From psycho-social support interventions for employees who have children with disabilities to courses aimed at the over 45s to develop new skills and broaden their growth prospects. From webinars dedicated to accessible and inclusive communication up to initiatives to promote gender equality including awareness raising activities on female empowerment and financial education aimed at women and role modeling activities, carried out by company professionals in schools primary and secondary schools, to raise awareness among girls of the value of STEM disciplines.
The Enel Group has 13 Diversity&Inclusion projects under its belt, in which a total of over 4,000 employees in Italy have participated to date. A massive participation which testifies to the workers’ ever-increasing appreciation for initiatives of this type, but also to the company’s ever-increasing attention and sensitivity towards society’s demands for change.
The large and varied package of training and welfare initiatives that the Enel Group makes available to its employees has, in fact, the objective of promoting a corporate culture characterized by inclusion and enhancing the uniqueness of each one, contributing to break down all those stereotypes that can still hinder people’s human and professional growth and development.
Among the main initiatives implemented by Enel in this sense, for example, theAbility parent carean innovative support program aimed at people who have children with specific learning disabilities (DSA), attention deficit (ADHD), motor, sensory or neurodiversity disabilities and which allows interested employees to participate free of charge and frequently periodically to ad hoc listening groups, coordinated by qualified experts, where one can share one’s experiences, one’s needs and one’s emotions but also discover and find new resources to deal with the difficulties linked to the daily management of disability.
Among the initiatives aimed at overcoming ageism and any preconceptions linked to the chronological age of people, Re-Generation stands out, the project launched together with the UNINETTUNO Telematic University, which allows workers over 45 to attend courses free of charge high-level short university courses and thus enrich their professional background.
The elimination of prejudices connected to emotional orientation also involves ad hoc training and welfare: with this aim, free courses have been activated for all employees on accessible and inclusive communication and on gender intersectionality to combat the stereotypes that they often hide behind words. Also from this perspective, the group has extended measures on parental leave to civilly united same-parent couples, expanding and improving the current internal legislation.
No less important are the Upskilling 4 and Healthy work 2.0 initiatives: two projects that aim to enhance employees with cognitive/behavioral disabilities by promoting their participation in online courses useful for strengthening their IT skills, the ability to self-manage the remote working and enhance work skills.
All initiatives that demonstrate how Enel considers diversity a fundamental resource, a source of innovation and growth.