Diversity and inclusion: values and pillars of corporate culture

Iren Group is committed, as evidenced by the corporate mission and values and the Business Plan, to enhancing the diversity present within the Company, providing a healthy work-life balance and improving the quality of the working environment. The aim is to become a team, to add value to the outcome of individual work and to increase a feeling of belonging, creating shared social, cultural, professional and intellectual terrain. For this very reason, the Group has decided to have a “Policy related to Diversity and Inclusion”, which focuses on four main strands: gender, generational, cultural and ability diversity.


Diversity constitutes a value that, in an inclusive logic, promotes the well-being of all: our commitment is to build a corporate community of which each person feels part, in which they can make their own contribution aware of their uniqueness. 

Diversity and inclusion

Diversity and inclusion



Policy on Diversity and Inclusion in Iren Group

Policy on Diversity and Inclusion in Iren Group



Policy on dealing with violence, harassment and bullying in the workplace

Policy on dealing with violence, harassment and bullying in the workplace



Where do we stand: the D&I indicators

To verify the level of inclusion achieved and direct its goals, the Group uses a set of monitoring indicators.


Board of Directors

Women comprise 53% of Iren's Board of Directors, a significantly higher percentage than the national average of around 40%.


Year: 2023         Source: Sustainability Report, Management


Out of a total of 11,004 employees, there are 2,727 women, which corresponds to 25.1% of the average number of employees, slightly up from the 2022 figure (24.9%). In the Iren Group, a total of 1,006 people hold STEM degrees, 37% of whom are women. 

The commitment to implementing the policies initiated on gender diversity, has also been recognized through the Iren Group's confirmation for the fourth consecutive year in the Bloomberg Gender-Equality Index (GEI). The index measures gender equality based on five pillars: women's leadership and talent pipeline, equal pay and gender pay equity, inclusive culture, anti-harassment policies, and advocacy toward women.


Year: 2023        Source: Sustainability Report


Out of a total of 1,145 hires, there are 210 women, which is 18% down from 2022 (23%) and 2021 (19%). 34% of new hires are under 30. On the other hand, in terms of resignations, women account for 19%


Year: 2023         Source: Sustainability Report


Out of a total of 498 managers (executives and middle managers), there are 125 women, which corresponds to 25.1%, up from 24.5% in 2022. The "executive" category consists of 19% women.

It is shown that, even in light of the predominantly technical characteristics of the activities managed, the situation is not discriminatory for the female component, which accounts for about 39% of the group of executives, middle managers and white-collar workers.


Year: 2023        Source: Sustainability Report

Processes to support diversity inclusion

The selection, recruitment, training, management, development and compensation policies defined in the Iren Group are strictly based on merit and competence criteria, with exclusively professional evaluation, without any discrimination.

In 2021, the Group decided to have a "Policy related to Diversity and Inclusion" that focuses at this time on four main guidelines - gender, generational, cultural and ability diversity -, it being understood that the context can always determine other forms of exclusion that must be, as far as possible, preventively identified, prevented and countered. 

A specific "Policy on Management of Violence, Harassment and Bullying in the Workplace" has also been prepared, aimed on the one hand at raising awareness of the complex phenomenon of violence and harassment, and on the other hand at supporting people who are victims of such phenomena, indicating specific channels through which reports of misconduct can be directed.


Year: 2023        Source: Code of Ethics, D&I Policy, Policy Against Harassment

Goals related to diversity inclusion

Gender Diversity is among management's performance indicators as outlined in the Remuneration Report 2022. Specifically, 2 KPIs on Gender Diversity have been defined:


  • % women of total employees
  • % women executives and middle managers of total executives and middle managers


The 2030 Business Plan includes a goal concerning generational change (75% of hires/employees under 30) and one concerning gender diversity (30% female managers).


Year: 2023        Source: Remuneration Report, Business Plan

Flexible work

The Group's management policy promotes and supports a proper work-life balance, encouraging forms of flexibility in the organization that facilitate people in carrying out their work activities, in relation to their family, health and personal conditions. (flexible working hours, telecommuting, smart working, part time, ultra-daily flexibility).

Thanks to these flexibility experiences and the process of strong digitization in human resources, in 2022 the Group was also able to respond effectively to the work-life balance needs of the corporate population, using the various forms of reconciliation available.


Year: 2023        Source: Sustainability Report, Code of Ethics

Welfare services

Quality of life is the main objective of corporate welfare activities, understood as the set of initiatives and services made available to employees and their families, which result in the realization of people's well-being, in the workplace and also in private life. The Iren Group therefore promotes, among other things, the importance of a healthy lifestyle and prevention, on which people's psycho-physical well-being depends.


Year: 2023        SourceSustainability Report


In the company, 422 employees (3.8% of total employees), have disabilities or special needs.


Year: 2023        SourceSustainability Report

Career progression

The policy of selection, recruitment, training, management, development and compensation policies are strictly based on merit and competence criteria, with exclusively professional evaluation, without any discrimination. Of the total number of people who have had career advancement, women account for 27%.


Year: 2023        SourceCode of Ethics


All employees have participated in at least one training course, with an average per capita training hours of 23 hours.

A target has been included in the Business Plan to 2030 regarding Reskilling and Upskilling (30 hours per capita of training).


Training plays a key role in enabling the dissemination of the pillars of corporate culture on issues of diversity and inclusion and implementing commitments made in corporate policies. All personnel in positions of responsibility within the Group have been involved in a course dedicated to the topic of inclusive culture entitled "Diversity as an accelerator of development."


In addition, the participation of all people is promoted in the Valore D Talks, a series of appointments, included in the online training available on the company intranet, that encourage discussion and reflection with experts on the issues of diversity and inclusion.


Year: 2023        Source:  Sustainability ReportBusiness Plan


In 2023, there were 528 employees (223 women and 305 men) who took mandatory and optional maternity, parental leave, paternity leave, and breastfeeding leave.

For paid parental leave, Iren applies Italian labor law. Compulsory maternity leave has a maximum duration of 5 months with 80% pay, supplemented at 100% by CCNLs. Fathers may abstain from work for a maximum period of 10 working days with regular pay at 100%.


Parents of children under the age of three and pregnant employees regularly on duty are granted additional remote work days on a monthly basis. In addition to these opportunities, specific training provided and dedicated corporate Welfare services are also provided.


Upon their return, all/all employees were able to resume the activity they were following prior to the period of absence or an activity with equal professional content, in cases where organizational changes in the meantime occurred did not allow a return to the same position.


Year: 2023        SourceSustainability Report