INSIGHT 2|2019

13 FOCUS ON Actions are divided into three chapters: recruiting, awareness, and career and communication. In March, the company published the Global Diversity Recruitment Policy to guarantee equal opportunities at every stage of selection. Prysmian’s recruitment goal is gender balance, and has target that 40% of new recruits be female, including blue collar workers where possible. The second chapter concerns awareness training, at a global and local level. “We are making a significant training effort, spread out over several levels, with different messages,” said Amodio. “The goal is a good gender balance, also at the executive and top management level where we have a target of 15% and 10% respectively. We are already getting good results: in 2016 our top management levels contained no women at all, and today we at 2.5%. Even better, the number of female executives has grown from 6% in 2016 to 12.3% today.” Finally, internal communication about the project is key. “We revised our leadership model, which contributes to guiding performance, to affirm that Prysmian recognizes the ability to enhance diversity as a plus,” said Rutschmann. Prysmian’s next goal is to introduce a global policy for maternity leave, since this varies widely from country to country, guaranteeing a minimum level for everyone.