Different people and cultures. Everyone’s included.
People Care, our welfare
Well-being and inclusion, these are the prerequisites that guarantee balance between personal and working life. Involving people and valuing their differences contributes to the creation of sustainable value, a commitment at the heart of our company welfare and the very foundation of our Human Resources policies which aim to attract talent, improve the organizational climate and assist work-life balance.
The key to this journey is listening and trusting, because we were only able to face the challenges imposed by the recent health crisis by understanding the needs of our people, which has changed the way we work and ushered in a new way of working, where well-being becomes a facilitating factor of inclusive leadership.
Harmonizing work and personal life
Our idea of well-being goes well beyond the private sphere and extends to the professional dimension as well and, in general, to people’s lives. Work-life balance and inclusion are not just a matter of organization, but also one of concrete services and opportunities offered. Agile working, with the possibility to work remotely, was already established back in 2016 and is a pivotal element of what we offer. It is an excellent example of flexibility that allows for work-life balance, but also upholds one of our key values which is trusting people who instead of working at specific times in the day can work with a view to the future and long-term projects in mind.
Italy was the pilot country that tested this way of working. In 2018, it was extended to over 14,000 people in other countries and today, thanks in part to the digital acceleration due to the pandemic, it has been adopted by more than 37,000 people worldwide. A new model was established with the union agreement signed on March 21, 2022, which brought major improvements and benefits to all of our daily lives. Critical topics within this new working arrangement are flexibility, empowerment, digital unplugging and therefore work-life balance. Based on this model, which takes into account the new needs of the individual-worker, a monthly ceiling of remote working days out of the total number of working days has gradually been defined. Furthermore, it is possible to request additional remote working days in specific situations related to people with disabilities, disabled family members or cohabitants, individuals who are pregnant, parents with children up to 3 years of age, and other exceptional or temporary situations.
We believe that ethnic and cultural diversity is an extraordinary asset. We are committed to promoting and enhancing knowledge, relationships and cross-cultural contamination both inside and outside the Group. After all, among the people that work with us there are more than 80 nationalities and 24 different languages spoken on the 5 continents where we have a presence.
Lastly, regarding disability, our program Value for Disability provides for the activation of inclusive products and services for our people as well as our clients. These range from the accessibility of Enel locations and spaces, to digital accessibility, to training for personal skills development. Our goal is the creation of shared value: disabilities exist, they are part of life and therefore they are a resource to consider and value. With this in mind, as of July 2022, we created the new Assistive Solutions Team to offer a dedicated service to all colleagues in Italy with temporary or permanent disabilities who need information related to disability issues or a solution regarding accessibility either digital or related to their environment or workstation.
Listen to the Enel Radio podcast to learn more about the Assistive Solutions Team.