obtained the Gender Equality Certification – Corriere.it

Snam in the front row for the inclusion of women in the world of work. The company in the energy sector has obtained from the accrediting body Dnv, la Gender equality certification with a score of 85 against a minimum of 60. For the evaluation, the institution considered quantitative and qualitative data: from the testimonies of the workers to the numbers of the company population. All to map not only the statistics but also the perception of gender balance.

We work in a traditionally male sector – says Paola Boromei, executive vice president of human resources who followed the certification path -. Being attractive is a challenge for us given that in terms of employment, the energy sector has only 15% of women. And it is increasingly difficult to find young people who have undertaken training courses in the STEM field (Physics, chemistry, engineering and mathematics)

The areas of intervention

In detail, there are six thematic areas on which the company has been evaluated and on which it undertakes to intervene: Culture and strategy, Governance, HR processes, Opportunities for growth and inclusion of women in the company, Equity remuneration by gender and Protection of parenthood and work-life balance. Each area is marked by a percentage which indicates progress over time with respect to the inclusion objective. On wage equity, for example, we are at 90% – adds Boromei – while it is more complex to work on the income front. There are still few female graduates in engineering or technical subjects. In this sense, we work a lot with schools, technical institutes and universities to make girls aware of career prospects in our sector, which are important.

Certification for Boromei certainly a way to invest in corporate reputation so as to attract talent and reaffirm the ESG commitment to investors but also fundamental to becoming a model capable of having an impact on the supply chain and on suppliers. You say: I’ll cite another number that is close to our hearts: we aim to have 27% of women in executive positions and in succession planning or among managers. something that the headhunters we work with must also consider. Get certified and then get involved because these are not static assessments. The degree of maturity of the organization will be updated with an annual monitoring and a verification every two years. A continuous journey towards inclusion and the creation of jobs tailored to ingenera, technique or mechanics. a step forward that confirms our intention to continuously improve on this front, he concludes.