Diversity Board

01/12/2016 - 06:00 PM

The Diversity Board, which takes over from the previous Equal Opportunities Committee, met for the first time in June 2010

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One company, one thousand faces

Telecom Italia Diversity Contest

It is made up of 35 colleagues representing the various diversities, and promotes practical initiatives  to raise awareness among employees and build a more inclusive company. The Committee meets periodically for the purpose of distributing information and making proposals. In this respect some Work Projects were organized to define and develop specific projects primarily on the topic of Aging, gender diversity and disability.

Read the interviews with some members of the Board who explain why they believe it is essential to cater to diversity

“At present I am involved with the working group dedicated to disabilities, which conducts research aimed at developing company programmes for disabled resources. I think it is high time we shifted from the concept of tolerance to the concept of acceptance, but we must be guided along this path because opposing tendencies can be the order of the day.

When it comes to disabilities we are no longer dealing with the discriminatory behaviours of the past, rather they have assumed new, more subtle, ambiguous forms that are difficult to label but unfortunately they always have harmful effects. With respect to current areas of study,  action to raise awareness was first hypothesized, aimed at renewing the cultural approach linked to disability, and supporting People Caring policies from a Sustainability perspective.

Ideas for the future? I am sure that Telecom Italia will continue to create conditions in which disabled people can work with serenity and effectively, but we must also think about what each one of us can do. Promoting awareness of problems linked to disability (and how, very often, it does not take much to solve them) and managing to instill a new impetus in the culture of respect for all diversities, can be solid undertakings. Within everyone's reach."

"By nature I am curious and inclined to explore new territories. This is why I enthusiastically agreed to participate in the Board. A company that explores the frontier of diversity, not as a simple informative/cultural exercise but as a project to enhance the other in order to create a better internal climate and a new catalyst capable of giving rise to ideas and stimuli, is farsighted. The project I am overseeing concerns ethnic/cultural diversity.

Italy is a country where non- Italians live alongside Italians, but without real integration. The signs of change are however evident, above all if we look at the outflow of any school: Italian children mix naturally with first-generation immigrant children.

This new social fabric is even starting to permeate in Telecom Italia and working with people born in other parts of the world is no longer such a rare thing. Looking at the world, and at business, through the eyes of those who come from different experiences, cultures and contexts can be a very important agent for change and strengthening the systematic vision, all the while coming to terms with the innate Italian tendency to view with suspicion anything that clashes with our consolidated habits.

My hopes for how the work of this Board will evolve concern the  company's ability to transform the reflection, study and proposition phase into real projects through practical initiatives. The enhancement of diversity can become a competitive lever if we really believe in it and turn it into a development tool.”

“I firmly believe that the reality of Diversity Management (DM) lies not only in compliance with the latest new regulations, but that it involves a solid management model that permits a real business strategy capable of obtaining the most from all collaborators at all levels. Diversity does not have an abstract meaning, rather it refers to the actual characteristics of people, innate or acquired, which manifest in their working styles.

I think that adopting the DM perspective means first and foremost recognizing these differences and actively managing them transparently, and leveraging them to improve people's motivation, the company climate and without doubt the performances of the entire company.”

“Previously I was involved with the Equal Opportunities group and consider my participation in the Diversity Board as the natural evolution of this experience, from both a professional and personal perspective.

I am firmly convinced that diversity is necessary as it stimulates and enables exchanges and synergies, which is a value that in turn creates value, even in terms of business for the company. A company that acts as a guarantor of diversity gains in terms of image with respect to institutions and its customer market; it acts as an example for other companies, but above all it creates a better company climate.

I work in a context which, just like a real community, contains within it all the diversities typical in our society, some visible and others not. In my daily work as a resources manager, the ongoing challenge is to find the right balance between recognition, respect and enhancing the diversities of the people and the business objectives."