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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 define the principles and values that all persons involved have to observe to ensure that they do not participate in or facilitate discriminatory practices or forced labour.

Specifically, approximately 9% of new suppliers who worked for the first time during the year for IMA companies in the world had to undergo an assessment based on social criteria (such as working conditions and respect for human rights).
Given the sensitivity of this topic in some countries, IMA companies around the world delivered a total of 535 hours of training on policies and procedures in the area of human rights, reaching 3.6% of the entire workforce or 9.5% of the IMA personnel outside of Italy.

 

Personnel management model

The people who work for IMA are the most strategic and by far its most important intangible asset, as they incorporate all of the Company’s skills and knowledge. In fact, for its customers, IMA is a solver of complex problems via specially designed solutions that are custom-tailored to meet their individual requirements.
This means that all of its business processes have a very low level of repetition: from preparing bids to closing the sale, from design and production to after-sales assistance. Knowledge, skills and professional/human expertise are the assets that IMA intends to develop to ensure its future success. IMA therefore regards a fair management of HR to be a matter of the highest importance and seeks to strengthen the Group’s resources in a variety of ways, for example through strong and continuous investment in professional growth.

Our willingness to emphasise the importance of the individual is a goal that the Company pursues from the moment that a person first joins IMA:

• for professionally strategic positions, the selection process is being constantly improved; • the main types of contract used in recruitment are permanent contracts and apprenticeships, with certification of the training process;
• links with universities and national and international centres of excellence are encouraged and reinforced; collaboration with local technical institutes is also developed;
• new hires are offered thorough training, information and guidance, which helps employees find their feet and absorb IMA’s corporate values.

Composition and characteristics of employees

Considering the scope of this Sustainability Report/ Consolidated voluntary disclosure of non-financial information, at 31 December 2020 there were 6,112 employees in total. 12 The majority of the workforce is in Italy (62.47%), followed by the rest of Europe (14.15%), Asia (12.81%) and the Americas (10.57%).

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

  2018 2019
2020
  Men Women Total Men Women Total Men Women Total
Managers 249 38 287 275 38 313 257 32 289
White collars

2,839

894

3,733

2,869

975

3,844

2,940

1,018

3,958

Blue collars

1,565

38

1,603

1,965

37

2,002

1,833

32

1,865

Total 4,653 970 5,623

5,109

1,050

6,159

5,030

1,082

6,112

 

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

  2018
2019

2020

  <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 2 133 152 287 2 143 168 313 0 126 66 289
White collar 450 2,282 1,001 3,733

430

2,283

1,131

3,844

425

2,379

1,154

3,958

Blue collar 357 857 389 1,603

459

1,017

526

2,002

431

950

484

1,865

Total 809 3,272 1,542 5,623

891

3,443

1,825

6,159

859 

3,453 

1,804 

6,112

 

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.