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 2023-2024)

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.

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.

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. 

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).