In most of the countries where the Group operates, supplementary healthcare insurance is available at favorable conditions comparted to the alternatives available on the market. In many cases it is the company itself which guarantees benefits linked to prevention and periodic check-ups (see also the chapter dedicated to “Occupational health and safety”).
In Italy health and prevention instruments are supplied through a supplementary fund for Enel employees (FISDE) which provides reimbursements for health services given in the supplementary welfare plan.
In line with collective agreements, all employees are members of FISDE. Former Enel employees can continue to receive the same benefits by paying a membership contribution. Employees can also receive benefits from the network of agreements made with a series of healthcare structures (public and private hospitals, care homes, clinics, dentists, etc.) or with the reimbursement of services provided in other structures. FISDE also reimburses the costs relating to preventative medicine in the field of health protocols provided to prevent cancer and heart disease. The psychological support service continued thanks to the agreement with the National Council of the Order of Psychologists (CNOP) and the Italian Psychoanalytical Society (SPI).
FISDE also provides support for families, for example in the case of disability and social emergencies (problems of adjustment, alcoholism, drug addiction, etc.).
Supplementary assistance programs for employees and their families and the community are also provided thanks to the social action protocol attached to the collective bargaining agreement.
Among the support measures for staff there is also the possibility of accessing complementary pension funds and the recognition of various forms of individual benefits for service connected with the termination bonus. At December 31, 2016, the employees covered by the pension plan in the Enel Group numbered 41,749. The pension funds are mainly in Italy (Fopen and Fondenel), Spain and Brazil.
Management of risks connected to business travel
During 2016 Enel’s travel policy was updated, with the goal of systematically guaranteeing the risk assessment and management of all business travel, from planning travel right up to the safe return. Enel colleagues who are travelling to destinations which are considered at risk are given a specific memo on the healthcare situation and the security conditions in the countries they are going to. In particular, through the booking system for company travel, before departure, the Security Travel Guide and the Health Guide are sent automatically, while any updates are supplied during travel. In relation to the specific risks in the country of destination, Enel arranges, when necessary, suitable protection measures (expert guides, security details, etc.). To coordinate the whole process, a unit is active 24 hours a day, 7 days a week, which supports travelers, monitors news from around the world and coordinates the response in the case of dangerous or emergency situations. This model is currently used in Italy and Enel is gradually extending it to all the countries where it operates.
|Performance appraisal for employees who have been working in the company for at least 3 months||100% of people* involved in 2020|
99% of people* assessed in 2020
94% of people* interviewed (for feedback)
|Climate survey||100% involvement of people* in 2020|
84% participation of people* in 2020
|Implementation of diversity and inclusion policy||The selection process must guarantee a|
fair gender representation in the pool of
candidates (50% by 2020)
Appointment of focal points for disability
in the main countries by 2017
Assignment of tutors to 100% of expats
as part of mobility projects for the
youngest staff by 2020
|Training – Scholarships program for employees in cooperation with strategic partners, universities and research centers||480 study grants in the 2017-2020 period|
|Promotion of a “safe travel” culture (Extension to all countries of the Group of the model used in Italy, creation of a dashboard)||100% of countries where present by 2020|
* Eligible and reachable: those who are part of the workforce and have been working for at least 3 months in the year of assessment and those who can access the online or printed questionnaire.