42 43 PROMOTERS OF CHANGE 2022 Sustainability Report Guardini People: a successful team Our company is a business where it is not only important “what” is done, but also “how” and above all “why”. The quality of each product is underpinned by the passion and commitment of the people who work on it every day, with whom we have founded a relationship based on loyalty, respect, individual freedom and dignity. A team of almost one hundred people who share the same values and goals and who have been able to face even the most difficult situations by reacting, learning to change and looking to the future with ever renewed confidence. Our company reflects the diversity and plurality of the society of which it is a part and it is committed, as set out in the Code of Ethics and Conduct and demonstrated by the SA 8000 Certification, to guaranteeing a free work environment, promoting a culture of respect and valuing the uniqueness of each individual. Development and well-being As part of the personnel management and development processes, as well as in the selection phase, decisions are based on the correspondence between the expected profiles and those attributes possessed by employees and considerations of merit, in compliance with the principles of impartiality and equal opportunities for all stakeholders, avoiding any form of favouritism. We are committed to offering stable employment contracts and a fair level of remuneration, which takes into account specific criteria, including comparison with the external market, professional experience, the characteristics of the role and the assigned responsibilities, whilst always achieving maximum objectivity. We support freedom of association and the effective recognition of the right to collective bargaining, and we have developed strong relations with the relevant trade union organisations, encouraging a proactive, two-way conversation. All employees are covered by the Unionmeccanica-Confapi national collective labour agreement, but with certain conditions that are better, such as percentage increments in pay for shift work and overtime that are higher than those provided for in the national agreement. Since 2018, as a corporate welfare tool, we have introduced fuel vouchers as a fringe benefit for our employees, investing around EUR 18,500 in 2022. Our commitment is not limited to the provision of goods and services, it takes the form of a focus on solutions to support individual employees. In order to improve the work-life balance, it is in fact possible to take advantage of flexible working hours to suit the needs of the worker, or reduced working hours and leave for family care. We support the professional development of our staff through continuous training activities, starting from the first induction period, which includes on-boarding activities in close contact with heads of department and the sharing of health and safety regulations, company policies and the Code of Ethics. For the purposes of defining and structuring training plans, we carry out an annual analysis of the company's training needs, involving the heads of department and taking into account suggestions from employees. The activities are delivered in different ways: as on-the-job coaching and training, in the induction or changes to roles, through classroom courses and shared activities, or by cross-departmental groups and workshops. *For managing seasonal fluctuations and production peaks, the company makes use of manpower leasing (Adecco). The figure takes into account the turnover of staff on temporary contracts during the year. age < 30 years 30 < age < 50 age > 50 No. of employees Men Women Men Women Men Women Management staff 0 0 4 0 2 0 Office workers 0 0 1 12 3 1 Manual workers 0 1 20 25 10 14 Total 93 No. of external contractors* 69 Men Women Employment status Permanent 36 52 Fixed-term 4 1 Type of employment Full time 40 42 Part time 0 11 Men Women No. of people hired age < 30 years 0 0 30 < age < 50 3 1 age > 50 1 0 No. of terminations age < 30 years 0 0 30 < age < 50 3 1 age > 50 0 2 NO. OF EMPLOYEES NO. OF EMPLOYEES BY AGE NO. OF EMPLOYEES BY EMPLOYMENT STATUS 53 Women 40 Men age < 30 years 30 < age < 50 age > 50 1 30 62 88 Permanent 5 Fixed-term NO. OF EMPLOYEES NO. OF EMPLOYEES BY AGE NO. OF EMPLOYEES BY EMPLOYMENT STATUS 53 Women 40 Men age < 30 years 30 < age < 50 age > 50 1 30 62 88 Permanent 5 Fixed-term
RkJQdWJsaXNoZXIy NDUyNTU=