Include diversity

Include diversity KPI's (Graphic)

(*) The perimeter relates to the following companies: Snam S.P.A. Snam Rete Gas, Snam4Mobility, Snam Gas & Energy Services, Snam International B.V., GNL Italia, Stogit, Cubogas, Enura, Gasrule, les Biogas S.r.l., Renerwaste Lodi, Renerwaste, TEP, TEA.

Snam believes that diversity and plurality are values that contribute to creating an open and stimulating working environment, promoting perspectives and points of view that foster new ideas and effective and virtuous behaviour. Valuing diversity makes the company more competitive, innovative and people-oriented.

In line with the broader human rights framework outlined in the Global Compact, as well as aiming to strengthen the dissemination of an equal opportunities culture to employees and collaborators, a specific corporate Diversity & Inclusion policy was established at the end of 2019.

The policy focuses on creating a welcoming working environment free from direct or indirect discrimination, applying specific human resources policies and metrics to ensure fairness at all stages of the employment relationship, training and work-life balance. In 2020, the policy was enriched with two new appendices: the first on gender equality and the second on the recruitment phase.

Women hired from the market (no.)

Women hired from the market (no.) (Bar chart)

Gender diversity has always been considered a point of attention for Snam, especially in view of the characteristics of its business, which historically sees a majority of men in the most strategic positions, especially in operational ones. The female workforce comprised 507 resources (+15% compared with 2019), equal to 15.6% of the corporate population (+1 percentage point compared with 2019). The female population is mainly concentrated in the north of Italy (around 91% of the total), mainly working in the San Donato Milanese offices, and benefits from the majority of active part-time contracts (33 out of 42, 79%). The focus on gender diversity was further reinforced by the inclusion in the ESG Scorecard of two targets to 2023 concerning the percentage of women in executive and managerial positions (25% to 2023) and the percentage of women in succession planning in strategic roles (27% to 2023). In 2020, these percentages correspond to 20% and 22% respectively, which is in line with the achievement of the set targets.

Among the other initiatives put in place to promote the role of women in society and to enhance their potential both in education and in the post-Covid recovery phase, the Group organised, through Fondazione Snam, a number of informative webinars, which were then distributed on LinkedIn, Facebook and YouTube platforms, both internally and externally, the main topics of which were:

  • the role of women in the recovery, a dialogue to discuss the obstacles to the full expression of women’s potential and to identify possible paths to encourage women’s participation, especially in the post-Covid economic recovery phase;
  • with women at the time of Covid-19, an in-depth analysis of the initiatives and concrete actions carried out by Third Sector organisations, also thanks to the Fondazione Snam, to help women face the emergency, with particular attention to the issues of gender-based violence and the burden of care work;
  • women and education, a dialogue to reflect on the issue of gender equality in the world of work, emphasising how education is a valuable tool for spreading a culture of equity and female participation even in traditionally male-dominated fields such as STEM disciplines.
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Female personnel at 31.12 (no.)









Middle Managers




White collars




Blue collars








Female presence (%)

Female presence (%) (Bar chart)

A team created ad hoc to promote diversity and inclusion

The Inclusion Team, created ad hoc by Snam, is an inter-functional group of 35 people representative of the many corporate diversities present, which promotes a culture of diversity and equal opportunities in order to create an environment that enhances as much as possible all the peculiarities of which it is composed. The Inclusion team has drawn up an action plan “#Snam4Diversity, Energia che Include”, which includes a series of initiatives aimed at spreading the culture of diversity. The team identifies, proposes and promotes initiatives that affect all HR processes:

  • Employer Branding & Talent Acquisition, which aims to promote objectivity in the candidate selection process and ensure equal opportunities for internal and external candidates
  • Training, which aims to create greater awareness of diversity in the company
  • Development, which aims to introduce and consolidate diversity and inclusion within the performance management system
  • Communication, which aims to spread the language of inclusion in the company and facilitate the meeting and connection between people.

