Promoting Inclusion and Diversity

06/15/2018 - 09:30 AM

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Some of our initiatives in 2017 to reach this goal:
- in 2017  we obtained the Family Audit certification that commits the company to a plan for the development of initiatives for reconciliation of family and professional life, a plan measured by a specific set of KPIs and KPOs.
- "TIM Equity & Inclusion Week”:   a week organised in many locations and full with events organised and self-produced by employees;
- “TIM4inclusioncommunity”: a community of knowledge sharing dedicated to these issues, with the participation of at least 200 colleagues. The performances of the managers appointed to implement the welfare and inclusion programs are measured with specific KPIs. The 2017 KPO  was the approval and implementation of three important projects developed by the community.
- TIM Academy 2 e-learning training courses:
  • "Give value to diversity available to all it gives an overvieW on this topic
  • "Managing disability aimed at providing a better understanding of how to relate to a colleague or co-worker with a disability.
- Application of the policy that requires the mandatory adaptation of the fixed or mobile work stations of disabled colleagues;
- "Communico-IO" : the project aims to encourage communication between deaf people and other employees, strengthening their ability to operate entirely independently through evolved technological tools;
- active collaboration with Value D, an association to promote career paths for women: cross-company mentoring project, skill building courses.
In November 2017, we signed the Female Employment Manifesto of Valore D that commits the company to monitor the presence of women inside the company, analyzing the main indicators: absolute numbers and percentages at entry and dispersion in the course of professional growth, analysis of constraints and opportunities for growth, pay gap or wage gap and presence in the company of different generations. The company is measured on the KPI GR-G4 set.
- we are founding members of PARKS - Liberi e Uguali a non-profit making organization aiming to help partner companies to  construct a culture of global inclusion.  We moved forward Italian law volution providing 
  • equivalent application of our policies on permissions, leave and the use of benefits and welfare services to LGBTI and heterosexual couples,
  • extension of the use of services aimed at children and teenagers to the children of the family unit of the employee.
- "Longevity”: a project which, considering the increase in work life expectancy, redesigns:
  • Welfare services,
  • Systems for developing and evaluating potential,
  • Training programs.

GENDER CAP

To reduce gender gap we are committed to the following goal for 2018/2020: to increase of 25% the  awareness of managers on their unconscious bias:
Action 1: Review, within 2018, of the current managerial model, inserting a behavior specifically related to inclusion, in particular of gender, in line with the Code of Ethics and Human Rights Policy.
Action 2: To realize within 2019 a Self-assessment campaign on gender bias, through intranet news and the online test "Implicit test" developed by Harvard University on various bias  
Action 3: Introduction within 2019 of an e-learning training course on unconscious bias to be accessed at least by 15% of managers
Action 4: Introduction within 2019 of extended agile work for pregnant women