Promoting Inclusion and Diversity

03/15/2019 - 08:15 AM

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Some of our initiatives to reach this goal:
- in 2011, we signed the Charter for Equal Opportunities and Equality at Work, created in 2009 by Fondazione Sodalitas, AIDAF, AIDDA, Impronta Etica, UCID and the National Advisor on Equality, with the patronage of the Ministry of Labour and Ministry for Equal Opportunities. TIM's aim in doing so is to contribute to the fight against all forms of discrimination in the workplace, whether on the basis of gender, age, disability, ethnicity, religion or sexual orientation. At the same time, we are committing ourselves to valuing diversity within the company structure, with particular focus on equal opportunities for men and women. 
- We have devoted a special paragraph to the subject of inclusion in the main documents that define our company identity: the code of ethics, human rights policy, charter of values and leadership model.
- 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 2018 KPO  was the approval and implementation of three important projects developed by the community.
- The performances of all TIM people are also assessed through a specific "Diversity and Inclusion" competence, which aims to measure the contribution in promoting the value of diversity and in strengthening the culture and practice of gender equality. We will measure our performance on inclusion issues based on the growth of this competence. The 2018 performance was the first measurement in relation to which the 2019 target of 3% growth on annual basis was set, thus going from 5.86 to 6.04 (increasing scale from 1 to 7; value calculated on the total company population).
- TIM Academy 2 e-learning training courses and a program of training for middle managers:
  • "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.
  • “Inclusion = creating value”: during 2019 TIM will launch a special training program for middle manager with a focus on the motivations linked to the benefits of inclusion and enhancement of diversity for companies
- 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.
- In 2018, a programme was launched to raise awareness of healthy lifestyles and illness prevention. The first e-learning training module, available for all on the TIM Academy platform, deals with HIV and sexually transmitted diseases.       
- 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 GAP

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 flexibility measures for pregnant women
Action 5: Introduction within 2019 of flexibility measures for maternity/paternity.