Aspects concerning the management of personnel

Relevance and related risks

The relevant topics related to personnel management, in relation to Snam’s activities, are as follows:

  • Employment
  • Developing and promoting human capital.

The management of diversity and equal opportunities and the reconciliation of life and work are issues that Snam considers important, but the analysis conducted did not emerge as relevant. For the first theme, this assessment finds a reason both in the historically limited, though growing, presence of the female component in the company, and in the objective availability on the market of figures with a specific technical training that is mainly found in male figures. Regarding the issue of work-life balance, the monitoring of the theme and the initiatives developed by the Company in recent years have not made it emerge as a priority.

In relation to the relevant issues, the most significant risks, managed by the competent corporate departments, are limited to situations of potential conflict and the risk of litigation, normally present in the management of labour relations.

A more extensive description of the main risks generated or suffered by Snam in relation to the management of persons is shown in Chapter Risk factors and of Report uncertainty on the integrated management of Employees and personnel in key roles.

Policies, commitments and management model

Snam guarantees all workers the right to express their thoughts freely, to join associations and to engage in trade union activities. Dialogue with the social partners60 is framed and regulated by the current Protocol for Industrial Relations, signed in 2013.

Through the Sustainable Development Policy, Snam pledges to:

  • develop its own system of professional and managerial skills;
  • attract and retain qualified resources;
  • ensure the involvement of staff to participate actively in the improvement processes;
  • adopt work practices based on equal opportunities.

With particular regard to the commitment to ensure gender diversity61, this has been strengthened with the addition of Snam to Valore D, the association of companies that promotes diversity, talent and female leadership for the growth of companies and the country.

The actions and initiatives for the implementation of these policies are reported in detail in the Report on Integrated Management:

The information on diversity applied in relation to the composition of the administrative, management and control bodies pursuant to art. 10 of the Decree, can be found in the “Report on Corporate Governance and Ownership Structure 2017.

Performance Indicators

The following are representative indicators of the results of the management of social and personnel-related aspects, with indication of the reference GRI standard. There are no particular changes between the 2017 and 2016 values:

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Indicator

GRI Standard

Unit of Measurement

2015

2016

2017

(*)

New hires rate by age group shows the ratio of employees hired in the age group/total number of employees in the age group, as to 31/12.The total new hires rate shows the total income from the market/total number of employees at 31/12.

(**)

The turnover rate is calculated considering the employees leaving the organization (excluding those due to transfers to unconsolidated companies)/total number of employees as at 31/12.

(***)

The data relating to the training carried out by the employees of the Company Infrastrutture Trasporto Gas is not available.

Total number of employees

102-8

no.

3,005

2,883

2,919

Employees hired (and dismissals) <30 years

401-1

no.

119 (13)

84 (3)

57 (10)

New hires rate <30 years

%

31.2

20.5

13.3

Employees hired (and dismissals) between 30 and 49 years

no.

42 (8)

49 (9)

88 (21)

New hires rate (*) between 30 and 49 years

%

4.0

4.9

8.4

Employees hired (and dismissals) > 50 years

no.

1 (47)

8 (41)

3 (38)

New hires rate> 50 years

%

0.1

0.5

0.2

Total number of employees hired (and dismissals)

no.

162(60)

141(30)

148 (75)

- women

no.

32(7)

35(2)

53 (13)

Total New hires rate

%

5.4

4.9

5.1

Turnover rate (**)

%

2.0

1.0

2.6

Total hours of training

404-1 (***)

no.

87,620

82,184

85,346

Average hours of training for men

30.9

30.2

31.3

Average hours of training for women

18.4

17

15.8

Average hours of manager training

27.7

33.8

20.5

Average hours of training for directors

24.8

23.8

18.9

Average hours of training white collars

24.1

18.8

23.8

Average hours of training for blue collars

44.3

52.7

49.7

60 See article 3, paragraph 1, lett. d of the Decree no. 254 of 30 December 2016. At the end of 2017, 27.9% of employees were members of a union.

61 See article 3, paragraph 1, lett. d of the Decree no. 254 of 30 December 2016.

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