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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 launched in 2020 with the contribution of 27 companies committed to matters of diversity, together they prepared a 4-week calendar, packed with 66 digital events, including webinars, digital labs and creative groups dedicated to inclusion, attended by over 10,000 people. In 2021, 4 Weeks 4 Inclusion included more than 200 companies and 500,000 people and the involvement of leaders from institutions, the business community and trade union associations. Here the on demand events of the TIM Group.

- “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 1,315 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 (the target was reached and exceeded by 12.17%)
  • development path gear specifically towards female employees, with at least 80% of them being involved (the target was reached and exceeded by 19.75%).

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.


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.

  • 1502 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 1.550.000 euros;
  • TIM encourages blood donation with specific campaigns and days of donation at company headquarters. In 2021, 3,190 employees donated blood for a total of 6,768 donations;
  • TIM makes available to its employees the possibility of handing over their days off to other colleagues in difficulty. In 2021, 1,614 hours of solidarity were exchanged;
  • the traditional appointments with the non-profit organizations at the company headquarters, in 2021 were suspended because of the pandemic and replaced by a column on the Intranet "Banchetti Solidali Digital Edition" that gave space to 4 ONLUS reaching over 4,900 employees.

Un posto a parte, accanto ai nostri progetti per l’inclusione, spetta alle tante iniziative del volontariato d’impresa in TIM:

  • 1.502 dipendenti del Gruppo hanno rinnovato l’impegno ad aiutare CIAI (Centro Italiano Aiuti all'Infanzia), Comunità di Sant’Egidio e Save the Children, dando la loro adesione all’adozione di bambini a distanza, con un contributo totale di circa 1.550.000 euro.
  • TIM incentiva con campagne specifiche e con giornate di donazione presso le sedi aziendali, la donazione del sangue. Nel 2021 3.190 dipendenti hanno donato il sangue per un totale di 6.768 donazioni.
  • TIM mette a disposizione dei propri dipendenti la possibilità di cedere, ad altri colleghi in difficoltà, i propri permessi. Nel 2021 sono state scambiate 1.614 ore di permesso solidale.
  • i tradizionali appuntamenti con le ONLUS presso le sedi aziendali, nel 2021 sono stati sospesi per la pandemia e sostituiti con una rubrica sulla Intranet “Banchetti Solidali Digital Edition” che ha dato spazio a 4 ONLUS raggiungendo oltre 4.900 dipendenti.