Engagement policies

Welfare
In 2016, our corporate welfare policies have confirmed our focus and commitment to ensure initiatives and activities dedicated to colleagues and their families, aiming at a continuous renewal of services, in line with new needs expressed by the people.
The following table summarizes the data regarding access to Welfare services by full-time and part-time employee during the last three years.

"SEA for you": access to services

Over the year, in addition to managing traditional welfare services (home-work mobility, flu prevention, check-ups etc.), based on the data of the previous year and the favourable feedback for new initiatives introduced as part of Future Lab project, we focused on developing and continuing initiatives dedicated to increasing the occupational skills of our colleague's children.

Specifically:

• "Push to Open" school and professional orientation path for secondary school students, who have been able approach the world of work by attending an online community and workshops in person at the companies in the project network;
• "Talent Days", vocational guidance workshop classes in collaboration with HRCommunity dedicated to near-graduates and graduates;
• call for entries for scholarships abroad from the "Intercultura Foundation", which was enhanced by the addition of a summer stay in Ireland, in addition to the summer stay in China and the annual one in a European country;
• "I Learn to Study with SEA", the new project launched in 2016 and dedicated to young people of the First Grade Secondary School and the Biennium of Second Grade Secondary School, aimed at transmitting useful and immediate tools to be applied to home and school studying, an initiative appreciated by over 100 young people enrolled between Linate and Malpensa;
• finally, still about school, the new initiative "Alternating School and Work", addressed to the territory nearby. Following the decision by the Ministry of Education, University and Research (MIUR) to include in second grade secondary school education the project "Alternating School and Work", SEA decided to participate, designing a course at schools and a summer on-the-job training at the airport, involving our colleagues through the opportunity to involve their children's school to carry out an "alternating school and work" experience at Linate and Malpensa. 4 schools have been identified in the provinces of Milan, Varese and Novara, which will be able to take part in classroom lessons of SEA "trade masters" and send about 30 students to summer job;
• the merit "Grants" for the promotion of first and second grade students were awarded this year with higher amounts, rewarding the most deserving students, with the aim of promoting commitment and consistency in studying;
• as part of life-work-reconciliation initiatives, Pink Parking is a new service dedicated to pregnant women who can now use dedicated parking spaces near the terminals until the last day of work before maternity leave;
• like last year, summer centres were set up in collaboration with the NoiSea Association to accommodate the children of our colleagues during school holidays; stays were also organised at mountain and sea facilities, as well as the dedicated sport camps in the Umbrian hills, registering a turnout far exceeding that of recent years;
• finally, great effort was devoted to activities involved in SEA's participation in "Family Audit" certification process, with the preparation of a working group that contributed to point out innovative solutions about flexible work, smart working and a culture of work-life reconciliation.

Complementary Pension Fund
The Pension Fund of Società Esercizi Aeroportuali - FONSEA, a complementary individual capitalisation Pension Fund for employees of participating companies, provides complementary pension benefits beyond statutory pension as per Italian Legislative Decree 5/12/2005, no. 252. Of the 5,045 members at 31/12/2016, 2,920 belong to the SEA Group, and 2,125 to other airport operators.

Data on the Pension Fund

The Pension Fund is a fund established as an unrecognised association with a legal personality and operating under defined contribution arrangements (the amount of pension benefit is determined on the basis of contribution made and related returns).
Membership is free and voluntary. Participation in complementary pension schemes governed by Italian Legislative Decree no. 252 allows the member to benefit from a favourable tax treatment on paid contributions, gains and benefits.

Contribution shares (workers employed after 28/04/1993 and enrolled since 01/01/2013)

Parental leave management
SEA Welfare guarantees the right for all mothers to benefit from reduction of working time to five hours per day until the end of child’s fifth year.
Use of parental leave in 2016 increased for both women and men.

Right and use of the optional leave of absence (no.)

Parental leave absence tables show that:

• almost all users return on schedule to work after the birth of a child;
• fathers extensively use the option and increasingly assist mothers in taking care of children;
• only in a small percentage of cases absence is not followed by a return to work, but rather by an absence for other reasons.

Retention rate after parental leave - 2016 ⁽¹⁾

Retention rate after parental leave - 2015 ⁽¹⁾

Work-life balance: Family Audit
In 2016, an accreditation process to obtain the "Family Audit" certification was completed.

Family Audit is a management tool adopted on a voluntary basis by organizations, such as private companies, public bodies and non-profits, that want to certify their ongoing commitment to work-life balance. By adopting the Family Audit certification we intend to launch a virtuous cycle of continuous improvement by introducing innovative organizational solutions in terms of work flexibility, smart working and a culture of work-life balance.
In 2016, the Family Audit implementation process included the design phase, consisting of the creation of two distinct internal Working Groups.
The Audit Working Group, consisting of 17 employees representing all professional classifications, analysed and proposed improvements in family-work balance taking into account different family structures.
A platform of 28 balance measures was prepared during 6 meetings held by the Group. The Management Working Group, consisting of 8 managers from different Departments and Functions, played a role in steering and evaluating the proposals received (whose conditions and methods of application will be further assessed during the implementation phase), which led to acquiring the Base Certification in February 2017.

Platform of activities 2017-2019