Equal opportunities
|
|
|
2011 |
2012 |
2013 |
|
Women employees in service |
(%) |
17.28 |
16.52 |
16.53 |
|
Women hired |
|
20.71 |
14.91 |
14.42 |
|
Women in managerial position (senior and middle managers) |
|
18.49 |
18.91 |
19.37 |
|
Women senior managers |
|
10.35 |
10.79 |
10.85 |
|
Replacement rate by gender |
|
1.08 |
1.22 |
1.14 |
|
- men |
|
1.02 |
1.19 |
1.09 |
|
- women |
|
1.39 |
1.37 |
1.58 |
|
Employees who took parental leave |
(number) |
567 |
522 |
641 |
|
- of which women |
|
458 |
409 |
500 |
|
Employees returning from parental leave |
|
539 |
477 |
586 |
|
- of which women |
|
427 |
352 |
452 |
|
Pay gap senior managers (women vs men) |
(%) |
96 |
97 |
96 |
|
Pay gap middle managers and senior staff (women vs men) |
|
97 |
96 |
98 |
|
Pay gap employees (women vs men) |
|
96 |
97 |
94 |
|
Pay gap workers (women vs men) |
|
101 |
104 |
102 |
|
Total pay gap (women vs men) |
|
98 |
100 |
98 |
At the end of 2013 13,601 women worked in Eni (16.53% of the total workforce), of which 6,245 in Italy (23.3% of the Italian workforce) and 7,356 abroad (13.3% of the overseas workforce). In Italy, 25.5% of the 623 people recruited during 2012 were women. It is to be noted that in 2013 the rate of replacement for women (permanent recruitment divided by termination of permanent contracts) increased compared to 2012 both in Italy and at an international level (altogether 1.37 in 2012 and 1.58 in 2013).
The percentage of women occupying managerial positions (women managers and executives) rose from 18.49% in 2011 to 18.91% in 2012 and 19.37% in 2013.
In 2013 the survey of the gender pay gap was updated, using the same method as in 2011 and 2012, which neutralized, in the pay comparison, any effects deriving from differences in role and seniority. This survey was conducted at a worldwide level on a sample of more than 90% of the Eni workforce (about 76,000 people in more than 60 Countries), with an increase of 13% over the 2012 sample. The results of the analysis at a global level show on average a substantial alignment between the pay of the female population and that of the male population for the same role and seniority.
