Diversity and inclusion

Plurality and inclusion are achieved not only through a widespread inclusive corporate culture, but also through integration and engagement initiatives involving colleagues. We promote diversity in all its forms, focusing on valuing differences and building bridges and connections with an equity-driven approach. Through our D&I function, and in collaboration with other business areas, we focus on three key areas of intervention: generations, gender and disability.

Our workforce is well balanced across generations, with a mix that fosters synergy between the experience of long-standing professionals and the fresh, up-to-date skills and innovative ideas of young graduates and diploma holders. In 2024, our focus on generational inclusion led to the creation of intergenerational bridges and connections within the company through the Cross Generation Bridge project — a structured dialogue between junior and senior employees aimed at sharing perspectives and values, fostering mutual understanding and appreciation. We also support this approach through the Edison Seniores Association, which brings together active senior professionals and retired former employees.

With specific regard to gender, we confirmed the maintenance of the Gender Equality Certification in accordance with UNI/PdR 125:2022 for three Group companies (Edison Spa, Edison Energia Spa, and Edison Next Government Srl). In this area, the 2025 Gender Equality Strategic Plan led to the implementation of:
 

• The publication of the inclusive and respectful language guide “Prendiamoci in Parola”;
   
  
• The update and expansion of the corporate training offering, with a particular focus on empowerment, leadership and inclusive language;
   
  
• The organization of the conference‑performances “The Role of Men in Social Change” and “Girls Who Code”, along with several social initiatives implemented across the national territory, including the UNiTE Campaign 2025 – Orange the World, the seminar “Economic Awareness: Tools for Women’s Empowerment”, and the YEP Women’s Empowerment Programme developed in collaboration with Fondazione Ortygia.
   
  

In addition, a DE&I risk monitoring system was implemented. Furthermore, in 2025 the seventh edition of the Corporate Mentorship Program was launched, involving 37 senior managers paired with an equal number of mentees in development; women accounted for 51% of both mentors and mentees. The internal Mentorship Community, which exceeded 250 participants during the year, also benefited from dialogue sessions focused on sustainable leadership.
 
With regard to the promotion of gender diversity, in 2025 women represented 23% of the Group’s workforce. At managerial level, the female share amounted to 25% among executives and 32% within the middle‑management population.
 
Career advancements related to female employees, as a proportion of total grade progressions, accounted for 29% of promotions from middle management to executive roles and 33% of advancements from clerical to middle‑management positions. These figures are consistent with, and higher than, the representation of women within the respective workforce categories.
 
As in previous years, no cases of discrimination or gender‑based violence were reported in 2025.

Throughout 2025, we promoted the inclusion and recognition of disability, in particular through a dedicated guidance service focused on listening and providing support to people with disabilities or health‑related vulnerabilities. We support the PizzAut project, which promotes the employment inclusion of people with autism spectrum disorders. In addition to collaborating with the initiative, in 2025 we hired a person on a permanent contract from PizzAut, who supported the activities of one of the organisation’s food trucks.

We pursue a policy of inclusion for all employees, with particular attention to workers from recently acquired companies, through direct action by management and the promotion of training and awareness events, both in person and digital (via intranet and newsletters), aimed at ensuring maximum engagement on cultural change issues.
 
In 2025, initiatives with a significant number of participants were carried out in hybrid format across the following areas:
 

• Key corporate initiatives dedicated to Edison people, including the presentation of the partnership with PizzAut, the presentation of the fifth Edison–Censis Report, and Safety Day;

 

• Recurring in‑depth events focused on specific topics or business areas, such as the presentation of sustainability results during the “Future in Progress” day, the presentation of the Fondazione EOS Social Report, the presentation of initiatives developed in emergency contexts and the Community Matching volunteering project in collaboration with UNHCR, as well as various D&I events;

 

• Initiatives aimed at engaging colleagues across local territories, including Connecting Edison—which enables visits to other offices and plants and promotes knowledge‑sharing among colleagues—along with the special edition “Connecting Edison People – Reporter for a Day” and the end‑of‑year event.

 
Activities to promote a sustainable corporate culture also continued through the regular dissemination of newsletters and in‑depth content on ESG topics, meetings with the Sustainability Network (four held in 2025), workshops dedicated to specific corporate functions, selected sessions focused on climate‑related issues, and events involving both colleagues and external stakeholders.
 
In addition, since 2021 we have promoted year‑round awareness‑raising sessions through the Climate Fresk collective intelligence game, with the aim of increasing colleagues’ awareness of environmental issues, improving understanding of climate dynamics, and encouraging reflection on possible actions to address climate change.