The importance of diversity


In line with the Policy Diversity & Inclusion, its new two annexes about gender equality and recruiting 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 120 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.

At Snam diversity means assuring meritocracy and creating work environments open to the inclusion values: the differences between people are important because they enrich the company and make it ever stronger and in step with the times. 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 Diversity & Inclusion issue a Policy was adopted in October 2019.

Since November 2020 the Policy it has been enriched with two new appendices: the first on gender equality, the second on the recruiting.

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 120 people with different disabilities, whose development path aims to facilitate their introduction and integration into the company’s business processes.

To facilitate the process of valorising all these diversities, Team Inclusion has just started, an inter-functional group of 34 people, as representative as possible of the many company diversities, which will promote the culture of diversity and equal opportunities, creating an inclusive work environment.

The team, divided into 4 groups, identifies, proposes and promotes initiatives concerning:

    To maximize objectivity in the candidate selection process and ensure equal opportunities for internal and external candidates
    To increase the level of awareness about diversity in the company
    To introduce and consolidate diversity and inclusion best practice within Snam as the beginning of a path to support people's growth and development
    To work on the diffusion of an inclusive language that also helps the people of Snam to adopt virtuous behaviors and to connect with others.

One of the initiatives launched in 2020 by the Inclusion Team is the Manifesto of Inclusive Language, born to help the people of Snam to get in touch directly, using a language that is always respectful. The Manifesto is available only in italian.

To testify the path that the Company is taking, Snam is included for the second year in a row among the 380 global companies (of which 18  belong to the energy industry) on the 2021 Bloomberg Gender-Equality Index (GEI). The GEI tracks the financial performance of the Companies most committed to the promotion of gender equality globally, through the development of dedicated policies and initiatives and the transparent disclosure of information.
The index is based on factors such as promoting female leadership, a commitment to reducing the gender pay gap and the culture of inclusion. This year, Snam stood out in the "Inclusive Culture" parameter (+15.1%), which awards the company's commitment in spreading and promoting a more inclusive corporate culture.

Internationalisation of Snam

Promoting diversities of different cultures in Europe is of paramount importance for Snam, given its internationalisation strategy. Numerous meetings and initiatives took place, below are some:

  • The Snam HSEQ teams and the foreign subsidiaries TAG and Teréga met in San Donato Milanese to take stock of the 2019 activity plan. Company experts on the issues, health, safety and the environment, compared projects and prevention tools , identifying opportunities for exchange and synergy for the current year.
  • In March 2019, some colleagues in the Corporate Strategy, Dispatching, Regulatory and DT&T departments met representatives of Enagás, the main transporter and manager of the Spanish gas system, for a knowledge sharing session dedicated to the topic of forecasting models for gas demand.
  • Another international best practice exchange in Operation and Maintenance took place in Greece in early 2019. This is the first appointment of the year for this cycle of international meetings started in April 2016 and that counts 14 appointments in total. The O&M experts of the subsidiaries (Teréga, TAG, GCA, Interconnector UK, Tap and Desfa) of Snam met in Patima (Athens) at the Desfa Dispatching facility.

Besides, 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 2019 the people working abroad are 13.

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 (+5.3%).
    Women now represent 14.6% of the company’s entire workforce. In 2019, the percentages of the workforce concerned by category were as follows: 18.0% of executives and 17.6% of managers were made up of women.

A focus on gender diversity remains a corporate objective for 2019 also, translating into a commitment to guarantee gender balance also in the Company's governance: in 2019 the Shareholders' Meeting approved, with the 99% of votes in favour, a change to the by-laws, which makes the criterion of gender distribution in the Board of Directors and the Board of Statutory Auditors permanent for at least one third of the total members.

In 2017 Snam became a Supporting Member of Valore D, the first association of companies that promotes diversity, talent and female leadership for the growth of companies and the country. Besides in 2020 Snam associates to Parks.

