The importance of diversity


In line with the Policy Diversity & Inclusion 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 125 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.

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

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 2018 the people working abroad are 4.

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 (+6.6%). In 2018, about 38.8% of new hires were women.
    Women now represent 13.9% of the company’s entire workforce. In 2018, the percentages of the workforce concerned by category were as follows: 16.8% of executives and 18.8% of managers were made up of women.

A focus on gender diversity remains a corporate objective for 2018 also, translating into a commitment to increase the average training hours (from 15.8 hours in 2017 to 20 hours in 2018). The goal was reached with a value of almost 29 hours.

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.

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.

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, building a bridge between school and the labour market.

Snam's initiatives for gender equality: Snam4STEM and GROW

Snam4STEM is the event that was held in December 2018 and enabled 20 young women to spend a day at Snam to meet role models and gain greater awareness of the importance of the role of women in business.
The girls, young graduates and undergraduates in humanities and STEM disciplines, were chosen during the career days held in recent months at some of the best universities throughout Italy.
Two interns were taken on in early 2019 and one new hire.

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.
Five managers and 8 students took part.

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). 

  2016 2017 2018
Persons on maternity leave 48 53 59
   -of which women 41 42 45
Positions closed during the year 28 33 44
   -of which women 22 23 30
Positions active 20 20 15
   -of which women 19 19 15
Percentage of women returning to work 95 96 91

With regard to parental leave, 254 positions (including 43 women) were opened during the year and 253 closed (44 of which were assigned to women). At year's end, 31 positions were still active (6 of which were female).

At the end of 2018 41 people (37 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 28.7 training hours per employee were provided during the year to women, considerably higher than that of last year.

  2016 2017 2018
Average training hours delivered to men (hours/year) 30.2 31.3 36.9
Average training hours delivered to women (hours/year 17.0 15.8 28.7


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 the age of 35 represented 27% of the corporate population and increased by 98 units compared with 2017, also thanks to the constant hiring of young talent, a feature of 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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14 January 2020 - 16:57 CET