|
|
||||
|---|---|---|---|---|
| Supporting active parenting |
Inclusive corporate culture |
5.9 million of hours of training provided in 2020 | 89 workers awarded with the "Stella al merito del lavoro" (Star of Labour Merit) for their particular expertise and hard work | In 2020, about 224,000 hours of training on Safety in the Workplace were provided |
A company like Poste Italiane, which plays a key role in Italy, operates across a value chain that involves a significant number of actors, which includes individuals, organisations, authorities and businesses. Consequently, in addition to complying with the regulations it is subject to, Poste Italiane is committed to taking on ever greater responsibility in safeguarding the wellbeing of the people who work in and for the Company, and those who collaborate with it or merely live in the communities where it operates, in order to foster the development of a “corporate culture” and a response to new challenges and market opportunities.
Download the Group’s social data
| Objectives | Indicator (KPI) | Target | Baseline | Implementation status 2020 |
|---|---|---|---|---|
| Provide continuous training to all Group employees | Hours of training provided | 25 million by 2024 | 2018 | 14.3 million hours |
| Increase the quota of middle managers and white-collar staff involved in the MLAB development plans (Managerial LAB for the development of middle managers who have further growth potential) and POP (Professional Orientation programme that identifies and develops talented young people | % of middle managers and % of employees involved in development plans | 20% of middle managers and 25% of employees by 2022 | 2018 | 13% employees (POP) 9.5% managers (MLAB) |
| Certify the main Group companies in accordance with the ISO 45001 standard | % of the Group's production units certified | 100% by 2021 | 2018 | 100% |
| Increase the number of prevention initiatives for employees | Number of initiatives | +40% by 2021 | 2019 | 18 initiatives |
| Increase the number of educational and professional orientation initiatives for employees' children | Number of initiatives | +15% by 2022 | 2019 | 8 initiatives |
| Increase the number of participations in soft skills development programmes developed on the occasion of care activities | Number of registrations | +20% by 2021 | 2019 | 27% |
| Reduce the number of Group employees' occupational injuries | Number of injuries | -740 events in the PCL area by 2024 | 2020 | New |
| Reduce the occupational injury frequency rate for Group employees | Injury frequency rate | -8% by 2024 | 2020 | New |
| Maintenance of Occupational Health and Safety Management Systems and related ISO 45001 certifications at Poste Italiane and the main Group companies | % of Poste Italiane Group units with a certified OHSMS | 100% every year | 2020 | New |
| Environmental monitoring for the determination of the annual average concentration of radon gas in the air, aimed at assessing the risk of exposure to ionised radiation, in accordance with Legislative Decree no. 101/20 | % of Poste Italiane buildings monitored | 100% by 2024 | 2020 | New |
| Implementation of a new corporate welfare model: development of screening programmes for the prevention of illnesses and corporate welfare programmes to protect the health and safety of Poste Italiane's personnel and aimed at improving their welfare and well-being | % employees involved | 100% by 2024 | 2020 | New |
