A Group commitment
Recognition and development, physical and mental well-being, valuing each person’s unique qualities
Almaviva Group stands by its commitment to safeguarding and recognizing the value of its employees, strengthening their abilities and encouraging their continuous growth and development, while also protecting their physical and mental well-being. Furthermore, the Group is dedicated to supporting inclusiveness and promoting diversity.
This approach is reflected in the integration of ethical principles into its corporate strategic framework, aiming for proactive management of social and ethical issues both within and around the Company's sphere of influence. In this context, the Group constantly strives to promote a corporate culture that prioritizes respect for the individual and adherence to shared ethical standards, continuing to pursue operational and social excellence.
2024-2026 strategic plan - people section
| Material Issue | Objective | 12/31/2024 target | 12/31/2025 target | 12/31/2026 target | Long-term target |
|---|---|---|---|---|---|
| Enhancing human capital, attracting talent | Supporting people's professional development and engagement by monitoring and improving training | Increasing average training hours per capita by 8% by 2026 (baseline 2023) in the Digital Change division in Italy | |||
| Enhancing human capital, attracting talent | Supporting the professional development of the next generation of talented young men and women | Making sure that at least 38% of annual new hires are Under30 candidates in the Italian segment of the Digital Change division | Keeping an annual hiring rate of at least 38% for Under30 employees in the Italian segment of the Digital Change division | Making sure that at least 40% of annual new hires are Under30 candidates in the Italian segment of the Digital Change division | |
| Diversity & inclusion | Ensuring equitable corporate representation with regard to gender, age, minorities, and other categories; increasing the number of women in managerial roles | Promoting at least 10 initiatives during the year aimed at getting women involved in STEM training programs in order to increase their company presence in Italy | Promoting at least 17 initiatives during the year aimed at getting women involved in STEM training programs in order to increase their company presence in Italy | Keeping at least 17 initiatives during the year aimed at getting women involved in STEM training programs in order to increase their company presence in Italy | |
| Diversity & inclusion | Increasing the presence of women in managerial roles (Executive Managers | Increase female presence in managerial positions to 23% for Italy by 2024 | Keeping female presence in managerial positions at 23% for Italy by 2025 | Increasing female presence in managerial positions to 24% for Italy by 2026 | |
| Responsibile supply chain | Maintaining a solid presence in the field of human rights | Analyzing the value chain and mapping HR Risk sectors & geographies | Defining a Periodic due diligence process | Carrying out DD activities on a sample of the Group's companies | Including DD activities in the Group's annual audit plan by 2028 |
| Responsibile supply chain | Increasing the number of suppliers involved in the evaluation process through ESG criteria | Harmonizing the supplier evaluation system through ESG criteria for the entire Group by 2025 | Extending the assessment of suppliers assessed according to ESG criteria to the other main companies of the Group | Defining minimum threshold criteria and maintain 100% of suppliers assessed on ESG criteria for registration in the Register (main companies of the Group) | Requiring third-party platform subscription to all large-scale suppliers in the Registry by 2026 |
