GRIINDICATORSDESCRIPTIONASPECT: Diversity and equal opportunityLA13. CoreComposition of governance bodies and breakdown of employees per employee category according to gender, agegroup, minority group membership, and other indicators of diversity.ASPECT: Equal remuneration for women and menLA14. CoreRatio of basic salary and remuneration of women to men by employee category, by significant locations ofoperation.HUMAN RIGHTSDisclosure on management approachThe <strong>Generali</strong> Group commits to ensure and promote fundamental human and labour rights in all its spheres of influence. Suchcommitment is stated in the Code of Conduct of the <strong>Generali</strong> Group, in the Ethical Code for suppliers of the <strong>Generali</strong> Group, in theEthical Guidelines for Investments and in the European Social Charter. It is further confirmed by the support of the UN Global Compactinitiative. The topic of human rights lies with the Group CEO.Respect for human and labour rights is a top priority for the Group. Its main spheres of influence, where human rights may be violated,are employees and suppliers. As for the former, the risk is related to locations of companies and to employee policies adopted.Annually the Corporate Social Reponsibility unit monitors through questionnaires the prohibition of child, forced and compulsory labour,non-discrimination and freedom of association and collective bargaining in all Group companies. In order to create awareness offundamental human rights, the Group offers a widespread training through an e-learning course that has so far involved almost 19,000employees, among whom those working in countries where respect for human rights is not always guaranteed.The risk of human rights violatation in the supply chain is related to locations and type of activities. Its assessment is started in <strong>2012</strong>with the aim of identifying the most risky countries and activities and starting their monitoring. As stated in the Ethical Code forsuppliers, the Group requires the contractual partners to comply with all national and international applicable rules and regulations,including the International Labour Organization's Declaration and the Universal Declaration of Human Rights. It also requires them toaligh with the Group policies while performing business and to ensure compliance with all the levels of the relevant supply chain.ASPECT: Investment and procurement practicesHR1. CorePercentage and total number of significant investment agreements and contracts that include clauses incorporatinghuman rights concerns, or that have undergone human rights screening.HR2. CoreHR3. CorePercentage of significant suppliers, contractors and other business partners that have undergone human rightsscreening, and actions taken.Total hours of employee training on policies and procedures concerning aspects of human rights that are relevant tooperations, including the percentage of employees trained.ASPECT: Non-discriminationHR4. CoreTotal number of incidents of discrimination and corrective actions taken.ASPECT: Freedom of association and collective bargainingHR5. CoreOperations and significant suppliers identified in which the right to exercise freedom of association and collectivebargaining may be violated or at significant risk, and actions taken to support these rights.ASPECT: Child laborHR6. CoreOperations and significant suppliers identified as having significant risk for incidents of child labor, and measurestaken to contribute to the effective abolition of child labor.ASPECT: Forced and compulsory laborHR7. CoreOperations and significant suppliers identified as having significant risk for incidents of forced or compulsory labor,and measures to contribute to the elimination of all forms of forced or compulsory labor.ASPECT: Security practicesHR8. AdditionalPercentage of security personnel trained in the organization's policies or procedures concerning aspects of humanrights that are relevant to operations.ASPECT: Indigenous rightsHR9. AdditionalTotal number of incidents of violations involving rights of indigenous people and actions taken.ASPECT: AssessmentHR10. CorePercentage and total number of operations that have been subject to human rights reviews and/or impact assessments.ASPECT: RemediationHR11. CoreNumber of grievances related to human rights filed, addressed, and resolved through formal grievance mechanisms.154 | Assicurazioni <strong>Generali</strong> - <strong>Sustainability</strong> <strong>Report</strong> <strong>2012</strong>
REPORTEDGLOBALCOMPACTPRINCIPLESCROSS-REFERENCE/DIRECT ANSWERfully 1, 6SR <strong>2012</strong>, p. 28; 60-61; 63Directors of the Board of the Parent Company are 57.5 years old on average. Specifically,four directors (36.4%) - of whom three are women - age between 30 and 50 years old andseven directors (63.6%) - of whom one is a woman - age over 50 years old.A director (9.1%) is of foreign nationality.fully 1, 6SR <strong>2012</strong>, p. 62As an institutional investor, the <strong>Generali</strong> Group adopts Ethical Guidelines that forbid investment in financial instruments issued bycompanies that do not respect the fundamental human rights. On the one hand, it thus avoids being involved, through investments, inserious violations of human rights and, on the other, it persuades issuing companies to act responsibly. The Group set up a Council onEthics, a consultative body for possible exclusion procedures from the investment universe of companies that violate the Group’s ethicalcriteria. Investments are constantly monitored and checks designed to prevent the acquisition of securities issued by excluded companiesare made. A half-yearly report is sent to the Head Office’s Group Risk Management department.Breaches or suspected breaches of human rights can be reported via mail or post to the Group Compliance department