GENDER BALANCE

[G4-Dma Equal Remuneration for Women and Men]  Like all sectors whose core business is closely linked to the research and development of new technologies, in the decades following the wars, telecommunications continued to have a mainly male workforce in terms of its engineering and technology maintenance staff. As women have embraced the world of work and, in a parallel fashion, scientific and technological culture and studies, their presence has gradually grown within companies, seeing them take on more important roles with higher salaries. In Telecom Italia S.p.A., for example, the female workforce has grown by around 8% in 14 years, and on a Group level, in this same period, by around 9%.

Despite this, there is still a long way to go before true gender balance can be achieved. This is why in Telecom Italia

  • the Group’s By-laws require the least represented gender in the BoD to account for at least one third of the total number of directors, rounded up to the next unit in the event of a fraction;
  • the current development model pays close attention to ensuring that individual growth paths, starting from the time of employment, do not contain any restrictions relating to gender or age differences, and particular attention is paid to the female component, where skills and performance are equal.

[G4-LA12a]

Members of the Board of Directors by gender and age

 31.12.201531.12.201431.12.2013
Men < 30 0 0 0
Men 30 -50 2 4 1
Men > 50 9 4 9
Women < 30 0 0 0
Women 30-50 1 0 0
Women > 50 5 5 1

[G4-LA12b]

Members of the Group’s professional categories by gender and age

201520142013
  Senior Managers  Middle ManagersOffice Staff/ Workers  Total  Senior Managers  Middle ManagersOffice Staff/ Workers  Total  Senior Managers  Middle ManagersOffice Staff/ Workers  Total
Men 700 3,518 37,507 41,725 733 3,459 37,616 41,808 744 3,387 37,244 41,375
Women 145 1,267 22,727 24,139 135 1,254 22,819 24,208 132 1,201 22,911 24,244
Total 845 4,785 60,234 65,864 868 4,713 60,435 66,016 876 4,588 60,155 65,619
Up to 32 years   0 22 9,899 9,921   0 22 10,600 10,622 0 31 11,022 11,053
From 33 to 45   87 1,081 18,016 19,184   113 1,271 19,823 21,207 133 1,375 21,552 23,060
Over 45 758 3,682 32,319 36,759 755 3,420 30,012 34,187 743 3,182 27,581 31,506
Total 845 4,785 60,234 65,864 868 4,713 60,435 66,016 876 4,588 60,155 65,619

The generational imbalance is mainly due to the Italian component that, due to adverse market conditions and in order to guarantee work for its employees, has in the past renounced the generational renewal.