Training
Training is one of the principal assets for professional growth in the SEA Group: specialised technical and managerial skills are an intangible asset fundamental for development.
Our heavily regulated sector also imposes a series of specific airport operator training obligations, which intensifies our commitment to the programming and provision of training courses, certifications, renewals and updates.
In 2018, training hours totalled 56,444, corresponding to 32.1 full time equivalent training hours. Through the 2 training centres of Linate and Malpensa, SEA directly manages all airport-specific training (both mandatory and non-mandatory), with the help of external suppliers limited to specific assistance on skills that are not available internally.
Mandatory training (including training relating to work and airport safety) constituted approximately 64% of total training in 2018.
In addition to this significant undertaking, during 2018, SEA Group employees were provided with 20,715 hours of non-mandatory training. In particular, we highlight the training aimed at improving the management of the team role and the integration of teams for our staff dedicated to PRM activities - passengers with reduced mobility (over 565 hours) and Airport Coordination (1,420 hours); the "switch to excellence" course for management (over 1,100 hours); the "SEA Insight" project for the promotion of digital innovation (over 1,630 hours); training interventions connected to the introduction of the smart working option among the work-life balance work initiatives, with the aim of pursuing a path of cultural change and of organisational innovation through a more efficient smart and digital working method (1,660 hours).
Average number of per capita training hours by gender & category
| 2018 | 2017 | 2016 | |||||||
|---|---|---|---|---|---|---|---|---|---|
| Female | Male | Total | Female | Male | Total | Female | Male | Total | |
| Executives | 33.7 | 56.2 | 53.3 | 23.1 | 17.9 | 18.5 | 16.6 | 18.7 | 18.4 |
| Managers | 19.8 | 22.4 | 21.5 | 32.3 | 27.6 | 29.3 | 16.8 | 15.0 | 15.6 |
| White-collar | 4.6 | 5.1 | 4.9 | 8.5 | 7.9 | 8.2 | 6.1 | 5.1 | 5.5 |
| Blue-collar | 3.7 | 4.3 | 4.3 | 2.4 | 5.4 | 5.1 | 0.5 | 3.6 | 3.4 |
| Total | 6.7 | 7.7 | 7.4 | 11.4 | 9.1 | 9.7 | 7.1 | 5.8 | 6.2 |
Note: The data does not include mandatory training hours. The 2016 data refers only to SEA.
Source: SEA
A decrease in average training hours was recorded in 2018, compared to 2017. In contrast to non-mandatory training, mandatory training pro-capita is on the increase. Training hours for Executives increased, with a dedicated course of over 1,100 total hours in 2018 and which will end in early 2019.
Growth
Systematic performance assessment is still only limited to managerial grades; an increase in the number of incentivised Manager positions was registered in the year 2018, while skills assessment is widespread and addresses all SEA staff. In 2018, a project was initiated for the review of appraisal systems, particularly for shift workers, in order to also introduce an integrated assessment of skills and performance for white-collar and blue-collar positions. The extension of appraisal processes to include Group subsidiaries is underway.
Employees involved in formalized performance evaluation processes by gender and category (%)
| 2018 | 2017 | 2016 | |||||||
|---|---|---|---|---|---|---|---|---|---|
| Female | Male | Total | Female | Male | Total | Female | Male | Total | |
| Executives | 100% | 100% | 100% | 100% | 100% | 100% | 100% | 100% | 100% |
| Managers | 35% | 29% | 31% | 33% | 27% | 29% | 27% | 32% | 29% |
Note: Percentages refer to executives and managers involved in formalized assessment processes
on the basis of the Group MBO process.
Source: SEA
Diversity
As indicated in previous years, the average income of men and women differed particularly in relation to overall income (annual income). The difference between men and women within the executive-manager category can be explained by the reduced presence of women among senior management positions. The pay gap in the administrator-worker category is influenced by the predominant presence of shift workers (above all male) and, in particular, by the recognition of various indemnities relating to the better remunerated unsocial shift hours carried out mostly by male personnel.
FEMALE/MALE SALARY AND REMUNERATION RATIO BY CATEGORY
| GAS 2018 (a) | Income 2018 (b) | GAS 2017 (a) | Income 2017 (b) | GAS 2016 (a) | Income 2016 (b) | |
|---|---|---|---|---|---|---|
| Executives & Managers | 83% | 80% | 82% | 74% | 81% | 75% |
| White-collar | 95% | 90% | 97% | 89% | 97% | 90% |
| Blue-collar | 83% | 83% | 83% | 82% | 83% | 83% |
| TOTAL | 96% | 91% | 97% | 89% | 97% | 90% |
(a) Ratio between average gross annual salary of women and men. Annual remuneration is considered to be the gross annual salary (GAS) paid to the employee on the basis of his/her specific duties or tasks.
