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.
We believe in a clear and simple organizational model that also promotes new, more agile ways of working by facilitating speed, collaboration, empowerment and innovation. With this goal, already in 2019 62% of the Group's organizational entities strongly supported smart working through dedicated policies. This made it possible to test this new way of working with greater intensity, which from February 2020 was quickly adopted by the entire organization to cope with the pandemic, also confirming Generali's ambition to continue investing in smart working and in an organization of work that will be increasingly strategic in the future.
We relied on this way of working also to safeguard the health and safety of our people during the emergency context linked to the Covid-19 pandemic by temporarily and extraordinary - even without a dedicated policy - extending remote work to more than 90% of administrative employees.
*They are organizational entities where, in accordance with local laws and regulations, it is possible to adopt smart working through the application of a dedicated policy. The indicator also refers to organizational entities that are not included in the consolidation scope
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 to promote teleworking.