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The importance of diversity

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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

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The Group employs 126 people with different disabilities, whose development path aims to facilitate their introduction and integration into the company’s business processes 

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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 126 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 Teréga, 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. In 2017 the people working abroad are 4.

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 (+6.5%). In 2017, about 35.8% of new hires were women.
    Women now represent 13.5% of the company’s entire workforce. In 2017, the percentages of the workforce concerned by category were as follows: 15.1% of executives and 16.4% of managers were made up of women.
     

A focus on gender diversity remains a corporate objective for 2018 also, translating into a commitment to recruit at least 50% of women in staff positions and to increase the average training hours (from 15.8 hours in 2017 to 20 hours in 2018).

 

The collaboration with VALORE D

In 2017 Snam became a Supporting Member of Valore D, the first business association to promote diversity, talent and female leadership for the growth of companies and of the Country. A strategic decision to support company’s international growth now in and the future through the increasingly strong presence of women and colleagues of other nationalities. This collaboration provided employees the opportunity to take courses to enhance the gender, generational and cultural diversity, to develop an inclusive culture, a factor of innovation, competitiveness and growth for people and businesses.
During 2017 40 employees (80% women) participated in more than 20 courses that dealt with the following issues: Emotional Intelligence; Global Agility & International Mindset; Happiness at Work; Parenthood; Energy Management; Organisational Leadership; Unconscious Bias.

Snam supports maternity

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).
 

A total of 53 workers (+10% compared with 2016) of which 42  were women, took maternity or paternity leave in 2017. At the end of 2017, 33 people returned to work (223were women) with a return to work of 96%; there are still 20 active positions as in 2016.

During the year 239 employees went on parental leave (61 women) and 209 positions were closed (of which 54 women). At the end of the year 3o positions remained vacant (including 7 female employees).
At the end of 2017 42 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 as well as the Smart Working.

Average training hours men/women

An average of 15.8 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 technical training hours provided mostly to manual labourers, among whom there are practically no women.

  2015 2016 2017
Average training hours delivered to men (hours/year) 30.9 30.2 31.3
Average training hours delivered to women (hours/year 18.4 17.0 15.8

 

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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updated
19 April 2018 - 10:43 CEST