Internationalisation and multiculturalism

In 2017, Ansaldo STS continued its commitment to maintaining a high level of internationalisation and a multicultural approach towards its employees in line with its global dimension and the interests of its stakeholders, customers and staff. As in previous years, this was enabled by consolidating the management process of international mobility of personnel. Quantitative data continues to give a clear indication of the high percentage of “non-local personnel” (foreign employees hired in different countries to their native land) operating in the Company and highlights the importance of international assignments which, although temporary in nature, nonetheless require spending a long period abroad (2-3 years on average).

 

  2016  2017  
Local personnelNon-local personnelWorkforce abroadLocal personnelNon-local personnelWorkforce abroad
Central and Eastern Europe and the Middle East 1,599 113 70 1,735 128 81
Western Europe 809 59 8 848 65 11
The Americas 652 60 3 700 54 1
Asia Pacific 509 88 2 548 87 3
China 59 3 1 63 0 0
TOTAL 3,628 323 84 3,894 334 96

In this respect, some of the steps taken in recent years and continued during the year are reported below:

  • preliminary ad hoc meetings, which not only provide basic technical and logistic information for staying abroad, but also strengthen staff engagement;
  • special training, including the new language;
  • constant monitoring of immigration issues, which are increasingly common around the world and differ widely from one country to the other, bearing in mind the global trend that on the one hand seeks to promote international mobility, while on the other seeks to protect the local population, for both political and economic reasons, especially in certain countries;
  • training to help encourage greater awareness of multi-culturalism and assist the overcoming of any cultural/conduct barriers, while respecting each person’s values (home and host);
  • supervision of the integration process in the various countries, beginning with the management of job opportunities on a global scale;
  • implementation of a system that monitors connections activities between development of personnel and international experiences;
  • commitment to governing the structured connection between the performance provided during an international experience and remuneration policies, especially with the use of performance-based bonuses connected to the results achieved during the work abroad;
  • focus on repatriation and retention, which are always particularly critical aspects of personnel management;
  • continuation of a network of relationships and information between HR specialists to support the internationalisation process with an integrated approach and also through a cross-cutting HR International Mobility Team;
  • ongoing attention to internal communication, using all of the channels provided by the Company, especially technologically advanced and user-friendly solutions;
  • continuing integrated activities with Health & Safety and Security to ensure safe working conditions abroad;
  • ongoing cooperation with the Administration department with respect to taxes and accounting, in order to comply with all relevant legislation and corporate procedures.

Finally, the Company has successfully implemented, including at procedural level, a global corporate commitment to extend a special welcome to new "non-local" personnel joining the Company, providing information on immigration, tax and social security issues to encourage integration in the new country.