People, our main asset

Our workforce reflects diversity and inclusion

Currently, we have about 9,258 employees with an average age of 45.9 years.

In 2022, we recruited 648 people, 97.63% of employment contracts were indefinite and the vast majority of the workforce worked full time. These figures are an indicator of how we have become a generator of employment.

With regard to the values of equality and diversity, we defined a Gender Diversity Action Plan, in line with our Diversity and Inclusion Policy, aimed at increasing the presence of women in the company, as well as their presence in positions of responsibility and ensuring equality in wages and salaries.

More information on the Diversity and Inclusion page.

Commitment to talent and personal development

We actively participate both in events specialising in digital profiles and in different employment fairs to offer vacancies to young recent graduates and especially to those with STEM profiles. We also organised workshops for secondary school and university students to spark interest in STEM training and to promote the Endesa brand. In 2022, of the 648 recruitments, 100 corresponded to scholarship recipients incorporated that year.

We include talent development and personal and professional growth as part of our business strategy focussed on the sustainability of human capital.

More information in the Talent section.

Training our employees

Having a trained and adaptable workforce enables the growth of human capital. That is why we focus on training and organise apprenticeship actions to improve the technical qualifications required for people to fulfil their duties and develop personally.

We have started to implement a new learning model focussed on globalising processes, on the employee's user experience, on developing new tools and new ways of thinking.

We also organised 5,694 training events with the participation of 9,526 employees. This activity involved 422,962 hours of training, with an average of 45.69 hours per employee.

Work-Life balance

We are committed to promoting work-life balance through five main areas of action:

• High quality employment (permanent contract, pension plans, health and welfare, expatriate support, etc.).
• Flexibility in time and personal lives (shorter working days, time off, paid leave, etc.).
• Support for the family (time off, paid leave and a flexible timetable for family care, helping dependant elderly family members, etc.).
• Professional development (professional/technical/skills/language training, volunteer programmes, coaching, etc.).
• Equal opportunities (professional support for victims of gender-based violence, medical advice, etc.).

In 2022, we continued to offer measures that enable the working day to be adapted. Of these, special mention should go to the "Work Outside the Office" project (TFO in Spanish). Throughout 2022, remote working continued to be applied and 5,705 people enjoyed doing this, whenever it was possible for the activity concerned. It served as a means of defence against infection, but support was still available so people could remain motivated and producing good results.