Telecom Italia is firmly convinced that social and economic sustainability depends first and foremost on respect and attention for the people working in the Group. On the basis of this belief, numerous initiatives are taken to ensure that people can go peaceably about their work and, as far as the Company is able to assist in this respect, their day-to-day personal lives. A group of people in the Company is dedicated entirely to listening to the needs expressed by employees and to developing initiatives which can satisfy them. Thus, thanks to the investigations and information collected, and after having held meetings and focus groups with employees, four areas have been identified for the development of specific initiatives:

  • improving the balance between working life and free time, supporting employees and their families in their requirements;
  • contributing towards volunteering initiatives taken by employees;
  • promoting diversity in the workplace;
  • promoting psychological and physical well-being.  

The main initiatives taken in 2015, under the scope of “Work-life balance” were:

  • 20 nurseries: in addition to the 9 Company nurseries (in 8 cities), 11 discount agreements were signed with an equal number of external nurseries and a Company kindergarten was opened in Rome;
  • time-saving-handling of official formalities, laundry/shoe repairs, newsagents, wellness area and specific agreements (relating to property, travel and holidays, banks and financial institutes, pay TV, car hire, transport and miscellaneous);
  • 40 summer camps for employees’ children (8,000 teenagers);
  • mobility management to assist people with commuting between home and work through car pooling, company shuttles and bicycle racks at the offices;
  • motivational initiatives relating to sport, art, culture, entertainment and events working with several different company departments, most of which are sponsored by the Company. In 2015 over 14,000 tickets and invitations to exclusive areas were assigned;
  • Talent Days: to support young people in the challenging task of gaining familiarity with job seeking techniques, Telecom Italia and the company HRC Academy worked together to organize 13 orientation days in 10 different Italian cities, which saw the participation of around 360 children of employees;
  • orientation webinar for employees’ children: the Group signed up to “Push to open”, a programme that introduces teenagers to the world of work through direct and interactive discussion with professionals and experts from companies and testimonies from young people in online mode through webcasts and interactions with social networks. The webinars, which started in November, envisage the involvement of 200 teenagers.

In order to contribute towards volunteering initiatives taken by employees, 2015 activities were:

  • “Long-distance child adoption” - approximately 1,000 employees have renewed their commitment to help CIAI (Centro Italiano Aiuti all’Infanzia), Comunità di Sant’Egidio and Save the Children, subscribing to long-distance adoption programmes;
  • Telecom Italia Blood Donors Group: 70 blood donation days were organised;
  • 210 “banchetti della solidarietà” (solidarity stalls) were set up by charities in company premises, with the involvement of employees;
  • at the beginning of 2015, the “Programma il Futuro” [Future Programme] was launched by the Ministry of Universities and Research to promote the introduction of computer programming in primary schools. The initiative is being implemented by CINI (Consorzio Interuniversitario Nazionale per Informatica - National Inter-University Consortium for Information Technology) and Telecom Italia is the “sponsor” partner. For this project, Telecom Italia provided volunteers from among its staff (around 400 colleagues) to work in particular in classes that request their presence within the area where the applicant lives or works;
  • volunteering campaign organised for Expo 2015: around 80 local colleagues worked on a voluntary basis for one day within the exhibition area; similarly, around 100 parents and adult children of employees collaborated for two weeks in the month of July.

In 2015, Telecom Italia continued an intense programme of activities and projects connected with Diversity Management, with a view to valuing diversity as a form of enrichment and stimulus, as well as seen as a vehicle in an inclusive climate that is open to contribution by all:

  • in January the TIM Factory was opened in Rome. It is a physical as well as conceptual place dedicated to sharing views which, almost every day, hosts various types of events on diversity: book presentations, training, working groups, performances, and seminars. It is also a site where programmes and memorandums of understanding with the local authorities and municipalities can be arranged. During the year over 60 diversity events were organized;
  • in September the e-learning module “Managing disability” was set up for disabled people to improve how disabled employees are handled;
  • in October the classroom training plan “IDEA-Factory” kicked off, aimed at all managers of People Value;
  • in November we launched an active learning module involving 15 colleagues considered to be “talents” who will aim, in 6 months, to produce ideas and projects specifically about ageing, one of the most critical diversities for Telecom Italia;
  • the “TIM Diversity Week” was launched from 16-20 November with its calendar of over 80 events (online and live) entirely conceived, planned and implemented by the Group’s personnel in 10 cities and many different locations. The results of this work can be seen:
    • internally, in increased participation, collaboration and organizational citizenship;
    • externally, in the recognition of the value of the programmes launched even through the prizes received, the last of which was the “PARKS Award”: Telecom Italia came first in the LGBT1 Diversity Index, the first benchmarking tool in Italy for company policies and practices implemented for LGBT employees. The index used a questionnaire to evaluate and promote company activities aimed at creating an inclusive and respectful working environment: from the involvement of management to benefits and permissions extended to same sex partners, from staff training to internal and external communication;
  • in the “age diversity” field, in order to ensure the full integration and promotion of the skills of senior employees within the Company and overcome age-related stereotypes, four “Comparing Generations” role model meetings were organised in the cities of Rome, Ancona, Potenza and Genoa (in addition to the two held previously in Milan and Naples) involving 360 employees;
  • in collaboration with other companies, three “Welfare Labs” were organised: Parental Leave Management, Remote Working, Welfare plan and Taxation.

