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IMA and respect for human rights

Respect for human rights underpins the values of the Group, its way of working and doing business, its relations with employees, suppliers and other external stakeholders.

In this sense, the Group has implemented specific policies to safeguard human rights and activated controls over the supply chain. Almost every company in the IMA Group adopts formal measures (e.g. the Group’s Code of Ethics) to ensure that they do not participate in or facilitate discriminatory practices or forced labour.

Specifically, moreover:

• In North America, most of the supply chain for the companies in the United States and Canada is located within the two countries: in these contexts, overseeing environmental, safety and human rights issues are guaranteed by current legislation.
• Lastly, numerous companies operating in Europe use European suppliers that, in addition to complying with the stringent EU regulations, also receive regular inspections.

Based on the reporting, monitoring and control mechanisms set out in the Code of Ethics, during 2018 there were no episodes of discrimination.



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. At the Group level, the majority of employees fall into the “white collar” category: 59.67% of the total, i.e. 3,355 employees.



  2017 2018
  Men Women Total Men Women Total
Manager 416 19 435 249 38 287
Middle manager 320 59 379 299 79 378
White collars 2,173 725 2,898 2,540 815 3,355
Blue collars 1,456 26 1,482 1,565 38 1,603
Total 4,365 829 5,194 4,653 970 5,623

Most of the employees are aged between 30 and 50, or 59.8% (3,106 persons).



  <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
Middle manager 12 231 135 378 10 235 133 378
White collar 396 1794 714 2904 440 2,047 868 3,355
Blue collar 319 821 337 1477 357 857 389 1,603
Total 732 3106 1356 5194 809 3,272 1,542 5,623

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, 100% of the managers in IMA at 31 December 2018 live in Italy. This situation is related partly to IMA’s choice of social responsibility, which binds it particularly to its local territory, and partly to the presence of widespread, qualified skills that can be found in the advanced mechanics cluster of Bologna and the Emilia-Romagna region.

The contractual conditions that IMA offers to its staff are often better than those granted by the sector on average. This takes place by using tools to create favourable conditions for the expression of individual talent, based on a corporate culture that features a system of strongly shared values. Examples of these are 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. 67% of the IMA Group’s personnel is covered by collective labour agreements.

On the Industrial Relations front, the conflict is modest for the Italian companies of the Group 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.

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 2018 there were no disputes relating to personnel management.

Download 2018 Sustain Ability Report »