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.
As part of the activities dedicated to raising awareness and promoting a culture of equal opportunity, in 2010 Enel focused its attention on these issues in the field of renewable energy. In effect, through the recently incorporated company Enel Green Power, Enel participated in the WIRES – Women in the Renewable Energy Sector – project co-financed by the European Commission and presented and coordinated by Adapt (Association for International and Comparative Studies on Labor Law and Industrial Relations).
As part of the actions promoted by the “Valore D” Association aimed at supporting the corporate leadership of women, again in 2010 Enel supported the “promotional” initiatives of the association and actively participated in the activities planned during the year, such as the skill-building and role-modeling sessions and the mentorship course, which involved 40 female executives and supervisors from Enel. The Company’s concern for the issues of diversity management also took the form of a new expatriate-management policy, with measures to encourage and assist more involvement of women in work experiences in Enel Group companies abroad.
Endesa has implemented a number of plans to raise awareness of social-responsibility and equal-opportunity issues, which provide for numerous actions. In 2010, the following initiatives were carried out:
- an education conference on corporate social responsibility and equal opportunity, which was held in 5 cities and involved a total of 836 participants and 10,000 hours of training
- a conference on equal-opportunity positive actions, which 1,193 women attended in different regions
- an online training course on “Awareness, equal treatment, and equal opportunity”, which was completed by 1,653 employees
- a questionnaire sent to female employees to learn about their wishes regarding change in their careers and professional development.
Managing diversity also means providing people with disabilities with instruments, services, and work methods that enable them to perform their job easily and autonomously. The People Care Unit (page 128) dedicates special attention to the needs of employees with disabilities.
As part of the benefits provided by the FISDE (page 120), in addition to the reimbursement of health care expenses, financial support is available for expenses connected with disabilities, such as, for example, the removal of architectural barriers, assistance at home, or fees for retirement homes. Personal services are provided through a network of consultants of the Fund at the regional level, in general psychologists, who help families to find the most appropriate strategies to facilitate the satisfactory integration of disabled members in the environments to which they belong.
Last update: 19/07/2011
