The Group values its employees and recognises the different contributions each staff member can make to the organisation, while prohibiting any form of discrimination.

Generali Group corporate contracts include examples of rules to ensure the equal treatment of men and women in the selection, training, career promotion and remuneration process, which often anticipate the implementation of European and national legislation. This policy is explicitly laid down in the Generali Group Ethical Code and European Social Charter, which rejects any form of discrimination against both its staff members and all other counterparts.

Percentage of women by level (SR area; 2007-2008)

On average, women represent 43.2% of the Group’s workforce, with a slight increase on 2007. The only sizable changes against average figures can be seen in Austria, where the percentage of female employees is just 36.2%, although the figure is on the increase, in France, where women now make up almost 50% of the workforce, and in Israel, where women represent a clear majority (72.6%).

• The number of female employees is on the increase or has remained stable in all countries, with the exception of Switzerland, where the sharp decrease is ascribable to the acquisition of Banca del Gottardo, which has a very low percentage of female employees.
• Despite the increase seen at all levels, most female employees continue to hold office positions, where they account for 55.6% of staff, a figure that exceeds 75% in Israel and is approaching 70% in France.
• Group-wide, the number of women holding positions of responsibility has risen: there were forty more female managers and middle managers in 2008 compared to the previous year. In particular, France and Israel continue to stand out for the high percentages of women in executive positions, where women respectively account for nearly 50% and more than 40% of managers and middle managers.

The workforce in each country almost entirely consists of local staff, as Generali has always valued the contribution that the local population can offer in terms of market knowledge and business development.
Employees of all nationalities are offered equal professional growth and personal career opportunities, thanks in part to a policy that promotes and implements infragroup mobility at a national and international level. On average, over 90% of managers are local, while the remainder are foreign, but not all are from the Parent Company.

All Group companies comply with laws to protect equal opportunities for disabled people in social as well as professional fields.Group initiatives benefiting disabled employees that are worthy of special mention include the “Plan Familia” in Spain, which provides support for disabled employees and employees with disabled family members via psychological assistance and training programmes. However, France is the most active Group country in terms of recruitment and workplace integration of disabled employees.