The importance of diversity


In line with company policy and the Code of Ethics, Snam offers equal opportunities to all its employees, encompassing all phases and aspects of the employment relationship


The Group employs 130 people with different disabilities, whose development path aims to facilitate their introduction and integration into the company’s business processes 


A guide aimed at parents is published on the Intranet with the aim of raising awareness regarding their rights

Diversity is a value for Snam. Snam’s gradual internationalisation led the HR department to cooperate with other companies in the gas sector and promote the diversity of different cultures in Europe.

For Snam, diversity is about ensuring equal opportunities, and the value of diversity translates into value for the company. The diversity issue plays a critical role because it belongs to the larger issue of the human rights as outlined by Global Compact.

Just about the Human Rights issue a Policy was adopted in April 2017.

Working with colleagues of different nationalities and with different backgrounds enriches the cultural mix that any international company must have and desire to have. However, given the highly unique domestic context in which Snam has operated until now, it still does not have a significant number of international employees.

Besides nationality, physical and psychological diversity is also frequently discriminated against, often preventing workers from carrying out simple everyday tasks. The Snam Group employs 130 people with different disabilities, whose development path aims to facilitate their introduction and integration into the company’s business processes

Internationalisation of Snam

Promoting diversities of different cultures in Europe is of paramount importance for Snam, given its internationalisation strategy. In particular: together with Fluxys, a strategic partner, it analysed and compared corporate processes and operating procedures, and the cultures and procedures of the two companies seeking a synthesis and meeting point between them. Together with TIGF, it shared the HR practices of the two companies. It collaborated with Interconnector UK in the area of support for the strategic project of change required for the English company. It worked with TAG to create and structure a new company certified as ITO. All of this was done to share skills and in the context of respecting cultural diversity.

Snam has a “procedure for the international mobility of its staff”, which is needed to manage the transfers of employees to foreign subsidiaries. Using this tool, and as a result of signing specific agreements with subsidiaries, Snam began sending the first employees abroad to foreign companies in its area.

Snam supports its workers at the most important moments in their lives outside the workplace and has a speciale care for gender diversity

Gender diversity has always been a much-discussed issue. It is an element of diversity that in this day and age should not exist but one which is still very prevalent in our society, particularly at a cultural level. For this reason Snam seeks to support its workers during the most important moments of their lives, such as maternity, and other family-related events:

  • a guide outlining the rights of parents is available to all workers with families on the company intranet, which aims to raise awareness and highlight the attention that the company pays to the issue of parenting
  • as regards maternity, workers’ enjoy better rights than those established by law. Women on maternity leave retain their company benefits and receive 100% of their salary as maternity benefit (as opposed to 80%).

    Despite the typical characteristics of the business activity, which require specific technical training that mainly involves men in the marketplace, the female component is rising. In 2016, about 25% of new hires were women.
    Women now represent 12.8% of the company’s entire workforce. In 2016, the percentages of the workforce concerned by category were as follows: 12.6% of executives and 14.7% of managers were made up of women.
    The analyses carried out on the company’s workforce involved in the Leadership Development programme showed that the presence of women in senior positions is bound to grow. In addition to the analysis 3 out of 4 new executives appointed in 2016 were women and 3 out of 7 executives hired from the market in 2016 were women.

The total decrease in the number of female employees (12.8% compared with 14.2% in 2015) is due to the separation of the distribution activities. The transfer
of skills from Snam to Italgas also involved the transfer of 87 women who, in 2015, were working at Snam.

In 2017 Snam promoted a campaign in favour of diversity in workplace, starting from March 8th, the International Women’s Day in collaboration with Valore D (of which Snam is Supporting Member form 2017), the companies’ association promoting diversity, talent and female leadership in enterprises and Country’s development.Among other initiatives, Snam provided its people with “The principles of unconscious bias” card, a suggestion to remove any preconceptions and stereotypes.

Download the leaflet


Snam supports maternity

A total of 48 workers (+54% compared with 2015) of which 41  were women, took maternity or paternity leave in 2016. At the end of 2016, 28 people returned to work (22 were women) with a return to work of 95%; there are still 20 active positions (14 in 2015). Employees keep their company benefits while on maternity leave, and during the mandatory leave period, they receive maternity pay at 100% of the salary of the month prior to commencement of leave (compared with 80% as required by law).
During the year 234 employees went on parental leave (58 women) and 203 positions were closed (of which 49 women).

At the end of the year 31 positions remained vacant (including 9 female employees).
At the end of 2016 45 people were employed on part time contracts. Depending on an employee’s private life, they can take hours/periods of leave from their work activities.

Average training hours men/women

An average of 17.0 training hours per employee were provided during the year to women, which is lower than last year, which was affected by a high percentage of training hours provided to manual labourers, among whom there are practically no women.

  2014 2015 2016
Average training hours delivered to men (hours/year) 29.1 30.9 30.2
Average training hours delivered to women (hours/year 20.9 18.4 17.0


Age diversity also represents an opportunity for sharing experience and knowledge.

Finally, it is also necessary to highlight the importance of age diversity at Snam which, if managed effectively, can lead to an extremely fruitful collaboration between people, the ongoing sharing of experience and knowledge, and the productive exchange of different opinions. All of the above are important values that contribute to a company’s development.

Additional data about all types of diversity can be find out on the page  Group Indicators.

demographic diversity: Employees by age bracket (no.)


Female presence by role (%)


women/men pay differential


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24 April 2017 - 11:28 CEST