Strategy
| HIGHLIGHTS | ||||
|---|---|---|---|---|
| Supporting active parenting |
Inclusive corporate culture |
Care for people development and training |
Promoting people’s well-being |
Safeguarding the health and safety of employees |
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
People development
| Objectives | Timing | Indicator (KPI) | Target | Implementation status 2019 |
|---|---|---|---|---|
| Provide continuous training to all Group employees | By 2022 | Hours of training provided | 20 million |
>5 million hours Deadline for achieving the objective has not yet expired |
| Expand the scope of the workforce involved in the performance appraisal system | By 2022 | % of employees participating in the evaluation system | 90% |
97% Objective achieved |
| Increase the quota of middle managers and white-collar staff involved in the MLAB development plans (Managerial LAB for the enhancement of middle managers who have further growth potential) and POP (Professional Guidance Programme which identifies and develops talented young people) | By 2022 | % of middle managers and % of employees involved in development plans | 20% of middle managers and 25% of employees |
22% employees (POP) Deadline for achieving the objective has not yet expired |
| Increase employee satisfaction | By 2022 | % of employees who daclare to be satisfied | 50% |
76% Objective achieved |
| Reduce the rate of absenteeism due to sickness | By 2020 | Illness absenteeism rate | 3.49 |
3.99 Objective achieved |
| Promote membership of the Welfare platform | By 2022 | % conversion rate of Group employees' performance-related bonuses | 15% |
85% Objective achieved |
| Reduce the number of Group employees' occupational injuries | By 2021 | Number of injuries | -790 events in the PCL area compared to 2017 |
-220 Deadline for achieving the objective has not yet expired |
| Reduce the occupational injury frequency rate for Group employees | By 2021 | Injury Frequency | -8% compared to 2017 |
-1.49% Deadline for achieving the objective has not yet expired |
| Reduce the occupational injury seriousness rate for Group employees | By 2021 | Injury seriousness | -8% compared to 2017 |
-12.71% Objective achieved |
| Reduce Poste Italiane SpA's work-related stress levels | By 2020 | Work-related stress risk level | Reduction of the risk of 40 homogeneous groups from "medium-high' to not relevant" |
Overall evaluation expected in 2020 Deadline for achieving the objective has not yet expired |
| Certify the main Group companies in accordance with the ISO 45001 standard | By 2021 | % of the Group's production units certified | 100% |
60% Deadline for achieving the objective has not yet expired |
| Increase the number of prevention initiatives for employees | By 2021 | No. of initiatives | +40% compared to 2019 | New |
| Increase the number of educational and professional orientation initiatives for employees' children | By 2022 | No. of initiatives | +15% compared to 2020 | New |
| Increase the number of parental participation in soft skills enhancement programs developed on the occasion of care activities | By 2021 | No. of registrations | +20% | New |
