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Equal opportunities the Group pays great attention to the fair management and growth of the intellectual potential of its human resource.

the Group pays great attention to the fair management and growth of the intellectual potential of its human resources, in line with the criteria of merit and performance achieved, ensuring equal treatment and condemning any form of discrimination. In this regard, people are selected on the basis of their professionalism and skills with respect to the Company’s needs, regardless of their personal characteristics - age, gender, sexual orientation, disability, ethnic origin, nationality, political opinions and religious beliefs - in accordance with the principle of impartiality.
The development and enhancement of people’s distinctive skills, in all their forms and expressions and at different levels across the organisation account for the key strategic engine supporting the growth of the Group’s business. The enhancement of diversity is an enabling factor for the involvement and engagement
of people to achieve corporate objectives. In addition, increasing awareness in the management of diversity
creates a competitive advantage for the Company and shared social value.
The Group has implemented a number of initiatives. The main ones are summarised below:
 
  • Supporting maternity and paternity.  The “Maam” initiative launched by Poste Italiane in 2015 consists of a digital programme aimed at strengthening the skills relating to the procreative experience of motherhood, which may also be useful at the time of returning to work. From 2018, the programme was also extended to fathers. The initiative is part of a broader framework of cultural awareness actions regarding the importance of the presence of women in the workforce and support for active parenting, accompanied by the dissemination and communication of good business practices aimed at supporting women’s leadership.
  • Developing women’s leadership. In collaboration with the Association Valore D, Poste Italiane has participated in managerial training, skill building and role modelling in support of issues relating to gender balance and inter-company mentorship projects, in order to promote the professional development of women towards managerial roles. In 2018, 45% of Poste Italiane’s workforce was made up of female middle and senior Managers and 44.4 % of the Parent Company’s Board of Directors were women.
  • Enhancement of disabled staff. The Company continued the implementation of Nave Scuola (The School Ship), the training project aimed at improving the professional inclusion of staff with hearing difficulties through the delivery of computer literacy and behavioural courses, with a view to facilitating communication between colleagues. In 2018, the percentage of disabled staff was 5%, showing a slight decrease of 9% over the last 3-year period.
  • Supporting vulnerability. The “PosteHelp” project is aimed at offering a network of services and support initiatives to colleagues suffering from serious diseases. The project breaks down into: corporate volunteering to support basic needs, coaching sessions by in-house professionals, and guidance and support activities to identify more accredited treatment centres for specific diseases nationwide.

© Poste Italiane 2019 - VAT registration number: 01114601006

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