Report · Market insight
Impact report 2023–24: how we’re driving change
How ENI approached sustainability, inclusion and community support in 2023–24, and the goals it set for 2025.
Our work in 2023–24 focused on making recruitment fairer, reducing our environmental impact and supporting the communities around us.
Our story so far
Recruitment can drive meaningful change. We want representation to become standard across insight and analytics, connecting people with organisations while improving the way people are hired.
In 2023, we began examining how our business affects people and the planet. During 2024, we measured progress and identified the next changes to make, from reducing energy use to encouraging more inclusive hiring.
Sustainability and environmental impact in 2024
We aimed to offset 5% of our 2023 footprint of 51.8 tCO₂. Tree planting took that figure to 10%, with up to 4.998 tCO₂e absorbed. Recycling 400 kg of material saved an estimated 0.58 tonnes of CO₂.
- Extended mobile phone replacement cycles from two to three years, reducing estimated annual emissions by 400 kgCO₂e.
- Analysed office power use and the share of renewable energy.
- Moved towards a “zero to landfill” approach through a waste-management company and electrical-waste charity.
- Switched to compostable coffee pods and more sustainable office supplies, including bamboo products.
- Changed corporate gifts to use recycled materials.
Reducing home-office energy use and water waste remained areas for further work.
Diversity, equity and inclusion in 2024
We worked with clients on hiring and workplace inclusion while strengthening our own policies. During the year, we:
- Surveyed registered candidates’ characteristics to identify gaps in recruitment.
- Partnered with Balance for continuing DEI training for consultants.
- Added mental-health and wellbeing support, including Mental Health First Aid training and support tools.
- Became an Age-Friendly Employer and launched an Ageism Task Force focused on people aged 55 and over.
- Reviewed suppliers’ and clients’ social and environmental approaches.
For clients, we held a session on supporting neurodivergent employees, created resources on inclusive hiring and onboarding, discussed hiring processes and continued the annual salary survey.
Community and workers
We partnered with CareTrade UK to support autistic people seeking work, contributed to AMSR, the National Autistic Society, Women in Research and The Female Lead, and joined conservation work in Ruislip Woods. We also surveyed suppliers’ environmental practices and prioritised local sourcing.
For our team, we strengthened policies on sexual harassment, parental leave, mental health, whistleblowing, social responsibility and AI. We held workshops and surveys on impact initiatives, introduced a profit-share model linked to social and environmental contributions, ran an internal ageism survey and provided two volunteering days per year.
Our goals for 2025
1. Reduce emissions further
Complete a green-energy survey to find additional office improvements and introduce office food recycling.
2. Improve equity and inclusion in recruitment
Expand candidate tracking to include socioeconomic status, LGBTQ+ identity and disability, helping us see where recruitment needs to improve.
3. Support the community
Continue the CareTrade UK relationship, raise awareness of ageism in data and insight, and organise team volunteering.
