*The majority (95%) of employees in the Africa, Asia, and Oceania area are located in Vietnam.
The data refers to the entire Fincantieri Group.
OUR PEOPLE
PEOPLE ON BOARD
We continuously invest in the development and enhancement of our people, in order to build a community in which individual skills and talents come together, with the aim of innovating and competing effectively in the market. Ours is a collaborative and inclusive working environment, characterized by open dialogue, continuous feedback, and a genuine appreciation of diversity.
PEOPLE STRATEGY
Our People Strategy aligns HR objectives with business goals and is the main tool for creating a company environment in which people feel motivated to perform at their best.
An integral part of the People Strategy is the Employee Value Proposition (EVP) People on Board, the unique set of tangible and intangible values and benefits we offer our employees. The EVP guides our people's journey at every stage, from talent attraction, recruitment, and onboarding, to development and professional growth processes.
Our commitment has been recognized by the Top Employers Institute, which again in 2025 included Fincantieri among the companies certified as a Top Employer Italia 2025.
OUR PEOPLE: KEY DATA
X
Titolo
FEMALE-MALE PERCENTAGE
EMPLOYEES BY JOB LEVEL AND
TYPE OF CONTRACT
The data refers to the entire Fincantieri Group.
*An employee on a zero-hour contract is a worker who does not have a guarantee of a minimum or fixed number of hours per day, week, or month, but may need to be available for work as required.
*An employee on a zero-hour contract is a worker who does not have a guarantee of a minimum or fixed number of hours per day, week, or month, but may need to be available for work as required.
GENDER AND AGE DIVERSITY
*Women in revenue-generating management positions
TRAINING
TRAINED EMPLOYEES BY AGE GROUP
TRAINING BY TYPE
EMPLOYEE ENGAGEMENT SURVEY
We foster a culture of dialogue, with the aim of creating relationships based on trust and transparency, listening to everyone's needs and requirements, improving the quality of working life, and collecting and valuing suggestions and ideas.
For this reason, we have implemented the Employee Engagement Survey, a questionnaire addressed to all Group employees, to:
- assess the engagement and motivation of our people;
- gather their feedback regarding their professional experience;
- measure the quality of the organizational climate, including satisfaction, sense of belonging, perceived wellbeing, and stress management;
- initiate a process to improve the employee experience.
The 2024 Employee Engagement Survey involved over 17,500 employees, with an overall response rate of 84%. Compared to the previous year, engagement levels improved across the 11 dimensions analyzed, with 9 showing results in line with or above the manufacturing sector average. The most notable areas include Engagement, Safety, Top Management Effectiveness, Diversity, Equity and Inclusion, Ethics, Culture and Values, as well as Team Effectiveness.
In particular, the dimensions Safety, Confidence in the Future, and Engagement remain strengths of our organization, with an overall engagement rate of 78% (+3 percentage points compared to 2023).
The positive results reflect our ongoing commitment to improving employee satisfaction and the overall employee experience, with special attention to cultural change that places people at the center, also through increased responsibility and empowerment.
OUR BEHAVIORAL PACT
There is a part of each of us in the company values: we chose them together.
We went further, turning values into concrete actions: site by site, yard by yard, we gathered everyone’s input. This is how the Group Behavioral Pact was created.
DIVERSITY, EQUITY, AND INCLUSION
We operate in a sector that has naturally fostered the encounter of cultures, peoples, and traditions through navigation over the centuries. From this perspective, diversity, equity, and inclusion (DE&I) are values deeply rooted in our corporate identity.
Our Fincantieri everyDEI model aims to enhance every aspect of diversity as a source of enrichment and growth for the Group, with initiatives focused on four areas:
- Gender diversity, including gender equality, parenting, and caregiving
- Cultural diversity and multiculturalism
- Generational diversity and the fight against ageism
- Visible and non-visible disabilities.
TRAINING AND DEVELOPMENT
We continuously invest in structured training programs designed to strengthen technical skills and keep them aligned with technological advancements. At the same time, we support the development of soft skills, such as project management, innovation management, and change management, as well as relational skills related to leadership, teamwork, emotional intelligence, and advanced communication. We review our training programs every year to respond to emerging market needs.
In 2024, we allocated €7.7 million to training, coaching, and mentoring programmes designed to develop the technical, professional, and managerial skills of our workforce. This was also achieved thanks to the Fincantieri Corporate University, the Group’s managerial training school. In 2024, over 30,000 hours of advanced training were delivered, involving more than 900 employees.
We assign a central role to our people assessment processes, to identify areas for improvement and promote professional development. The evaluation process integrates regular and timely feedback moments, consolidating a corporate culture based on listening, dialogue, and continuous improvement.
ORGANIZATIONAL WELLBEING
Ours is an innovative welfare model that goes beyond traditional pay and incentive schemes to become a strategic lever, an integral part of corporate culture and the business model.
The model includes in particular:
- Supplementary insurance and health care
- Digital platform with access to a wide range of services for individuals, families, and leisure, including fringe benefits worth €1,000 (€2,000 for employees with children)
- Conversion of part of the Performance Bonus into welfare, with an additional 10% incentive
- Dedicated caregiver platform, offering access to the largest network of social assistance services and professionals, free of charge or at reduced costs.
In addition to smart working, which involves around 65% of the company workforce, in July 2024 we signed an agreement with Trade Unions to harmonize and strengthen flexibility measures, introducing new opportunities for more autonomous work time management.
To support parenthood, in addition to our own “Fincantesimo” nurseries, in 2024 we signed the “Cresciamo il futuro” protocol, an agreement promoted by the Ministry of Labour and Social Policies and signed by ten major Italian companies to create the largest national network of corporate nurseries. The first facilities involved in the trial phase of the program are located in Turin, Bergamo, Brescia, Rome, and Naples.
REMUNERATION
Our remuneration policy is based on principles of fairness and equal treatment. Salaries, which feature a balance between fixed and variable components, are based on uniform evaluation criteria and are designed to avoid any form of discrimination, specifically aiming to eliminate the weighted gender pay gap.
In line with our 2023-2027 Sustainability Plan, we have included sustainability objectives in the short-term (MBO) variable pay system for relevant employees. In addition, since 2022 we have implemented the Sustainability Bonus, linked to five sustainability indicators and addressed to all white-collar and blue-collar employees in the Group.