Empowerment policies

Training

Training provided to SEA personnel went from 7,968 hours in 2014 to 20,753 hours in 2015.
The increase in total hours of training provided in 2015 compared to the previous year is mainly attributed to training devoted to professional retraining projects for the role of “security officer” for personnel coming from handling sector. Over 10,000 hours were provided in the course aimed at passing the ENAC exam for acquiring the “security officer” qualification and the appointment as Sworn Security Guard by Prefectorial Decree.

Theoretical, practical, and on-the-job training covered over 200 people on topics such as:

• Security training
• English for Security
• Work safety
• Radiation protection
• Ground Safety
• Firefighting training
• Dangerous Goods Regulations
• PRM Passengers with Reduced Mobility training.

It should be noted that more than 80,000 hours were provided on mandatory training topics, representing approximately 80% of total SEA training (more than 101,000 hours).

Average annual number of training hours per capita by professional category

As far as behavioural and professional training is concerned (not mandatory), the most significant actions were addressed to women with a specific focus on women’s managerial skills, amounting to over 700 hours. As usual, a significant amount of hours was devoted to Operations training, with over 2,000 hours of training focused on new processes and licensing to use new equipment.

Average number of hours of training per capita by gender

Mandatory training

The main projects for 2015 relating to safety and airport safety are focused on two essential points:

• “SEA Work Safety - Equipment”, in accordance with the directions of TU 81/2008 and in accordance with the Agreement approved by the State Region Conference on February 22, 2012. Training of resources continues in 2015, aimed at completing the specific mandatory training dedicated to Equipment. Attendance at theory classroom sessions and practical tests dedicated to Forklifts and Raising Work Platforms, Mobile and Lorry-Mounted Cranes, Excavators, Bulldozers and Backhoe Loaders exceeded 1,590.
• “High Risk Fire Course and Update” for training activities expressly required in accordance with guidelines and requirements of Italian Ministerial Decree of 10/03/1998 and subsequent specifications. In 2015, organization of theory and practical training courses was intensified and 6 certification exam sessions were carried out, covering a total of more than 90 new SEA personnel certified for emergencies, coming from Security, Vehicle Maintenance, Maintenance and Airport Coordination.

In close connection with the implementation of EU Regulation no.139/2014, which sets out the technical requirements and procedures related to Airport Manager’s obligations, SEA activated the content development lines related to Safety Management System for dissemination and knowledge of tools such as the Airport Manual, Airport Regulations, Emergency Plans, assistance and fire services. In particular we note the activation of Recurrent Training dedicated to the roles of Specialist Driver and Terminal Operator. About 280 resources were involved at the two airports.
Training centres at Linate and Malpensa were also involved in providing airport security training courses for the issuance of Airport Licenses to drive electric or motor vehicles inside the airport and aviation security courses related to the National Security Programme required for the issuance of airport badges.
While respecting law policies and compliance, remote training was carried out throughout 2015 regarding administrative liability of Entities under Italian Legislative Decree no.231 of June 8, 2001 and the Organization and Management Model adopted by the Company. Over 600 colleagues completed the training.
Finally, the last quarter of 2015 saw the reformulation and provision of refresher courses in form of remote training and frontal lectures for operators of PRM Passengers with Reduced Mobility Assistance Service, in accordance with the applicable regulations of ECAC (European Civil Aviation Conference). The aim of courses was to enhance basic skills on mobilisation techniques in order to apply them with responsibility and awareness.
A second part of the course focused on the knowledge of effective tools of communication and management in interpersonal relations, as set out in the guidelines of conduct, Annex 5C – ECAC Doc 30 Part I Sec 5/2014, and the basics of first aid and emergency procedures.
There were 106 participants.

