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.

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 law and with contractual requirements, and in keeping with the customs, practices and usages of each country in which Piaggio 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 diff erences as part of the shared substratum of company culture. Staff diversity represents various diff erent 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 refl ected 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 Group seeks to spread its culture and values throughout the world, with a view to creating the conditions for promoting an international mindset and a building a truly multinational organisation, in which all employees can benefi t 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(28), Piaggio promotes and supports the recruitment of candidates from many parts of the world, with a view to contributing to the international mindset that represents a key value for the Group.

28) Figures include senior managers, fi rst- and second-level executives reporting to top management at Piaggio & C. SpA, and the fi rst- 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.

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

Percentage of senior managers

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. Their presence, which is equal to 19.8%, is in line with the previous year, with growth in white-collar and managerial positions.

Company employees by gender and geographic segment as of 31 December

  20172016
Employee/staff numbersMenWomen Men Women
EMEA and Americas2,5631,1192,6241,128
of which Italy2,3781,0662,4411,077
India2,044462,06746
Asia Pacific704144698143
Total5,3111,3095,389 1,317

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 2017

  Fixed-term contract Open-ended contract
Employee/staff numbers Men Women Total Men Women Total
EMEA and Americas89172,5551,1103,665
of which Italy58132,3731,0583,431
India761217821,283251,308
Asia Pacific25638294448106554
Total1,025681,0934,2861,2415,527

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 2017

  Full time Part time
Employee/staff numbers Men Women Total Men Women Total
EMEA and Americas2,4798163,29584303387
of which Italy2,2957673,06283299382
India2,044462,090000
Asia Pacific704144848000
Total5,2271,0066,23384303387

Part-time employment in Italy as of 31 December 2017

Part-time employment in Italy as of 31 December 2017

 

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 2017, 382 employees were working under a non full-time contract in Italy: specifi cally, 5.11% of the workforce was employed under a horizontal part-time contract, and 5.98% under 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
2017Senior management04365797
Middle management3176258166603
White collars2526115233471,733
Blue collars1,2687121,2929154,187
Total1,5231,5032,1091,4856,620
2016Senior management04385597
Middle management0172281146599
White collars2286485313241,731
Blue collars1,3407221,3288894,279
Total1,5681,5462,1781,4146,706

Company employees up to 30 years of age by geographic segment as of 31 December 2017

Company employees up to 30 years of age by geographic segment as of 31 December 2017

 

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 laws in force, which require companies to employ a certain number of people with disabilities, Piaggio in Italy 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 numbers20172016
Senior management/Middle management /White collars89
Blue collars120124
Total128133
Percentage out of total employees3.7%3.8%

In 2017, 128 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 3.7% 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. Indeed, to support work-child care balance, a horizontal part-time contract has been granted to 174 employees in Italy. In addition, as further support to work-life balance, in Pontedera employees can benefit from an agreement for child support (see Industrial Relations section). As proof of the above, the following information has been provided for the companies for which the phenomenon is more numerically significant29.

29) The values shown relate solely to parental leave requested within the child’s first year of life.

Parental/maternity leaves

 ItalyVietnamEMEA&Americas
  M W Total M W Total M W Total
Employees on maternity leave during 20173133647429103246
Employees retuning to work in 2017 after maternity leave301343742397213
Employees retuning to work in 2016 after  maternity leave3228608623109257
Employees retuning to work and on payroll 12 month after returning from maternity leaves3128598123104145
% Retention rate96.88%100%98.33%94.19%100.00%95.41%50.00%80.00%71.43%
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