of Assicurazioni<strong>Generali</strong>, also anonymously, unless prohibited by local law. A dedicated line accessible via phone or web and managed by an externalspecialised and independent supplier is due to go online. <strong>Report</strong>s received are evaluated applying the procedures established by theGroup Rules of the Code of Conduct.fully 1, 2, 3, 4, 5, 6fully 1, 2, 3, 4, 5, 6fully 1, 2, 3, 4, 5, 6SR <strong>2012</strong>, p. 32Premiums paid by clients for all insurance contracts are invested in accordance with theEthical Guidelines of the Group which forbid investments in financial instruments issued bycompanies that do not respect the fundamental human rights.SR <strong>2012</strong>, p. 106-107SR <strong>2012</strong>, p. 56-57fully 1, 2, 6 SR <strong>2012</strong>, p. 56fully 1, 2, 3SR <strong>2012</strong>, p. 56-58; 107fully 1, 2, 5SR <strong>2012</strong>, p. 56-58; 107fully 1, 2, 4SR <strong>2012</strong>, p. 56-58; 107not 1, 2Security services, that mainly concern night surveillance of the buildings, are provided byexternal organizations. There are no evidence on training provided by them.not 1, 2The risk of of violations involving rights of indigenous people is not significant, whenconsidering the insurance-banking activities of the <strong>Generali</strong> Group.fully SR <strong>2012</strong>, p. 56fully SR <strong>2012</strong>, p. 31; 56GRI CONTENT INDEX - GRI 3.1 guidelines - GLOBAL COMPACT principles | 155
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Sustainability Report 2012A complet
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Chairman and Group CEOletter to the
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sustainability context and complete
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FRANCEE-Cie Vie S.A.Europ Assistanc
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at a glanceEMPLOYEESEmployee polici
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at a glanceFINANCIALCOMMUNITYIn a y
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at a glanceSUPPLIERSThe Generali Gr
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at a glanceENVIRONMENT ANDCLIMATE C
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IndexTHE GROUP 24Mission, vision, v
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thE group79,454employees69.6billion
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MISSION, VISION, VALUES AND COMPETE
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CORPORATE BODIESBoard ofStatutoryAu
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EngagementDuring the hearing before
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The Code includes the introduction
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In Italy, the Group Anti-money Laun
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In order to make innovation an inte
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The Generali Group is committed to
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ADHESION TO EXTERNALVOLUNTARY INITI
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STAKEHOLDERsPrague - Czech Republic
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Human resources arethe Group’s fu
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mobility, coaching programmes and p
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Reliability. In addition, the sloga
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In Italy and France, when returning
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normally have the option, often gua
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HEALTH AND SAFETY IN THEWORKPLACETh
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Emirates, the Philippines, Guatemal
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SIZE AND CHARACTERISTICS OF THE WOR
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On average, a third (33.4%) of posi
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Workforce by age bracket2011 2012 2
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Labour disputesNumber and value of
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To foster greater staff involvement
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Committedto innovation anddiversifi
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SIZE AND CHARACTERISTICS OFTHE SALE
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DIRECT CHANNELS, with no intermedia
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Satisfaction surveys on services pr
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Along with thecommitment to strengt
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FINANCIAL AND SUSTAINABILITY PERFOR
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RatingRating agencyRating*A.M.BestA
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Main meetings with analysts and inv
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PRODUCT POLICIESCustomer loyalty is
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Products with particular environmen
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Over the last few years, various ro
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• fill out questionnaires with a
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of pre-packaged solutions. As part
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Surveys on servicesGERMANYOnline su
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Percentage of clients by age bracke
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Change in number of claims2009-2012
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Change in numberof complaints recei
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- Page 126 and 127: DIRECT ENVIRONMENTAL IMPACTThe data
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