We contribute to the sustainable development of the countries where we operate, with innovative network infrastructures and digital services, sharing our skills and know-how. Read more

Latest press releases

Read the latest press releases and search the archives of TIM Group's Press Office.

TIM and LGBT+ people: the road to inclusion

Our presence at the Pride events, our collaboration with Parks, Valentina' story , LGBT+ wife and mother. Read more

People empowerment

Enhancing people for the success of our company: this is the key concept underlying all human resource management activities at TIM.
Having people who are satisfied, engaged in the strategy, passionate about their work, involved in the life and results of the company, who feel valued and used to the best of their potential and skills becomes a winning card in addressing the challenges of the digital era.  
To meet the challenge of the future and address the evolution in the TLC sector, TIM needs people who are capable of achieving results quickly and interpreting a model characterised by continuous learning, operational and methodological flexibility and an innovative approach to problem solving.

A few figures for 2019

Our people as of 31/12/2019


the number of our people


men (36,864 in 2018) 


women (21,037 in 2018)

In Italy and abroad

82% - the percentage of TIM people who work in Italy

18% - the percentage of TIM people who work abroad

Women in the TIM Group

37 %

women in the Group

18 %

women managers in the Group (on the total number of managers)

45.5 %

women new employees (on the total number of new staff employees, at the Group level)

40 %

female presence in the Board

We consider the people who work at TIM to be an asset made up of expertise, motivations, potential, knowledge and experience.
Diversity of gender, religion, ethnicity and sexual orientation represents an asset to be enhanced.

The company has many initiatives to develop new skills and train people and to protect their health and safety in the workplace.
There are also numerous initiatives that focus on welfare, as we are convinced that achieving a work-life balance is key in order to stay calm and perform well at work.

Our Human Resources strategy is strongly centred around the “care” of people and focuses on these three key points:

  • Safety Management System
  • Equity and inclusion
  • Professional retraining



Climate surveys are an important tool which measures people's satisfaction and engagement.