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Inclusion of our people

Involvement and inclusion of our people

The people who work for the company are our main asset, so we are committed to diversity and equal opportunities.

Aligned with the Sustainable Development Goals

SDG 4: Quality education
SDG 5: Gender equality
SDG 8: Decent work and economic growth

The people that work for the company constitute the company’s main asset. For that reason, we are committed to the diversity and equality of opportunities as a differentiating and valuable element for our business.

In addition, we continually seek to identify and develop personal potential so that their performance can contribute to making our Company a benchmark in the sector. In addition, we encourage training, teamwork, sharing knowledge, generating a work environment that rewards dialogue, creativity and the capacity to take initiative.

Learn more in talent.

Distribución del personal de Endesa

Distribution of staff

Distribution of staff in Spain and Portugal as of 31 December:

  • Managers: 2,9%
  • Intermediate controls: 32,9%
  • Management and administration staff: 39,8%
  • Operators: 24,4%


Distribution of average workforce in Spain and Portugal:

  • Managers: 2,9%
  • Intermediate controls: 32,5%
  • Management and administration staff: 40,2%
  • Operators: 24,4%

Diversity and inclusion

At Endesa, within the framework of our Diversity and Inclusion Policy and the Human Rights Policy, we reject all forms of discrimination and we are committed to ensuring and promoting diversity, inclusion and equal opportunities. Also, in compliance with the values and principles included in our Code of Ethics, we adopt the following fundamental principles:

  •  Non-discrimination.
  •   Equal opportunities for all forms of diversity.
  •  Inclusion.
  • Reconciliation of personal, family and professional life.


To learn about all the initiatives we have in place to promote equality and inclusion, please access this link.


Distribution of the staff based on professional classification and sex

23,3% of women on staff in 2018

31,3% Women in management positions (managers and intermediate controls).

% Female hiring

  • 2016: 46%
  • 2017: 35%
  • 2018: 32%
  • Target 2021: 37%


% of women in executive positions (manager)

  • 2016: 16,4%
  • 2017: 16,4%
  • 2018: 17,5%
  • Target 2021: 19%


% women as intermediate control

  • 2016: 30,5%
  • 2017: 31,9%
  • 2018: 32,5%
  • Target 2021: 33%


Talent development and performance assessment

In 2018, we have incorporated an innovative process to evaluate people's behaviours based on the exchange of feedback among all of us who are part of the organisation: Open Feedback Evaluation (OFE), which introduces two important new features:

  1. Evaluations can be performed by anyone in the organisation (previously only the manager).
  2. The feedback evaluation process is open all year round (it was previously done at a specific time).
Comprehensive performance appraisal system

Comprehensive Performance Appraisal System

4 Appraisal Systems:

  • Open Feedback Evolution (OFE)
  • Management by Objectives (MBO)
  • Annual Bonus (AB)
  • Sales Force Objective (OFV)

5.616 employees appraised - 57,52% of the workforce.

6.840 appraisals perfomed 2,2 higher in 2015.


Training in digital transformation was an important chapter in 2018, during which 31,277 hours of training were given. In line with our objective of being an agile and innovative organization, we have increased the offer of courses in relation to digitalisation.

Comprehensive performance appraisal system


8.395 employees trained - 86% of the workforce.

Average in-person training hours per employee 

  • 2016: 33%
  • 2017: 35,3%
  • 2018: 37,9%
  • Target 2021: 38,2%


We are committed to facilitating the work-life balance through five major areas of action:

  • Quality in employment (indefinite contract, pension plans, health and welfare, support for expatriates, etc.), temporary and spatial flexibility (reductions in working hours, surpluses, paid leave, etc.).
  • Family support (leave of absence, time off, and flexible work schedules for family care, support to dependent elders, etc.).
  • Professional development (professional/technical/skills/language training, volunteer programmes, coaching, etc.).
  • Equal opportunities (professional assistance for victims of gender-based violence, medical advice, etc.).


We have several measures in place that allow the adaptation of the working day to the needs of the people who work in the company. Among them, the Out of Office Work project is an innovative mode of work based on trust that allows the employee greater flexibility and autonomy in the choice of spaces, times and forms of work.

Staff employees Endesa in 2018


9.763 staff employees - 2.372 employees benefited from one of the conciliation measures in 2018.

Workplace environment

Endesa carries out a climate survey on the workplace environment every two years to find out employees’ level of motivation and commitment to Endesa. In 2018, a result of 60.5/100 was achieved. New action plans will be developed throughout 2019 to address concerns identified by employees. These action plans will have regular follow-ups to ensure compliance with the planning and objectives set.

As an example of some actions included in the action plans of the previous survey, of note is the communication campaign, which ended in early 2018, on all work-life balance measures that Endesa makes available to its employees.

Continue reading about Sustainability Plan

Occupational Health and Safety

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