PEOPLE

OUR PEOPLE ARE AT THE CENTER OF OUR SUCCESS. PROTECTING THEIR HEALTH AND SAFETY, AND PROMOTING THEIR PROFESSIONAL DEVELOPMENT, ARE STRATEGIC PRIORITIES NECESSARY FOR OUR GROWTH.

The Maire Tecnimont Group strives to create an environment that allows everyone’s talent to emerge, through the launch of programs that promote innovation and enable our People to fully express their strengths, capabilities and potential. With a staff of 76 different nationalities, the strong multicultural identity of our Group gives us an edge in the 45 countries where we operate around the world.

The female presence stands at 21%, in line with industry benchmarks. The economic recovery enabled us to increase our employment rate last year across almost all our geographies.

As part of our commitment to the development of human capital, we extended our projects with universities and partnerships with various Masters programs, which are a fundamental driver for growth. In terms of Health, Safety, Environment and Social Accountability, we have provided more than five million hours of training in the last three years alone: this commitment helped to ensure that once again in 2021 our average injury rate was well below the sector averages. Our investment in developing new talents continued in 2021 with the launch of the Flourishing Program aimed at our high-potential under-40 population.

On the Social Accountability front, we maintained our multi-site SA8000 certification in 2021, confirming the Group’s strong commitment to fundamental values such as respect for human rights, protection of the individual and promotion of his or her well-being.

BREAKDOWN OF TRAINING BY CONTENT

4%

SOFT SKILLS

4%

PROJECT MANAGEMENT 10%

OTHERS

12%

ICT & CYBERSECURITY

21%

SPECIALIZED/ TECHNICAL

49%

HSE & SOCIAL ACCOUNTABILITY

MAIRE TECNIMONT LAUNCHES THE FLOURISHING PROGRAM

Maire Tecnimont’s Flourishing Program aims to create the “management of the future” by scouting out promising employees under the age of 40 and providing them with a tailor-made development path, so that they can successfully take up and offer their own take on the challenge of the energy and digital transformations taking place within the Group. This Program will also guarantee a smooth succession planning for project and departmental management positions. The Flourishing Program, which in its initial phase involves over 450 people in Italy and India, demonstrates the important role played by young people in Maire Tecnimont’s overall human resource strategy. Thanks to this initiative, this segment of the company’s workforce will be mentored and supported by more senior colleagues, with a view to the exchange of intergenerational skills.

International and diverse human capital

With staff coming from 76 nationalities and operating in 45 countries around the globe, Maire Tecnimont’s multicultural and diverse workforce is one of our most important assets on par with our over 1,800 engineering patents.

In 2021, Maire Tecnimont Group’s staff rose about 7% to 6,358 employees, of which around 80% were permanent. The number of permanent employees hired in 2021 more than doubled to 480, compared to 233 in 2020. These numbers demonstrate our continuous investment in human capital and search for new talents able to support and contribute to the company’s long-term growth. Recruitment rose across all of the Group’s main foreign engineering centers: in Mumbai, at Tecnimont Private Limited, the increase was 180%; in TPI, Germany, 67%; in Stamicarbon, The Netherlands, 36% and, lastly, in Moscow, OOO MT Russia, 9%. The only decreases in personnel were in the Middle East area and Malaysia, and were due to the substantial completion of some projects that were located in those areas. When it comes to gender diversity, 21% of the Maire Tecnimont Group’s entire population were women in 2021, at the same level as 2020 and in line with all sector benchmarks. The Group is actively working to increase the number of female employees through the progressive and growing recruitment of women with STEM degrees. With specific reference to the main European companies, the equal-pay analysis reveals the absence of a gender gap when staff join the Group and a reduction in the gender salary ratio, taking into consideration the remuneration of female employees - up to 30 years old - with white collar and middle management roles. With regard to executives aged over 50, on the other hand, there has been a slight decrease, of 3 percentage points compared to 2020.

Maire Tecnimont Group continued to invest in young people, with 31% of permanent recruitment in 2021 made up of staff aged 30 or lower, 90% of them being graduates in engineering and other technical disciplines. The average age at our company was 43 years old, in line with 2020, and the average age of top and middle management was 46.7 years (48 in Italy and 45.2 abroad). For white collar staff the average age is lower, at about 39, without a substantial difference between Italy and overseas. Our local content hiring strategy allows us to develop a competitive positioning advantage and generate added value through the transfer of skills and know-how, by incorporating workers from the local supply chain into our workforce. This is confirmed by the fact that 89% of the 6701 new hires made for the project teams at the various sites and recruitment in the North Africa & Sub-Saharan Region, for the launch of certain projects, concerns staff of local nationality.

(1) This figure does not include Italy, Rest of Europe and the Middle East.

DIVERSITY & INCLUSION

Maire Tecnimont aims to foster - without distinction and with the involvement of all employees - the sense of belonging and the awareness of being able to actively contribute to the company’s growth with one’s skills. The plurality and heterogeneity of our workforce is a shared value and an organizational, motivational and competitive asset. Each of our corporate functions encourages a process of awareness and sensitization, also in terms of leadership model and behaviour, to achieve an increasingly broad recognition and expression of everyone’s talent. Inclusion allows us to maximize the opportunities of value creation, competitive advantage and organizational well-being functional to the business. To achieve this, Maire Tecnimont created opportunities for its employees to discuss and listen to each other on the topics of gender diversity and inclusion, activating engagement and training as an integral part of the Group’s sustainability strategy. This also strengthens the heritage of ethical principles and values on which we base our identity and culture. These sessions, through various focus groups and idea generation workshops, involved more than 50 colleagues in 2021, with different professional and cultural backgrounds, geographical origins and seniority. They provided ideas and feedback related to gender inclusion for a Diversity, Equality & Inclusion program to be carried out soon and of even greater scope.

Our People in the world

BREAKDOWN OF EMPLOYEES BY OPERATIONAL GEOGRAPHIC AREA

~9,358

PEOPLE

6,358

EMPLOYEES

+3,000

PROFESSIONALS

IN ELECTRICAL AND INSTRUMENTATION

ITALY AND WEST EUROPE

2,882

MIDDLE EAST REGION

189

EAST EUROPE AND CASPIAN REGION

940

AMERICAS REGION*

33

NORTH AFRICA AND SUB-SAHARAN AFRICA REGION

324

INDIA, REST OF ASIA AND AUSTRALIAN REGION

1,990

Data as of 31/12/2021 (*) In this representation "North America Region" and "Central and South America Region" are shown together as "Americas Region".