Our commitment

At 2010 year-end, Endesa's workforce totalled 24,732 people, 50.2% of whom worked in Latin America, 49.3% in Spain and Portugal, and 0.5% in other countries.

Endesa's priority is to continuously improve occupational risk prevention and the level of health of both its employees and its contractors, since it wishes to be recognised as a point of reference in the worldwide electricity industry.

Consequently, the strategic importance given to the physical, psychological and moral health and integrity of all people that provide services at the Company is reflected in its Safety, Health and Working Conditions Policies.

The Company is ranked as one of the safest companies to work for in the worldwide electricity industry, as evidenced by its occupational safety and health indices in addition to the awards received in this connection, including the excellent assessment it obtained from the Dow Jones Sustainability Index.

However, Endesa's commitment is much more ambitious: it strives for radical improvement in the level of safety with the final goal of "zero accidents". To this end, the Strategic Prevention Plan (Safety-Zero) and Plan 5+1 have been implemented, in which the Company's senior managers participate actively and the chain of command play a prominent role and which include a series of specific actions in various areas of the Company.

Endesa's goal is to consolidate a labour relations model based on dialogue in line with the Company's strategy and adapted to the distinctive characteristics of the areas in which it operates.

The relationships between Endesa and its employees are governed by the various collective bargaining agreements of its companies and are based on the absolute respect for the labour legislation in each area in which it operates. At 2010 year-end, a total of 57 collective bargaining agreements covered 86% of Emdesa's workforce.

Initiatives are always taken and agreements between the Company and its employees are always reached within the framework of an open dialogue with the employees and their representatives, such that these agreements are invariably entered into in a positive working environment.

Endesa's goal is to promote and reinforce a culture of respect and strong diversity among people, based on social responsibility and the commitment of employees to the organisation such that the Company is positioned and recognised as an attractive place to work.

The Company implemented a Global Corporate Social Responsibility Plan with regard to human resources called "Plan Senda", the purpose of which is to make progress in the development of a socially responsible culture in personnel management.

This plan includes strategic lines, lines of action and objectives for 2011-2012 with the following aspects: Management of opportunity diversity and equality; Work-life balance and flexibility; Integration of the disabled and those with a risk of social exclusion; Promotion of volunteer work; and Socially responsible investment.

Endesa is firmly committed to and promotes the principles of gender equality and non-discrimination. This is evidenced by its adherence to the Women's Empowerment Principles of the United Nations Global Compact, its establishment of specific and quantifiable objectives related to increasing the percentage of woman hired, and its development of equality plans. Additionally, the Company has entered into agreements with public organisations to promote effective equality between men and women, such as that backed by the National Women's Service of Chile.

This effort was recognised by the Spanish Ministry of Health, Social Policy and Equality through the "Equality in the workplace" award, which is granted to companies that stand out significantly in ensuring that its workers are treated equally and have the same opportunities.

Endesa promotes several lines of action to reinforce a flexible working environment and seeks to enable its employees to strike a balance between personal, family and professional life. These lines of action include the Company's decision to support teleworking as a further step in its commitment to maintaining and developing a framework for relationships based on confidence, responsibility and flexibility with its employees.

In 2010, Endesa renewed its certification as a Family-Friendly Company, progressing from a "committed" company to a "proactive" company. This certification highlights Endesa's efforts made towards continuous improvement in far-reaching projects, such as teleworking, or its commitment to expand the concept of work-life balance and global equality without restricting its efforts to a single country.

For Endesa, managing diversity means valuing, promoting and encouraging differences in thinking, gender, culture, abilities and generations among employees as a tool for enrichment, innovation and learning for the organisation and for employees themselves.

For these purposes and within the scope of ability diversity, the Company has taken various actions included in the existing plans for integrating people with disabilities. The main results obtained were the the fact that its workforce includes 179 employees with different capacities, its indirect hiring through the purchase of goods and services at special employment centres and its signing of agreements to promote the integration of people with disabilities into the workforce.

Endesa is always concerned with being aware of the opinions and concerns of its employees so that solutions can be found and actions taken to improve the quality and efficiency of both internal and external management processes and systems. Therefore, employee satisfaction surveys are carried out and various internal communications channels are used.

After carrying out the 2009 Workplace Satisfaction and Commitment Survey, and once the results were analysed, several areas of possible improvement were identified and a Workplace Environment Improvement Action Plan was designed and carried out in 2010.

In December 2010 the 2010 Enel Workplace Environment Survey was conducted, research which Endesa incorporated for the first time. Participation reached 83% and the employee commitment index 83.5%, exceeding the percentage reached in the 2009 survey by more than 7 points.

Endesa's goal is to establish a single model for managing talent to ensure merit-based employee development and to create the conditions necessary for quality leadership.

The Company's leadership model attempts to identify those people or teams that make it possible for the Company to grow and support its development as well as to properly manage the commitment of these people and teams.

The talent evaluation systems used by the Company are: Behaviorally Anchored Rating Scales, Performance Management, Potential Management and 360º Assessment. In 2010, 39% of Endesa's workforce was evaluated with these systems.

The Company is also committed to the continuous professional development of its employees by means of a series of actions, such as continuous training through various programmes, the promotion of international mobility or the implementation of remuneration plans based on merit or ability.