Enel's Energy Infrastructure Growth and Resilience
CLIMATE
16 AND STRONG
PEACE, JUSTICE
INSTITUTIONS
AFFORDABLE AND
CLEAN ENERGY
DECENT WORK AND
ECONONIC GROWTH
13 ACTION
Just Transition for Enel People
Professional orientation and training for the development of our people and their skills,
even more in situations impacted by the energy transition, is key to requalifying and
enhancing existing potential which translates into:
People
centricity
2022
enel
Human
Rights Policy
Internal redeployment and upskilling/reskilling processes for people working in coal
generation, enabling them to work in other units, ensuring knowledge transfer
Voluntary early retirement plans
Hiring and upskilling/reskilling programs to acquire new skills and to support the generational
mix and the sharing of knowledges
45% of people leaving coal power plants in 2022 redeployed and
attended upskilling and reskilling programs (~90 hours per capita)
> In 2020-22, >1.5 €bn provisions dedicated to managing Enel
people affected by the energy transition strategy
42% of overall training dedicated to total employees conducted on
reskilling and upskilling
Coal redeployed people: ~80% within GPG perimeter,
~20% to other Enel business areas
2023-2025 Targets
70% of people leaving coal power plants will be
redeployed, attending upskilling and reskilling
program. The other 30% will be involved in early
retirement plans
> Overall training dedicated to total employees up
to 40% to reskilling and upskilling
> Strengthening of 'internal training' approach
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