• Enel is a multinational energy company and one of the world’s leading integrated players in the global power, gas, and renewables markets. The Group operates in more than 30 countries across five continents, bringing energy to people and empowering sustainable progress.
  • Enel joined Equal by 30 in February 2021
  • ENEL is a global company, with headquarters in Rome, Italy
  • Learn more about ENEL

Enel D&I approach

Enel is deeply committed to ensuring human rights and promoting non-discrimination, equal opportunities and inclusion of diversity in its various facets, everywhere it operates. Valuing diversity and promoting inclusion are also the best allies of Enel strategy focused on innovation and sustainability.

Diversity and inclusion are increasingly at the center of Enel culture based on Open Power, an inclusive approach to people that encourages everybody to express their potential according to their qualities and experience and gives value to the various aspects of diversity that make the contribution of each person unique.

Gender is one of the priority areas in Enel’s D&I approach. Enel’s commitment on gender equality has been stated since 2015 with the endorsement of UN Women’s Empowerment Principles by CEO and the internal Diversity and Inclusion Policy issued in the same year.

Enel gender equality action plan has since progressively been enriched with a number of actions and initiatives measured by specific targets and goals. The action plan has helped advance the inclusion of women in the last years at the different levels in the organization, from the recruiting phase and the growth to managerial roles to the representation in the Board.

Enel commitment for Equal by 30 campaign

In order to enhance gender equality Enel commits on the following action plan within Equal by 30 campaign:

  • Inspire future generations of women to pursue STEM professions: awareness and unbiased decisions about study path and professional development need to be spread even more to ensure a pipeline of women for the energy sector in the years to come;
  • Ensure 50% representation of women in short lists by 2021: equal representation of women in the initial phases of the recruiting process is key to ensure a boost in the representation of women in the hiring phase;
  • Speed women’s growth in the organization: increase the number of women in managerial positions (managers and middle managers).