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 differences 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 Group seeks to spread its culture and values throughout the world through shared digital platforms (company Intranet and tools supporting the work of HR such as the Success Factor, Piaggio Global Training), with a view to creating the conditions for fostering an international mindset and a building 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(23), Piaggio promotes and supports the recruitment 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

cruitment 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

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. Their presence, which is equal to 20.3%, is in line with the previous year, with growth in office-based and managerial positions.

Company employees by gender and geographical segment as of 31 december

 20182017
MenWomenMenWomen
EMEA e Americas2,4741,1122,5631,119
of which Italy2,2711,0532,3781,066
India1,971552,04446
Asia Pacific749154704144
Total5,1941,3215,3111,309

Percentage of women employees as of 31 december

Incidenza delle donne sull'organico al 31 dicembre

Company employees by contract type, gender and geographic segment as at 31 december 2018

 Fixed-Term contractOpen-ended cotract
Employee/staff numbersMenWomen TotalMenWomen Total
EMEA e Americas510152,4691,102 3,571
of which Italy510152,2661,0433,309
India69127718 1.280281.308
Asia Pacific3086136944193534
Total1,004981,1024,1901.2235,413

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 at 31 december 2018

  Full time Part time
Employee/staff numbersMenWomenTotalMenWomenTotal
EMEA e Americas2,3738353,208101277378
of which Italy2,1967852,98175268343
India1,971552,026000
Asia Pacific749154903000
Total5,0931,0446,137101277378


Part-time employment as at 31 december 2018

Part-time employment as at 31 december 2018

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 numbersup to 30 31-40 41-50 > 50 Total
2018Senior management083161100
Middle management5189274172640
White collars2656074943721.738
Blue collars1.1627111.2589064.037
Total1,4321,5152,0571,5116,615
2017Senior management04365797
Middle management3176258166603
White collars2526115233471.733
Blue collars1,2687121,2929154,187
Total1,5231,5032,1091,4856,620

Company employees of up to 30 years of age by geographic segment as at 31 december 2018


Company employees of up to 30 years of age by geographic segment as at 31 december 2018

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 181 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 significant2.

 EMEA & AMERICAS (INCLUDING ITALY)ASIA PACIFIC
 MENWOMANTOTALMENWOMANTOTAL
Employees on maternity leave during 2018253055432568

Employees returning in 2018 after maternity leave

251843432467

Employees returning in 2017 after maternity leave

321446752398

Employees returning to work and on the payroll 12 months after returning from maternity leave

261440432366
Retention Rate (%)81.3%100.00%87.00%57.33%100.00%67.35%

 The figures refer only to parental leave requested up to the child’s first birthday..

Engagement and dialogue with staff

The Piaggio Group’s internal communication guidelines are designed to keep employees informed with regard to business performance and prospects, bringing them closer to top management strategies.
The system is based on the conviction that sharing strategic objectives with every employee is a key factor to success.
Piaggio uses communication and information tools which respect and empower the social and cultural realities within the Group.

In particular, in Italy there is an active national Intranet portal, “PiaggioNet”, which provides information on the Group, with company news and the latest on the product ranges of the various brands, as well as a range of staff services (e.g. online coupons, transfer management, manuals/internal procedures, Piaggio Global Training platform and direct access to the online company publication Wide Piaggio Group Magazine, which is also published on the Group’s websites, updated on a continual basis and available in Italian and English versions).

Through specific Intranet stations (“Piaggio InfoPoint”), located in the Italian factories of the Piaggio Group, also blue collars have access to the news (company news, new products) and to many services using their corporate badge.
Similar information is made available to the employees of foreign subsidiaries through the dedicated Intranet portal “PiaggioNet International”, whose contents are published in English.
Additional specific initiatives are provided for employees of premises in Asia and India, for example:

  • Forum dedicated to employees in India (V-Speak);
  • A quarterly meeting at Piaggio Vietnam with management to share quarterly results and targets for the next quarter;
  • INDIA E–Care: this is an online platform where external consultants deal with various personal problems of employees and their families, guaranteeing confidentiality;
  • Piaggio Vietnam Annual Safety training/Monthly Safety coordinator meeting/Safety Driving contest: these are activities that increase safety awareness.
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