Diversity and equal opportunity

Ternai adopts systems for selecting, developing, and paying personnel that recognize and reward merit and performance. All forms of discrimination, beginning with the selection and hiring process, are explicitly forbidden by the Group’s Code of Ethicsi.

A large majority of employees are men, because of the traditional scarcity of the supply of female labor in the more technical occupations. However, the presence of women is increasing, partly as a reflection of the general trend of the labor market and the greater participation of women in the labor force.     

Amounting to 9% in 2005, the percentage of women employees at Terna increased from 10.2% in 2008 to 10.8% in 2010. The increase also regarded the positions with the highest qualifications and responsibilities, with the percentage of women in managerial positions (senior and junior executives) rising from 15.1% in 2009 to 16.8% in 2010.  

In Italy, during 2010 22% of all newly hired employees – net of blue-collar workers – were women, a percentage larger than that of the women already employed at the Company, again excluding blue-collar workers.  

Several favorable kinds of treatment prescribed by the law and provided for by the industry’s collective labor agreement contribute to fostering the employment of women at Terna. For example, maternity-leave pay is higher than the law prescribes in both the period of obligatory abstention from work (100% of the last monthly salary instead of 80%) and the period of optional abstention (45% for the first month, 40% for the second, and 30% for the subsequent three months instead of 30% for 6 months).

Women are not penalized from the career point of view. The Company’s development policies reward merit without regard to gender and there are only limited differences in pay for white-collar workers and junior executives. Such differences are more significant, but declining with regard to senior executives.   

Demonstrating its concrete concern for promoting the contribution of women, in 2009 Terna joined “Valore D”, 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.

In 2010, the Terna women with managerial roles participated in an alignment meeting with the heads of the Human Resources and Organization and the External Relations and Communication Departments, the sponsors of the project. During the year, numerous female colleagues were chosen to participate in the training and educational events promoted by “Valore D.” as opportunities for professional growth and development.     

Almost all employees are Italian citizens, with only three having foreign citizenship. This figure shows, without any specific corporate policies in this regard, how rooted Terna is in the Italian economy, as well as the predominance of its Italian business even in the period that ended in November 2009, in which the Group had a stable presence in Brazil.       

With regard to the presence of personnel belonging to protected categories (e.g., invalids), the figure regarding Italy as of December 31, 2010 was 116 people (114 in 2009 and 120 in 2008, amounting to 3% of the personnel for the three-year period). This number is in line with the regulations applying to Terna (in particular, the Ministerial Decrees of March 21, 1996 and May 15, 2000), which provide for a gradual increase in the quota of protected-category employees to 7% (a general legal obligation) through the hiring of a larger percentage of them out of the total number of new hires.   

Finally, the following table shows the composition of Terna’s 9-member Board of Directors, broken down by gender and age. 

Percentage values

  2010 2009 2008
Men 100.0 100.0 100.0
Women 0.0 0.0 0.0
          • less than 30 years old 0.0 0.0 0.0
          • between 30 and 50 years old
44.4 44.4 66.7
          • more than 50 years old 55.6 55.6 33.3

  2010 2009 2008 (1)
Women as % of employees      
   Women /total 10.8 10.3 10.2
   Women /total net of blue-collar workers 15.2 14.6 14.6
Employment growth %      
    Annual change: women
5.1 -1.1 5.3
    Annual change: men  
0.1 -2.3 0.3
Outflows %      
    Outflows: women
2.8 3.3 2.1
    Outflows: men
4.8 3.9 3.8
Inflows %      
     Inflows: women
7.9 2.2 7.3
     Inflows: men 
4.9 1.6 4.2
Employees in managerial positions
    Female senior executives as % of female employees 2.7 2.8 2.8
    Male senior executives as % of male employees (excluding blue-collar workers) 2.4 2.7 2.6
Category promotions (2)      
    Promotions to junior executive as % of previous category: women
0.8 1.5 3.0
    Promotion to junior executive as % of previous category: men
1.1 1.2 1.2
Women/men pay difference (3)      
     Senior executives
1.3 1.3 1.4
     Junior executives 1.1 1.1 1.1
     White-collar workers 1.1 1.1 1.1

(1) The information available for Brazil is limited to the ratio between male and female junior executives’ base pay, which was 1.56 in 2008. 

(2) The figure is the result of the ratio between the promotions to junior executive that occurred during the year and the employees categorized as white-collar workers in the previous year, calculated by category (men/women). Promotions from blue-collar worker to white-collar worker and from junior to senior executive were not considered, because the number was not significant on an annual basis.

(3) The figure is the result of the ratio between the annual base pay of men for the different categories and the annual base pay of women for the same categories. The figure was not calculated for blue-collar workers, because there are no women in that category.