Elizabeth Colacchia, Group People & Organization Director Enel, was awarded the prestigious Marisa Bellisario Award "Women Who Make a Difference." The award, established 38 years ago in memory of Marisa Bellisario, one of Italy's first female business leaders and an icon of tech entrepreneurship, celebrates women's talent, leadership, and contributions to business, government, science, information, culture, and social work.
The ceremony took place in Rome on June 27th, attended by representatives of institutions, business, and the cultural world, confirming the award's position among the most important events dedicated to promoting female leadership.
Enel: Colacchia receives the Bellisario Golden Apple
The Enel manager received the Golden Apple, a work of art in precious metals in the shape of a quince, a symbol of determination, uniqueness, and personality, which the Marisa Bellisario Foundation awards each year to women who stand out for their talent and vision. The award was presented to her directly by the Minister of Labor and Social Policies, Marina Calderone, to the tune of the soundtrack of the film Out of Africa, based on the work of the same name by Karen Blixen, a writer considered an example of female emancipation ante litteram.
"The Foundation awards the prize to Elisabetta Colacchia, Director of People & Organization at the Enel Group, for having charted a course of expertise and determination to the top of one of the world's largest energy groups. A resolute leader who has demonstrated how nurturing talent, regardless of gender, is the most powerful strategic lever for global development." These are the reasons given by the Marisa Bellisario Foundation jury in awarding the recognition.
The Enel manager boasts a track record of professional excellence, with a career spanning the top levels of finance, infrastructure, telecommunications, transportation, and energy. Called by Flavio Cattaneo Having been appointed head of the Enel Group's People & Organization function in 2023, Colacchia has helped position the multinational energy company among the most innovative companies for its talent development policies and concrete actions to promote gender equality.
In recent years, the multinational energy company has transformed the welfare into a strategic factor of social growth and inclusion, capable of improving people's well-being and productivity.
When welfare and training enhance talent: Enel's initiatives
Recently the Group led by Flavio Cattaneo has enriched the number of initiatives for its employees with a new program health prevention For approximately 32 workers in Italy, thanks to an agreement with trade unions, employees and their dependents will have free access to a package of specialist visits and diagnostic tests, fully covered by the company, for the two-year period 2026-2027.
With this program, Enel intends to spread the culture of prevention and further strengthen its supplementary healthcare system, which, thanks to the Fisde Health Fund, already provides contributions for medical visits, diagnostic tests, and a wide range of healthcare interventions, including surgery, with a particular focus on disability and the dependent.
Alongside health, the welfare system includes measures to support parenthood and work-life balance: 100% paid maternity leave; paternity leave extended by an additional 20 days, in addition to the 10 required by law; increased pay during parental leave; paid leave for parents upon their children's graduation or diploma; paid leave for caregivers caring for elderly parents; the option to enroll all dependent children in the Enel Group pension fund, with a one-time contribution of €200 from the company; a company nursery at the Rome headquarters in Piazza Verdi, capable of accommodating over 40 children, with 50% of the fees covered by the company; contributions and benefits for the children's entire school and educational career.
These measures also represent a concrete response to women's reduced labor market participation. Greater support for parenthood means offering both women and men more effective tools to balance family and career.
Policies and tools are also foreseen to promote inclusion and reducing the gender gap, along with ongoing investments in staff training. In 2025, over 3,3 million hours of training were provided globally, while in 2026 the first Group Leadership School, designed to train a new generation of leaders capable of interpreting complex scenarios and translating them into concrete decisions and results. The first edition launched in Italy in June and will be expanded globally within the year. The project includes over 120 hours of training spread over eight months and involves approximately 60 high-potential emerging leaders, with a significant presence of young people under 36 and a particular focus on gender balance.
A series of initiatives that are part of the strategy of the group led by Flavio Cattaneo aimed at strengthening skills, inclusion, and organizational development.
