Our initiatives

- The performances of all TIM people are also assessed through a specific "Diversity and Inclusion" competence, which aims to measure the contribution in promoting the value of diversity and in strengthening the culture and practice of gender equality.We will measure our performance on inclusion issues based on the growth of this competence. 

- The TIM Academy diversity and inclusion training plan:

• "Give value to diversity” available to all it gives an overview on this topic
• "Managing disability” aimed at providing a better understanding of how to relate to a colleague or co-worker with a disability.
• “Inclusion = creating value”: a Special training program for middle manager will be launched, with a focus on the motivations linked to the benefits of inclusion and enhancement of diversity for companies
• Inclusive Language: created in partnership with Parole O_Stili
• Gender bias, stereotypes and prejudice.
• TAD TALKS 4 INCLUSION: our format of training on D&I for managers.
• LeadHERship al femminile: another format which presents to all the workforce inspiring stories of women.

At TIM, in Italy, there are 1,500 employees with disabilities, accounting for around 3% of the workforce. The following have been made available for these employees to have a positive work day:

• the policy of automatic workstation adaptation, extended in 2019 to cover disabling chronic diseases as well;
• solutions to improve communication between deaf and visually impaired and the rest of the workforce;
• support for employees’ children with disabilities during TIM Summer camps.

At the beginning of 2020 a service provided by Pedius, a TIM WCAP incubated start-up, together with the partner Veasyt, was implemented to improve the flow of communication between hearing impaired employees and the rest of the company population. It offers the possibility to make and receive phone calls through a system of translation text to voice and viceversa and to have a LIS (Italian Sign Language) translator available on line for short calls or longer meetings, training or conferences.

Information videos were also provided by TIM Academy to describe, with Italian Sign Language, the services available and how to use them.

The “Nessuno Escluso” (None Excluded) project aimes at providing specific IT equipment for everyone with a disability.

The projects directed to our people with sensorial disabilities lead us to design also services for our customers with disabilities. They were designed with the help of our deaf and visually impaired colleagues. We therefore launched in 2021 “TIMinLIS” our customer service which uses the Italian Sign Language, and “TIMVISION speaks LIS” and “TIMVISION ascolta”: the most popular cartoon series offered on our multimedia platform TIMVISION are now offered with Italian Sign Language translation and audio description.

Thanks to the partnership with Valore D, of which TIM is both a supporting partner and a member of the Board of Directors, every year more than 100 employees are able to attend skills building courses, mentoring and coaching programmes, as well as welfare and work-life balance courses and workshops.

Also launched in 2020 was  “Progetto Donna”, which has two strands: climate and culture, and career. The first action of “Progetto Donna” was to publish the “TIM Gender Gap Reduction Manifesto”, which states the 5 specific commitments that TIM makes to people. 

TIM also has a Gender, sexual harassment and bullying policy which, besides providing a reporting system, provides thre resources to support victims of harassment and bullying: legal advice, counselling and a Person of Trust - someone outside the company who can provide immediate assistance. Over the next few months, we will launch a training course for the entire company, whilst other courses on inclusive language, created by Parole O_Stili, and gender bias, with the administration of the Harvard Implicit Association Test, have already begun. 

Before the end of 2023 we are planning to get the UNI/PdR 125 the official certification requested to the Italian Institutions about gender peer opportunities.

In 2021 and 2022 a series of role-modelling talks, Female LeadHERship, were organized in partnership with Valore D.

TIM’s pledge to shrink the gender gap has specific goals for fostering an equal opportunity culture, as well as more precise indicators which look at the number of women in leadership roles and the pay gap.

In order to foster an equal opportunity culture, we aim to reach the following goals by the end of 2021:

• at least 50% of company employees showing awareness of the initiatives (the target was reached and exceeded by 12.17%)
• development path gear specifically towards female employees, with at least 80% of them being involved (the target was reached and exceeded by 19.75%).

Regarding women in leadership roles and the pay gap, managerial incentives have also been introduced calling for, by the end of 2023:

• reduction of the Gender Pay Gap in the Middle Managers segment Responsible;
•  increase in the percentage of the population female executive out of total executives;
• percentage increase of women in positions of responsibility;
• out of the total number of holders of positions of responsibility.

Thanks to the partnership with PARKS, Liberi e Uguali, of which TIM is a founding member and Board member, we have implemented TIM's definition of "family", which extends all benefits granted to its employees (car, healthcare, supplementary insurance) to all cohabiting partners, regardless of gender, and grants the opportunity to access the company's many care services to the registered family of the employee (regardless of consanguinity, and therefore also to same-sex families and their children). 

Every year, with he help of PARKS we organize several moment of training on LGBT+ themes to raise awareness in the workforce and promote a culture of inclusion, specifically around significant dates like may 17^th “IDAHOT” (International Day Against Homophobia and Transfobia”. In 2023 we organized a successful webinar called “Coming Out Stories” which hosted several stories of coming out of our colleagues.

In 2023 TIM is sponsor of Rome and Milano Pride and has organized a powerful campaign to support PRIDE month, including the visibility of the rainbow version of or TIM icon.

TIM has launched an important Age Empowerment Program which,  given the fact that we now work for longer, includes a portfolio of activities: from the cross-generational “masters of the trade” meetings, to mentoring, to the redesign of models of development, training and rewards.

The aim of the program is to foster the contribution of every generation and at the same time to improve collaboration among people from different generations.

The fundament of the program is the  “work drivers map”, a massive survey that aims to profile the entire company population, and in particular the over 55s, according to motivation and employability, to encourage diversified development paths by cluster.