Our people
People are our value and our excellence. With their skills, expertise and experience, they are our key success factor.
Digitisation and innovation; inclusion and diversity. These are the values that guide us in the responsible management of our people.
We care about our people and their well-being. That is why we are committed to enhancing their career path and talents, which are the real driving force of the company. Indeed, protecting the diversity of each person is a value for our growth and we believe that investing in the unique identities of our employees is a crucial factor for the development of the society in which we live.
With this in mind, we promote a positive and inclusive working environment, to nurture everyone’s growth, passions and diversity, taking care of them every day.
People are the heart of the Group: thanks to their skills and diversity, they stimulate us to improve our processes and the way we work.
-
EMPLOYEES
4,297
Total number of employees. (4,341 with the affiliates)
-
OPEN-ENDED CONTRACT
99%
of the company's population has an open-ended contract (full time or apprenticeship)
-
NEW RECRUITS
384
Number of new recruits. 2023, Italy and Greece.
We place listening at the heart of the management and development of the Group’s employees.
We implement initiatives and projects that stem from a desire to provide a stimulating environment in which talents can emerge and passions can flourish. We do this for our own resources, whose pride encourages us to get better and better.
Valuing people and their skills
We invest in the growth of our talents in the company and offer tailor-made training and career development paths. Digital transformation and energy transition are at the heart of our development plans, which provide all the tools you need to become an expert in these two areas and make concrete contributions to the company’s projects. The Digital Factory, our digital idea factory, La Digital Factory, makes a fundamental contribution to the development of digital skills.
“In 2020, we have activated a programme of upgrading and acquiring new skills, upskilling and reskilling. With the Strategic Plan 2023-2029 the target to 2029 is now to devote 45 hours per employee per year on average to training.”
Starting from 2020 we developed the “digital learning” programme: distance learning courses in digital mode. In addition to topics related to digital evolution and business, we offer training on our ethical and sustainability principles related to anti-corruption policies and procedures.
Our Ambassador Communities
In 2020 we set up a community of 65 Digital Ambassadors, present in all the Group’s locations, to support the transfer of digital knowledge in Italgas. Based on the success of this initiative, we have devised a Cultural Change Plan 2021-2023 that envisages an evolution of the figure of the ambassadors, who are increasingly present in the Group to deal with issues relating to sustainability, diversity and inclusion.
- Ambassadors for sustainability
In all corporate functions to disseminate sustainability issues. - Awareness Ambassadors
They work on specific projects within Italgas. - Community Ambassadors
On the ground, able to grasp the needs and peculiarities of territories. - Diversity & Inclusion Ambassador
In order to build an action plan on gender equality, ageing, digital divide.
Promoting a positive and inclusive working environment
We support diversity, in all its forms and manifestations, and ensure inclusion at different levels of the organisation. It is our corporate asset, a value for the growth of all of us, of the Group and of Italy.
-
Presence of women
20.3% Presence of women out of 4,297 total employees.
-
Young
other 400 young new recruits of which almost 29% were women, in the last 3 years.
-
Recent graduates
48% women in the placement of recent graduates.
-
Manifesto for Women’s Employment
We adhere to the Value D Manifesto for Women’s Employment.
-
Portals accessible
Thanks to our tools and collaboration with SAP, we make our portals accessible to everyone.
Digital transformation means inclusion of all genders. A change that has created new opportunities in the company for Stem profiles.
Paolo Gallo
AD
Our Diversity and Inclusion Policy
We are committed to avoiding any form of discrimination in employment, promoting a culture in which people recognise the value of diversity, and continuing to develop programmes and initiatives dedicated to inclusion in its various meanings. To confirm this commitment, over a year ago we adopted a Diversity and Inclusion Policy that implements some of the fundamental principles of our Code of Ethics, involves all Italgas people and suppliers and also applies to relations with all stakeholders.
We take care of people
We promote the well-being of our people and develop projects to enhance them and ensure their personal and professional balance. This allows us to live sustainably, both in our private and working lives. As an example, the welfare system we offer our Italian employees consists of numerous initiatives, such as the Flexible Benefit Plan, remote working with Smart Working and leisure and family activities.
We promote remote working to support the well-being of our employees
Smart working conditions continue to be used in line with the agreements in place.
We protect health and safety
The health and safety of our people, our employees and our customers is paramount in the day-to-day running of our business.