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Diversity that creates value Diversity among people represents a key value for the Group and one of its greatest resources, giving value to the corporate system.

Poste Italiane supports and promotes diversity in all its forms and expressions, at various levels of the organisation.

Adopting the perspective of the value of diversity means recognising differences, supporting different lifestyles and taking account of the various associated requirements.

The valorisation of female personnel

In particular, the Group is characterised by a significant presence of women, not only among its office workers but also at management level, albeit to a different extent based on the functions of reference.

Given its size and significant female presence, the Company has become increasingly undertaken to promote an organisational culture over the years based on the added value of diversity. Indeed, since 1865, the year in which the first woman was recruited, the company has grown, established itself and is strongly rooted in every part of the country, also thanks to the contribution of women.

It is precisely the female component that has, for some time, give rise to the need for a strategic approach to the effective realisation of equal opportunities in the company, this came about through positive actions and remunerative and development policies based on equality and performance.

This basic principle is guaranteed by corporate policies based on meritocracy and the benchmark with best practices, as well as a careful and punctual comparison with the reference market, condemning any form of discrimination, starting from the selection activities up to establishing the working relationship and the distribution of training.

In Poste Italiane, women form 53% of the personnel, which means more than 70 thousand employees. Gender diversity is found at all staff levels. Indeed, 46% of executive management staff are women.

There is also a large female presence in the top management of Poste Italiane S.p.A.: 44% of the members of the BoD are women and 21% of executive positions are held by women.

Added to this datum is that more than 40% of the 132 Branches (structures responsible for managing Post Offices in a district) is steered by women.

Lastly, as regards postal services, out of 35 thousand delivery persons, postwomen represent 44%.

Commitment to women

Poste Italiane participates, also by means of its presence in committees and associations engaged with women’s issues, in initiatives and events having the purpose of promoting the active participation of women in the world of work.

The Group also adheres to the Charter for equal opportunities, a declaration of intent, voluntarily signed by enterprises of all sizes, to circulate a corporate culture and policies for inclusive human resources that are free from discrimination and prejudice and capable to valorise talent in all its diversity.

Training and seminar interventions are numerous, also thanks to the collaboration with various Associations, in particular: highly qualified mentorship interventions of the cross-company type in order to promote professional growth thereof towards managerial roles and growing responsibilities (in which 4 participants take part every year) and pluralistic management training and skill building interventions to promote topics associated with gender balance.

At the same time, the Company contributes to the realisation of events, testimonials and intercompany round tables concerning diversity management, conciliation and intercompany welfare Lab programmes to develop and share best practices, joining research and surveys on the argument to measure up with other similar sized social realities. Worthy of mention among the initiatives is “Talent with no age” directed at favouring the development of age diversity measures in favour of female staff in the over 50 age group - and “Women at the Top” aimed at identifying reasons at dynamics at the base of gender inequality in the working world in management positions.

Poste Italiane also participates in Network Diversity & Inclusion promoted by the Chairmen of some large Italian companies, aimed at appreciating the level of seniority reached on the matter by various organisations and identifying best practicing and possible synergies. The network proposed to contribute to the development of common gender diversity projects and the Company joined the “Women in Motion”, aimed at promoting the study of technical subjects by new generations of female students by means of initiatives of orientation and intercompany community. It also hosted a stretch of the “Girls in Motion” orientation path in the Business Control Centre in Rome.

At the same time it proposed that network companies participated in another common project called “A Women’s Network”, to combat gender violence, having possible synergy guidelines consisting in: joining integrated communication and awareness campaigns; paths to autonomy, entry to work and training; tutoring and corporate volunteering models.

The valorisation and protection of the disabled

In order to contribute to breaking down physical, sensorial and cultural barriers, the Company realises projects aimed at promoting policies for inclusive valorisation of differences. In this context, especially worthy of mention are:
  • School Ship”, a project aimed at improving professional inclusion by means of IT literacy and conduct courses for those with impaired hearing. The applied method involves the construction of in-field experimentation of diversified training actions to be replicated in various districts at national level (behavioural course: individual motivation and conduct dynamics at the workplace to improve communications among colleagues and the boss; IT literacy course).
  • Culture and Disability”, awareness modules activated in 2016 for trainers of the Post, Communications and Logistics (PCL) function to raise awareness of people involved on matters of disability, provide information, knowledge and strategies to overcome “barriers” of various natures and make training courses truly accessible to all. The classroom trainer awareness plan also led to a complete review of didactic material so that it could be used by disabled persons as well, adapting it to their needs and making it simpler and comprehensible.
  • Summer breaks are offered to disabled children of Group employees, they last 15 days in accessible structures including an assistant dedicated to each child and costs fully charged to the Company. Families choosing to accompany their children are offered holiday packages at preferential economic conditions. There were 41 participants in 2017 who join the 200 children of employees who took part in the six previous editions.

Furthermore, an agreement stipulated with the Municipality of Rome allowed children with cognitive disabilities to complete an apprenticeship at some corporate structures (8 youngsters were able to avail of this opportunity in 2017).

Lastly, it is important to remember that, in compliance with the normative obligations on the matter of placement concerning disabled workers pursuant to Law 68/99, an information prospectus presented in January 2017 by Poste Italiane S.p.A. related to 2016. Given the evidence drawn from the presentation of such information prospectus the Company promptly took steps with the Provinces interested in the discovery of disabled persons, stipulating agreements with the latter aimed at the gradual insertion of these resources. The corporate approach, apart from guaranteeing observance of legal provisions on this matter, is based on the valorisation of disabled personnel and related full integration of the latter into the Group’s working context.


