Enel Group, guaranteeing the sharing of best practice and the promotion of an organizational culture to valorize and respect differences, which are considered fundamental skills for the growth of a multinational company.
The project’s objectives are to:
- develop in managers a style of leadership based on respect for and the creation of value from differences;
- promote the creation of diversified and efficient work groups;
- manage people flexibly, paying attention to particular needs;
- guarantee the same opportunities for everyone.
An international team consisting of people from different parts of the company has identified four current priority areas for the Group: gender, age, culture and disability, categories chosen on the basis of a “holistic” approach to the issue of diversity in line with the criteria considered by the most important indices for sustainability and relevant NGOs (UN Women, Valore D, Race for Opportunity, CSR Europe). Among the factors that allow the promotion of the various aspects of diversity are work-life balance, which represents a fifth cross-cutting action area, meritocracy and industrial relations, as part of which the Committee for Equal Opportunities operates.
Diversity and equal opportunities within Enel are also an important labour relations issue, and as a result the bilateral Committee for Equal Opportunities has been created. Attached below there is a brief note on the origins, objectives, make up and activities of the Committee.
