The Remuneration Policy is defined in compliance with Fincantieri's Corporate Governance Code with the target of contributing to the pursuit of the Company strategy, supporting the sustainability of the Company, promoting the long-term interests, the Company mission and its corporate values, to attract, motivate and retain people with high-level professional skills with the primary objective of creating value for shareholders over the medium-long term.

The structure of management remuneration, as defined in the Report on the policy regarding remuneration and fees paid, consists of a balanced pay mix with a fixed component, a variable component - linked to predetermined and measurable short and medium/long-term performance objectives - and non-monetary benefits.

In view of the growing objectives for sustainable development, Fincantieri approved the 2022-2024 LTI Plan, in continuity with the 2019-2021 LTI Plan. The 2022-2024 LTI Plan, in addition to the already consolidated economic-financial performance targets (EBITDA) and those linked to share performance (Total Shareholder Return), confirms a sustainability objective linked to the achievement of certain performance on sustainability ratings. The operating mechanism of the sustainability index for the 2022-2024 LTI Plan, Cycle 1 (2022-2024), was updated in light of a benchmark analysis conducted with the support of a consultancy firm. The target is related to the percentage of achievement of the Company's Sustainability Plan targets during the reporting period. Additionally, an access gate has been implemented, which is linked to the achievement of specific ratings by international rating agencies, necessary for the payment of the bonus.
The sustainability index makes it possible to measure achievement of the sustainability targets set by the Company, combined with and/or in addition to targets related to economic and financial performance, in order to align with European best practices and the growing expectations of the financial community for sustainable development.


The remuneration of employees, whether manual workers or office staff, is defined in relation to the relevant labour market and in accordance with the provisions under the National Collective Bargaining Agreement and Company level contracts. In this case too, remuneration consists of a fixed component, aimed at fairly rewarding the work performed, a variable component, linked to predetermined and measurable performance objectives, mostly in the form of welfare, and non-monetary benefits.

The fixed component remunerates the role and, specifically, the responsibilities assigned to each employee, taking account of, among other things, the level of experience, the quality of the contribution that each employee brings to the attainment of the business results, as well as the level of excellence with respect to the duties assigned. The aforementioned component is sufficient to remunerate the services performed, including in the event of no payment or only partial payment of the variable components, where envisaged. It is also such as to ensure adequate competitiveness at the remuneration levels recognized by the market for the specific position.

The variable component is linked to predetermined and measurable Group and individual performance objectives and remunerates, according to the different structures, the results achieved in the short and long term. This component focuses people’s attention and commitment on the achievement of strategic objectives and can be provided, where applicable, not only in monetary form, but also in the form of welfare.


As set out in the Sustainability Plan, to promote a culture of sustainability in line with the Group’s Values, sustainability objectives with a weight ranging from 10% to 30% have been included in the short-term variable remuneration system (MBO). The objectives also include those on performances related to environment and climate change, health and safety, anti-corruption, supply chain and innovation.


In terms of remuneration, gender equality is an indispensable element in company management. The wages and salaries are consistently determined based on identical assumptions and on uniform assessment criteria.


Governance and business integrity: 2018-2022 Sustainability Plan objectives and targets

Commitment Objectives Description/ Target Benefits Status Timetable

Promotion of the sustainability culture in line with the Group Values, encouraging managers to think in a sustainable manner within their sphere of action

Gradual assignment of sustainability objectives in the Company's variable remuneration system

Continue to include sustainability objectives in the assignment process of Italian personnel (over 750 employees) interested in the variable remuneration system


2020 - 15% of the staff concerned

2021 - Comparative analysis of the existing variable remuneration system of foreign subsidiaries with a view to future assignment of sustainability targets

Raise awareness, assign responsibility and promote focus on the issue of sustainability



In 2020, 23.2% of MBO Plan recipients received at least one sustainability target, achieving it. In 2021, the percentage increased to more than 25%. In addition, in 2021, a comparative analysis of the variable remuneration system in place in foreign subsidiaries was developed with a view to the future allocation of sustainability targets at Group level.



Commitment Objectives Description/ Target Benefits Status Timetable

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

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


Remunerative 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.



Human resources responsibility

Our people

Group Conduct agreement

Diversity and equal opportunity

Training and development

Health and safety

Our initiatives for Covid-19

Company welfare

Business Ethics