Diversity and equal opportunity GRI - G4: LA3, LA12
Snam respects the dignity of everyone and offers equal opportunities in all phases and all aspects of employment, including selection, hiring, training, compensation, promotion, transfers and termination of employment, avoiding any form of discrimination that may arise from differences in gender, age, state of health, nationality or political or religious opinions.
The average age of the Group’s employees is just over 49, and the average length of service is about 24 years. Women make up 10.9% of the total corporate population and 11.4% of managerial staff. This limited presence is partly due to the features of the business activity, which requires specific technical training that is covered by a largely male market.
Training hours delivered during the year (32.8 hours on average per employee) included a marked increase in hours delivered to women compared with 2012, mainly reflecting the training course on updates to Model 231 and the anti-corruption regulations.
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Staff training by gender (no) GRI - G4: LA9 |
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2012 |
2013 |
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Average training hours delivered to men (hours/year) |
28.1 |
32.7 |
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Average training hours delivered to women (hours/year) |
13.6 |
33.6 |
The Group employs 320 people with disabilities, whose development programmes focus on training and integration into corporate processes. There is not a significant presence of ethnic and linguistic minorities in our workforce, partly due to the fact that Snam operates only in Italy.
STATISTICAL DIVERSITY: EMPLOYEES BY AGE BRACKET (NO) GRI - G4: LA1
FEMALE PRESENCE
FEMALE PRESENCE BY POSITION
FEMALE/MALE PAY DIFFERENTIAL GRI - G4: LA13
Sharing programme
The Sharing Programme for Snam and TIGF was launched in 2013 to bring the two companies closer together, to share best practice while mutually respecting their autonomy and corporate cultures and growing together. The key elements of the programme are:
- Respect for mutual know-how, corporate cultures and cultural diversity.
- Sharing of knowledge, best practice and experience.
- Coming up with innovative solutions to improve performance.
- Operational autonomy.
- Creation of seven worksites.
- Participation of more than 70 people in the worksites.
The aim of the programme is not to transfer Snam’s processes over to TIGF, but to truly share experiences and knowledge in order to identify sources of value that could boost TIGF’s growth within the framework of Snam’s international strategy.
With regard to maternity, personnel benefit from more favourable provisions than those required by law, while maintaining the corporate benefits provided. During the mandatory leave period, the Company provides maternity pay at 100% of the salary of the month prior to commencement of leave (compared with 80% as required by law).
Over time, Snam has invested in the creation of an entire group of tools designed to provide a better work/life balance for its employees. As well as the widespread use of part-time working as an incentive system for staff who need it (in 2013, 95 employees had part-time contracts), Snam has created an ad hoc section of the intranet, dedicated to providing the most extensive news and information possible on welfare initiatives for people working at the Company.
In 2013, 437 parental leave periods ended. Snam and the law provide opportunities for hours/periods away from work, depending on the personal situations of employees. The figure shown includes authorisations for family bereavement, serious family problems, breastfeeding, child illness, etc.
A total of 36 workers (male and female) took leave in 2013. A guide has been published on the intranet for both biological and adoptive parents with a view to raising awareness about their rights and highlighting the Company’s dedication to parenting.
