Our approach to remuneration is consolidated within the governance of all the countries in which we operate and is aligned with the most recent regulatory provisions. It is linked to the performance, the market context, the alignment with business strategies and the interests of the main stakeholders.
Our remuneration policy contributes to the goal of attracting, retaining and motivating qualified people capable of building our competitive advantage.
Through adequate remuneration and incentive mechanisms, we are committed to creating a high-quality inclusive work environment, based on the multiple strategic skills and capable of encouraging individual expression.
From a perspestive of transparency, a total compensation system is envisaged, i.e. a remuneration package which can include, in addition to a basic remuneration, a variable component (typically linked to company performance) at individual or category level, as well as incentives and bonuses.
Based on the needs of the countries where the company operates, we adopt initiatives that contribute to improving the living conditions of our employees: among these, initiatives that may include attention to issues of gender diversity, training courses, career advancement opportunities and benefits such as restaurant services or vouchers, health insurance, educational incentives (e.g. scholarships for children), flexible hours, part-time working, supplementary pension and smart working.