Valuing people


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, during 2020 two new appendices of the Policy Diversity & Inclusion were adopted regarding Gender equality and Recruitment. Besides, after starting its Team Inclusion, Snam launched in march 2021 its first Inclusion week


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 (93.4%) 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, since the end of 2018 the company has implemented annual listening initiatives aimed at the entire company population. In 2020 the survey areas, to which 67% of employees replied, concerned: engagement, work arrangements, business focus, support and collaboration, policies and well being. The evidence that emerged and measured through the survey measurement scale (Agree | Fairly Agree |? | Fairly Disagree | Disagree) has returned the portrait of an organization that is constantly focused on business objectives, connected and informed thanks to initiatives for employees, confident in the management's ability to protect people's health and guide the organization through new business challenges. The level of engagement is particularly high, accompanied by good affiliation sentiment.

Here can be found an abstract of results (available only in italian).

Snam's committment towards Company's people is testified by the study "Italy's Best Employers", carried out by Corriere della Sera in collaboration with Statista, which recognises Snam as the best company to work for in Italy in the Energy sector.

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 54% of  3,249 Group employees have technical specialist degrees. University graduates, mainly in engineering and economics, amount to nearly 29% 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. Snam is a company that is gradually becoming younger: with an average age of 44.5, people under 40 (1,274) represent 39.2% of the company population, an increase of 110 units compared to 2019, thanks also to the hiring of young resources in recent years, able to bring new knowledge and skills with respect to new businesses for the energy transition. The value of experience is provided by people over 50, who make up 44.2% of the company population.

A total of 93.4% of Snam personnel people have permanent employment contracts and 498 – about 15% of the total workforce – are employed in Southern Italy. The average length of service is about 18.6 years.

Snam Group workforce

  2018 2019 2020
Executives 107 111 131
Managers 480 493 549
Office workers 1,682 1,683 1,764
Manual workers 747 738 805
Total employees 3,016 3,025 3,249

Distribution of Employees by geographical area (no.)


Breakdown employees for country

Country % of total workforce % of total management workforce
Albania 0.2 0.0
China 0.3 0.5
Italy 99.1 99.4
Romania 0.4 0.0
Slovakia 0.0 0.1


Turnover data

Total Turnover
  Executives Managers White collars Blue collars Total
Turnover rate 22.9 11.6 12.1 10.1 11.9
Voluntary exit rate 3.3 0.8 2.0 0.7 1.5
Exit rate 10.6 4.4 4.4 4.3 4.6
Female Turnover
  Executives Managers White collars Blue collars Total
Turnover rate 25.7 17.6 18.1 / 18.3
Voluntary exit rate 4.3 2.1 3.2 / 3.0
Exit rate 4.3 3.1 3.5 / 3.5
Male Turnover
  Executives Managers White collars Blue collars Total
Turnover rate 22.3 10.2 10.5 10.1 10.8
Voluntary exit rate 3.0 0.5 1.7 0.7 1.3
Exit rate 12.1 4.8 4.6 4.3 4.8

Working at Snam: find out more under “People”

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Explore our 2020 Sustainability Report

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Discover how Snam develops the talents of its personnel

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11 June 2021 - 15:48 CEST