Diversity and Inclusion

Diversity

Diversity
& Inclusion

STORIES

OVERVIEW

Our Diversity & Inclusion journey

DE&I Manifesto

Developing an inclusive work environment in which everyone’s uniqueness is valued and respected. Our innovative power is fueled and maintained by all the diversities across Prysmian.

Affirming their personal and professional commitments by empowering a work-life balance and supporting them to generate and acquire knowledge, integrating and transferring know-how as a strategic asset for the future and as a sustainable investment.

We want to enable a global DE&I movement, forging strong partnerships within local communities to contribute to collective sustainable growth and development.

For all. We strive to increase prysmian's digital maturity by broadening access to digital technologies and enabling anyone to confidently face future challenges.

Our ambition is to eliminate any form of discrimination based on people’s characteristics, roles or job positions, ensuring equity is the guiding principle for our systems and processes - both formal and informal.

Prysmian launches its new Parental Policy

Global Parental Policy

Prysmian is strongly committed to Diversity, Equity & Inclusion and aims at creating tools and conditions that allow all the employees to better manage their unique life and work.

In accordance with this approach, Prysmian also recognises the high value of parenthood for the personal and professional development of its people. This Group Parental Policy represents a concrete action at a global level to help parents have a healthy start with their new child, promote their wellbeing, and ensure to mother / primary caregivers a smooth and successful transition back to work.  

This Policy relies on four main principles:  

  1. Compliance with local legislation and alignment with the local agreements with employees and work councils; 
  2. Protection against discriminatory and inappropriate behaviors towards new mothers / primary caregivers;
  3. An equitable and inclusive working environment;
  4. Treatment of parents across the Group with fairness and caring.

Download the Global Parental Policy

 

The global policy serves as a baseline that Regions can expand or adapt according to the local legislation and agreements with work councils. 

Global Anti-Harassment Policy

Prysmian is committed to the development of an organisation that prioritises talent, abilities, diverse experiences, different cultural backgrounds, and, in general all forms of diversity: ethnic, race gender, language, age, sexual orientation, marital status, nationality, religion, political orientation, socio-economic status, physical and mental ability, experience, education and professional background.

In promoting such a diversified environment, Prysmian wants people to feel respected, appreciated and free to fully express their human potential, which means qualifying diversity and inclusion as one of the main pillars of the company culture. Accordingly, Prysmian has also adopted a Human Rights policy which supports internationally recognised human rights standards and regulates violations of those standards.

The Company is committed to support the adoption of the anti-harassment principles along its value chain and within the communities in which it is present.

Anti-Harassment training is required annually for all workers and available through our Workday platform in English, Spanish, Portuguese, French, Arabic, Italian, German, and Chinese, or provided in-person in local language.

Download the Anti-Harassment Policy

Global Diversity Recruitment Policy

The principal objective of Prysmian's Diversity Recruitment Policy is to strengthen the recruitment process through the adoption of a standardised methodology that will promote the highest standards for our hiring activity. Our Diversity Recruitment Policy will also enable us to select the best talent on the market, by promoting the diversity and inclusion at all level of our organisation.
 
PURPOSES
1.To reinforce the recruiting process by providing a standardised methodology, that will ensure equal opportunities in every step of selection.
2.To establish specific guidelines for recruitment. Each recruiting action can create a more diverse organisation.
3.To ensure that our marketing and advertising materials, job postings, website and annual report adhere to our Diversity & Inclusion Policy principles and relevant employment legislation.
4.To improve internal and external branding to attract and retain talent, diversify our employee population and expand our talent pool.

DE&I Initiatives

Our inclusion efforts start always with people and providing them with tools and space to show their potential and expertise. The new edition of our Women in STEM IT development path, in partnership with Valore D, is a training and development initiative with the focus to build strategies, practices and skills needed by our colleagues who cover roles in STEM functions. Prysmian also partners with the local communities in which we operate in Brazil (Elas in Industria) and Oman (SHE STEMS) to deliver 6-month certification trainings for women to work in a factory setting.

DE&I Trainings and Workshops

For our global population, DE&I topics are covered via always-accessible online training in Workday on topics such as unconscious bias, inclusive leadership, practicing DE&I in the workplace, and inspiring lead-hers.

Annually, we also hold global live workshops with external speakers and internal top managers to celebrate International Women’s Day, International Men’s Day, and World Day for Cultural Diversity. These global workshops are often followed by local ones that dive deeper into the topics, given their local context.

Employee Resource Groups

We are proud to launch our first two Employee Resource Groups (ERGs) that are entirely employee-driven: STEM Women @Prysmian and Disability @Prysmian

The aim of these ERGs is to map, identify and propose ways to create more inclusive working environments, in the factories and offices, support new or current employees by acting as a reference point, increase awareness, and internal networking.

Our Global DE&I Governance

The internal DE&I Steering Committee, composed of managers and senior leaders from across the Group and lead by Global Director of DE&I, works in collaboration with the Global Core DE&I Team, composed of three people in two regions from different functions, and Local Partner DE&I Network, composed of 15 people from each Regions/BU and multiple functions.

Together, the DE&I Governance has the main responsibilities to:

  1. Promote Diversity within the Group through benchmarking, best practice sharing, and specific communication campaigns;
  2. Propose diversity objectives and definition of HR policies to achieve them;
  3. Support HR and Organization in the design of specific training and development initiatives to support diversity within the Group;
  4. Monitor and discuss the progress to improve gender diversity within the Group;
  5. Promote a cultural change to facilitate diversity enhancement across the Group.

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Angela Amodio

Angela Amodio