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We enhance the skills of our human resources and put them at the disposal of the country
Within the value system of the CDP Group, people are the most valuable asset in which to invest with the goals of growth, shared development and propensity for change.
Indeed, the technical, relational, organisational and intellectual skills of each employee represent the strategic resources required to ensure a significant contribution to the implementation of the Business Plan.
For this reason, we believe in human capital and we manage relationships with employees, focusing on the enhancement of skills, equal opportunities, corporate well-being and the expansion of know-how.
Working within the CDP Group means to contribute actively to the future of Italy, progressing the actions set out in the ambitious Business Plan.
We select our human resources based on skills and know-how, guaranteeing equal opportunities to all. As part of this process, our close ties with the leading Italian universities plays a fundamental role in attracting new graduates and placing them in internships of three to six months. Once they have joined the organisation, the new employees enjoy a remuneration policy that can retain and motivate people and a corporate culture based on gender equality and equal treatment.
To protect this balance, the CDP Group has taken measures to improve staff working conditions and allow a better balance between private life and work. Among all these initiatives, of particular importance are those in support of parenthood: the CDP Group runs several schemes to support parenting, such as leave of absence and contributions towards school expenses, as well as help to enable new mothers to return to work. Of course, getting back up to speed on returning to work after the birth of a child is never easy: for this reason, the companies of the Group organise meetings to update employees about changes taking place in the company during the period of their absence, responding favourably to requests for working on a part time basis.
Merit, talent and skills: these are the drivers that guarantee the growth, development and innovation of the CDP Group. Training paths are the tools through which companies invest in the skills of their own human resources, with a view to developing and enriching their professional and human lives.
In addition to regular compulsory training, that focuses specifically on issues of health and safety within the company, in recent years the Group has paid particular attention to targeted and highly specialised training, to strengthen both professional skills and behavioural skills, the so-called soft skills.
CDP Group has made a commitment to promote well-being and safety, guaranteeing the best working conditions for its employees.
In fact, the health of its human resources is of the utmost importance for the pursuit of corporate objectives and, for this reason, the Group is active on various fronts to guarantee the highest levels of safety in the workplace, from monitoring to training activities. To date, the parent company CDP S.p.A., CDP Investimenti SGR and the SACE Group have obtained BS OHSAS 18001 certification for their occupational healthy and safety management system. Applicable to the main officies of the companies, the standard sets out policies and procedures and provides behavioural guidelines considered applicable to all employees working on the premises of Group companies.
In order to guarantee the all-round well-being of its personnel, the CDP Group has also adopted a comprehensive corporate welfare system aimed at improving quality of life.
Disclosure 102-8 shows information on the characteristics and breakdown of the workforce and the breakdown of personnelby employment contract, gender and age group.
The number of temporary employment contracts rose by 52% in 2017 on the previous year, as did the number of other workers.
Disclosure 405-1 shows the breakdown of employees by gender for each employee category. The level of diversity within an organisation reflects its human capital, the promotion of diversity, and equal opportunity within the organisation itself, revealing issues of particular importance for some segments of the workforce. In 2017 the percentage of women out of total employees was in line with the previous years.
Information is provided below on the breakdown by gender of the various Boards of Directors.