Growth
Development and managerial training activities carried out in 2015 focused on improving individual performance, enhancing the role of leader and teamwork.
2015 initiatives were presented and shared in workshops dedicated to heads of department and team leaders, and were held in September and October. During the meetings, the main projects dedicated to management and development of people were illustrated. Workshops were an opportunity for dialogue and engagement, and were greatly appreciated by participants. Observations and comments were published in a section dedicated to “community of leaders” on SEAnet.
Below are the main projects implemented in 2015, which were discussed with leaders during the workshops:

• skill assessment campaign, expanded in 2015 to the entire corporate population, which was launched in October. Assessors were supported by a training activity that involved SEA Professional System and, in particular, the skills assessment process. The assessment activity involved over 2,300 people;
• launch of job posting for professional mobility, a tool to enrich people who want to grow and change jobs within SEA; process is carried out in paperless mode through a section of SEAnet and is managed based on values of transparency and fairness;
• launch and continuous implementation of SEAnet, SEA Intranet, which, after going live last April, strengthened its function as a tool for communication, information and social collaboration. In this perspective, 2015 saw several training sessions held to support key users in the use and finalisation of new department sites dedicated to each corporate function;
• follow up actions of project 1+1=3 devoted to the appreciation of gender diversity, including a new training lab on development and strengthening of leadership and the launch of four workshops dedicated to issues of inclusion and leveraging of distinctive skills. The following topics were covered by working groups:
• “leadership in action”
• "communicating 1+1=3”
• “according to team standard”
• “smart working”.

The four groups were able to share ideas, tools and documents in the dedicated SEAnet “1+1=3 online community” section, to define four projects that were presented to Company at a plenary session held in December.

In addition, a new edition of Leadership Lab was held in 2015, a women’s leadership strengthening experience to promote ownership, increased self-confidence and awareness of one’s potential.
Women’s counselling meetings were also held, dedicated to some women managers to raise awareness about their leadership style, provide self-improvement and development tools, and enhance a managerial style with a view to inclusive and integrated practices.
The initiatives carried out during 2015 also included a new edition of the Development Centre dedicated to SEA’s newly appointed or recruited managers, to support them in taking on their new role through a training “gym” aimed at enhancing managerial skills.

Employees involved in formalized performance appraisals by gender (%)

Source: SEA

The percentage of employees broken down by gender who have received performance assessments is in line with the 2014 figures and concerns executives and managers. Percentage change is proportional to the increase or decrease of active staff having such qualifications in 2015.

Diversity
The data for 2015 is in line with 2014, where average pay for men and women differs mainly with respect to overall pay (annual income). The gap between men and women in Executives- Managers category is a consequence of the reduced female presence in the most senior positions.
Pay gap in white-collar and blue-collar category is influenced by the overwhelming presence of shift personnel (especially male) and in particular by the recognition of allowances related to working shifts that are considered less desirable (and better paid) covered by male personnel.

Female/male salary and remuneration ratio by category ^a

Safety

SEA Group’s corporate policy for the protection of occupationalhealth and safety of its employees and third parties (operators, users, passengers) present in the workplace for various reasons is based on several principles:

• compliance with national and EU legislation on occupational health and safety, including technical regulations and international standards;
• carrying out prevention activities in the field of occupational health and safety management, focusing on proactive and predictive capabilities for corporate risks, in order to avoid accidents at work and the onset of occupational diseases;
• identifying residual risks present in workplaces, setting up the most appropriate measures for their reduction, also by continuously updating information methods and media aimed at their assessment and analysis;
• enhancing human resources through the development of specific skills and training activities, key elements characterizing all choices of SEA Group, in order to make workers aware of their responsibilities and of the need to comply with current legislation and internal regulations;
• informing all those present in company premises (employees, contractors, suppliers, customers) on the organization responsible for managing safety and emergencies, as well as on the existing risks and the adopted prevention and protection standards;
• selecting suppliers while also taking into consideration aspects related to occupational health and safety and promotion of coordination activities for managing and resolving possible risk situations with a view to mutual cooperation;
• promoting the involvement of employees on corporate targets for occupational health and safety, also through their Safety Representatives;
• promoting the integration of principles of occupational health and safety into the management of all corporate activities, including design and maintenance of buildings and systems;
• promoting initiatives aimed at spreading a culture of occupational health and safety and interaction between corporate structures for a collaboration aimed at achieving company efficiency also in terms of safety.

