Diversity and inclusion

The Group seeks to improve its employees and regards diversity as an opportunity for enrichment because of the contribution it can make to the company.

As outlined in the Group Code of Conduct, Generali guarantees a working environment free of all types of discrimination and harassment, promoting the diversity and inclusion of its employees in the belief that cooperation between people from different cultural backgrounds, with different skills, opinions and experience, is an essential prerequisite for attracting talent and guaranteeing business growth and innovation.

Employees in positions of responsibility are asked to play an active role in creating and promoting a welcoming and supportive working environment where the values of integrity, respect, cooperation, diversity and inclusion are genuinely pursued. To this end, the training courses for new managers in Austria also examine issues such as equal opportunities and the prevention of all types of discrimination.

All decisions regarding the workforce, including selection, recruitment, training, assessment and professional growth, are based on merit and performance and cannot be influenced by factors such as race, ethnicity, religion/creed, sexual orientation, marital status or political beliefs.

In the majority of Group companies there are Equal Opportunities Committees; detailed information on the goals and activities of these bodies can be found in a special area of the company intranet sites.

The Gender Balance project continues in Germany with the aim of ensuring equal opportunities for employees at all levels of the company, in terms of leadership roles, communications, internal human resources processes and external processes targeted at clients.

In France, in order to guard against remuneration discrimination, Generali France signed an agreement (2011- 2013) to guarantee equal remunerations for both male and female employees, allocating a budget for achieving this goal and for guaranteeing equal opportunities in selection, recruitment and career processes. Measures have also been taken to improve the work-life balance policies and the goal is to increase the number of women in managerial positions.

Mandatory maternity leave, applicable to all Group employees based on the laws in force in the various countries, varies between 14 weeks in Germany and Switzerland and 28 in the Czech Republic. In 2012, 2,299 employees, 1,887 of whom women (82.1%), took mandatory leave.

In Italy and France, when returning from maternity leave an orientation interview is held so mothers can be reintroduced into the company in the most effective way possible. In Germany, as well as the interview, recent mothers are also asked whether they would like help from an assistance centre in finding a crèche for their children.

In addition, in Italy focus groups have been set up in the main towns in which the Group is present in order to more accurately assess the real needs of female employees returning to work after maternity and to define a more structured form of support and assistance for them.
Elsewhere, Europ Assistance has taken part in the Un Fiocco in Azienda project, an initiative of the Women Managers Group of Manageritalia, with the contribution of the Municipality of Milan, developed in order to help parents and businesses cope more smoothly with maternity, emphasise the importance of parenthood, facilitate the return of mothers to the workplace and support them also to avoid post-natal depression. The programme provides information on all bureaucratic procedures and involves an informative training course so those women who so desire can still feel a part of company life in the months they are away.

To guarantee equal opportunities for people with disabilities, the Group companies comply with the legislation in place that protects this category from both a social and employment perspective. This legislation which, in particular, regulates employment opportunities and establishes various protective measures during employment, differs from one country to the next, as do the requisites in terms of being classified as disabled, which makes it impossible to provide consistent data; more specifically, there are differences in terms of the percentage reduction in working capacity established in order to fall in this category. In 2012, the number of disabled people employed in the Group companies came to 1,773 (+1.4% compared to 2011), 818 of whom were women (46.1%).

To enable the differently-abled to carry out their jobs, in the majority of Group company premises there are: wheelchair-friendly bathroom facilities, sliding doors, lifts and workstations fitted with oversized monitors and special equipment for employees with hearing, speech and sight disabilities. Refurbishment works are planned at offices that are not yet accessible for people with disabilities in order to eliminate architectural barriers. Some Group companies provide application systems in order to assist with working activities (audio and visual systems, specially-designed PC programmes), special training courses, reserved parking spaces for the disabled or free parking in pay and display parking bays in the immediate vicinity of the premises.

In each country the Group's workforce consists almost entirely of local people as Generali has always valued the contribution that the local population can make in terms of market knowledge and business development. This is also valid for positions of responsibility: in fact, 98.5% of managers are from the country in which they work with only 1.5% hailing from overseas.

Thanks also to a policy that encourages and promotes national and international mobility within the Group, employees of all nationalities can enjoy equal opportunities in terms of their careers and professional growth. To promote cultural exchange, training programmes have been set up that are specifically aimed at employees that are transferred abroad for a period of over six months and the companies that host them. The Marco Polo programme is aimed at employees that work abroad and seeks to help them find their feet and adapt to their new social and working context, as well as to develop expertise and a mentality befitting of an international leader, in order to exploit this diversity for the benefit of the Group. Since 2011 the programme has been enriched by the Cultural Diversity at Work e-learning course aimed at HR and Line Managers that welcome employees from abroad. The programme seeks to promote the development of an open and multicultural mindset in order to help ex-pat colleagues settle quickly and effectively into their new role and new company/country.


GenerAzione Project

In Italy, Assicurazioni Generali, Ina Assitalia, Fata, AlleanzaToro and Genertel participated in the GenerAzione Project, an award/certification for insurance industry companies that carry out positive work in the area of gender equal opportunities. The initiative was promoted by the National joint Committee for Equal Opportunities created by ANIA with the aim of promoting a culture and awareness of equal opportunity issues in the sector, also through the sharing of best practices that already exist in some businesses, and of certifying those companies that have stood out for their promotion of gender equal opportunities. The GenerAzione Project was outlined in a booklet financed by the European Commission as an example of an international best practice in terms of social dialogue in the industry.

In order to identify the best measures adopted by the businesses, the GenerAzione Project evaluated five thematic areas: 1. Management/ training data; 2. Company and Group equal opportunities committees - Activities and Communications; 3. Company initiatives and financed projects; 4. Reconciliation (services - CIA regulations: e.g. part-time, flexibility); 5. Documentation (ethical code, sustainability report, etc.).

In 2012 all participating Group companies were acknowledged for their commitment to promoting gender equal opportunities; Assicurazioni Generali and Ina Assitalia, certified and acknowledged in all five areas of the Project, stood out in particular.