“The definition of best practices can no longer be engineered, but is now the result of a gradual process that is shared between professionals at the same level”
For example, Italy is increasingly a country for old people. A problem whose consequences also affect Enel, especially those employees aged 40 to 50, who often report having trouble taking care of their elderly parents, who depend on them. In this case, the new flexible People Care approach allows to develop specific solutions for our social context. For example, services for searching domestic workers or caregivers or to contact health centres, as well as supplementary funds for health (FISDE) and pension (Fopen).
An important help for women also comes from the company's kindergarten and play areas available for children outside school hours.
“The care of children and of the elderly are confirmed as the two most requested areas within Enel’s People Care programme, but the swift changes in our society constantly require the introduction of new services, sometimes from cultural contexts greatly differing from one another ”
The principles of ‘diversity and inclusion’ are not abstract concepts, but tangible decisions to be applied in at least four directions: respect of gender equality, integration of different generational groups, facilitations for mental and physical disabilities, recognition of diversities of race and religion.
The ideas put forward by People Care in Rome, which will be reproduced within this year in other major Italian cities, cover increasingly specific requirements. They range from subscriptions to public transport and the promotion of carpooling or car sharing, corporate book crossing (Libringiro) or the home exchange between employees from different countries (Home@Home). From the possibility to use a parking place reserved by the company for women who are expecting a baby (There’s room for you) to an equal service for people with a disability (There’s room for you - Law 104).
Enel provides its employees with services ranging from home care to the delivery of fresh laundry at the company, including stress relief activities. A very popular programme involves sending an hourly technician to solve small household problems. Also appreciated are the yoga and Pilates lessons that Enel employees can attend during lunch breaks or at the end of the working day, using the premises used in other hours as play centres for children aged 3 to 11.
The focus on inclusion and equal opportunities also regards young people: thanks to the STEM project, Italian girls from the last two years of high school are encouraged to become familiar with scientific faculties, or to carry out internships in technology companies.
In addition, on March 17 will be the kickoff of the ‘Take Care’ programme, a free cycle of conferences and seminars to develop a greater awareness regarding the parents-children-work relationship.
To be noted, among the initiatives that are turning Enel into an increasingly cozy home, the working groups for debates among employees with disabilities. Thanks to their contribution, it has been possible to define a corporate handbook for the removal of the main barriers that hinder movements or the exercise of a profession, and a series of conventions have been arranged for business travels. For example, in the past you only found out upon your arrival whether hotels were equipped with facilities for people who were wheelchair-bound or needed the Braille writing for directions. Now the company knows every need in advance and has time to deal with them. After all, People Care also means being able to see the world through the eyes of others.