Chief HR Officer
Prysmian
PEOPLE & CAREERS
"In 2016 we started our Diversity & Inclusion journey with the launch of Side by Side, a program that would engage the entire organization and lead to local committees dedicated to creating a more inclusive and equitable working environment. Now, DE&I is part of our Social Ambition 2030 and a strategic pillar of our Company culture."
Fabrizio Rutschmann
Chief HR Officer Prysmian.
Developing an inclusive work environment in which everyone’s uniqueness is valued and respected. Our innovative power is fueled and maintained by all the diversities across the Group.
Affirming their personal and professional commitments by empowering a work-life balance and supporting them to generate and acquire knowledge, integrating and transferring know-how as a strategic asset for the future and as a sustainable investment.
We want to enable a global DE&I movement, forging strong partnerships within local communities to contribute to collective sustainable growth and development.
For all. We strive to increase the group’s digital maturity by broadening access to digital technologies and enabling anyone to confidently face future challenges.
Our ambition is to eliminate any form of discrimination based on people’s characteristics, roles or job positions, ensuring equity is the guiding principle for our systems and processes - both formal and informal.
Update at 16.03.2024
Women in the Total workforce | White collar women hired | Women in junior management positions | Women in middle management positions | Women in all executive positions | Women in top management positions | Women in all management positions | Women in management positions in revenue-generating functions | Women in STEM positions |
---|---|---|---|---|---|---|---|---|
20.5%
|
44.9%
|
28.7%
|
25.1%
|
18.8%
|
12.5%
|
25.8%
|
18.9%
|
21.9%
|
20-22%
|
46-49%
|
28-30%
|
25-28%
|
19-21%
|
12-14%
|
25-28%
|
19-21%
|
21-23%
|
Prysmian Group is strongly committed to Diversity, Equity & Inclusion and aims at creating tools and conditions that allow all the employees to better manage their unique life and work.
In accordance with this approach, Prysmian Group also recognizes the high value of parenthood for the personal and professional development of its people. This Group Parental Policy represents a concrete action at a global level to help parents have a healthy start with their new child, promote their wellbeing, and ensure to mother / primary caregivers a smooth and successful transition back to work.
This Policy relies on four main principles:
Download the Global Parental Policy
The global policy serves as a baseline that Regions can expand or adapt according to the local legislation and agreements with work councils.
To further support the back-to-work transition, Prysmian Group has lactation rooms in locations in China, Romania, and the United States. A lactation room is currently under construction in the Group HQ in Milan.
In certain locations assistance is provided to families such as our Employee Assistance Program in USA that connects employees with back-up care providers, or in Italy where we offer Missione Genitori that offers assistance, coaching and concierge services to parents of children under 18 years old. The Group’s Baby Bonus is also designed to mitigate potential costs of childcare.
Prysmian Group is committed to the development of an organization that prioritizes talent, abilities, diverse experiences, different cultural backgrounds, and, in general all forms of diversity: ethnic, race gender, language, age, sexual orientation, marital status, nationality, religion, political orientation, socio-economic status, physical and mental ability, experience, education and professional background.
In promoting such a diversified environment, Prysmian wants people to feel respected, appreciated and free to fully express their human potential, which means qualifying diversity and inclusion as one of the main pillars of the company culture. Accordingly, Prysmian has also adopted a Human Rights policy which supports internationally recognized human rights standards and regulates violations of those standards.
The Company is committed to support the adoption of the anti-harassment principles along its value chain and within the communities in which it is present.
Anti-Harassment training is required annually for all workers and available through our Workday platform in English, Spanish, Portuguese, French, Arabic, Italian, German, and Chinese, or provided in-person in local language.
Our inclusion efforts start always with people and providing them with tools and space to show their potential and expertise.The new edition of our Women in STEM IT development path, in partnership with Valore D, is a training and development initiative with the focus to build strategies, practices and skills needed by our colleagues who cover roles in STEM functions.Prysmian also partners with the local communities in which we operate in Brazil (Elas in Industria) and Oman (SHE STEMS) to deliver 6-month certification trainings for women to work in a factory setting.
For our global population, DE&I topics are covered via always-accessible online training in Workday on topics such as unconscious bias, inclusive leadership, practicing DE&I in the workplace, and inspiring lead-hers.
Annually, we also hold global live workshops with external speakers and internal top managers to celebrate International Women’s Day, International Men’s Day, and World Day for Cultural Diversity. These global workshops are often followed by local ones that dive deeper into the topics, given their local context.
We are proud to launch in 2023 our first two Employee Resource Groups (ERGs) that are entirely employee-driven: STEM Women @Prysmian and Disability @Prysmian
The aim of these ERGs is to map, identify and propose ways to create more inclusive working environments, in the factories and offices, support new or current employees by acting as a reference point, increase awareness, and internal networking.
The internal DE&I Steering Committee, composed of managers and senior leaders from across the Group and lead by Global Director of DE&I, works in collaboration with the Global Core DE&I Team, composed of three people in two regions from different functions, and Local Partner DE&I Network, composed of 15 people from each Regions/BU and multiple functions.
Together, the DE&I Governance has the main responsibilities to:
Promote Diversity within the Group through benchmarking, best practice sharing, and specific communication campaigns;
Propose diversity objectives and definition of HR policies to achieve them;
Support HR and Organization in the design of specific training and development initiatives to support diversity within the Group;
Monitor and discuss the progress to improve gender diversity within the Group;
Promote a cultural change to facilitate diversity enhancement across the Group.