3.2 EMPLOYMENT

The Covid-19 pandemic, its consequent emergency scenarios and the impact on the global socio-economic environment had a significant influence on personnel management policies and resulted in the reshaping of the Maire Tecnimont Group pre-Covid period recruitment plan. This focused on the placement of essential positions, with the aim to guarantee continuity in operational activities and the pursuit of business goals. Despite the severe economic and labour market crisis, and the enormous impact on people on a global scale, the Company has not planned any personnel reduction actions, thereby confirming to look at the Human Capital as a fundamental asset in overcoming and successfully facing the current challenges.

considering the possi- Only the subsidiaries ble impact of Covid-19 HIRES MST S.r.l. and Neosia on the prospects for the S.p.A. (at the date of social security system, this Report merged by chose to retire in ad- incorporation with the vance, profiting from transformation of the the options made acquiring company available by the cur- MST S.r.l. into MST rent legislation (Early Pension, Quota 100 32% S.p.A.) appealed to the Ordinary Wage Guaranand Opzione Donna). PERMANENT tee Fund (CIGO) for a RECRUITMENT certain number of reDespite the lower numRELATED TO sources. The above folber of hires compared STAFF AGED 30 lowing the temporary to the previous two OR LOWER suspension of activities years and the initial requested by some cliforecasts for the finan- ents, and whose duties cial year, the Maire Tec- were not properly carnimont Group con- ried out from remote. In firmed its willingness to continue investing in young people, as 90% fact, taking the opportunity offered by the “Salva Italia”, “Redemonstrated by the GRADUATES IN launch” and subsequent As of 31 December 2020, the Maire fact that 32% of perma- ENGINEERING Decrees, such subsidiTecnimont Group’s staff consisted nent new hires in 2020 AND OTHER aries shared with trade of 5,960 employees, was related TECHNICAL union representatives 85.3% of which on a to staff DISCIPLINES the decision to apply to permanent contract, re- aged 30 or the Wage Guarantee cording a decrease of lower, 90% of which be- Fund for a total of 76 staff memaround 6% compared to ing graduates in engi- bers, supplementing CIGO funds to 2019. In addition to the slow-down in the num- 5,960 neering and other technical disciplines and provide 100% of workers’ pay and providing for the staff involved to ber of hirings, such decrease – mostly experiEMPLOYEES almost 40% female. return to their respective activities. enced in the Middle East, in India and in the Far East area – can however be ascribable to the normal turnover, connected to the completion of the construction phase of several projects, which usually involves the greatest amount of resources. In Italy, on the other hand, the decrease mainly concerned personnel on fixed-term contract. The recruitment plan has also been redefined to ensure the reintegration into the permanent headcount of job positions left vacant by colleagues who, taking advantage of the available options and

2,712

ITALY AND REST OF EUROPE

747

RUSSIA AND CASPIAN REGION

2,001

INDIA, REST OF ASIA AND AUSTRALIAN REGION

28

AMERICAS REGION*

187

NORTH AFRICA REGION AND SUB-SAHARAN AFRICA REGION

285

MIDDLE EAST REGION

* In this representation “North America Region” and “Central and South America Region” are shown together as “Americas Region”. For more details on “Employees by location of operation” see “Appendix - Sustainability Performance”.

INDUSTRIAL RELATIONS AND COLLECTIVE BARGAINING

The Maire Tecnimont Group complies, on a global scale, with the employment legislation of the countries in which it operates and the conventions of the International Labour Organization (ILO) on workers’ rights (freedom of association and collective bargaining, consultation, right to strike, etc.), systematically promoting dialogue between the parties and constantly searching for an adequate level of agreement and sharing of objectives and company strategies between parties.

During 2020, informing and con-

sulting activities with trade union representatives at corporate and

country level were also intensified, both in Italy and the Netherlands, with particular reference to conciliation related to extraordinary operations with organizational impact (the Neosia Merger Operation with MST), extraordinary measures implemented for the pandemic management (application of CIGO in MST), as well as consultation on training. In 2020, the percentage of employees of the Maire Tecnimont Group covered by collective bargaining agreements was around 92%.

It should be noted that, with regard to organizational changes and the relative minimum notice period, the Maire Tecnimont Group complies with local regulations in each country of operation.