(Finance) – Promote and encourage conciliation projects family-work and interventions that favor corporate welfare tailored to employees: the desire to constantly improve and implement the range of services has pushed Italo to join the announcement We reconcile of the Department of Family Policy
In the background, a consideration that makes the difference: since it was founded, Italo puts people at the centeror its own strategy and today thanks to ItaloWelfare, innovative welfare system designed to meet all the needs of its employees, offers support and numerous opportunities for to best reconcile the working life with the private life of his collaborators.
Total investment of approx 3 million euros allocated by Italo in collaboration with the Department for Family Policy for a project important, economically and socially.
A path of 24 months – explains the note – which will involve all 1400 Italo employees, which is based on 4 pillars: support for parenting (considering that the average age of resources is about 35 years and 33% have children, of which 80% have children within 10 years), health protection, support for caregivers and load balance working between men and women (in Italy gender equality has always been a priority, in fact 50% of employees are women and also cover various operational roles that until a few years ago were considered to be exclusively male prerogative).
To reconcile the work and family needs of employees with children and ensure a correct balance of workloads between men and women, Italo will provide a bonus at the time of birth, will initiate the new mother or father to a training course on parenting, will provide additional hours of leave during the first year of the child’s life in addition to those that it will guarantee for insertion at the nursery school, will offer a contribution for school fees and summer camps and will make scholarships available for children (from elementary school to high school, rewarding merit). Through these actions, the company will also incentivize employment, giving the necessary time to workers to return after the maternity period and in the meantime offering the opportunity for young boys to gain work experience. There are already several cases in Italy of employees who started with a period of “maternity replacement” and then were confirmed and hired for an indefinite period, expanding the company staff.
To protect health, Italo will provide additional hours of leave for workers suffering from serious illnesses and a policy for those who lose their railway qualifications in the event of illness, in addition to what has already been introduced in the past: above all, the life policy and extendable health insurance also to the employee’s family unit. In addition, ad hoc training courses have been designed for caregiver workers, offering them various guidance tools that guarantee the necessary protection for the category.
“People are at the heart of our strategy. We train them and include them in projects, because we believe that the company’s growth path also includes their personal and professional growth “he declares Gabriele Cerratti, Human Resources & Organization Director of Italo. “Training today no longer has to be exclusively technical and oriented to the specific work sector, for this reason we are launching courses that will train the employee in the round, helping him to manage the needs of private life “.
The first initiative implemented by joining the Conciliamo Bando will concern the psychological support and will start at the end of May in partnership with Welfood: 6 completely free meetings for employees following traumatic events (the days will be 4 days if the cause of stress is not of a traumatic nature).