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3.1 PEOPLE AT THE CENTER FOR THE TRANSITION TOWARDS AN INCREASINGLY SUSTAINABLE AND MORE DIGITAL ECONOMY
3.1 PEOPLE AT THE CENTER
FOR THE TRANSITION TOWARDS AN INCREASINGLY SUSTAINABLE AND MORE DIGITAL ECONOMY
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The current environmental and digital transition is a revolutionary transformation requiring new and diversified technical, managerial and entrepreneurial professional expertise. It also requires a sustainable approach, as well as high-level digital skills and enriching value of Diversity in terms of gender, ethnicity, age, diverse abilities and professional experience and knowledge.
Our People are the enablers of the transformation and the change taking place. Therefore, our priority objective and the cornerstone of our Human Resources Policies are investing in protecting their health and safety and promoting well-being and professional growth, while recognizing merit, making the most of everyone’s talent and guaranteeing equal opportunities.
Our Group considers the focus on the working conditions of employees among its main priorities, and recognises the fundamental value of the quality of their working experience. These, together with protecting and valuing Diversity, represent the essential and fundamental elements of its ethical approach to Human Resources management in a context, such as the current one, which is increasingly diverse and challenging.
While overcoming differences in gender, age, religion, culture, skill and ability, we will continue to enhance the richness of Diversity to maintain an authentically sustainable and inclusive organization, where each individual contributes to generating value, able to attract new professionals ready to share our challenges and our vision, in the spirit of the founding values of the Maire Tecnimont Group, the Code of Ethics and sustainability policies.
Promoting equal opportunities is a business priority which, through the extension of access to technology and skills development initiatives, as instrument of equity and opportunity generation, can encourage the continuous evolution of the Group in the direction of increasing effectiveness, resilience and innovation.
To this end, we will endeavour to develop initiatives to continue to stand out in terms of our excellence on health and safety in every area of our business and in all phases of project execution. We will continue our journey of social accountability, aimed at ensuring the utmost focus on and protection of all the People along our supply chain. We will complete our programme for additional professional health insurance coverage to all employees and extend it to their families. We will expand investment in continuing education through OUR PEOPLE ARE THE ENABLERS OF THE TRANSFORMATION AND THE CHANGE TAKING PLACE.
the constant improvement of the content and courses offered by our MET Academy platform.
To make this evolution possible, the Maire Tecnimont Group has undertaken to foster an environment that allows everyone’s talent to emerge, through the launch of programmes aimed at promoting the innovation and transformation, and enabling our People to fully express their strengths, capabilities and potential.
Our Human Resources Policies also provide for continuous investment in the protection of the health and safety of Human Capital and in the promotion of well-being, developing welfare services and expanding the related offer, also by adopting initiatives aimed at increasingly strengthening the engagement and retention policy.
Our Remuneration Policy, also in the new macro-economic scenario, will continue to support the pursuit of strategic and business objectives, guiding management action and strengthening the engagement of our Human Capital. This will encourage continuation along the industrial path already undertaken by the Company, increasingly focused on the pursuit of results related to the Maire Tecnimont Group’s sustainability strategy and the continuous creation of sustainable business value in the long-term, as demonstrated moreover by the launch, also in 2021, of an inclusive incentive scheme, the Second Cycle of the 2020-2022 Employee Share Ownership Plan.
The growing focus on material sustainability issues has led the Company to further reinforce the importance of the connection between the logics of performance measurement and the achievement of ESG goals – in particular in protecting health and safety, as well as in valorizating Human Capital and environmental sustainability. As of 2021, the abovementioned ESG goals will account for at least 10% of the weighting for objectives assigned to people involved in incentive systems. Even this choice confirms the strategic value of People for the Maire Tecnimont Group’s long-term sustainable growth, as well as for the achievement of its corporate objectives and the overcoming of increasingly innovative challenges.
MESSAGE FROM ONE OF OUR EMPLOYEES AT A CORPORATE EVENT
I was hired at the end of 2019 and 2020 was my first year at Tecnimont, the year when we got to know each other. 2020 was also a really extraordinary year, which has actually turned into an accelerator of ideas and a rapid creator of a cutting-edge think tank.
I am a proud millennial. I dream of a sustainable, green, smart, creative and challenging future. That’s why I wonder: which projects can we build together for our future? What can we do to contribute to improving life in our country and in the others where we work? How can we, the employees, be part of the path?
Thank you for this opportunity and thank you in advance for giving your attention to our questions. I am really pleased and grateful to be part of this project and this vision.
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In this changed global context, suddenly and radically transformed by the Covid-19 pandemic, the Maire Tecnimont Group has demonstrated a timely and well-structured reaction capacity, succeeding in putting into place – centrally and locally – appropriate measures and actions to ensure the operational continuity and coordination of around 50 national and international sites, always maintaining the primary objective of fully safeguarding and protecting the Health and Safety of its Human Capital.
Since the start of the pandemic, in fact, the Group has worked to define and implement rapid and effective contagion containment initiatives, based on constant and timely monitoring of the pandemic’s evolution and fully adhering to the guidelines and measures of the competent authorities, often anticipating them in line with the spirit and founding values of the Maire Tecnimont Group to protect its People. These initiatives have been structured by promoting ongoing dialogue with Stakeholders (including clients, suppliers and trade union representatives), extending remote work programmes to all employees and, finally, launching regular information and awareness campaigns, aimed at employees and collaborators, covering appropriate behaviour and the precautionary measures to be taken.
The largely consolidated experience in agile working at the Milan headquarters and the availability of the IT infrastructures already put in place to support the related programme, have allowed remote working to be successfully and rapidly rolled out to all employees, in several locations and construction sites worldwide, minimizing the potential impact of the various lockdowns in Italy and in other countries where the Maire Tecnimont Group is present. The restrictions on movement, imposed by Italian and foreign authorities, also made it necessary, in collaboration with the competent corporate function, to revise international staff mobilization programmes in order to continue to protect their health and safety, even while working abroad. THE LARGELY CONSOLIDATED EXPERIENCE IN AGILE WORKING AT THE MILAN HEADQUARTERS AND THE AVAILABILITY OF THE IT INFRASTRUCTURES ALREADY PUT IN PLACE TO SUPPORT THE RELATED PROGRAMME, HAVE ALLOWED REMOTE WORKING TO BE SUCCESSFULLY AND RAPIDLY ROLLED OUT TO ALL EMPLOYEES