Since 2010, Snam has carried out constant monitoring of the gender pay gap, in order to reduce the remuneration differences between women and men, with the ultimate aim of closing it, thus promoting effective gender equality. As of 2020, Snam has introduced a new method for calculating the gender pay-gap, which takes into account both fixed remuneration and short- and long-term variable remuneration. The gender pay gap was calculated using both cash and accrual data, the latter being the principle used in Section II of the Report on Remuneration Policy and remuneration paid pursuant to current law. On a cash basis, there was an overall improvement in the gender pay gap in 2020, in line with the trend of recent years. Specifically, the pay gap in middle managers and white collars remained almost unchanged compared to 2019, while a significant improvement was recorded among executives (from 96% to 107%). The accrual data also show an improving trend in the gender pay gap in recent years, although data for 2020 will be available after the publication of this document and will therefore be published in the next edition of the document.

Gender pay gap
on a cash basis

Gender pay gap on a cash basis (Line chart)

Gender pay gap
on an accrual basis

Gender pay gap on an accrual basis (Line chart)

Gender pay gap
by base salary

Gender pay gap by base salary (Line chart)

With reference to the “Gender pay gap”, for the Blue collar category, the data were not reported for privacy reasons given the low numerical representation of the female gender in this category.
The representation of the gender pay gap for cash is calculated on the amount of salaries paid in the year, while on an accrual basis it is calculated by considering, as regards the variable components, the amounts accrued in the year, even if paid in different years.

Hires from the market and exits for women (no.)

Hires from the market and exits for women (no.) (Bar chart)

Gender equality in corporate bodies

On 2 February 2021, the Shareholders’ Meeting approved the amendment of article 13 of the Articles of Association to stipulate that at least two-fifths of the members of the Board of Directors must belong to the least represented gender. These amendments will apply from the next renewal of the Board of Directors. This choice is consistent with national and international best practices on gender balance and with Snam’s commitment to protecting diversity and ensuring equal opportunities for all its employees.

Gender equality initiatives

Bloomberg Gender-Equality Index (GEI) (Logo)

As evidence of the path taken on the Diversity and Inclusion front, Snam is among the 325 companies globally included in the Bloomberg Gender-Equality Index (GEI) 2021. The GEI tracks the financial performance of companies most committed to promoting gender equality around the world, through the development of appropriate policies and initiatives and transparent disclosure of information.
The index is based on factors such as the enhancement of female leadership, commitment to reducing the gender pay gap and a culture of inclusion.

Valore D (Logo)

Since 2017, Snam has been a Supporting Member of Valore D, which promotes the company’s international growth through the increasing presence of women and colleagues of different nationalities. The partnership has given its employees access to courses on valuing the diversity of gender, generations and cultures and developing an inclusive culture, a factor in innovation, competitiveness and growth for individuals and companies. During 2020, Snam took part in 4 training courses, 2 inter-company mentoring courses offered by the association and over 10 training courses.

InspirinGirls (Logo)

The international campaign InspirinGirls, promoted by Valore D, aims to create awareness among girls of their talents by freeing them from gender stereotypes that hinder their ambition.
The project involves women volunteers from different sectors and professions sharing their professional and life experiences with secondary school children, building a concrete bridge between school and the world of work. In 2020, Snam took part in the project with 70 “role model” women who gave their testimony in 36 meetings held in person and remotely.

Charter for Equal Opportunities and Equality at Work (Logo)

In 2020, Snam adhered to the Charter for Equal Opportunities and Equality at Work, a declaration of intent, launched by the Sodalitas Foundation, voluntarily signed by companies of all sizes for the dissemination of a corporate culture and inclusive human resources policies.

Parks (Logo)

In 2020, Snam joined Parks, the non-profit association that targets companies with the aim of promoting a culture of inclusion and respect in the workplace, in the belief that valuing differences constitutes an opportunity and a competitive advantage for business. By joining Parks, Snam joins the group of companies that have decided to take an active role in the development, also in Italy, of a culture that values and supports differences with the ambition of creating inclusive working environments for all employees, regardless of their sexual orientation, gender identity and expression.

Snam (Logo)

Snam aims to adopt a language that respects all identities, conditions, affiliations, orientations and cultures. The aim is to create professional relationships based on mutual respect and to this end, a language is used that is inclusive of everyone, both inside and outside the company. With this objective in mind, the Snam Inclusive Language Manifesto was published in 2020, proposed by the Inclusion team to ensure that everyone in Snam can get in touch directly, using language that is always respectful.
Snam has launched the #Snam4Diversity Talks initiative, a series of training events to discuss the issues of Diversity and Inclusion. The initiative is an opportunity to become more aware of the meanings and impacts of inclusion and its many facets. During 2020, two training sessions were provided involving more than 250 employees.

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