Snam respects the dignity of everyone and offers equal opportunity in all phases and all aspects of employment, not partaking in any form of discrimination that may derive from differences in sex, age, state of health, nationality or political or religious opinions, for this reason, in October 2019 the Policy Diversity & Inclusion was adopted. Besides Team Inclusion is starting with the aim to implement new initiatives on this issue
Training, besides fulfilling its traditional role of developing skills and competencies, is also used as a tool to support organisational integration and change management processes
Snam, in line with the goal of sustainable development "Decent work and economic growth" (SDG 8), offers a stable and constant employment relationship, mainly in Italy, with qualified and specialist activities.
About 93% of personnel are on a permanent employment contract.
It is becoming increasingly difficult to grow a business in the European gas market because it requires diverse skills, teamwork and an ever greater capacity to innovate. This means improvements to human capital are crucial in continuing to create value.
Snam has always benefited from high levels of technical and managerial ability, know-how,innovation and vision. Every year, the Company works hard to strengthen its systems and policies for shaping leadership and employee performance, giving staff all the tools they need to be agents of change. In fact Snam considers the development, training, communication and well-being of employees to be core values.
These values derive from Human Rights respect in a broader sense. Values applied in Snam's personnel policies and promoted with Snam's adhesion to Global Compact, with the diffusion of its Code of Ethics and with the adoption of the Diversity & Inclusion Policy.
These values bring together different companies into a single group and help to build new and efficient management and communication systems, making fundamental changes to the organisation and the role of each person, while also enhancing their individual skills.
With a view to continuous improvement, the Pulse survey was provided from the end of 2018 to the beginning of 2019. About 61% of employees answered to the survey.
The areas of investigation of the survey concerned: Engagement and motivation, Collaboration, the Evolution of Snam and My work and I. The portrait of Snam that emerged from this analysis is that of an organization capable of innovating and oriented towards change, within which we work with pride, a sense of belonging and trust in the competence of top management.
Snam's committment towards Company's people is testified by the international “Top Employers” study by Statista in partnership with Forbes, which ranked Snam among the top 150 companies in the world to work in. The list, which includes Snam and one other Italian company, is based on 2,000 global companies with the best reputation, based on 1.4 million interviews at a global and regional level.
Snam’s personnel: a photo
Working at Snam requires essential skills for managing technologies, control systems and increasingly complex IT systems and procedures. As a result, about 57% of 3,025 Group employees have technical specialist degrees. University graduates, mainly in engineering and economics, amount to nearly 27% of the corporate population and European network strategic development projects require the further enhancement of these skills in order to manage the complexities of the work carried out. Actually, people aged under 40(1,164) represent the 38.5% of the corporate population, an increase of 90 resources compared with 2018, also thanks to the inclusion of young talent in recent years.
A total of 93.1% of Snam personnel people have permanent employment contracts and 477 – about 16% of the total workforce – are employed in Southern Italy. The average age of the Group’s workforce is about 44.4 years and the average length of service is about 18.6 years.
Snam Group workforce
Distribution of Employees by geographical area (no.)
07 July 2020 - 17:35 CEST