*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
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.
THE COMMITMENTS OF THE 2023-2027 SUSTAINABILITY PLAN RELATED TO PEOPLE
In the following tables, you can find the goals and targets of the 2023-2027 Sustainability Plan for all human resources-related topics.
Development and protection of human resources
+
| DESCRIPTION/TARGET | TIMELINE | PERIMETER | STATUS | SDGS |
| Improve by 2pp the Employee Engagement rate* recorded in the 2022 Survey *Employee engagement rate to measure the degree of belonging, satisfaction and motivation. It was calculated on the basis of favourable responses to 11 questions in the survey |
2023 | Group | Achieved |
|
| In 2023, the Group's second Employee Engagement Survey was launched, allowing more than 16,000 employees to express their opinions, achieving an overall response rate of 83 percent. There was a marked improvement in all dimensions, with the overall engagement rate increasing by 3 percentage points (75%) from 72% in 2022. | ||||
| Improve by 5pp the Employee Engagement rate* recorded in the 2022 Survey *Employee engagement rate to measure the degree of belonging, satisfaction and motivation. It was calculated on the basis of favourable responses to 11 questions in the survey |
2026 | Work in progress |
Diversity and equal opportunities
+
Promotion of programs aimed at providing equal opportunities for all employees to foster diversity and inclusiveness within the Group.
Ensure maximum integration and full involvement of the company population by developing training and awareness initiatives on diversity and inclusion.
| DESCRIPTION/TARGET | TIMELINE | PERIMETER | STATUS | SDGS |
| 2 projects, one to support parenting or caregivers and one to raise awareness of disability | 2023 | Italy | Achieved |
|
| 1 project to promote multiculturalism and eliminate all forms of discrimination |
2024 | Fincantieri S.p.A. and satellite businesses | Held the webinar "Understanding Cyberbullying" in partnership with E-PHORS and the Postal Police to offer support and guidance to parents. Implemented the project ‘Disability and work: learning to listen and get to know each other. |
|
| 1 project to raise awareness on disability at Group level | 2024 | Group | ||
| 2 projects, of which one to enhance multiculturalism and eliminate all forms of discrimination and one to promote cooperation between generations | 2025 | |||
| 1 project supporting parenting or caregivers | 2026 |
Strengthen gender equality and female empowerment by promoting projects aimed at ensuring equal conditions for women in the workplace.
| DESCRIPTION/TARGET | TIMELINE | PERIMETER | STATUS | SDGS |
| Obtaining UNI PdR125 Gender Equality Certification for Fincantieri S.p.A. | 2023 | Fincantieri S.p.A. | Achieved |
|
| In 2023, Fincantieri S.p.A. and all its Italian subsidiaries received the UNI PdR125:2022 Gender Equality Certification. | ||||
| Extend gender pay gap analysis to Group level | 2023 | Group | Achieved |
|
| Developing a training program to support the professional careers of the women in the Group |
2024 | During 2023, a third-party company conducted a gender pay gap analysis at the Group level, which did not identify significant issues. | ||
| 100% reduction in the weighted gender pay gap |
2024 | |||
| Develop 2 counselling and psychological assistance projects for women victims of gender-based violence | 2025 |
Ensure an appropriate level of gender representation by promoting the presence of women also in leadership positions.
| DESCRIPTION/TARGET | TIMELINE | PERIMETER | STATUS | SDGS |
| +2pp white collar women (white collar and middle managers) compared to 2021 +3pp middle manager women compared to 2021 |
2025 | Group | In progress |
|
| +4pp white collar women (white collar and middle managers) compared to 2021 +5pp middle manager women compared to 2021 |
2027 | Due to the implemented initiatives, the presence of women has been steadily increasing year by year. Percentage of white collar women (white collar and middle managers): 2021: 22,0% 2022: 22,3% 2023: 22,6% 2024: 23,2% Percentage of middle manager women: 2021: 15,0% 2022: 16,1% 2023: 16,1% 2024: 16,8% |
||
Promotion of growth, training, and enhancement of human capital
+
Invest in the professional development of personnel and enhance their value so they can contribute to achieving the Group’s strategic objectives.