It is important to support the company's international growth today and in the future through promoting the presence of women and colleagues of different nationalities as part of a diverse workforce. Collaboration with Valore D has given Snam employees access to courses to promote gender diversity, different generations and cultures and to develop an inclusive culture, to drive innovation, competition and growth for people and the company as a whole.
In collaboration with Valore D, Snam has designed tailor-made training workshops to meet the needs of diversity and inclusion issues, as well as numerous inter-company mentorship courses.
Snam is one of the 68 companies in the Inclusion Impact Index, developed by Valore D with the support of the Politecnico di Milano to offer the opportunity to map its diversity and inclusion policies and measure their effectiveness.

In 2019 Snam took part in the inter-company training and mentoring programmes offered by the association and 3 in-house workshops have been organised on the following subjects: Unconscious Bias, Happiness in the Company and Organisational Leadership.

In 2020 Snam became a partner of Parks, joining the group of companies that decided to take an active role in the development, also in Italy, of a culture that values and supports differences, sharing with parks' other members the ambition to create inclusive work environments for all employees, regardless of their sexual orientation, identity and gender expression.

Still in 2020 Snam joins to the Diversity charter, the declaration of intent, launched by the Sodalitas Foundation and voluntarily signed by companies of all sizes, for the dissemination of inclusive corporate culture and human resources policies.

Snam is a partner of the international InspirinGirls campaign.

The project foresees that women volunteers from different sectors and professions share their professional and life experience with middle school students, building a bridge between school and the world of work. The aim is to unlock girl’s awareness of their talent, freeing them from gender stereotypes that curb their ambition. Snam's 70 Role Models have joined the campaign and with their commitment they will bring their stories to the middle schools of Italy. In 2019 Snam took part in the project with 70 female role models.

There have been 27 role models who met over 1,000 pupils in the first half of 2020, bringing their digital expertise even during the lockdown.

Snam's initiatives for gender equality: GROW, Young women@Snam and Women in security

The GROW project (Generating Real Opportunities for Women) is designed to promote, support and improve the personal and professional development of women at the Luiss Business School with special attention to entry into the world of work and professional career promotion. The Job Shadowing programme was part of the Snam project to give an opportunity to female students to spend a working day with a Top Manager. In 2019 7 Snam managers and 8 students were involved.

Young women @ Snam is the leadership development route was created for 20 young women working at Snam to improve their self-effectiveness and self-management, emotional intelligence for a more effective communication with their teams and enhance their leadership style.

Women in security is an event organised by Snam, together with the Associazione Italiana Professionisti Security Aziendale(AIPSA) (the Italian Association of Corporate Security Professionals) and Deloitte, to promote gender
diversity in the field of security.
The event, occurred in Milan in June, focused on comparing the human and professional experiences of women working in corporate and institutional security. During the initiative, two scholarships were awarded to young workers to attend a specialist course, organized by the University of Salento, about the security and the protection of critical infrastructures.

Global Agility program

The Global Agility Program is the first in a series of Snam Institute programs that aim to spread a mindset in support of Snam's internationalization. A total of 1940 hours of training were provided, involving 54 colleagues and 16 business units. The training course has successfully prepared colleagues who work in increasingly complex international contexts. Participants had the opportunity to be involved in virtual in-depth sessions on cross-cultural communication and negotiation techniques.

Snam supports maternity

Today in Italy, having a child still means, for one in four women, giving up their work, an unacceptable sacrifice for a civilized country, all the more so if that country has a serious problem of low birth rate. In this context is placed the program Be parents, launched thanks to the collaboration between snam Institute and Welfare.

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). 

  2017 2018 2019
Persons on maternity leave 53 59 67
   -of which women 42 45 57
Positions closed during the year 33 44 46
   -of which women 23 30 36
Positions active 20 3* 21
   -of which women 19 3* 21
Percentage of women returning to work 96 91 100

*Updated figure (12 females returned at the end of December 2018)

With regard to parental leave, 272 positions (including 72 women) were opened during the year and 238 closed (62 of which were assigned to women). At year's end, 34 positions were still active (10 of which were female).

At the end of 2019 38 people (34 of which were female) 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 33.8 training hours per employee were provided during the year to women, considerably higher than that of last year.

  2017 2018 2019
Average training hours delivered to men (hours/year) 31.3 36.9 38.4
Average training hours delivered to women (hours/year 15.8 28.7 33.8


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.

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.

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


Entrance in the market and Exit for the female gender (no.)


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28 January 2021 - 11:15 CET