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Diversity and equal opportunities


Our initiatives to promote women's employment within the company, including adherence to "Value W", the association founded following an initiative by female managers from various Italian businesses

Terna adopts personnel selection, development and remuneration systems that recognize and reward merit and performance. Any form of discrimination, starting from the selection for becoming part of the company, is expressly prohibited by the Code of Ethics.

At Terna, most of the employees are men, owing to a traditionally scarce female employment offer in technical professions. However, the presence of women is increasing: the percentage of female employees at Terna in Italy was equal to 9.0% in 2005 and has grown continually up to 12.3% at the end of 2017. The proportion of women managers in relation to the total number of managers (17.5%) was once again higher than the proportion of women in relation to the total number of employees, without taking into account blue-collar workers (17.4%).

Terna’s female occupation is encouraged by added benefits in addition to the ones envisaged by the law and by the collective contract in the sector. For example, maternity coverage is higher than the one established by law in the period of mandatory leave from work (100% of the last remuneration rather than 80%), both during the optional leave time (45% for the first month, 40% in the second and 30% for the four subsequent months, rather than 30% for 6 months).

The principal indicators for equal opportunity between men and women recorded that Terna’s management systems do not generate discriminating conditions against women. The major trend of female employment is the result of the lower levels of women leaving with respect to men and the levels of women entering that are much higher than the male levels.

The percentage of women in managerial positions and the category progress divided by gender (see following table) are not different from those belonging to men. Also data on remuneration conditions indicate limited differences among whitecollar workers and junior executives that are more significant, but decreasing, for senior executives.

Did you know
Demonstrating its concrete concern for promoting the contribution of women, in 2009 Terna joined “Value W”, an initiative started by several women managers from a number of important Italian and multinational companies with the objective of creating synergy and developing the professional competence of women to achieve greater opportunities for representation in enterprises.

The presence of personnel belonging to protected categories (i.e., disabled) as of December 31, 2016 was of 138 people (131 in 2015 and 140 in 2014). This figure is in line with the regulations applicable to Terna.

Percentage values
Men 55.6 77.8 77.8
Women 44.4 22.2 22.2
- less than 30 years old - - -
- between 30 and 50 years old 22.2 44.4 77.8
- more than 50 years old 77.8 55.6 22.2

The overall picture of all Terna's social data is available for download here.