In order to protect and reconcile work commitments with family needs, our staff can take advantage of various initiatives to promote greater flexibility such as flexible working hours, part-time work, the hour bank and company crèches for their children etc.
In the post-pandemic era, Generali wants to continue to optimize its organisation with the ultimate goal of maintaining and strengthening its ability to adapt and evolve, seizing emerging opportunities through an agile and effective digitally-enabled organization.
In this context, Generali is building its Next Normal based on hybrid, flexible and sustainable work models, enhancing the potential of our people, boosting the ambition of the business strategy and delivering benefits to all the stakeholders involved.
Generali's vision for the Next Normal is outlined in our Next Normal Manifesto and its seven Group key principles, which incorporate our Lifetime Partner Behaviours and touch on all relevant dimensions to shape the future of our ways of working.
The ambition is to have 100% of our Group's organizational entities implementing hybrid work models inspired by the Group's principles, an objective already achieved in 2022.
The Generali Global Pulse Survey 2022 confirmed Generali’s people's positive attitudes towards hybrid work models in the Next Normal, with an overall favourable score of 83% of the relative Next Normal survey section, and 96% of respondents affirming that the team performance increased or remained stable while working hybrid.
ENTITIES WORKING HYBRID*
*The indicator refers to consolidated line-by-line companies, excluding a few limited exceptions due to business or local context peculiarities.
How we develop the Smart working
Our staff, with differences from country to country, recognise the benefits provided by laws, national collective agreements and additional company agreements such as paid absences for:
- Death of a family member
- Breastfeeding for new mothers
- Maternity/paternity leave
- Children's illnesses
- Medical examinations and clinical analyses
- Studying and day of exams
- Assistance to disabled family members
- Blood donation
In accordance with the company’s organisational requirements, to offer additional flexibility we also grant paid leave and/or leave that is subsequently made-up, and in the case of justified personal or family reasons we permit leave periods (unpaid absence) of a maximum of 12 months with differences from country to country.
In some countries we have received awards for our people management policy: in Austria, the Ministry of Family Affairs awarded us the Family Friendly Certificate (Beruf und Familie 2018), in Spain we received the Fundacion Masfamilia Certificate (EFR Certificate) and in Slovenia the title of Family Friendly Company.
In 2017, among other things, a joint declaration was signed with the Group's European Works Council (EWC) to promote teleworking. In 2021, in the Covid-19 pandemic era, a Joint Declaration on the Emergency crisis was signed with the European Works Council. This declaration sets inspirational principles aimed at facing the consequences of the pandemic and safeguarding the employee’s well-being in an unprecedented emergency situation. Among these principles, a focus on the promotion of the work-life balance is also envisaged, in particular the attention to matters and possible issues concerning the reconciliation of workers’ professional and private life. This document represented an important step towards the definition of the subsequent Joint Declaration on the new sustainable way of working in a Next Normal scenario signed on the 16th of February 2023. This Declaration, which contains very relevant topics in the EWC's current agenda such as digital transformation and new ways of working, aims, among others, to promote sustainable ways of working, based on trust and empowerment as well as work-life balance and enhanced Group performance.