(b) Ratio of Average annual income between women and men Gross annual income (GAI) is considered to be the gross annual salary plus annually variable amounts, such as bonuses related to individual performance, company productivity, night work supplements, overtime, paid holidays, attendance allowances, etc.
The 2016 data refers to SEA.
Source: SEA
Safety
Our corporate policy in relation to workplace health and safety for its employees and third parties (operators, users and passengers) present in the workplace environment is based on a number of principles:
- compliance with national and EU legislation in terms of workplace health and safety, considering also the technical regulations and international standards;
- carrying out of prevention activities in terms of the management of workplace health and safety, centred on pro-activity and corporate risk prediction, in order to avoid workplace accidents and professional illnesses;
- identification of residual risks within the workplace environment, putting in place the most appropriate measures for their mitigation, also through the ongoing updating of methodologies and IT supports for their evaluation and analysis;
- development of human resources through improvement of specific skills and training of activities, key elements which are a feature of all SEA Group decisions, in order to make workers aware of their responsibilities and the need to operate in compliance with legislation and internal rules;
- information for all those present in the corporate environment (employees, subcontractors, suppliers, customers) on the proposed organization to manage safety and emergencies, in addition to present risks and the relative prevention regulations and protection adopted;
- selection of suppliers, considering also workplace health and safety aspects and the promotion of co-ordination activities for the management and resolution of any risk situations with a view to mutual collaboration;
- promotion of the involvement of workers in company workplace health and safety objectives, also through their safety representatives;
- promotion of the integration of the workplace health and safety principles in the management of all corporate activities, including the design and maintenance of buildings and plant;
- promotion of initiatives focused on establishing a workplace health and safety culture and interaction between the corporate structures for collaboration focused on reaching corporate efficiency also in terms of safety.
The SEA Group’s role as an airport manager involves also a particular commitment towards workplace safety, which has benefitted all operators, bodies and handlers, which in various roles are present at the airport.
OHSAS 18001 Certification
In 2018, the Group renewed the certification regarding its Workplace Health and Safety Management System, issued by TÜV Italia - Accredited in line with the BS OHSAS 18001/2007 regulation, as established by Article 30 of Legislative Decree 81/08 for effective organisational models in line with Legislative Decree 231/2001. The SGSSL (Workplace Health and Safety Management System) was monitored by:
- internal audits, carried out by specifically trained and authorised company employees, resulting in follow-up interventions with the relevant Managers of the audited areas; by virtue of the planning and execution of these activities, issues highlighted by the SEA auditors were resolved, some improvements identified and improvement actions implemented to reduce and control OSH risks as envisaged by applicable law;
- 5 days of audit by TÜV Italia; the activity concerned almost all business operating areas and was concluded with the Certificate's renewal which is valid for a three-year period.
The results of these activities determined that the System is correctly implemented and maintained and is functional in pursuing corporate objectives, highlighting the improvements obtained, including through the consideration demonstrated by all the departments involved.
The participation of employees in safety
The involvement of workers in company health and safety activities principally concerns the institutional channel, on the basis of the relationship with the Worker’ Safety Representatives. In this regard, in addition to the annual safety meeting, involvement takes place upon significant changes to the workplace organization, spaces, machines and equipment and more in general following requests put forward by the Worker’s Safety Representatives or, in certain circumstances, directly by workers.
Employee involvement was further promoted through a representative sample of workers and supervisors who were given a self-assessment questionnaire designed to “measure” the level of maturity and efficacy of the Workplace Health and Safety Monitoring System with regard to certain requirements imposed by the applicable regulations (e.g., awareness of the role of supervisors and workers, efficacy of training and reporting of near-misses), while also raising awareness amongst workers of their obligations under Legislative Decree No. 81/08. Results highlighted a relatively high level of maturity and compliance with the reference law. The initiative will be extended further during the course of next year.
In accordance with the applicable regulation (Article 47 of Legislative Decree 81/2008 and the Inter-confederal Agreement of 22/06/95), the Worker’s Safety Representatives of the SEA group companies are elected and operate on the basis of the breakdown in the following table.
