Human Resources

Group companies recognize the central importance of human resources and believe that the key to the success of any business is the professional contribution of the people that work for it, in a climate of fairness and mutual trust. Group companies shall safeguard health and safety in the workplace and consider respect for workers' rights as fundamental to the business.  Working relationships are managed with a view to guaranteeing equal opportunities and promoting the professional development of each employee. (Article 6 of the Ethical Code ).

Geographical breakdown by sectors

	Tyre	Real Estate	Broadband Solution	Other business	Other	Total
North America	262	0	3	0	0	265
Latin America	10,531	0	1	0	16	10,548
Europe	13,766	2,682	191	96	699	17,333
Asia, Africa and other	2,665	0	1	0	1	2,667

The sustainable management of Pirelli's internal community is developed from all possible angles.

At Pirelli, health and safety in the workplace is of fundamental importance. Dedicated units in the organization, together with the most advanced (and certified) management systems, make it possible to constantly monitor the condition of the workplace in all locations throughout the group, and this is joined by rigorous inspections that lead to ongoing actions for improvement. As a direct consequence of this approach, the Group invests significant resources in health and safety. In 2007, such investments totalled some €7 million in the Tyre segment alone.
This commitment to health and safety has been formalized in both the Group's Ethical Code and in the "Group Policy for Health, Safety, Environment and Social Responsibility ".

Particular emphasis is also placed on appreciating diversity within the Group, which translates into concrete action Pirelli's profound sensitivity to the needs of the many cultures that have always been a part of the genetic makeup of this multinational organization that has made internationalization its very driving force. Pirelli Diversity Management Project is held up as an example of international best practice and has been included in the toolkit Workshop on Equal Opportunities, which was presented at the end of 2007 in conjunction with the CSR marketplace and again on 9 June 2008 in Brussels at the General Assembly of CSR Europe.
The commitment to equal opportunities and to the promotion of diversity is formalized in the Group Pirelli Equal Opportunities Statement, as well as in the Group's Ethical Code and its "Group Policy for Health, Safety, Environment and Social Responsibility ".

Along side diversity management, Pirelli also pays close attention to the needs of hiring, training and development of human resources, with a constant view to innovation and maximum involvement. This includes a great many "employer branding" initiatives targeting university graduates, often in partnership with the most prestigious universities in the nations in which Pirelli operates. Investment in training and development has also been particularly significant in the new production facilities (in China and Romania), both in 2007 and, according to budget, in 2008.

Internal dialog, in turn, is another aspect that contributes a great deal of value added to the Group. Employee opinions, which are periodically collected through surveys distributed throughout the Group, help the company to stay constantly abreast of the needs of our employees, of trends in the workplace, and of opportunities for management to take advantage of.
Along side these opinion surveys, advanced tools of internal communication (the intranet, newsletters, company press) that are used by all Group affiliates help to maintain a high degree of cohesion and integration, as well as a sense of belonging, which translates into competitive advantage in achieving the company's performance goals.

Initiatives for the internal community also take place within all Group affiliates. This generally includes programmes for health in the workplace (e.g. the Group's anti-flu campaign) or to help "Pirellians" reconcile work and their private lives (e.g. by organizing summer holidays for the children of employees, day care, and so on).