We adopted the Policy on Human Rights – Commitment for the respect of human rights and diversity. This document, approved by the Board of Directors, confirms our commitment to human rights defense as declared in the Code of Conduct, the Charter of Sustainability Commitments and the Sustainability Plan. We are committed to respecting the four International Labour Organization (ILO) core labour standards, as set out in the Declaration on Fundamental Principles and Rights at Work:


  • freedom of association and the effective recognition of the right to collective bargaining;
  • the elimination of all forms of forced or compulsory labour;
  • the effective abolition of child labour;
  • the elimination of discrimination in respect of employment and occupation.


The Policy represents Fincantieri's public commitment to adopt and share a collective awareness about human rights as defined in the principles reported in the document.

The Policy contains a focus on Diversity and Inclusion, strategic factors for the Company competitive advantage and people development, on which the Company is investing.

Over the last few years, we have started a process to develop a Corporate Diversity & Inclusion (D&I) model with the aim of enhancing every element of diversity as a source of enrichment and growth for the organization, starting from people, with their experiences, characteristics, backgrounds and skills, who represent our strength and our value as individuals and as part of the Group.

Starting in 2020, we have involved the network of internal facilitators in a specific training and information process which is oriented towards the informal dissemination of positive behaviour models and the activation of a widespread listening system on the subject.


As part of the 'Make a difference!' project, launched in 2021 with the delivery of a survey D&I designed to measure the level of people's awareness of diversity and equal opportunities, a Group action plan was developed. The plan, which aims to foster the development of a single corporate culture on D&I, envisages both actions common to all Group companies and local actions that leverage the specific characteristics of the countries in which we operate, and is structured along the following lines:


During 2022, the initiatives of the project focused on the following themes:


  • Inclusive language and writing
  • Biases and stereotypes
  • Inclusive leadership
  • Gender diversity
  • Parenthood and motherhood
  • Cultural diversity
  • Disabilities


The Vard Vung Tau company in Vietnam and some Italian companies such as Fincantieri Infrastructure, Fincantieri Infrastructure Opere Marittime, FINSO, SOF and Fincantieri NexTech have the SA 8000 (Social Accountability) certification, an international standard aimed at certifying certain aspects of company management pertaining to corporate social responsibility. The model guarantees a virtuous process aimed at ensuring the continuous respect of human rights.


We respect the dignity of everyone and we offer equal opportunities to all our employees, refusing every form of discrimination based on ethnicity, color, gender, age, disability, sexual orientation, political or religious opinions, nationality and social origin. We recognize that diversity, at all levels, is a value to be cultivated in our organization in order to consolidate our aim to "put people at the core" and better address the challenges posed by the global market.


Fincantieri operates in a global context in which different nationalities contribute to nurturing an ever more open corporate culture. We recognize the value of this context and we cultivate it with recruiting and job rotation policies aimed at promoting the sharing of know-how and best practices, as well as the integration and inclusion of people.


In terms of gender diversity, the Group has recorded an increase in the number of women employees in recent years, although there are objective conditions related to the typical characteristics of shipbuilding.


We are constantly working to promote the insertion of people with different physical and psychological abilities, in line with the characteristics of shipbuilding and the risk profiles associated with the industry. 553 people with disabilities work in the Fincantieri Group.


Age diversity also plays an important role and is a value for our Company. This is because constant dialogue between people from different age groups combines different experiences, helping the Group to grow and improving its capacity to compete in the market.


Human Rights: 2018-2022 Sustainability Plan objectives and targets

Commitments Objectives Description/ Target Benefits Status Timetable

Commitment to creating the socio-economic conditions to ensure respect for human rights throughout the value chain

Conduct annual audits to assess and monitor the most critical suppliers in terms of human rights, health and safety and the environment

Conduct annual audits at suppliers' premises on behalf of the organization (second party audit) a tool for an informed management of the supply chain


100% of Fincantieri S.p.A.'s priority suppliers (120) by 2023, of which at least 40 per year.
The number of audits to be conducted will be strictly linked to the emergency situation due to the COVID-19 pandemic

Ensure that the level of compliance is aligned with Fincantieri's standards and observance of a sustainable supply chain



In 2022, despite the maintenance of the pandemic emergency status, the target of 40 sustainability audits per year at supplier sites was successfully achieved.
We were able to carry out 113 audits from 2019 to 2022 to suppliers of priority interest to Fincantieri S.p.A. The seven audits that were not carried out due to the pandemic were included in the target for the next 2023-2027 Sustainability Plan.


Diversity and equal opportunity: 2018-2022 Sustainability Plan objectives and targets

Commitments Objectives Description/ Targe Benefits Status Timetable

Promotion of programs offering equal opportunities to all employees in order to promote diversity and inclusion within the Group

Commitment to human rights and diversity

Draft a policy on human rights and diversity which will enable a set of principles and rules to be defined, allowing the Group to improve commitment to these aspects

• Access new markets and develop employer branding

• Protect against risks

• Promote equality

• Promote salary equality

• Ensure national and European compliance



The Fincantieri Group Policy of Human Rights – Commitment for the respect of human rights and diversity has been drawn up and it has been approved by the Board of Directors of Fincantieri S.p.A., in order to define principles and rules that guide the strategies, activities and initiatives of the entire Group towards respect for human rights and the promotion of diversity and inclusion.



Develop a training program for facilitators on sustainability issues and in particular on diversity and its promotion in the Company

Develop a training program for facilitators on sustainability issues and on their promotion in the Company, as part of the Fincantieri for the Future project


At least 40 facilitators out of 70 trained in Italy

Disseminate widely and naturally new behavior and an open mentality also on sustainability issues



In 2020, 58 facilitators in Italy took part in a training course aimed at heightening awareness on diversity and equal opportunities, on knowing how to respect, integrate and enhance the diversity and uniqueness of each person and on all those filters with which every individual observes the surrounding reality and on the basis of which assesses, judges, takes decisions and adjusts their behaviour.



Conduct a gender pay equality survey

• Conduct a survey on gender pay equality targeted on homogeneous groups by task and performance evaluation

• Promote interventions on any misalignments identified


Pay survey for Fincantieri S.p.A.

Optimize business costs and employee benefits



In 2021, a survey was conducted with the goal of verifying equal pay between genders. The results showed, despite the large numerical disparity between the two genders, substantial pay parity, from a statistical standpoint, between men and women.



Define an action plan to increase employee awareness of diversity and inclusion

Define an action plan with training programmes and specific projects on diversity and inclusion 


Definition of the action plan for Fincantieri S.p.A.

• Increase employee awareness of diversity and inclusion

• Protect against risks

• Access new markets and develop employer branding 



During 2021, a Group Action Plan was established to foster the development of a unique corporate D&I culture. The Action Plan will develop across five categories: gender diversity, parenthood and motherhood, cultural diversity, generational diversity and disability.



Human resources responsibility

Training and Development

Group Conduct agreement

Training and Development

Health and safety

Our initiatives for Covid-19


Company welfare

Business Ethics

We invest in people