Number of Worker Safety Representatives (WSR)
| Company | Linate | Malpensa | Note |
|---|---|---|---|
| SEA | 5 | 6 | 6 for production units with over 1,000 employees |
| SEA Prime | 1 | 1 representative in companies or production units up to 200 workers | |
| SEA Energia | 1 | 1 | 1 representative in companies or production units up to 200 workers |
Source: SEA
Safety activities held
Among the wide range of activities carried out in the year we highlight in particular:
- implementation of the risk assessment for workers who in 2018 began to participate to "Smart-Working" programmes pursuant to Legislative Decree No. 81/17 and collaborated in preparing the related informational and training materials (safety documentation attached to the contract and a specific e-learning training course);
- updating of the mapping of electromagnetic fields generated by high-frequency sources (radars, cellular telephony repeaters, etc.) on corporate airports. The data collected confirms full compliance with the warning limits indicated in the reference standards;
- conclusion of the survey which started in 2017 to detect the presence of radon gas in underground and basement work areas at Linate and Malpensa. The amounts confirmed expectations, with concentrations comfortably within regulatory limits;
- continuation of internal audits to verify the correct implementation of and compliance with Fire Prevention Standards in the spaces allocated to commercial retail operators (shops and depots) located inside the Linate and Malpensa terminals, already defined by SEA in its Fire Prevention Regulations, to which specific audits were also added and carried out in the common use areas present in the terminals, whose management is undertaken by SEA.
- implementation in the 2 corporate airports of 20 Emergency and Evacuation Plan drills, in addition to alarm and fire detection drills, involving the Emergency Management Staff (AGE) as well as employees from the various relevant buildings. Handlers, CNA, Commercial Operators and State Entities, where present, participated in these drills. The drills received positive feedback both from an operational viewpoint and in terms of the measures introduced to date.
Accident indicators
Group accident indicators by gender and location
| Linate | Malpensa | ||||
|---|---|---|---|---|---|
| Female | Male | Female | Male | ||
| Overall rate of accidents | 2016 | 1.77 | 4.51 | 3.09 | 3.21 |
| 2017 | 1.44 | 4.87 | 4.89 | 3.35 | |
| 2018 | 0.36 | 4.50 | 0.87 | 2.86 | |
| Commuting accident rate | 2016 | 1.06 | 1.16 | 1.40 | 0.95 |
| 2017 | 1.08 | 0.89 | 2.87 | 0.86 | |
| 2018 | - | 1.31 | 0.29 | 0.57 | |
| Occupational illness rate | 2016 | 0.00 | 0.00 | 0.00 | 0.00 |
| 2017 | 0.00 | 0.00 | 0.00 | 0.19 | |
| 2018 | 0.00 | 0.00 | 0.00 | 0.58 | |
| Overall gravity index | 2016 | 21.48 | 119.81 | 46.98 | 63.36 |
| 2017 | 56.27 | 95.41 | 158.17 | 67.44 | |
| 2018 | 3.14 | 95.12 | 16.79 | 56.28 | |
| Commuting gravity index | 2016 | 9.76 | 41.17 | 10.74 | 24.22 |
| 2017 | 33.99 | 18.98 | 75.01 | 26.40 | |
| 2018 | 0.00 | 39.98 | 11.35 | 22.71 | |
Note: Accident indicators are calculated as follows:
- Total accident rate: no. accidents at work and commuting/hours worked*200,000
- Commuting accident rate: no. commuting accidents/hours worked*200,000
- Occupational illness rate: no. cases of occupational illness/hours worked*200,000
- Overall gravity index: no. days lost due to accidents at work and commuting/hours*200,000
- Commuting gravity index: no. days lost due to accidents commuting/working hours*200,000.
Accident statistics concern all events which resulted in at least a half-day absence from work, in addition to the day of the accident. In calculating the days of work lost, the calendar days in which the worker was absent are considered, excluding that on which the accident took place.
The figures relating to occupational illnesses relates to cases reported in the year and not to the number of professional illnesses effectively recognized by INAIL for the same period.
SEA Energia's hours worked and December 2018 workable hours, used for the calculation of indices, were estimated on the basis of the previous year's data.
2016 and 2017 data does not include information relating to the occupational illnesses and accidents of contractors.
Source: SEA
With regard to contractors, one workplace accident in the male category was registered at the Malpensa airport, and no occupational illnesses. The accident rate is equivalent to 3.44 for men, 0 for women and 3.25 for total contractors.
Overall, no fatalities were recorded with reference to all Group workers.
The analysis of employee accidents in 2018 highlights:
- a 20% decrease in workplace accidents and approximately 45% of on-commute accidents, compared to the previous year;
- of the workplace accidents, only approximately 45% of cases are directly linked to specific work activities (without highlighting any particular recurring or unresolved critical issues), whereas the remainder are related to general scenarios which have very little or nothing to do with the work carried out by the workers, and which are predominantly related to walking about (trips, slips, sprains, bumps, etc.).