The Group values its employees and recognises the contributions that each staff member can make to the organisation. Its focus and commitment to its workforce - viewed as the strategic capital on which the Group bases its success - respect for human dignity, freedom, equality, equal opportunity in the workplace and in career paths, with no form of discrimination on the basis of gender, ethnic origin, language, disability, etc., are explicitly laid down in the Ethical Code and are universally acknowledged by all Group employees.
In particular, Generali Group corporate contracts include examples of rules for the equal treatment of men and women in the selection, training, promotion and remuneration process, which were often implemented prior to the application of European and national legislation.
The Group applies the applicable national equal opportunity and non-discrimination legislation in all countries in the Sustainability Report area as well as the specific regulations as set out in the national collective bargaining agreements for the insurance industry in certain countries.
The below table shows the situation in the various countries and also lists some of the initiatives that are currently underway. Country Equal opportunity policies for men and women
Italy The Equal Opportunities Committee continued with its analysis of the data contained in the periodic reports on male and female staff. An investigation survey was also conducted to highlight and amend contractual and/or legal provisions on equal opportunities, the results of which were published in a final summary document.
Austria All processes relating to staff members selection, recruitment, employment, training,
Country Equal opportunity policies for men and women
France An equal opportunities trade union agreement was entered into in 2009, which applies to all Group employees. The agreement describes the fundamental principles of professional equality between men and women, especially on issues such as remuneration, recruitment, mobility, career development and the balancing of family and professional life. The agreement envisages the establishment of an Equal Opportunities Committee and a monitoring system.
The agreement expands on a previous agreement in effect since 2006 and aims to create an integrated policy that covers all aspects that were previously dealt with individually: people with disabilities, equality among men and women, work placement of young people, career development, etc.. Germany Each company has an Ombudsman, who monitors application of equal opportunities legislation
(which came into force in August 2006) and takes all necessary measures in the event of violation thereof, and a compliance department, which deals with breaches of the Code of Conduct. All staff members were informed by letter, e-mail and articles published on the corporate Intranet on the legal provisions and the rules of conduct to be adopted and receive adequate training on the issue. Israel The company applies current regulations protecting the right of women to equal opportunities in
the workplace.
Spain In 2009 the Equality Gender Plan agreement was entered into with the trade unions, which
introduced measures to ensure equal treatment and equal opportunities for men and women, and to prevent instances of discrimination.
An Equal Opportunity Committee was created and a new figure was introduced, who is responsible for ensuring implementation of the agreement.
An Intranet platform called Equality Space was also set up for employees.
Switzerland Companies apply national equal opportunity and professional equality legislation; employee regulations also prohibit any type of discrimination. The Human Resources Committee is responsible for ensuring that these regulations are observed, and is also responsible for intervening in the event of a breach.
The above workforce characteristics reveal that there are more women in the up to 34 age bracket (52.5% of the total), an indication that there is no discrimination among new recruits. The percentage of women in the overall workforce has grown steadily in recent years, rising from 40% in 2004 to 45.3% in 2009. This is one reason why there are more women employees in the administrative area, where new staff has been hired. Women continue to form a majority in call centres, however the number of women holding positions of responsibility has also grown slightly: in 2009, the number of women managers or middle managers rose by 265, equivalent to 40% of the total recorded in the two levels.
The workforce in each country almost entirely consists of local staff, as Generali has always valued the contribution of the local community in terms of market knowledge and business development.
Employees of all nationalities are offered equal professional growth and personal career opportunities, thanks in part to a policy that promotes and implements intragroup mobility at a national and international level. On average, over 97% of the managers are local, while the remaining 3% are foreign, but not all are from the Parent Company.
All Group companies in the Sustainability Report area comply with the laws to protect equal opportunities for disabled people in social as well as professional fields. These laws, which regulate recruitment and provide protection in the workplace, vary from country to country; it has not therefore been possible to provide data on a comparable basis. In particular, the definition of disabled, expressed as a percentage reduction in the professional ability that is required in order to be classified within the category and the level of disability qualifying the person for protection for recruitment purposes, varies from country to country. In application of the regulations in force in each country for the recruitment of disabled people, Group companies employed 1,514 disabled people in 2009.
Most company premises have been adapted to enable disabled users to carry out their duties. Such adaptations include accessible bathrooms, sliding doors, lifts and work stations with large computer monitors and special equipment for the deaf and dumb, and for the blind. Restructuring work to remove architectural barriers is in plan for those premises that do not as yet provide access for the disabled. Some companies also provide parking for the disabled in the
immediate vicinity of the building.
In France in 2008, Generali entered into an agreement with DDTEFP - Direction Departmentale du Travail, de Emploi et de la Formation Professionnelle, a body which reports to the Ministry of Social Affairs and which aims to strengthen initiatives in favour of its employees with disabilities.