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Our initiatives

Some of the things we are doing to make TIM an increasingly inclusive company.

Culture and company's identity

- In 2011, we signed the Charter for Equal Opportunities and Equality at Work, created in 2009 by Fondazione Sodalitas, AIDAF, AIDDA, Impronta Etica, UCID and the National Advisor on Equality, with the patronage of the Ministry of Labour and Ministry for Equal Opportunities. TIM's aim in doing so is to contribute to the fight against all forms of discrimination in the workplace, whether on the basis of gender, age, disability, ethnicity, religion or sexual orientation. At the same time, we are committing ourselves to valuing diversity within the company structure, with particular focus on equal opportunities for men and women. 

Obligatory paternity leave is doubled: as part of the Diversity & Inclusion program, TIM promotes shared parenthood thus contributing to reduce the gender gap and rethinking the paradigms of family and society roles. The 2021 Budget of the Italian government establishes 10 days of obligatory paternity leave, TIM adds an extra 10, for a total of 20 days, as a means of facilitating the presence of both parents at the moment of birth or adoption of a child.  

- We have devoted a special paragraph to the subject of inclusion in the main documents that define our company identity: the code of ethics, human rights policy, charter of values and leadership model.

- In 2017  we obtained the Family Audit certification (renewed in 2018, 2019, 2020 and 2021) that commits the company to a plan for the development of initiatives for reconciliation of family and professional life, a plan measured by a specific set of KPIs and KPOs.

- “4 Weeks 4 Inclusion” is the programme being launched in 2020 with the contribution of 27 companies committed to diversity matters, together they have prepared a 4-week calendar, packed with shared digital events, including webinars, digital labs and creative groups dedicated to inclusion. A real marathon enriched by 66 events for over 150 hours during which the major issues of inclusion were addressed to enhance diversity in the workplace and attended by over 10,000 people. Over 160 different guests took turns presenting stories of inclusion, best practices, models and tools to enhance diversity.

- “TIM4inclusioncommunity”: a  a community of knowledge sharing dedicated to these issues, with the participation of at least 200 colleagues. On a project working method, solutions are proposed for overcoming all types of barriers.

Training and development

- The performances of all TIM people are also assessed through a specific "Diversity and Inclusion" competence, which aims to measure the contribution in promoting the value of diversity and in strengthening the culture and practice of gender equality.We will measure our performance on inclusion issues based on the growth of this competence. The 2018 performance was the first measurement in relation to which the 2019 target of 3% growth on annual basis was set, thus going from 5.86 to 6.04 (increasing scale from 1 to 7; value calculated on the total company population).

- The TIM Academy diversity and inclusion training plan:

  • "Give value to diversity” available to all it gives an overvieW on this topic
  • "Managing disability” aimed at providing a better understanding of how to relate to a colleague or co-worker with a disability.
  • Inclusion = creating value”: a Special training program for middle manager will be launched, with a focus on the motivations linked to the benefits of inclusion and enhancement of diversity for companies
  • Inclusive Language: created in partnership with Parole O_Stili
  • Gender bias, stereotypes and prejudice. 

 

Disability Management

At TIM, in Italy, there are 1,361 employees with disabilities, accounting for around 3% of the workforce. The following have been made available for these employees to have a positive work day:

  • the policy of automatic workstation adaptation, extended in 2019 to cover disabling chronic diseases as well;
  • solutions to improve communication between deaf and hearing employees;
  • the activities of the Working Capital accelerators that assist several disability project start-ups;
  • support for employees’ children with disabilities during TIM Summer camps.

At the beginning of 2020 a service provided by Pedius, a TIM WCAP incubated start-up, was implemented to improve the flow of communication between hearing impaired employees and the rest of the company population.

Information videos were also provided by TIM Academy to describe, with Italian Sign Language, the services available and how to use them.

Also launched in 2020 was the “Nessuno Escluso” (None Excluded) project aimed at providing specific IT equipment for everyone with a disability.

Gender and female leadership

Thanks to the partnership with Valore D, of which TIM is both a supporting partner and a member of the Board of Directors, every year more than 100 employees are able to attend skills building courses, mentoring and coaching programmes, as well as welfare and work-life balance courses and workshops.

Also launched in 2020 was  Progetto Donna”, which has two strands: climate and culture, and career. The first action of “Progetto Donna” was to publish the “TIM Gender Gap Reduction Manifesto”, which states the 5 specific commitments that TIM makes to people. 

TIM also has a Gender, sexual harassment and bullying policy which, besides providing a reporting system, provides thre resources to support victims of harassment and bullying: legal advice, counselling and a Person of Trust - someone outside the company who can provide immediate assistance. Over the next few months, we will launch a training course for the entire company, whilst other courses on inclusive language, created by Parole O_Stili, and gender bias, with the administration of the Harvard Implicit Association Test, have already begun. 

In January, we also launched a series of role-modelling talks, Female LeadHERship, created in partnership with Valore D.

TIM’s pledge to shrink the gender gap has specific goals for fostering an equal opportunity culture, as well as more precise indicators which look at the number of women in leadership roles and the pay gap.

In order to foster an equal opportunity culture, we aim to reach the following goals by the end of 2021:

  • at least 50% of company employees showing awareness of the initiatives
  • development path gear specifically towards female employees, with at least 80% of them being involved.

Regarding women in leadership roles and the pay gap, managerial incentives have also been introduced calling for, by the end of 2023:

  • a total 26% women managers company wide
  • elimination of the gender pay gap among managers.

LGBT

Thanks to the partnership with PARKS, Liberi e Uguali, of which TIM is a founding member and Board member, we have implemented TIM's definition of "family", which extends all benefits granted to its employees (car, healthcare, supplementary insurance) to all cohabiting partners, regardless of gender, and grants the opportunity to access the company's many care services to the registered family of the employee (regardless of consanguinity, and therefore also to same-sex families and their children).  In 2020, as it was unable to sponsor the Pride events as it had done in 2018 and 2019, due to their cancellation, TIM supported the LGBT community with the “TIM and LGBT people” webinar

TIM will continue its culture of including the LGBTQIA+ community in 2021. In May and in honour of the International Day Against Homophobia and Transphobia, TIM organised the "TIM in Rainbow", a webinar in partnership with PARKS, Liberi e Uguali, with 1,500 employees taking part.

In June, for PRIDE month, TIM once again sponsored Milano Pride.

Age Management

TIM has launched an important age management program which,  given the fact that we now work for longer, includes a portfolio of activities: from the cross-generational “masters of the trade” meetings, to mentoring, to the redesign of models of development, training and rewards.

In December started “work drivers map”, a massive survey that aims to profile the entire company population, and in particular the over 55s, according to motivation and employability, to encourage diversified development paths by cluster.

 

A special mention, next to our projects for inclusion,  is due to our volunteering activities.

  • 1,731 Group employees have renewed their commitment to helping CIAI (Italian Centerfor Childhood Aid), the Community of Sant’Egidio and Save the Children, giving their support to remote adoption of children, with a total contribution of around 180,000 euros;
  • Prior to the COVID-19 emergency, 10 blood donation days were organized (around 10,000 blood donations a year);
  • at 15 company locations, 49 solidarity stalls were hosted by charities.

Go to the websites

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Parks - Liberi e Uguali

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Value D association

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Woman project