We believe that an open working environment that is attentive to people's growth and needs will allow everyone to express themselves and their talents, bringing benefits for the individual and for their organisation. Our strategy therefore starts with continuous employee training, incorporating an intensive training and retraining plan, development paths to support career advancement and motivation, and an extensive programme of initiatives geared towards well-being and work-life balance. Added to this is a culture of inclusion that values the uniqueness of each individual. It promises the flexibility and customisation of each corporate initiative, policy or project, aware that these aspects are not only ethical values, but also an important means of empowering the company. Furthermore, we strive for gender equality and take effective action to achieve it both inside and outside the company.
The value of our people
2023 was an important time for the company’s organisational transformation, which will lead to awork management shake-up. The continued implementation of the Expansion Agreement was part of this process, entailing a reduction in working hours for about 30,000 workers, the payment of a special wage supplement, a new training and retraining programme, a voluntary retirement plan, and a recruitment campaign to acquire key skills, with 922 new employees joining the company of which 33% women.
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The training and retraining plan
We customise training needs to meet the new challenges posed by the ICT market. In 2023 we implemented an intensive, richly-featured retraining plan: 1.35 million training hours, 35 hours per capita (including 5 hours per person on ESG topics), and over 170 catalogue courses that employees could choose to customise their training.
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Training in schools
To reduce the gap between the skills required and those on the labour market, we went outside the company. We collaborated with several educational institutions and partners to create training courses, testimonials and lectures aimed at disseminating digital innovation topics in schools, both for students and teachers.
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Development paths
Our development model is based on an all-encompassing, dynamic view of the individual and makes use of various tools that assess motivation, knowledge, skills, potential and performance.
In 2023 we also launched development plans for specific categories, e.g. young people under 35 (about 2,000 people).
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The well-being of our people
We have confirmed and renewed all the main initiatives aimed at fostering the physical, psychological and social well-being of our employees and their families: from partnerships for facilitated access to sports centres to prevention courses; from psychological support desks to webinars on managing emotions and energy; not to mention study assistance services for children and grandchildren, summer camps for young people and Intercultura scholarships. The aim is to create a good company climate that also has a positive impact on productivity and attendance.
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Smartworking
We think that the use of agile working contributes to the well-being and productivity of employees. The agreement, in force until February 2024, provided for a shift from 2 to 3 smartworking days per week and received (voluntary) take-up from 96% of those eligible, i.e. 27,300 employees. The impact has been particularly relevant in large cities such as Rome (8,770 employees) and Milan (2,620 employees), with a reduction in commuting by 60%.
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Inclusion
In our inclusion plan, we give voice and value to all and everyone while respecting each person’s identity.
About 3% of our workforce is disabled. In this area in 2023, we carried out several awareness-raising and training actions on dyslexia, worked on the 'Sordi Inclusi' project, and created the 'TIMVISION Ascolta' programme, which allows blind and visually impaired children to watch cartoons, assisted by audio descriptions.
As regards sexual orientation and gender identity, we have extended all family unit benefits to cohabiting partners, regardless of gender or blood ties.
In the area of ethnic and religious diversity, at TIM Brasil, where 38% of the workforce are from ethnic minorities, we launched the TIM Pérolas Negras ('Black Pearls') programme to support the career paths of 25% of the approximately 4,000 black employees in the company.
The most appealing initiative, which fully represents our approach to inclusion, is the '4 Weeks 4 Inclusion', the inter-company marathon show organised entirely by TIM and involving more than 400 partners in about 300 events, 600 hours of live coverage and more than 1000 guests.
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Gender Equality
We believe in gender equality and act to achieve it. In 2023, we established the Gender Equality Steering Committee to adopt and implement gender equality and to monitor the progress of related ESG Plan target. We have also attained Gender Equality Certification (UNI/PdR 125:2022), which certifies the organisation's compliance with the gender equality management system.
We show ourselves to the outside world by declaring our vision with institutional awareness-creating campaigns such as 'La Parità Non Può Aspettare', and by choosing commercial testimonials that can be an inspiration to all women. At the same time, we implement initiatives, such as the Women Plus App in Italy and Mulheres Positivas in Brazil, which support women in the labor market, and which offer a point of reference in case of difficult situations
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Health and safety protection
Our Safety Management model observes the main recognised standards (UNI ISO 45001) and applies them to all processes in offices and mixed-use buildings. In addition to the special policy, which encapsulates the principles and guidelines for safety management, we have set up a Safety Steering Committee, chaired by the CEO, to ensure compliance with reference standards, foster integration between functions and share improvement measures.
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