| DESCRIPTION/TARGET | TIMELINE | PERIMETER | STATUS | SDGS |
| As part of the meritocratic policy, reward at least 60% of the resources assessed as high performers* with the new performance appraisal model adopted globally The bonus refers to salary increases, one-off measures, and level or qualification upgrades *High performers refer to employees rated «Above Expectations» or «Excellent» |
2023 | Group | Achieved |
|
| In 2023, the Group recognized 91 percent of the resources assessed as exceeding expectations of economic interventions expressed either by salary increases or level/qualification upgrades or one-time bonuses. The scope includes all Group companies based in Italy, the U.S., and Vietnam that activated the annual performance evaluation process in the years 2021 and 2022. VARD Group companies based in Norway and Romania were not included in the scope because at present their evaluation system does not report an overall result and currently, in addition to annual salary negotiation for all employees, there are no merit-based policies | ||||
Develop future leadership by strengthening the pipeline of young talents included in accelerated growth programs, reducing the gender gap, and avoiding cases of adverse selection.
| DESCRIPTION/TARGET | TIMELINE | PERIMETER | STATUS | SDGS |
| +30% of new resources included in the «Talent» acceleration program for young high-potential resources embarking on a career development path, of which 25% are women compared to 2020-2022 | 2023 | Italy | Achieved |
|
| The new edition of the "Talent" project, an initiative aimed at enhancing and developing young people with high potential within the Company, was launched. The 2023 edition involved 61 participants (+53% vs. 2020-2022 participants), 34% of whom were women. Overall, from the inaugural edition to date, the "Talent" project has reached a total of 175 people. | ||||
| +40% new resources included in the «Talent» acceleration program, 30% of whom are women compared to 2020-2022 | 2025 | Group | Work in progress |
Corporate welfare
+
Increase people’s wellbeing through innovative solutions compared to traditional ones.
Development of the corporate nursery service.
| DESCRIPTION/TARGET | TIMELINE | PERIMETER | STATUS | SDGS |
| Activation of 2 additional crèche services to support parenting and home-work balance | 2025 | Fincantieri S.p.A. | Work in progress |
|
| The first kindergarten, based at the Merchant Ship Division, was activated in September 2022. A second kindergarten, based in Monfalcone at the former Albergo Operai, was instead activated in October 2023. |
Governance and remuneration
+
Promotion of a sustainability culture in line with Group values, also encouraging managers to adopt sustainable thinking in their areas of activity.
Assignment of sustainability objectives within the company’s variable remuneration system.
| DESCRIPTION/TARGET | TIMELINE | PERIMETER | STATUS | SDGS |
| Application of an increase to the Result Bonus and Management Objective Plan related to five annual sustainability objectives to the target population (white and blue collar workers) | 2023 | Fincantieri S.p.A. | Achieved |
|
| As part of the renewal of the Supplementary Collective Agreement, a Sustainability Bonus was introduced. The Bonus, linked to five sustainability indicators, is available to all employees, both white-collar and blue-collar, at Fincantieri S.p.A., Cetena, Isotta Fraschini Motori, and Orizzonte Sistemi Navali. | ||||
| Attribution of sustainability objectives to at least 25% of the staff (middle managers and executives) who have access to the variable reward system | 2023 | Achived |
||
| 100% of Fincantieri's MBO recipient resources have been assigned a sustainability goal. With a weight ranging between 15% and 20%. In addition, 100% of the resources of the companies pertaining to the Clusters (Electronics Cluster, Infrastructure Cluster, Furniture Cluster), Isotta Fraschini Motori and Fincantieri SI recipients of MBO were assigned a sustainability goal. | ||||
| Attribution of sustainability objectives to at least 25% of the staff (middle managers and executives) who have access to the variable reward system | 2024 | Italy | Achived |
|
| With regard to the assignment of sustainability objectives as part of the corporate variable remuneration (MBO) system, 100% of the resources of Fincantieri's Italian companies subject to MBO were assigned a sustainability objective in 2024, exceeding the target of 25% of personnel set for 2024. The MBO objectives cover the social, environmental and governance spheres. With a weight ranging from 15% up to a maximum of 20%. | ||||
| Attribution of sustainability objectives to the top management of foreign subsidiaries | 2023 | Group | Achived |
|
| A sustainability target has been assigned to the top management of the foreign subsidiaries, covering Environmental (Climate Change), Social (People), and Governance (Sustainable Supply Chain) dimensions. | ||||
| 100% reduction in the weighted gender pay gap | 2024 | Achived |
||
| Regarding the target of 100% reduction in the weighted gender pay gap, the Group’s remuneration and merit-based policies have contributed to its reduction. It has been verified that at Fincantieri and its Italian and foreign subsidiaries, men and women receive equitable pay for equivalent roles and skills. |