To promote psychological and physical well-being [G4-DMA Occupational Health and Safety] the People Caring Centre (PCC) counselling service continued, provided by professional psychologists across the Country. Since the service was launched (January 2011), 420 employees, by telephone or email, have enquired about the operation of the service. In total

370 people have used the PCC:

  • 300 have started a counselling process;
  • 70 company cases have been referred to the Head of People Caring Department and taken under the care of the People Value Department.

Initiatives with a specific focus on disability were organized aimed at improving inclusion in the work and social life, such as:

  • a policy that provides for the mandatory adaptation of the workstation, be it fixed or mobile, of disabled workers;
  • the Comunico-IO project – aimed at promoting communication between the hearing impaired and other employees, improving their ability to operate fully independently using state-of-the-art technological tools – has enabled deaf people at Telecom Italia to integrate into the most advanced working processes thereby giving rise to the Deaf Database Project which involves using these resources as part of the Database department;
  • communication: each e-convention is also available in a sign language version; the new videos published on the Intranet are always subtitled; the events attended by deaf colleagues live (including training) always include the presence of an Italian Sign Language (LIS) interpreter; email addresses for deaf colleagues are being activated to allow them to communicate with the main company services (ASSILT, Telemaco, CRALT);
  • #wcap: our Working Capital accelerators host various start-ups dedicated to disability: Marioway (which has patented an innovative means of transport for disabled people), Pedius (a communication service for deaf people), Horus (which is designing a device that can be applied to all types of glasses to assist blind and visually impaired people in performing their daily activities)

In the People Caring Centre intranet area, information, advice and suggested reading lists were published, to help improve psychological well-being. A new “wellness area” has also been created on the intranet, gathering together all services offered by Telecom Italia for personal health, accident prevention and physical well-being, in collaboration with the Fondazione Telecom Italia and the Fondazione Veronesi.

Other initiatives for employees

[G4-DMA Occupational Health and Safety] ASSILT (supplementary healthcare association for the employees of Telecom Italia Group companies), funded by the Group companies, by employee members and retired members, is a non-profit- making organisation providing services to its members and beneficiaries that are supplementary to those provided by the Italian national health service, including - together with public healthcare establishments - collective and individual research, knowledge-gathering initiatives and health prevention activities, and the promotion of health education initiatives to protect the health and physical well-being of its members.

In 2015, the association disbursed refunds totalling approximately 53 million euros (around 600,000 cases). As of December 31, 2015, the Association had 149,000 members, including 50,000 employees, 33,000 pensioners and 66,000 family members. ASSIDA provides senior management staff with refunds for the cost of supplementary health services to those provided by the Italian national health service. As of December 31, 2015, the Association had 3,500 members in service or retired, in addition to family members, making a total of more than 7,700 assisted members.

[G4-EC3] TELEMACO is the national complementary pension fund for employees in the telecommunications industry, established in 1998 as a non-profit association and operative since October 2000; its objective is to ensure that those subscribing are able to maintain their standard of living when retiring, thanks to the creation of supplementary social security, over and above the public provisions.

It is intended for workers, office staff and middle managers of companies that apply the national telecommunications contract, for employees on permanent, apprenticeship or placement contracts and for people who are physically supported by the workers subscribing to the Fund. On 31 December 2015 there were around 39,600 subscribing employees of Group companies, around 59,300 total subscribers, and 178 associated companies.

CRALT is the recreational club for employees of the Group and organises sight-seeing, sports, cultural and recreational activities for its members, employees, pensioners and their families. By entering into specific agreements, CRALT also allows members and their families to purchase goods and services at particularly good prices, which can also be settled in instalments. One of the most significant of these is the agreement and the resulting contribution provided for the purchase of school and university books for the children of members, as a valuable contribution to household purchasing power. As of December 31, 2015, there were 44,174 members, including 37,772 employees and 6,402 pensioners. In 2015, CRALT made an average contribution of 15% to the cost of activities for the benefit of its members, as it did the previous year.

[G4-LA2], [G4-DMA Employment] All Group workers, whether full or part-time, on permanent or fixed-term contracts, enjoy the same benefits, whilst, in Italy, the supplementary welfare institute is extended to workers on apprenticeship or placement contracts, as well as to employees on permanent contracts.

1 Lesbian, Gay, Bisexual and Transgender.