The commitment to guaranteeing the wellbeing and development of Group personnel and is expressed in the numerous initiatives conceived by Poste Italiane for its employees, with particular regard to reconciling life at work with private life.
With regard to normative treatment related to safeguarding maternity and paternity, the Company guarantees preferential treatment respect to that provided by the law. Indeed, in Poste Italiane, female workers using maternity leave have the right to 100% remuneration for all five months of leave from work compared to paying 80% of the remuneration provided for by the law.

On the matter of parental leave, mothers and fathers are assured that should they so choose, they will receive preferential economic treatment equal to 80% for the first two months against 30% provided by law, limited to the first six years of the child’s life.

In addition, if a breastfeeding female worker needs to be near home, the Company may approval requests for temporary assignment in other office within the regions belonging to the areas of competence of the Regional Human Resources structure of reference, possibly in the Municipality of normal residence or neighbouring Municipality, in respect of the organisational requirements and job of the interested person.

In order to favour and sustain active parenting paths for both parents, the Company promotes specific campaigns upon the introduction of normative novelties concerning the protection of maternity and paternity, aimed at updating employees in respect of the measures provided for to protect such right.

Poste Italiane also conceived specific programmes for accompanying future mothers from when they go on leave to when they return to work. “Maam U – Maternity as a Master” (with about 370 registrations to the Maam platform) is the programme dedicated to pregnant women that transforms the experience of maternity leave into a moment of growth, also professional, for women. The objective is to turn the traditional view of perceiving maternity as a necessary but difficulty absence, a moment of interruption, both for companies and workers, on its head so as to favour the development of active parenting and the inclusion of women in the world of work. In this context, women pass the months of leave as a recognised and appreciated time, also useful for working reasons, during which her skills increased and her identity enriched. This derives from a training course which began in 2015 and is accessed from an IT tool by which once discovers and learns soft skills acquired in the role of a mother (e.g. relational, organisational, creative, etc.) also in the working environment. The plan is also associated to a service called “Engage” to provide an exchange on a voluntary basis between managers and employees on maternity leave by means of a dedicated App, in order to favour and efficient return to work. The plan is supported by a community in which participants exchange experiences, emotions and reflections on the journey and on maternity.

It is also important to cite the “Parcheggi Rosa” [pink car parks] initiative, which foresees the temporary assignment of parking spaces to pregnant workers, starting from the seventh month of pregnancy until they begin maternity leave.
Lastly, in response to the growing need for flexibility and reconciliation expressed by the workers, Poste Italiane has progressed with its “Social Inclusion” project for several years, aimed at people with objective needs for car per se (e.g. mothers ante and post-partum, employees resuming service after a long illness, injury or leave, the disabled, etc.) or for their relatives (e.g. employees needing to help elderly parents or children in a certain period of time) who can choose to work from home, guaranteeing one or more office visits per week in the company. It was found in recent years that the experimentation on organisational solutions based on using technologies, such as telework, recorded a positive increase in productivity (+12%) and a reduction in absenteeism (-10%). There were 290 active workstations in 2017.
The crèche service was launched in the seat of Rome, Bologna, and by mutual agreement, Milan (for babies from 3 to 36 months). These structures can host 52 babies at the PosteBimbi è in Rome and 69 at the crèche in Bologna. They are open to both the children of Group employees and children from municipal and third party entity lists on the basis of agreements for supporting collective applications and under conditions of reciprocity.

The third crèche, in Milan, valorises a joint collaboration with another company so as to mutually guarantee the availability of places in the respective crèches in other seats in Italy (8 places reserved for PosteItaliane in Tim’s “MioNido”).

The objective of company crèches is to guarantee employees a flexible educational service, the distinctive characteristics of which are a relational approach by all those involved in the process, values of echo-sustainability and interculturalism (bilingualism) and a constant educational alliance with families so as to favour a structured dialogue, also by means of innovative means of communicating (e.g. seminars supporting parenting).

A contribution by the Company - regulated according to the type of chosen hours and/or income situation of the families, on average equal to 50% of the monthly fee - guarantees facilitated economic conditions of access to the crèche.
Distinction awarded every 1st May by the President of the Republic to public or private enterprises having demonstrated special expertise, effort and good moral conduct in the company.

There were 63 awarded employees of Poste Italiane in the eighth edition.
On the matter of culture and instruction, in 2017 Poste Italiane issued 14 annual scholarships and stays overseas, reserved to the worthy children of employees and fully sustained by the Company.

Poste Italiane envisages the activation of a scholastic and professional orientation service reserved to the children of employees, called “PosteOrienta”, having two main targets, teenagers starting from 13 years old (secondary school) and 17-18 year olds (high school). The programme includes specific seminars organised in various corporate seats, as well as the possibility to access a portal through which to navigate more than 300 professions with videos and topical descriptions, as well as drawing up a statement of skills and abilities, participate in online courses and digital literacy webinar and access opportunities available to enter the world of work. About 500 young people were involved in the 25 seminars at national level in 2017.

Moreover, the Group organised the first Talent Day addressing employees’ children and young people from other network realities, to help them effectively move closer to the world of work. The day dedicated to young university students and graduates offered an opportunity for learning about active employment search techniques together with Human Resources managers and the possibility to receive support with orientation and keep up with professional activities. 75 youngsters participated at the Rome seat.

Corporate support for employees
Subsidies constitute the instrument of corporate support for employees in situations of special necessity, caused by serious personal and/or family conditions or consequent to serious events of natural disaster. The interventions issued in 2017 totalled 59 in compliance with the requisites indicated in the specific “Subsidies Guidelines” and related economic frameworks.
Furthermore, in 2017 the Company activated 120 agreements and temporary topical campaigns dedicated to the proposal of products and services under preferential conditions, with particular attention to services linked to health and summer camps for young children and teenagers.