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IMA and respect for human rights

Respect for human rights underpins the values of IMA, its way of working and doing business, its relations with employees, suppliers and other external stakeholders. In this sense, IMA has implemented specific policies for the protection of human rights and activated control tools in the supply chain through its Suppliers’ Code of Conduct. Almost every IMA company adopts formal measures (e.g. the Code of Ethics) to ensure that they do not participate in or facilitate discriminatory practices or forced labour.

Specifically, approximately 7% of new suppliers who worked with IMA for the first time during the year had to undergo an assessment based on social criteria (such as working conditions and respect for human rights).

IMA companies around the world delivered a total of 1,108 hours of training on human rights policies or procedures, which involved 7.4% of the corporate population.

CONTRACTUAL MATTERS AND INDUSTRIAL RELATIONS

The distribution of the workforce is a good reflection of IMA’s business model, which is designed to retain the activities that represent critical and distinctive skills and outsource all other activities. The majority of employees are “white collars”: 62% of the total, i.e. 3,844 employees.

TOTAL NUMBER OF IMA’S EMPLOYEES BROKEN DOWN BY CATEGORY AND GENDER  (at 31 December 2019)

  2017 2018 2019
  Men Women Total Men Women Total Men Women Total
Managers 416 19 435 249 38 287 275 38 313
White collars

2,493

784

3,277

2,839

894

3,733

2,869

975

3,844

Blue collars

1,456

26

1,482

1,565

38

1,603

1,965

37

2,002

Total 4,365 829 5,194 4,653 970 5,623

5,109

1,050

6,159

 

TOTAL NUMBER OF EMPLOYEES BROKEN DOWN BY CATEGORY AND AGE OF THE IMA GROUP (at 31 December 2019)

  2017
2018
2019

  <30 years <30-50 years > 50 years TOTAL <30 years <30-50 years > 50 years TOTAL <30 years <30-50 years > 50 years TOTAL
Manager 5 260 170 435 2 133 152 287 2 143 168 313
White collar 408 2,2025 849 3,282 450 2,282 1,001 3,733

430

2,283

1,131

3,844

Blue collar 319 821 337 1477 357 857 389 1,603

459

1,017

526

2,002

Total 732 3106 1356 5,194 809 3,272 1,542 5,623

891

3,443

1,825

6,159

 

IMA contributes to the development of human capital of the territory using a recruitment pool that is preferably local, even at senior management level: in Italy and worldwide, 98.7% of the managers working in IMA as at 31 December 2019 live in the country where they work.

The contractual conditions that IMA offers its staff are often better than those averagely granted in the sector, e.g. comprehensive health and accident insurance, agreements for discounted purchases and the best market terms for numerous aspects of the employment contract (pay, maternity leave, advances against severance indemnities, use of part-time work, etc.).

IMA S.p.A.’s supplementary labour contract provides economic and regulatory conditions that are more favourable than the National Labour Contract for Engineering Workers, without distinction between full-time, part-time and/or fixed-term employees. 74% of IMA’s personnel are covered by collective labour agreements.

On the Industrial Relations front, labour unrest is modest for IMA Italian companies and is generally affected by national disputes. These results have been achieved thanks to the activities of listening and dialogue between the Company, its employees and their representatives (Trade Union Representatives and the Workers’ Representatives). For Italian employees the minimum notice period for significant operational changes within the organization is 4.5 weeks. For employees of IMA companies around the world, the minimum notice period in compliance with local laws and the provisions of national contracts is 4 to 6 weeks on average.

Even though the level of industrial unrest is low, IMA still manages any work-related complaints or disputes through formal mechanisms agreed with the social partners or through channels expressly provided for under labour regulations. The Supervisory Board (Legislative Decree 231/2001) is informed every six months by the HR Department of any disputes resolved by agreements between the parties or by conciliation reports with the trade unions; in 2019 there were no disputes relating to personnel management.

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