The Group rejects any form of discrimination on the basis of gender, age, nationality, ethnic background, ideology or religion. It operates in strict compliance with laws and contractual requirements, and in keeping with the customs, practices and usages of each country in which the Company operates.

Piaggio operates globally with a diversity of employees, in terms of age and gender, in Europe, the Americas and Asia. Staff diversity represents values and opportunities arising from various different ways of pursuing and achieving the highest levels of performance within a single, broader Group organisational design.

Managing diversity for Piaggio means recognising and respecting differences in the context of a common company culture, so the Group rejects any form of discrimination on the basis of gender, age, nationality, ethnic background, ideology or religion. It operates in strict compliance with law and with contractual requirements, and in keeping with the customs, practices and usages of each country in which Piaggio operates.

The Group's concrete commitment to embracing diversity is reflected by its adoption of a Code of Ethics, conformity to international laws on equal opportunities and use of policies that protect forms of diversity already found within the company. The Group seeks to spread its culture and values throughout the world through shared digital platforms (company intranet and tools supporting the work of HR such as the Success Factor, Piaggio Global Training), with a view to creating the conditions for promoting an international mindset and a building a truly multinational organisation, in which all employees can benefit from equal opportunities.

Human resources management processes are conducted applying the same principles of merit, fairness and transparency in all the countries in which the Group operates, with the accent placed on aspects of relevance for the local culture. Piaggio selects and hires its staff based solely on the candidates’ characteristics and experiences and the requirements of the position. As shown in the graph below(26), Piaggio promotes and supports the recruitment of candidates from many parts of the world, to contribute to the international mindset that is a key value for the Group.

Percentage of senior Managers of local nationality divided by geographic segment as of 31 december

cruitment of candidates from many parts of the world, to contribute to the international mindset that is a key value for the Group.  Percentage of senior Managers of local nationality divided by geographic segment as of 31 december

26Figures include senior managers, first- and second-level executives reporting to top management at Piaggio & C SpA, and the first- and second-level executives of subsidiaries. The term local refers to the national level and local senior managers means senior managers with nationality the same as the country where they work.
The term local refers to the national level and local senior managers means senior managers with nationality the same as the country where they work.

In order to promote and sustain intercultural exchange and diversity management, the Group encourages the international mobility of its people, enabling the reciprocal secondment of employees between Group companies.

Female employment

Female employees at Piaggio play a fundamental role at all levels of the organisational structure. Their presence, which is equal to 20.8%, is in line with the previous year, with an increase in white-collar and managerial positions.

Company employees by gender and geographical segment as of 31 december

Company employees by gender and geographical segment as of 31 december

Number of women employees as of 31 december

Number of women employees

Company employees by contract type, gender and geographic segment as at 31 december 2019

Company employees by contract type, gender and geographic segment as at 31 december 2019

Equal opportunities are offered to employees of both genders, with concrete initiatives in place to help people strike a balance between work and domestic life. Such initiatives include alternatives to full time work.

Company employees by profession, gender and geographic segment as at 31 december 2019


Part-time employment as at 31 december 2019

Part-time employment as at 31 december 2019

Young employees

Within the Group, the company's largest population is in the 41-50 age group. The generational mix is essential for more experienced workers, who can set an example and pass on skills and abilities learned over time, to impart their knowledge to younger employees.

Company employees by professional category and age bracket as of 31 december

Company employees by professional category and age bracket as of 31 december

Company employees of up to 30 years of age by geographic segment as at 31 december 2019


Company employees of up to 30 years of age by geographic segment as at 31 december 2018

Parental/maternity leave

Our companies apply laws passed by pertinent national legislation. The Group does not discriminate in any way against women who take maternity leave. Indeed, to support work-child care balance, a horizontal part-time contract has been granted to 181 employees in Italy. In addition, as further support for work-life balance, employees at the Pontedera site can benefit from an agreement for childcare support (see the Industrial Relations section). As demonstration of the above, the following information has been provided for the companies where the phenomenon is more numerically significant27.

Parental/maternity leave

27 The figures refer only to parental leave requested up to the child's first birthday.

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