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Our people
People, our main asset
Our people are the driving force behind the company, that is why we are committed to diversity, equality, talent and training.
Aligned with the Sustainable Development Goals
SDG 4: Quality education
SDG 5: Gender equality
Our people, human capital, are the company's main asset. They are the mirror image of our values and business model. That is why we are committed to equal opportunity and to promoting diversity as two factors that make us different.
We are also continuously working on attracting and retaining talent, as well as promoting training so that our workers' performance contributes to making the company a benchmark in the sector. Here at Endesa, we understand that taking care of people is taking care of the company and, therefore, its results.
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Medium Target Price € 33.333
Open Data Version
Our workforce reflects diversity and inclusion
Currently, we have about 8,914 employees with an average age of 44.7 years.
A total of 98.95% 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.
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 5,131 training events with the participation of 9,097 employees. This activity involved 471,285 hours of training, with an average of 51.81 hours per employee.
8,914
employees trained in 2024
100%
of the workforce trained in 2024
46.35
average hours of training per employee in 2024
>45%
target of average hours of training per employee for 2026
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 2024, 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 this year, remote working continued to be applied 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 produce good results.
See the IV Endesa Framework Collective Agreement here (Spanish).