Snam plays a leading role in the sector in which it operates, assuming a position of responsibility by ensuring the welfare of its employees, suppliers and people in local communities.
To support people’s welfare Snam promotes a human rights policy aligned to the ILO agreements and to the OECD and the UN Global Compact guidelines.
Snam plays a leading role in the industrial sector and the market in which it operates, assuming a position of responsibility by ensuring the welfare of its employees, suppliers and people in local communities.
The Snam's human right approach is based on principles and criteria defined in the human rights policy.
In order to promote employee welfare, both as individuals and as part of social groups, in the course of its activities Snam follows and promotes a policy aimed at ensuring the concrete implementation of the Universal Declaration of Human Rights adopted by the United Nations, the fundamental Conventions of the International Labour Organization, the Guidelines of the OCED for Multinational Organisations and the principles of the United Nations Global Compact, which Snam has supported since 2009.
Snam is committed to ensure an adequate “compliance” with the subscribed agreements and it undertakes to strengthen the Human Rights’ culture and good practices.
As provided by the Snam Code of Ethics, “in the development of its international business activities and its collaborations with partners, Snam aims to protect and promote human rights, those inalienable and fundamental prerogatives of human beings which are essential to the construction of a society based on the principles of equality, solidarity, repudiation of war and the protection of civil, political, social, economic, cultural and so-called “third generation” rights (right to self-determination, peace, development and environmental conservation)”.
The Group is also committed to strengthening the culture and practice of transparency, fairness in relationships, health and safety in the workplace and environmental conservation in the supply chain.
Through an evaluation of the themes which are most relevant to its operation, Snam constantly strives to ensure appropriate levels of compliance with the Declarations and Conventions to which it subscribes.
In particular, as a result of its business which develops almost exclusively in Italy, the Group focuses on protecting the following rights:
- Adoption of certified management systems according to standard OHSAS 18001 (health and safety in the workplace)
- Initiatives that promote the adoption of safe and responsible conduct by all workers as the Zero Accident Award. Read more about the safety culture in Snam
- Protection of health: employees exposed to specific risk factors undergo health reviews by qualified medical professionals
- Periodic environmental surveys aimed at monitoring micro-climatic, biological and physical aspects of the workplace and compliance with workplace hygiene regulations. Read about the number of surveys realised by Snam in Social indicators
- Prevention of health and safety risks for both employees and suppliers. Read about initiatives as the Contractors' safety prize in the role of suppliers and contractors
- Initiatives aimed at promoting the quality of life of employees and their family members with the goal to help people find the right work-life balance. Read about the welfare system in Snam
- Availability of several type of job flexibility, for instance the Smart Working was extended both in terms of scope of application and the number of hours, going from 62,930 hours in 2018 to 122,762 in 2019. This initiative is supported by flexible working hours forcoming in and leaving the office premises during normal working days, and "short Fridays", where the working day can end from 13.00 onwards
- Support mechanism for parenthood in Snam. Read about the Snam's support to maternity in the importance of diversity
- Protection of individual freedom in all its forms and repudiation of any form of discrimination, violence and corruption, enforced labour and child labour. Read about the suppliers analysed in 2019 according these sustainability criteria
- The offer of a stable and continuous working relationship: about 93% of all company contracts are permanent
- Fair pay for an amount that is equal to or, in many cases, above the levels established by the relevant national labour agreement. Adoption of a variable remuneration system to reward performance and young resources with potential for development. Read more about remuneration in the page Workers at the core
- Gender pay gap: the improvement in the women-men pay gap in 2019 is due to the consolidation of the actions aimed at improving the gender balance in the company. Read more in the page about Diversity
- 114,179 hours of training provided to employees in 2019. Read about the main training initiatives in the page Promoting talent
- During the year around 20,291 hours of training attended by 2,916 participants were delivered on health and safety. Training on health and safety was also delivered during HSEQ courses (6,685 hours of HSEQ training with 1,505 participants). Read about it in the page dedicated to training
- School-Work Project: Snam has worked in close collaboration with schools to develop a three-year initiative known as Young Energy. Read about Young Energy programme in the dedicated area
- All employees are free to belong to a union to promote and protect social and financial rights
- Climate analysis: the Pulse Survey was sent to all employees to evaluate company initiatives. The results were presented to the CEO via a webinar and, later on, focus groups were organised, with 420 people involved to identify improvement measures
- Valorisation of employee opinion thanks to participation in the materiality analysis also with a dedicated workshop. Read more about materiality analysis
- Adoption of a whistleblowing guideline. Read about the whistleblowing guideline
- In order to provide a mechanism that promotes participation and information, the Easy Portal is made available by the company to all employees The portal promotes employee engagement in events, activities and information regarding the company; In addition, reports and magazines are published which contain news, analysis and comment on gas demand and the development of the company structure . In 2019 the "Agile re-design" project was launched for the creation of the new portal, which involved around 80 employees through focus group activities as they are the intended users. Read about the corporate intranet in the page Employee initiatives
- Snam takes part in collective bargaining negotiations and carries out periodic consultations with union representatives in relation to working conditions, remuneration and the resolution of disputes. Read about this issue in the Trade Union activities
- Respecting the dignity of all employees and ensuring equal opportunities in all phases and all aspects of the working relationship, avoiding any form of discrimination that could derive from gender, age, health, nationality, political opinions or religion.
- Issued in 2019 the Diversity&Inclusion policy and started in the first months of 2020 the Inclusion Team, an inter-functional group representing diversity with the aim of introducing initiatives to support the culture of inclusion in the workplace
- Growing female representation. Read about the values in the page dedicated to diversity
- In 2019, a total of 120 disabled workers were employed by the Snam Group: the professional development course promoted by Snam for disabled workers aims to promote integration and inclusion in business operations
- Subscription to Valore D, a consortium of businesses that aims to promote diversity, talent and female leadership. Read more about the collaboration with Valore D
- Snam believes that the construction of energy infrastructure requires an attentive focus on the region and direct dialogue with local communities. In this regard, Snam adopts an approach aimed at understanding the needs of the social, economic and environmental context in which the new infrastructure is to be inserted. The reciprocal dialogue with the region helps to identify worthwhile, mutually-beneficial projects for the region. For instance in order to communicate details about projects that Snam developed in Minerbio and is going to develop in Abruzzo and Puglia dedicated web areaa were created. Read about it in the mini-websites Progetto Puglia, Snam for Minerbio and Snam for Abruzzo (available in Italian only)
- Environmental impact assessments are carried out on all phases of the work’s life cycle, from the selection of the location to design, construction, operation and decommission. All assessments are carried out as part of the Environmental Impact Assessment procedure; subsequently, the environmental certificates required by law are issued by centralised and local government. Read about the Environmental Impact Assessment in the page dedicated to Biodiversity
- As regards the construction of the most significant works (compression plants or large methane ducts), Snam evaluates the direct and indirect social and economic impact on the region and local communities. Measurements and estimates are taken using the tools and methodologies of the “Social Impact Assessment”
- Snam created Snam Foundation to provide the skills and realization capabilities that in the history of the Society have contributed to the country's innovation, progress and growth through the implementation and management of complex infrastructures. Read more about Snam Foundation
- Snam is committed to protecting the personal data of its employees and its stakeholders in general, generated or acquired within the company or through business relationships, and undertakes to avoid the improper use of this data. In accordance with the law, Snam ensures that data is processed according to methods which respect the fundamental rights, freedoms and dignity of the persons involved.
12 May 2020 - 17:45 CEST