Engagement, enhancing skills, looking after people’s wellbeing, health and safety are the cornerstones of our company culture. We work every day to create an inclusive and stimulating work environment, in which everyone can reach their full potential and contribute to the company’s growth and the sustainable development of the communities in which we operate.

 

(Awards 2023)

 

Work-Life Balance

We encourage the right work-life balance based on hybrid and flexible working patterns, structured according to different regions and the characteristics of each person. This makes it easier to reconcile personal and professional needs, improving the quality of life and having a positive environmental impact, by reducing the number of commuter trips. Our work environments are also evolving towards multifunctional hubs that maximise people’s working effectiveness in the spirit of exchanging and sharing know-how.

HYBRID WORK

HYBRID WORK

Alternation between on-site and remote work

FLEXIBILITY

FLEXIBILITY

Time management for a better work-life balance

PARENTING

PARENTING

Working patterns that allow parents to take care of their children, at different stages of their lives

Wellbeing

We put the economic, physical, social and psychological wellbeing of our people first, offering solutions tailored to their needs, supported by specific company figures, such as Welfare Coaches.

Economic and financial

COMPETITIVE PAY PACKAGE

COMPETITIVE PAY PACKAGE

Fixed remuneration and bonuses linked to business results and, depending on the levels, individual performance

SUPPLEMENTARY PENSION

SUPPLEMENTARY PENSION

Possibility of joining supplementary pension funds on a voluntary basis, which also benefit from a contribution paid for by the company

FLEXIBLE BENEFITS

FLEXIBLE BENEFITS

Annual financial contribution for the purchase of goods and services or the reimbursement of school, social, medical and transport expenses for employees and their family members

CONVERSION OF RESULT PREMIUM

CONVERSION OF RESULT PREMIUM

Possibility of converting part or all of the annual results bonus to a flexible benefit with tax advantages and an additional company contribution

ACCESS TO CREDIT

ACCESS TO CREDIT

Facilitated loans (e.g. mortgages, loans, corporate credit cards)

AGREEMENTS

AGREEMENTS

Purchase of goods and services at exclusive and reserved rates

PARENTING

PARENTING

Grants for crèches, scholarships and summer camps for employees’ children

SUSTAINABLE MOBILITY

SUSTAINABLE MOBILITY

Discounts for the purchase or rental of e-bikes and electric scooters or for car/bike sharing solutions

Physical, psychological and health promotion

SUPPLEMENTARY HEALTH CARE

SUPPLEMENTARY HEALTH CARE

Health plans with favourable conditions for our people and their families

WORKPLACE HEALTH PROMOTION

WORKPLACE HEALTH PROMOTION

Prevention initiatives carried out during working hours for health promotion and the adoption of a healthy lifestyle

SPORTS AND WELLNESS

SPORTS AND WELLNESS

Cost-effective and flexible subscriptions to sports and fitness facilities, as well as mindfulness and life coaching apps

HEALTHY EATING

HEALTHY EATING

Company canteens with balanced menus that take into consideration different dietary requirements

PSYCHOLOGICAL WELLBEING

PSYCHOLOGICAL WELLBEING

Psychological support and counselling services, “listening” centres and awareness programmes for managers

SOCIAL AND RECREATIONAL ACTIVITIES

SOCIAL AND RECREATIONAL ACTIVITIES

Organisation and access to recreational, sports and cultural activities within the company territories

Engagement

Putting ideas into circulation

Putting ideas into circulation

Innovation is a continuous challenge that we can only tackle with new ideas. This is why we engage our people in initiatives and contests that adopt an Open Innovation approach to allow the cross-pollination and exchange of knowledge and help us develop Leonardo’s professionalism.

Growing together.
People Survey 2023

We put people at the centre of our operations, promoting continuous initiatives to better understand their needs and perceptions about the work environment to steer change in a shared direction. In a listening perspective, for example, Leonardo periodically launches "The People Survey" to find out people's opinions, assessing organizational well-being.

6

languages

  

69%

response rate

54

questions

71%

of people say they are proud to work at Leonardo

70%

recognise an inclusive culture in the company that is open to dialogue

65%

say that managers know how to generate trust in employees and stimulate a positive climate within the work team (62%)

 

Health and safety

Our Health, Safety and Environment Policy aims to ensure safe working environments and operating conditions, to prevent risks to the health and safety of our people and anyone with access to our sites.
We are committed to raising awareness and providing continuous health and safety training, in accordance with the laws in force within the countries we operate, in line with our stakeholders’ expectations, voluntary standards and with a view to continuously improve. 

80% of people

work at sites with an ISO 45001-certified Health and Safety Management System (63% in 2018)

2.39 accidents

per million hours worked (-60% compared to 2018)

1,726 health and safety

audits carried out, of which 1,589 internal and 137 external

Employee performance assessment and integrity

The employee performance evaluation (Performance & Development Management – PDM) is an ongoing process and includes the evaluation of individual objectives and managerial competencies. With the Continuous Goal Management function, each employee can personally propose performance goals to their manager, and both the employee and manager can set and/or update them throughout the entire year. 

The PDM process also includes the Continuous Feedback feature which enables each person to request and provide feedback from/to colleagues they have worked with at any moment during the year, and permits managers to request feedback about their team members to gain a broader view of their contribution.

This approach to performance evaluation strengthens the relationship of trust between employees and managers, promoting a culture based on transparency and constant dialogue with a view to continuous personal improvement and development. The PDM and its incentive system (Management by Objectives – MBO, career advancement) are based on the Leadership Model, which expresses a series of sensitivities, attitudes and tools that each Group employee should have or add to their professional and personal skills, of which integrity in business is included among the key skills. Integrity in business means for all employees, at any organisational level, to act ethically and in line with the Company’s commitment to a zero-tolerance policy towards corruption.

All bonuses and incentive systems for Leonardo employees must always be reasonable and proportionate to their salary, so as to discourage people from adopting an inappropriate “success at all costs” attitude.

Leonardo and the Group Companies will not penalise any employee if an opportunity is missed or business objectives are not achieved where this is the result of behaviour that complies with Leonardo’s Anti-Corruption Management System and Code of Ethics.

In addition to sanctions in the event of non-compliance with the Anti-Corruption Code and the Code of Ethics, the employee violating these principles will lose any incentive or the incentive received in the year in which the non-compliant behaviour occurred will be returned (claw-back).