Diversity and equal opportunities



Terna adopts systems for selecting, developing, and paying personnel that recognize and reward merit and performance. All forms of discrimination, beginning with the selection and hiring process, are explicitly forbidden by the Group’s Code of Ethics.

A large majority of employees are men, because of the traditional scarcity of the supply of female labour in more technical occupations. However, the presence of women is increasing, partly as a reflection of the general trend of the labour market and the greater participation of women in the labour force.

The percentage of female employees at Terna in Italy was 9.0% at the end of 2005 (the year in which Terna gained operating autonomy) and has grown continually to 11.4% at the end of 2012. The increase also regarded the most qualified, highest-responsibility positions: between 2010 and 2012, the percentage of women in managerial positions (senior executives and junior executives) rose from 16.8% to 17.3% of all managers.

During 2012, 31.3% of all newly hired employees – net of manual workers – were female, a higher percentage than that of women already employed at the Company, again excluding blue-collar workers.

Several favourable kinds of treatment prescribed by the law and provided for by the industry’s collective employment agreement contribute to fostering the employment of women at Terna. 


The main indicators chosen by Terna to monitor the equal treatment of men and women show that the management systems adopted do not cause disadvantages for women. In particular, the percentage of women in managerial positions and promotions divided by gender (see the table below) are no different from those of men. The data on remuneration also show limited gaps for white-collar workers and junior executives, and more significant, but decreasing, gaps for senior executives.

Almost all employees are Italian (only 9 employees are foreign citizens). This figure – in the absence of specific corporate policies in this regard – shows that Terna is deeply rooted in the national economy. With reference to the presence of personnel belonging to protected categories (for example the disabled), the figure for 31 December 2012 was 131 people (128 in 2011 and 116 in 2010). This figure is in line with the legislative provisions applicable to Terna (in particular Italian Ministerial Decree of 21 March 1996 and Italian Ministerial Decree of 15 May 2000), which foresee a gradual rise in the proportion of protected categories up to 7% (general legal obligation) by means of increasing the proportion of employees from protected categories in new recruits.


Percentage values 2012 2011 2010
Women out of total employees       
Women out of total 11.4 11.1 10.8
Women out of total, net of blue-collar workers 15.8 15.4 15.2
Female senior executives out of total senior executives 15.3 16.7 17.0
Female senior and junior executives out of total senior and junior executives 17.3 17.1 16.8
Employment growth % (1)      
Annual change: women 1.0 4.0 5.1
Annual change: men -2.1 0.3 0.1
Outflows %      
Outflows: women 1.6 3.2 2.8
Outflows: men 3.2 4.5 4.8
Inflows (1)      
Inflows: women 2.6 7.2 7.9
Inflows: men 1.1 4.8 4.9
Managerial positions %      
Female senior executives out of total women 2.3 2.6 2.7
Male senior executives out of total men (excluding blue-collar workers) 2.4 2.4 2.4
Grade promotions (2)      
Promotions to junior executive as % of previous grade: women 1.4 0.4 0.8
Promotion to junior executive as % of previous category: men 3.7 0.6 1.1
Salary gap women/men (3)      
Senior executives 79.2 79.6 78.0
Junior executives 94.5 93.7 92.6
White-collar workers 94.0 93.9 93.9
Salary gap women/men % (4)      
Senior executives 76.6 75.5 n.a.
Junior executives 97.5 96.9 n.a.
White-collar workers 89.9 90.2 n.a.
(1) The outflows (inflows) for women and men show the ratio of employees divided by gender who left (joined) in the year to total employees divided by gender at December 31, of the previous year. (2) The figure is obtained from the ratio between promotions to junior executive that occurred during the year and employees categorized as white-collar workers in the previous year, calculated by gender. Promotions from blue-collar worker to white-collar worker and from junior executive to senior executive were not considered, because the number was not significant on an annual basis. (3) The figure is the result of the ratio between the annual basic pay of men for the different grades and the annual basic pay of women for the same grades. The figure was not calculated for blue-collar workers, because there are no women in that category. (4) The figure, calculated for the first time in 2011, is the result of the percentage ratio between the total annual remuneration of women for the different grades and the total annual remuneration of men for the same grades. The total remuneration includes, besides basic pay, production bonuses, the different types of incentives and the value of the benefits received over the year.

Finally, the following table shows the composition of Terna’s 9-member Board of Directors, broken down by gender and age.


Percentage values 2012 2011 2010
Men 100 100 100
Women 0 0 0
Less than 30 years old 0 0 0
Between 30 and 50 years old 33 33 44
Over 50 years old 67 67 56

Women/men remuneration gap: comparative data

The comparison between Terna and the other companies in terms of equal opportunities is based on the percentage salary gap between men and women, the result of the ratio between women's  and men’s basic annual salary for the various categories.

Although the salary gap is an aspect of sustainability that affects all sectors of the company, it was only possible to make a comparison with the Italian companies quoted on the FTSE-MIB because, for those in the other two panels, workers are categorised differently depending on the company and country, and this does not translate into the categories of senior, and junior executives and clerical staff used by Terna and most other Italian companies.

The percentage differential between women's and men's salaries at Terna was 79% for senior executives, 94% for junior executives and 94% for clerical workers. In 2011, the comparison year, the differential for junior executives and clerical workers was the same as for 2012, while for senior executives it was 80%. In comparison to other Italian companies on the FTSE-MIB, Terna is above average in terms of the gender salary gap for junior executives and clerical workers.

FTSE-MIB panel: 21 figures available (15 companies, two of which have data diversified according to the country or area); average salary differential: 84% senior executives, 90% junior executives, 88% clerical workers; minimum value: 64% senior executives, 57% junior executives, 40% clerical workers; maximum value: 100% senior executives, 113.2% junior executives, 100.0% clerical workers; standard deviation: 11% senior executives, 12% junior executives, 13% clerical workers.

The cases of complete equality of average pay, by gender, of senior and junior executives and clerical workers that could derive from the reference to contractual minimums only, indicates a potential lack of conformity in the definition of the basic salary applied by various companies.



(1) For this table only, 19 figures were considered, as Ansaldo does not publish the value of the pay difference for senior executives in China.






Finally, in 2012, in line with the G3.1 version of the GRI protocol, some of the companies on the FTSE MIB panel also published data relating to the gender pay difference. With reference to 2011, a far lower volume of data was obtained for the salary gap compared to the figures referenced for the pay difference: this information was therefore not processed.