Diversity & Inclusion

PEOPLE & CAREERS

Diversity & Inclusion

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OVERVIEW

Creating Opportunities through Diversity

Prysmian Group believes in the value of individuals, backgrounds, leadership styles and attitudes because each person has the potential to generate value to the Company. Our global footprint enables our company to promote an inclusive environment, encouraging the development of our group culture and identity. Side by Side is the Prysmian Group’s project to promote Diversity and Inclusion at all levels of the organization. Side by Side was launched in 2016 as a global project with a Group’s Diversity Work Stream, global targets and guidelines. The execution of the plan is managed mainly by Regions locally.

Our Diversity & Inclusion journey

"Three years ago, we started our Diversity&Inclusion journey. We wanted a program that would be able to engage the entire organization across the globe and we called it SidebySide. Since then, a lot of initiatives have been launched, globally and locally. Diversity&Inclusion has become one of the most strategic pillar of our Company culture."
 

Fabrizio Rutschmann
Chief HR Officer Prysmian Group.

“We strongly believe that leveraging on gender, age and cultural diversities means creating more value and we are constantly building a work environment where all our employees can feel understood, respected and included just as they are.”
 
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Fabrizio Rutschmann
Chief HR Officer
Prysmian Group
 

EMBRACING DIVERSITY

SIDE BY SIDE MEANS LEVERAGING ON UNIQUENESS

Gender

We support the idea that everybody in our Group should follow his/her own individuality and leadership style. People are evaluated and promoted on a meritocratic base.

Age & Generation

Having people of different ages is a real competitive advantage for us. We leverage on diverse professional mindsets and drive innovation through knowledge and expertise.

Background & Culture

Culturally diverse teams are respected and valued. When people from different countries, industries and companies work together, they are able to push changes and enhance entrepreneurship.

Work-life Balance: Best practices from our HQ in Milan

Global Anti-Harassment Policy

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.

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"At Prysmian, we are against any form of discrimination and harassment and we believe that this is the way to create a more and more inclusive work environment. For this reason, we are launching our Global Anti-Harassment Policy, a tool that provides our people with a guideline on how to behave and ask support in case of vilification, bullying, intimidation and any other kind of harassment, either sexual or based on personal, cultural and political diversity."
 
Array
Fabrizio Rutschmann
Chief HR Officer
Prysmian Group
 

Global Diversity Recruitment Policy

 
The principal objective of Prysmian Group’s Diversity Recruitment Policy is to strengthen the recruitment process through the adoption of a standardized methodology that will promote the highest standards for our hiring activity. Our Diversity Recruitment Policy will also enable us to select the best talent on the market, by promoting the diversity and inclusion at all level of our organization.
 
PURPOSES
1.To reinforce the recruiting process by providing a standardized methodology, that will ensure equal opportunities in every step of selection.
2.To establish specific guidelines for recruitment. Each recruiting action can create a more diverse organization.
3.To ensure that our marketing and advertising materials, job postings, website and annual report adhere to our Diversity & Inclusion Policy principles and relevant employment legislation.
4.To improve internal and external branding to attract and retain talent, diversify our employee population and expand our talent pool.

Click and discover our Global Maternity Policy

maternity
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SIDE BY SIDE KEY ACTIVITIES

THE PROJECT IS DEVELOPED ALONG THREE MAIN PILLARS

RECRUITING

 

A set of initiatives that have the goal to avoid the unconscious bias in selection and recruiting processes, while promoting talent, meritocracy and equal opportunities.

TRAINING & AWARENESS

 

Managers and Employees are involved in workshops and training initiatives that strengthen the awareness around diversity and support the development of a more inclusive leadership style.

INTERNAL & EXTERNAL COMMUNICATION

Each Side by Side actions is being communicated both internally and externally, in order to create engagement, knowledge and view on the company’s commitment in promoting diversity and inclusion.

Our Global Diversity Workstream

Side by Side can leverage on the contribution and the support of a global diversity workstream, that has the following main accountabilities

  1. Promote Diversity within the Group through benchmarking, best practice sharing, and specific communication campaigns;

  2. Propose diversity objectives and definition of HR policies to achieve them;

  3. Support HR and Organization in the design of specific training and development initiatives to support diversity within the Group;

  4. Monitor and discuss the progress to improve gender diversity within the Group;

  5. Promote a cultural change to facilitate diversity enhancement across the Group.