Human Resources

Group companies recognize the central importance of human resources and believe that the key to the success of any business is the professional contribution of the people that work for it, in a climate of fairness and mutual trust. Group companies shall safeguard health and safety in the workplace and consider respect for workers' rights as fundamental to the business.
Working relationships are managed with a view to guaranteeing equal opportunities and promoting the professional development of each employee. (Article 6 of the Ethical Code ).

The sustainable management of Pirelli's internal community is developed from all possible angles, in line with the Principles and Values expressed in the Ethical Code, in the "Policy for Health, Safety, Environment and Social Responsibility" and in the "Equal Opportunities Statement" of the Group.

Since 2004 Pirelli identified the international standard SA8000® as the benchmark tool for assessing the consistency of the Group's conduct with the CSR principles specified therein.
This entails frequent performance assessment of local sustainability indicators.

Employee Statistics

Occupational Health, Safety and Hygiene

Diversity management

Selection, Training & Development

Dialogue

Company initiatives for the internal community

   

Pirelli's commitment to the firm respect of Equal Opportunities and to the valorization of Diversities is firmly expressed in the "Pirelli Group Equal Opportunities Statement", in Group's Ethical Code and in the Group Policy for Health, Safety, Environment and Social Responsibility. All the docs were communicated by the Chairman to all Pirelli employees throughout the world in the respective local language.

The spreading of an "equal opportunities culture" and the valorization of Diversities are a source of innovation and creativity, translated by Pirelli into concrete actions

Governance of Diversities is managed by the Group Equal Opportunities Manager with the support of the Country Equal Opportunities Managers, who are responsible for guiding and supervising the advancement of equal opportunities at a local level.

Adherence with workplace equal opportunity principles is monitored locally and centrally through the internal Equal Opportunities Complaint Procedure, which is designed to reveal any cases of sexual harassment and/or discrimination that the employee believes he/she has suffered at the Company.

In addiction, in order to monito compliance with the equal opportunity principles affirmed by the Group from the recruiting stage on, a control mechanism was introduced in Italy in 2008 based on the compilation of an anonymous postcard/questionnaire by every candidate interviewed by the Company.

All the opinion surveys conducted in 2008 included certain questions on the perception of diversity (sex, religion, race…) in the Company. Analysis of these surveys revealed positive feedbacks, particularly in certain countries, such as Romania, which have a large female population.

Focusing on individuals of different nationalities is part of Pirelli's DNA as a multinational Company.
From this point of view, Pirelli has long supported the growth and development of its own managers through international experiences that are designed to develop the creative and managerial potential inherent in multiculturalism and in the context of different professional environments.

Specific positive actions aimed at monitoring the respect of cultural diversity were also implemented by Affiliates: different foods in the canteens are clearly indicated in order to facilitate employees' respect of their religious creed, "multilanguage" plant libraries, "welcome kits" for employees entering Pirelli in foreign countries written in their mother languages.

Programmes to help "Pirellians" reconcile work and their private lives, such as by organizing summer holidays for their children, day care, and so on complete a very proactive scenario.

With regard to training, which has long been recognised as a fundamental tool in promoting the cultural change associated with diversity promotion and valorization, specific modules are dedicated to to the "Diversity management". In addiction Sustainability and Equal opportunities were introduced into the "Pirelli's way Joining the Group", a special course for new recruits.

Concerning the breakdown of the workforce by gender, at 31 December 2008 it shows that almost 20% of managerial positions were held by women (unchanged from 2007), while they held 38% of white-collar positions (unchanged from 2007) and 5% of blue-collar positions (compared with 4% in 2007). Their number as a percentage of the total workforce is in line with the figure reported for 2007.

In 2008, like in previous years, the substantially equal pay for men and women was confirmed.

Pirelli has belonged to the European Alliance for CSR since 2007. This initiative is promoted by the European Commission to encourage the spread and exchange of the best sustainability practices amongst businesses.
Thus far, Pirelli has focused its active participation in the Alliance through the European Workshops for the Alliance, coordinated in Italy by the Sodalitas Foundation (Pirelli has a seat on its Executive Committee).
Pirelli's approach to Diversity management is considered as best practice at international level and was thus included in the toolkit "Practising Gender Equality in Careers". The toolkit was produced by the Workshop on Equal Opportunities (set up in 2007) and was presented at the CSR Marketplace CSR in 2007 as well as at the CSR Europe General Meeting in Brussels on 19 June 2008.

Since 2008 Pirelli has also participated in the Italian Workshop on "Managing Multiculturalism at Your Company" which will produce a management manual in 2009 based on existing best practises for multicultural management. The aim of this Workshop is to show "how" inclusive management and constant attention on the multicultural dimension can translate into a competitive edge for businesses.