The Group rejects any form of discrimination on the basis of gender, age, nationality, ethnic background, ideology or religion. It operates in strict compliance with laws and contractual requirements, and in keeping with the customs, practices and usages of each country in which the Company operates.

Piaggio operates globally with a diversity of employees, in terms of age and gender, in Europe, the Americas and Asia. For Piaggio, managing diversity means acknowledging and respecting difference as part of the shared substratum of company culture. Staff diversity represents various different ways of pursuing and achieving the highest levels of performance within a single, broader Group organisational design.

The Group's concrete commitment to embracing diversity is reflected by its adoption of a Code of Ethics, conformity to international laws on equal opportunities and use of policies that protect forms of diversity already found within the Company.

The company seeks to spread its culture and values throughout the world with a view to creating the conditions for promoting an international mindset and a truly multinational organisation in which all employees can benefit from equal opportunities.

Human resources management processes are conducted applying the same principles of merit, fairness and transparency in all the countries in which the Group operates, with the accent placed on aspects of relevance for the local culture.

Piaggio selects and hires its staff based solely on the candidates’ characteristics and experiences and the requirements of the position. As shown in the graph below([1]), Piaggio promotes and supports the selection and hiring of candidates from many parts of the world, to contribute to the international mindset that is a key value for the Group.

Percentage of senior managers of local nationality divided by geographic segment as of 31 December

Percentage of senior managers of local nationality divided by geographic segment as of 31 December

[1] Figures include senior managers, first- and second-level executives reporting to top management at Piaggio & C SpA, and the first- and second-level executives of subsidiaries. The term local refers to the national level and local senior managers means senior managers with nationality the same as the country where they work.

In order to promote and sustain intercultural exchange and diversity management, the Group encourages the international mobility of its people, enabling the reciprocal secondment of employees between Group companies.

Female employment

Female employees at Piaggio play a fundamental role at all levels of the organisational structure and in 2016 they accounted for 19.6% of the workforce, up by 0.6 percentage points compared to 2015.

Company employees by gender and geographic segment as of 31 December

  2016 2015
Employee/staff numbers Men Women Men Women
EMEA and Americas2,6241,1282,7251,147
of which Italy2,4411,0772,5451,093
Asia Pacific698143681147
Total5,389 1,3175,7121,341

Number of women employees as of 31 December

Number of women employees as of 31 December

Company employees by contract type, gender and geographic segment as of 31 December 2016

  Fixed-term contract Open-ended contract
Employee/staff numbers Men Women Total Men Women Total
EMEA and Americas5492,6191,1243,743
of which Italy549 2,436 1,0733,509
Asia Pacific 2W19634230502109611
Total966 64 1,030 4,423 1,2535,676

Equal opportunities are offered to employees of both genders, with concrete initiatives in place to help people strike a balance between work and domestic life. Such initiatives include alternatives to full time work.

Company employees by profession, gender and geographic segment as of 31 December 2016

  Full time Part time
Employee/staff numbers Men Women Total Men Women Total
EMEA and Americas2,5308183,34894310404
of which Italy2,3517723,123 90 305395
Asia Pacific698142840011
Total5,2951,006 6,301 94 311 405

Part-time employment in Italy as of 31 December 2016

Part-time employment in Italy as of 31 December 2016


Piaggio's aim is to consolidate its number of female employees and make their working conditions easier. To this end, alternatives to full time work have been in use for several years in Italy and are becoming increasingly popular with employees.

In 2016, 395 employees were working an alternative to full-time hours in Italy: in particular, 4.7% of the workforce was employed with a horizontal part-time contract, and 6.5% on a job-share contract.

Young employees

Within the Group, the company’s largest population is in the 41-50 age group. The generational mix is a crucial precondition for the acquisition and spreading of knowledge among young people from the most experienced workers, who can stand up as an example and pass on the skills and abilities learned over time.

Company employees by professional category and age bracket as of 31 December

Employee/staff numbers up to 30 31-40 41-50 > 50 Total
2016Senior management04385597
Middle management1172281146599
White collars2286485313241,731
Blue collars1,3407221,3288894,279
Total1,568 1,546 2,178 1,4146,706
2015Senior management034061 104
Middle management2145290136 573
White collars291778547317 1,933
Blue collars1,5916581,306888 4,443
Total 1,884 1,584 2,183 1,402 7,053

Company employees up to 30 years of age by geographic segment as of 31 December 2016

Company employees up to 30 years of age by geographic segment as of 31 December 2016


People with disabilities

Piaggio not only guarantees people with disabilities the chance to work, but also recognises the value of their diversity and importance of dialogue in any activity, from the simplest to the most complex. In agreement with trade union organisations and the laws in force, which require companies to employ a certain number of people with disabilities, in Italy Piaggio has forged alliances with social cooperatives, convinced that work can contribute to personal development.

The insertion and integration of disabled people into the workforce is also made possible in practice by the accessibility of company facilities and the existence of a relative company procedure.

Employees with disabilities in Italy (pursuant to Law no. 68/1999) as of 31 December

Employee/staff numbers2016 2015
Senior management/Middle management /White collars911
Blue collars124132
Total133 143
Percentage out of total employees3.8% 3.9%

In 2016, 133 people with disabilities and from legally protected categories were employed at sites in Italy. 

The breakdown in the table above shows that people with disabilities account for 3.8% of the total work force.

Parental/maternity leave

Our companies apply the laws passed by pertinent national legislation.

The Group does not discriminate in any way against women who take maternity leave. On the contrary, to try to help balance family and work life, 156 employees have been granted horizontal part-time contracts in Italy. In addition, as a further supplement to the work-life balance, at the Pontedera site workers can take advantage of the childcare agreement (see Industrial Relations section).

As proof of the above, the following information has been provided for the companies where the phenomenon is more numerically significant.

Parental/maternity leaves

  M W Total M W Total M W Total
Employees on maternity leave during 20163235678729116257
Employees retuning to work in 2016 after maternity leave3228608623109257
Employees retuning to work in 2015 after  maternity leave241842 8425109123
Employees retuning to work and on payroll 12 month after returning from maternity leaves241842 791998112
% Retention rate100.00%100.00%100.00%94.05% 76.00%89.91%100.00%50.00%66.67%
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