Diversity and inclusion

Endesa has made a firm commitment to diversity and inclusion, with very ambitious objectives, which are part of the Enel Group's Diversity and Inclusion Policy.

Diversity

We care about people

Endesa promotes diversity and inclusion as essential values that enrich our identity and culture. This is reflected in how we act and work as a team. People are our priority and our business strategy focusses on the four dimensions of diversity: Gender, age, disability and nationality.

This commitment is promoted at the highest level. Our CEO, José Bogas, has joined the #CEOPorLaDiversidad alliance with the aim of promoting diversity and inclusion strategies.

Equality

Women as leaders, now and in the future

We promote gender equality in all areas, with special focus on selection processes and on the higher levels of responsibility, with the aim of expanding women’s presence in them.

Current data on gender diversity

December 2021 data

Main facts about women at Endesa

Percentage of women at Endesa: 25,5%

Women in positions of responsibility: 20,8%

Hiring women: 37%

Women at Endesa by work area

Business: 19%

Services: 43%

Staff: 55%

Accessible version

We are committed to their empowerment and positioning as representatives of our company. And we also work in collaboration with universities and colleges to promote technological careers for young people, with special emphasis on female candidates.

Through programmes such as Women Mentoring and Take the Lead, we are committed to the empowerment and positioning of our female colleagues as pacesetters in the company. We currently have 20% women in positions of responsibility.

To improve data on gender diversity, we focus on accompanying team leaders during decision-making processes, through the Conscious Decisions project, which uses digital tools based on data analytics.

We are also working on long-term initiatives, such as the Orienta-T project to promote technological careers among the younger women, or Dismantling stereotypes , to address the problem of gender stereotyping and bring science closer to girls.

We promote internal training initiatives to reinforce the commitment to diversity and equality in all areas of the company. One of our initiatives, the “Her” interactive training course on unconscious biases, has been selected by the Spanish Global Compact Network as a good practice in the field of gender equality.

Our goal is to facilitate the reconciliation of personal and professional life. With this in mind, we are promoting more than 60 measures that encourage co-responsibility and are mainly based on flexible hours and support for the family.

We have voluntary commitments with the Ministry of Equality, which especially include obtaining the Equality in the Company label, the initiative 'For a society free of gender violence' and the protocol 'More women, better companies'. And, as an organisation committed to gender equality, we are part of the Bloomberg Gender Index.

Identity, gender expression and sexual orientation

Inclusion of LGBTI diversity

The inclusion of LGBTI* employees adds to the wealth of diversities represented by the different genders, cultures, skills, training, functional experiences and leadership styles that already exist within the company, where talent is valued regardless of identity, gender expression and sexual orientation.

(*) LGBTI is the international abbreviation used to refer to Lesbian, Gay, Bisexual, Transsexual, Intersex and other people with orientations, identities or affective-sexual and gender expressions that are different from those of heteronormative people.

With the aim of promoting an inclusive and respectful work environment, which enhances their involvement and professional development, and to show our commitment to LGBTI diversity, in 2021 we joined REDI, the first and widest network of companies and professionals in Spain in favour of diversity and inclusion of LGBTI people in the workplace.

The disabled

Commitment to integration

In 2020 Endesa took a step forward in its commitment to the inclusion of people with disabilities in the labour market. This took the form of the Enel Group and Endesa joining the global initiative entitled The valuable 500 and we were the first Spanish electricity company to join this global initiative. The four commitments we acquired were the following:

To reduce the barriers that restrict the incorporation of people with disabilities into the company
To provide support to employees with disabilities that will enable them to fully develop their professional life
To make people aware of the culture of including disability in society
To develop services and processes aimed at providing solutions for people with disabilities.

To meet these commitments, we are currently working on an action plan in collaboration with a number of Foundations, such as Adecco, Randstad, Universia and Prevent, to promote volunteer programmes, scholarships for professional development and inclusion plans.

Age

Sharing knowledge between generations

Generational diversity helps in the promotion of innovation and learning. We highlight the experience and knowledge of our senior talent with the ‘Our Best Values’ initiative, and share it with all Endesa employees. We also have mentoring plans to help our talented youngsters when they join the organisation.

Nationality

A world of different stories

We are part of the multinational Enel group: a world of people of different cultures and origins, working in more than 30 countries. Our employees can enjoy exchange experiences working alongside colleagues from other nationalities, as well as in other countries and in other roles. Through a specific programme for expatriates, we support the integration of employees of different nationalities.