Key performance indicators
The following indicators show the results of the management of social and staff aspects, with an indication of the reference GRI standard. The main changes between 2020 and 2019 were a reduction in the number of training hours provided to employees due to the Covid-19 pandemic, which prevented on-site training, largely replaced by e-learning. In addition, the number of new employees increased by 145 in 2020, demonstrating Snam’s willingness to continue on its growth path, unaffected by the pandemic. The management hierarchy of the Company, composed of middle managers and executives, comprises 680 staff, 20% of whom are women, in line with 2019.
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Indicator |
GRI Standard |
Measurement unit |
2018 |
2019 |
2020 |
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|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
Total number of employees |
102-8 |
no. |
3,016 |
3,025 |
3,249 |
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Employees by type of contract |
|
|
|
||||||||||||
Permanent contract (of which women) |
2,812 (395) |
2,817 (417) |
3,036 (480) |
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Apprentice or first employment contract (of which women) |
185 (20) |
193 (23) |
197 (24) |
||||||||||||
Fixed-term contract (of which women) |
19 (4) |
15 (1) |
16 (3) |
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Employees by type of employment |
|
|
|
||||||||||||
Full time (of which women) |
2,975 (382) |
2,987 (407) |
3,207 (474) |
||||||||||||
Part time (of which women) |
41 (37) |
38 (34) |
42 (33) |
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Employees by geographical area |
|
|
|
||||||||||||
Northern Italy |
2,302 |
2,294 |
2,495 |
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Central Italy |
220 |
241 |
246 |
||||||||||||
Southern Italy and Sicily |
490 |
477 |
498 |
||||||||||||
Abroad |
4 |
13 |
10 |
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New hires (of which women) |
401-1 |
no. |
195 (42) |
172 (38) |
376 (84) |
||||||||||
< 30 years (of which women) |
110 |
104 |
105 (28) |
||||||||||||
between 30 and 50 years (of which women) |
78 |
59 |
111 (39) |
||||||||||||
> 50 years (of which women) |
7 |
9 |
10 (2) |
||||||||||||
of which university graduates |
108 |
92 |
151 |
||||||||||||
of which school graduates |
86 |
79 |
71 |
||||||||||||
of which possessing other title |
1 |
1 |
4 |
||||||||||||
Other new employees (non-consolidated companies, acquisitions, tenders, etc.) |
126 |
59 |
150 |
||||||||||||
Hire rate (*) |
% |
6.5 |
5.7 |
7.3 |
|||||||||||
< 30 years (**) |
22.8 |
20.1 |
20.6 |
||||||||||||
between 30 and 50 years (**) |
6.9 |
5.2 |
8.5 |
||||||||||||
> 50 years (**) |
0.5 |
0.6 |
0.7 |
||||||||||||
Departures (of which women) |
no. |
189 (24) |
198 (19) |
152 (19) |
|||||||||||
< 30 years (of which women) |
8 |
18 (2) |
13 (4) |
||||||||||||
between 30 and 50 years (of which women) |
30 |
34 (12) |
31 (11) |
||||||||||||
> 50 years (of which women) |
151 |
146 (5) |
99 (1) |
||||||||||||
Turnover rate (***) |
% |
6.3 |
6.6 |
4.6 |
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Voluntary departure rate (****) |
1.2 |
1.5 |
1.5 |
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Training |
404-1 |
no. |
|
|
|
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Total hours |
107,771 |
114,179 |
66,385 |
||||||||||||
Executives |
4,392 |
5,669 |
3,390 |
||||||||||||
Middle Managers |
19,072 |
16,950 |
13,766 |
||||||||||||
White collars |
49,650 |
58,238 |
28,333 |
||||||||||||
Blue collars |
34,657 |
33,322 |
20,896 |
||||||||||||
Average hours of training for men |
36.9 |
38.4 |
20.8 |
||||||||||||
Average hours of training for women |
28.7 |
33.8 |
18.5 |
||||||||||||
Average hours of training for Executives |
41.0 |
51.1 |
25.9 |
||||||||||||
Average hours of training for middle managers |
39.7 |
34.4 |
25.1 |
||||||||||||
Average hours of training for white collars |
29.5 |
34.6 |
16.1 |
||||||||||||
Average hours of training for blue collars |
46.4 |
45.2 |
26.0 |
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Key training initiatives |
|
no. hours |
|
|
|
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Technical training (of which participations) |
|
58,120 (4,454) |
47,705 (8,023) |
35,304 (5,706) |
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Health, safety, environment and quality (of which participations) |
|
28,345 (4,953) |
29,755 (5,580) |
12,021 (2,856) |
|||||||||||
Management training (of which participations) |
|
19,257 (3,822) |
19,524 (4,356) |
11,174 (4,862) |
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Diversity of governing bodies |
405-1 |
no. |
|
|
|
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Members of the Board of Directors |
9 |
9 |
9 |
||||||||||||
of which women |
4 |
3 |
3 |
||||||||||||
Diversity of employees |
405-1 |
no. |
|
|
|
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Executives (of which women) |
107 (18) |
111 (20) |
131 (27) |
||||||||||||
Middle Managers (of which women) |
480 (90) |
493 (87) |
549 (109) |
||||||||||||
White collars (of which women) |
1,682 (311) |
1,683 (333) |
1,764 (369) |
||||||||||||
Blue collars (of which women) |
747 (0) |
738 (1) |
805 (2) |
||||||||||||
Female executives |
% |
16.8 |
18.0 |
20.6 |
|||||||||||
Female middle managers |
18.8 |
17.6 |
19.8 |
||||||||||||
Female white collars |
18.5 |
19.8 |
20.9 |
||||||||||||
Female blue collars |
/ |
0.1 |
0.2 |
||||||||||||
Employees < 30 years |
16 |
17 |
16 |
||||||||||||
Employees between 30 and 50 years |
38 |
38 |
40 |
||||||||||||
Employees > 50 years |
46 |
45 |
44 |
||||||||||||
Absenteeism rate |
|
% |
4.6 |
4.5 |
5.9 |
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Staff turnover (*****) |
|
% |
13.0 |
12.3 |
11.9 |
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