Protecting Human Rights

Relevance and related risks

Safeguarding human rights is a subject that, according to the type and geographical area of Snam’s activities, is associated with a limit risk profile involving possible violations which were not deemed significant following the recent updating of the materiality analysis. Snam considers the issue of safeguarding human rights connected in particular to the aspects of diversity and equal opportunities, expressed specifically in this area from a perspective of non discrimination.

Policies, commitments and management model

Snam’s Code of Ethics establishes Snam’s commitment to the protection and promotion of human rights, inalienable and unavoidable prerogatives of human beings and the basis for building societies founded on the principles of equality, solidarity, repudiation of war and the protection of civil and political rights, social, economic and cultural rights and so-called third generation rights (right of self-determination, peace, development and protection of the environment).

In this regard, Snam operates in the framework of the United Nation’s Universal Declaration of Human Rights, the fundamental conventions of the ILO – International Labour Organization and the Guidelines of the OECD for Multinational Businesses.

In relation to these aspects Snam, has also adopted a human rights policy through which it pledges to prevent and repudiate:

• all sorts of discrimination and violence, forced or child labour;
• any form of sexual harassment or that referring to the personal and cultural diversity of individuals;
• harassment or attitudes in any way attributable to bullying.

The Human Rights Policy and the new policy of Diversity & Inclusion defined in 2019 also reiterate the commitment, already stated in the specific policies mentioned in the previous chapters, aimed at promoting personal well-being, both as an individual and as part of social training, based on the following principles and management guidelines:

• safeguarding the dignity, freedom and equality of human beings;
• protecting jobs, working conditions and trade-union freedoms;
• the confidentiality of personal data;
• protection of heath and safety;
• guaranteeing professional growth and pay based strictly on merit and skill;
• protection of the system of values and principles in matters of transparency and sustainable development;
• creation of a welcoming work environment with no direct or indirect discrimination of any kind.

As a consequence, the management of human rights in the aspects mentioned is integrated with the related management models.

In addition, in 2019 Snam voluntarily amended its Articles of Association with regard to the provisions of gender equality in the composition of the Board of Directors and the Board of Statutory Auditors to include gender distribution. Specifically, at least one third of the members of the Board of Directors and the Board of Statutory Auditors must belong to the less represented gender, in line with the most recent recommendations of the Code of Corporate Governance of listed companies and national and international best practices.

Performance Indicators

The following are representative indicators of management results regarding the protection of persons from discriminatory practices, with an indication of the GRI reference standard: Specifically, in 2019, as in the previous two years, no reports were received on episodes related to discriminatory practices.