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 2024 Gender Equality Strategic Plan led to the implementation of:
 

• Workshops and interviews on inclusive language;
   
  
• A protocol to prevent workplace harassment;
   
  
• A Welfare Survey to explore the needs of the company population (parents, young people, seniors, caregivers, etc.);
   
  
• Training for new managers on work-life balance and parenthood;
   
  
• The development of several external STEM orientation projects.
   
  

Additionally, in 2024 we launched the sixth edition of our corporate Mentorship Program, involving 36 senior managers paired with as many developing mentees (47% of mentors and 55% of mentees are women), alongside our internal Mentorship Community, which surpassed 200 members during the year and benefited from a dedicated event on the value and skills of women: WoMEN Empowerment – It’s Not (Only) a Gender Issue.
 
As for the enhancement of gender diversity, in 2024 women represented 22% of the workforce and 25% at managerial level. Career advancements for women accounted for 50% of promotions from middle management to executive level and 27% from employee to middle management.

In 2024, we committed ourselves to promoting disability inclusion, particularly through:
 

• An internal awareness event to raise awareness and overcome stereotypes surrounding disability;
   
  
• A project for the inclusion of individuals with neurodivergence, in collaboration with Specialisterne, a company specialized in training and integrating individuals with autism into the workforce;
   
  
• Continuous development of services for staff through collaborations with external cooperatives dedicated to socially and professionally integrating individuals with disabilities, such as the L’Impronta Social Cooperative for corporate catering services. 

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 2024, initiatives took place with a significant number of participants in hybrid mode in the following areas:
 

• Previews for colleagues of significant corporate initiatives (presentation of condominium energy communities, inauguration of the photovoltaic plant in Aidone, in-depth look at the Presenzano thermoelectric plant, presentation of the fourth Edison-Censis Report)
   
  
• Periodic events focusing on specific themes or areas of activity (presentation of the Non-Financial Statement results, event dedicated to all Edison Next employees "The value of people. Conversations on disability", EOS Foundation Good Idea event on corporate volunteering projects);
   
  
• Initiatives to involve colleagues in local territories (Connecting Edison, which allows colleagues to visit other offices and plants and get to know the work of their colleagues, "Reporter for a day", end-of-year party).
   
  

In 2024, we worked across the company to develop a more inclusive culture, such as with the "D&I Library Stories" project, where some colleagues shared their personal stories of diversity and inclusion within the company. In 2025, we plan to continue with training and awareness moments on all fronts, with a strong focus on projects related to inclusive language.