OHSAS 18001 certification

In 2015, SEA Group renewed the certification of Occupational Health and Safety Management System (SGSSL) issued in 2012 by TÜV Italia - Accredia (National Accreditation Body), in line with the BS OHSAS Legislative Decree 81/08 for organisational models not covered by Italian Legislative Decree 231/2001.
Activities of the SGSSL were duly carried out according to the annual schedule submitted during the review. In order to monitor effectiveness of risk control measures and compliance with law, 11 audits and 4 follow-up actions were carried out, which pointed out the need to apply some corrective actions to prevent potentially hazardous situations: in particular, in some cases a document review was carried out and specific Operating Instructions and Procedures were implemented. The involvement and consultation process initiated by the SGSSL enabled the active participation of all workers, demonstrating that effective collaboration is crucial for prevention and management of risks.
Outcomes of internal audits, particularly the audit of legal compliance, found that system is properly implemented and maintained active and is effective in pursuing corporate objectives.
Having kept its BS OHSAS 18001:2007 certification, SEA will once again have direct access to the annual reduction of INAIL insurance premium.

Employee participation in safety

Workers’ involvement in corporate occupational health and safety activities takes place mainly through the institutionalised channel, led by the Workers’ Health and Safety Representatives (RLS).
So, aside from the regular annual safety meeting, the participation, as usual, took place during a period of important changes in company organization, including spaces, machines and equipment, and more generally for any request made by the Workers’ Health and Safety Representatives or, in some circumstances, directly by workers.
In compliance with the provisions of current legislation (Article 47 of Italian Legislative Decree 81/2008 and the multi-industry agreement of 22/06/95), Workers’ Health and Safety Representatives of the SEA Group were elected and are fully operational, based on the breakdown shown in the table below.

Number of Workers’ Health and Safety Representatives (RLS)

Occupational safety at SEA in 2015

Among the many activities carried out during the year,we point out the following:

• education and training activities related to occupational health and safety, which led to a significant result compared to the requirements of the Regions State agreement for users of particular vehicles and equipment, achieving the targets set in line with regulations;
• 26 training exercises on the implementation of Emergency and Evacuation Plans and fire detection and alert systems, which involved Emergency Management Officers (AGE) and the staff of the various buildings concerned;
• activities related to fire prevention and management, which included drafting and distribution of a “Fire Protection Regulation for operating commercial spaces assigned by SEA in the airports” to concession holders;
• updates to Risk Assessment Documents;
• preparing DUVRIs (Interference Risk Assessment Documents) for preventive management of interference- related hazards involved in the various activities carried out on airport grounds by third parties under contract;
• in order to implement the preventive management of risks associated with the use of equipment and machines introduced to support work activities,  preventive evaluation and analysis continued to be carried out at the time of purchase, as part of the acceptance test committee in which SEA’s Prevention and Protection Service is also involved;
• a work in aligning SEA Prime and Prime Aviation-Services with group’s standards for documentation, training activities and operational practices, related to regulatory compliance in the field of occupational health and safety, continued during 2015.

Accident indicators
Analysis of accidents at SEA in 2015 highlights that:

•  accidents in transit account for over 29% of all accidents;
• of the remaining accidents (so-called occupational), over 40% are ascribable to walking dynamics (slipping, stumbling, uncoordinated footstep) and are therefore largely or entirely unrelated to more typically professional risks.

Safety indicators by gender and location

The analysis of accident indicators shows a slight overall drop in the system, curbed by the increase in overall rates for female staff, particularly at Malpensa, where percentage of women in operating departments is significantly higher than at other airports.

Occupational illnesses

The phenomenon below is marginal and only regards the personnel working in Airport Handling, where some tasks, especially over the past decades, led to significant exposure to particular health hazards, such as manual handling of loads and noise. Issues that generate occupational illnesses have been gradually reduced over the  years, mainly thanks to technological progress that has produced less noisy aircrafts and increasingly automated loading and handling systems. Some of the workers still currently employed were present when technological advancements had not yet mitigated the risks causing such illnesses.