* The data are on a like-for-like basis compared to 2015

Our leadership is also based on our ability to create jobs all over the world, offering the chance to establish a stable, long-term relationship with us. We create a stimulating working environment, free of all forms of discrimination, and we promote diversity and inclusion. We select people by evaluating the most interesting profiles, those with an excellent academic background, a postgraduate degree, a good grasp of English and, if possible, another foreign language. In some countries we support specific professional training programmes to foster access to employment based on merit.

Employment details

Brazil looks to the new generations

We participate in the Jovens Aprendizes programme promoted by the Ministry of Labour and Employment. The initiative is targeted at young adults between 14 and 24 years of age with the aim of introducing them to the job market, providing them with a professional experience in one of the programme’s partner companies. The young apprentices must be attending, or have finished, secondary education courses at certified professional training institutes and the partner companies must sign agreements with one of these schools so they can form part of the programme. The programme is based on a fixed-term non-renewable employment contract of no more than two years. After this period the partner may choose to hire the resource on another type of contract. The programme involves a participation quota established on the basis of the number of employees. For Generali Brasil Seguros, which employs a total of 673 staff, this quota is 19 units, to be placed at the Rio de Janeiro and Sao Paolo offices.

France for employment

France for employmentIn France we have renewed the Contrat de génération agreement for a further 3 years (2016-2018) with the goal of promoting the training and professional placement of young adults on permanent employment contracts. The Apprenticeship Policy first adopted several years ago to recruit young apprentices has become one of the pillars of our employment policy in France and is an effective tool for candidates with expert profiles or specific professional skills (e.g. statistical and actuarial sciences, underwriting, IT, marketing or financial controlling), who represent scarce and valuable resources for our sector. Apprentices are recruited for a period of 1-2 years during which time they alternate work with periods of study.

ItalY FOR talent

For the third consecutive year, in 2015 Generali Italia organised the Talent Days project for around 100 children of its employees which seeks to offer young adults of 18-28 an opportunity to get acquainted with the working world. Nine seminars were held in Milan, Rome and Mogliano Veneto by industry specialists with the aim of providing university students and freshmen with professional guidance and suggestions on the best approaches to job interviews. The feedback was so positive and encouraging that we are organising other training days in 2016.

Hungary for sales network

In 2015 we launched the Sales Manager programme in Hungary with the aim of recruiting young adults of 25-35 years of age for sales activities and increasing the number of participants in the programme by 25%. We want to offer them career opportunities, preparing them for managerial and leading roles through the sharing of knowledge between the older and younger generations.

Social dialogue and union relations

workers represented*

We recognise the right to join a trade union, to appoint workers’ representatives and to exercise the relative functions (including the right to collective bargaining), in accordance with freedom of association and with local regulations and practices.

employees covered by collective bargaining agreements*

Employee representatives are suitably informed of significant organisational changes at least 30 days prior to the implementation of such changes (25 days in the event of company transfers).

In the event of company reorganisations (mergers, acquisitions etc.) we safeguard our people by assigning, where necessary, new roles with targeted training or professional requalification measures, depending on each person’s skills and experience. We prioritise initiatives that seek to minimise impact such as resignation incentives, consensual local mobility and relocations to other Group companies.

Social dialogue with the European Works Council

60,894 workers represented in the EWC (79.9%)

Local employment relations and social dialogue are managed by the respective countries and in accordance with the head office only for international initiatives. Our involvement in the Group’s social dialogue takes the form of a constructive and cooperative approach that fully respects different roles and goals. Consistent with the European legal framework, since 1997 we have developed a forum for European social dialogue known as European Works Council ((EWC) of Generali. It is the only body representing 60,894 of the workers at European level which we dialogue with. It focuses on projects and initiatives of international interest. We are in line with the regulations to enhance the right to information and consultancy of workers in companies which operate at EU level. In line with national legislation, culture and practices, the European Social Charter of the Generali Group promotes social dialogue, fostering constructive debate with the workers’ representatives for the personal and professional growth of the workers and the consolidation of equal opportunities.

* The data refer to the employees of the Group insurance companies (with the exclusion of the Europ Assistance group), who are 70,682 or 92.8% of the total


We offer salaries in line with the market and additional forms of compensation, such as complementary pension schemes, insurance coverage and other benefits, in order to improve the quality of life of our people. For example, in Italy we offer reimbursements for crèches, schools, language courses, school books and campuses, as well as laundry services, pre-natal parking, medical centres and meetings with professionals on health.

Health and safety

absenteeism rate due to illness*

We guarantee working conditions in line with current health and safety legislation, with a particular focus on pregnant women, mothers and workers with disabilities.

absenteeism rate due to injury*

We organise meetings with professionals on health, such as the days dedicated to the prevention of breast cancer for female employees, the conferences to raise awareness of health issues and the meetings on mental health to avoid work-related stress.

Back to work

In Italy we promoted the Back to Work course dedicated to employees returning after a long absence mainly due to either maternity or illness. We have held 4 courses of 2 days each in Turin, Milan, Mogliano Veneto and Trieste, which were attended by 28 women. It was primarily a motivational course that also aimed at defining common practices for managing the return to work and helping to establish a new personal balance.

Percorso donna

In collaboration with the Italian Tumour Prevention League, the Centre of Oncology (CRO) in Aviano and La Sapienza University of Rome, we have organised a number of seminars on the theme of breast cancer prevention for female employees in Italy. The campaign, which joins other initiatives dedicated to the health and well-being of our people, aims to promote and spread the culture of prevention and offer the opportunity to carry out health checks directly in the company. Launched in the biggest Italian cities, around 50% of female employees have participated.

Bien-estar Caja

In Argentina we launched a programme that seeks to improve the lives of employees through the adoption of healthier habits, providing them with information on nutrition, active breaks while at work and suggestions on how to reduce work-related stress, with the involvement of an expert nutritionist. The lessons were then published on the local intranet.

La Slovenia for health

In 2015 we introduced Fruit Corners in Slovenia to give employees the chance to consume some vitamins also during working hours. We also set up a sports club to promote health and well-being.

* The data refer to the scope of the Sustainability Report (Austria, France, Germany, Italy, Czech Republic, Spain and Switzerland)

Work-life balance

To balance their work commitments with their family and personal life, our employees can take advantage of flexible and part-time hours, company crèches and, in some Group companies, telecommuting.

We received awards for our human resources management policy. In Hungary we received the HR Innovation Special award. In Slovenia we were awarded, for the first time in 2015, Full Family Friendly Enterprise certification in acknowledgment of the high quality of our work-life balance policies and our focus on our people. We continued to be Family-Friendly certified thanks to the excellent work-life balance in Austria and Germany, a country where we were also awarded the Gemeinnützige Hertie Stiftung prize.


In Germany we have adopted telecommuting for 1,030 employees who can work regularly from home for an established period of time with a constant rotation between home and the office for a maximum of 60% of their weekly hours. It is mainly used by back office employees (e.g. those in the claims departments).
The requisites are:

  • the telecommuting must comply with the company’s workplace safety directives
  • certain technical requisites such as speed of the internet connection must be guaranteed
  • IT and phone costs are partly footed by Generali
  • the employee signs an additional telecommuting agreement with Generali.