The importance of diversity
In line with the Policy Diversity & Inclusion, its new three annexes about gender equality, recruiting and harassment and the Code of Ethics, Snam offers equal opportunities to all its employees, encompassing all phases and aspects of the employment relationship
The important process of recognizing all diversity and plurality in the company continues and to share and discover in depth the activities and important results achieved in 2020, Snam published its first 2020 Diversity and Inclusion report
The Group employs 117 people with different disabilities (3.6% of the total workoforce), whose development path aims to facilitate their introduction and integration into the company’s business processes
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 three new appendices: the first on gender equality, the second on the recruiting and the third on harassment (published in june 2021). Besides, concerning the last point, an e-learning training course on "harassment in the workplace" has been made available to the entire company population.
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 117 people with different disabilities (3.6% on total workforce), 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 been launched, an inter-functional group of 34 people, as representative as possible of the many company diversities, with the aim of promoting 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
- HUMAN DEVELOPMENT
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.
Snam in collaboration with Parks, ValoreD, Newton and Divercity launched its first Inclusion Week, a five-day week to test itself and make inclusion an ethical and conscious choice in private and professional life. The initiative, which took place in March 2021, saw the participation of several guests who with their stories and testimonies have inspired all participants on how to be increasingly inclusive both in the company and in society.
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 in 2020, below are some:
- knowledge sharing meetings with foreign associates on Operations&Maintenance issues. 5 virtual meetings held during 2020, including 2 meetings aimed at sharing covid-19 crisis mitigation plans and a meeting dedicated to reducing emissions into the atmosphere. 4 more meetings planned for 2021, for a total of 27 meetings since the beginning of the program;
- knowledge sharing meetings, involving all foreign associates, dedicated to specific corporate departments: 5 remote meetings in 2020 dedicated to HR, Sales, Supply Chain, Security & Cybersecurity and Digital Transformation & Technology;
- launch of a digital sharing platform dedicated to Operations experts from all foreign subsidiaries capable of hosting live events;
- HSE workshop with Desfa, GCA, TAG and Teréga, to share the best practices implemented by the companies in the health, safety and environment fields;
- support and coordination meetings with foreign associates regarding participation in the UNEP OGMP 2.0 protocol for reporting and reducing methane emissions.
In 2020 the people working abroad in companies controlled by Snam are 10, while italian employees which are temporarily working abroad for Snam or its associated are 24.
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 (+15% vs. 2019).
Women now represent 15.6% of the company’s entire workforce. In 2020, the percentages of the workforce concerned by category were as follows: 20.6% of executives and 19.9% of managers were made up of women.
The focus on gender diversity has been further strengthened by the inclusion in the ESG Scorecard of two targets as of 2023 concerning the percentage of women in executive and managerial positions (25% as of 2023) and the percentage of women in succession planning in strategic roles (27% as of 2023). In 2020, these percentages correspond to 20% and 22% respectively, results in line with the achievement of the objectives set.
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.
During 2020 Snam participated in 4 training courses, 2 intercompany mentoring courses proposed by the association and over 10 training courses.
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 role models have joined the campaign and with their commitment they will bring their stories to the middle schools of Italy
During 2020 Snam participated to the project with 70 women as role models who gave their testimony in 36 meetings held in person and remotely.
Snam's initiatives for gender equality promoted by Snam Foundation
Among the other initiatives put in place to promote the role of women in society and to enhance their potential both in education and in the post-Covid recovery phase, the Group organised, through Fondazione Snam, a number of informative webinars, which were then distributed on LinkedIn, Facebook and YouTube platforms, both internally and externally, the main topics of which were:
- the role of women in the recovery, a dialogue to discuss the obstacles to the full expression of women's potential and to identify possible paths to encourage women's participation, especially in the post-Covid economic recovery phase;
- with women at the time of Covid-19, an in-depth analysis of the initiatives and concrete actions carried out by Third Sector organisations, also thanks to the Fondazione Snam, to help women face the emergency, with particular attention to the issues of genderbased violence and the burden of care work;
- women and education, a dialogue to reflect on the issue of gender equality in the world of work, emphasising how education is a valuable tool for spreading a culture of equity and female participation even in traditionally male-dominated fields such as STEM disciplines.
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).
|Persons on maternity leave||59||67||53|
|-of which women||45||57||47|
|Positions closed during the year||44||46||38|
|-of which women||30||36||32|
|-of which women||3*||21||15|
|Percentage of women returning to work||91||100||100|
*Updated figure (12 females returned at the end of December 2018)
With regard to parental leave, 235 positions (including 60 women) were opened during the year and 210 closed (50 of which were assigned to women). At year's end, 34 positions were still active (10 of which were female).
At the end of 2020 42 people (33 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 18.5 training hours per employee were provided during the year to women, the decrease is due to the covid-19 emergency that has heavily influenced all training activities.
|Average training hours delivered to men (hours/year)||36.9||38.4||20.8|
|Average training hours delivered to women (hours/year||28.7||33.8||18.5|
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 under 40 (1,274) represent 39.2% of the company's population, an increase of 110 compared to 2019, thanks also to the inclusion of young resources in recent years, while people over 50 make up 44.2% of the company's population.
Additional data about all types of diversity can be find out on the page Group Indicators.
Age diversity: Employees by age bracket (no.)
Female presence by role (%)
Details on female shares
|Share of women in total workforce (%)||15.6|
|Share of manager women on the total of management workforce (%)||20.0|
|Share of junior manager women on the total of junior management workforce (%)||19.9|
|Share of top manager women on the total of top management postions (%)||20.6|
|Share of manager women in revenue generating functions (i.e. operations) on the total of the managers in revenue generating functions (%)||16.3|
|Share of women in STEM-related positions on the total of STEM positions (%)||27.3|
Since 2010, Snam has carried out constant monitoring of the gender pay gap, in order to reduce the remuneration differences between women and men, with the ultimate aim of closing it, thus promoting effective gender equality. As of 2020, Snam has introduced a new method for calculating the gender pay-gap, which takes into account both fixed remuneration and short- and long-term variable remuneration. The gender pay gap was calculated using both cash and accrual data, the latter being the principle used in Section II of the Report on Remuneration Policy and remuneration paid pursuant to current law. On a cash basis, there was an overall improvement in the gender pay gap in 2020, in line with the trend of recent years. The Gender pay gap on accrual basis and by base salary are available on the 2020 Sustainability Report. In 2020, also in consideration of the data required by the DJSI survey, SNAM also introduced the disclosure of the median gender pay gap and the mean and median bonus gap which measures the differential of variable salaries between genders.
Gender pay gap on a cash basis
Mean and median pay gaps
|Mean Gender pay gap||95|
|Median Gender pay gap||92|
|Mean Bonus pay gap||107|
|Median Bonus pay gap||100|
Entrance in the market and Exit for the female gender (no.)
21 October 2021 - 18:02 CEST