While no official policy has been set on this issue, we have been committed for some time to guaranteeing equal opportunities and valuing diversity. In addition to offering a wide choice of alternative working hours, we have supplementary company labour agreements which allow greater use of part-time work and leave than that guaranteed by law. 

133,382 [-1,848 compared to 2009] Days of leave  

67.4% [+2.0pp] for maternity and childcare

13.1% [+1.6pp] to assist disabled family members

Female personnel returning from maternity leave normally have access to part-time work and receive refresher courses to return to their position. Moreover, in some towns and cities where the need has arisen, children’s nurseries have been provided at the work place for some years now. 

1,440 [+48 compared to 2009] Part-time contracts 

7.3% [+0.3pp] of employees

95.1% [+0.4pp] of female personnel

Male and female levels of average gross annual salaries came progressively closer between 2009 and 2010: the ratio of female to male salaries is 90.3% for senior managers, 88.2% for middle managers and 92.7% for professional areas. The remaining difference is due in part to the higher frequency of part time workers among female personnel.

As concerns protected categories, we comply with regulatory obligations throughout the year, using the instruments made available by the legislation in force. We seek to provide disabled persons with the best opportunities for integration at work. At the end of 2010 we had 860 disabled employees (+4 compared to 2009), accounting for 4.4% of total employees, 28 refugees (-4) and 305 persons belonging to other protected categories (-12).

The figures relate to 98% of employees, with exception of the data on employees by gender and on career progression which relate to the entire Group