Sustainability Report 2012 - Generali Versicherung AG

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Woman/man remunerationCountry Managers Middle Managers Office workers Sales Force on payrollRemuneration*Basicsalary**RemunerationBasicsalaryRemunerationBasicsalaryRemunerationBasicsalaryItaly 0.90 0.92 0.80 1.00 0.84 0.91 0.75 0.86Austria 0.88 0.86 0.95 0.97 0.69 0.76 0.67 0.81Czech Republic 0.95 0.88 0.81 0.79 0.74 0.77 0.50 0.53France 0.97 0.95 0.88 0.89 1.04 1.05 0.77 0.83Germany 0.85 0.93 0.84 0.90 0.80 0.80 0.73 0.79Spain 0.80 0.86 0.86 0.97 0.83 0.82 0.86 0.94Switzerland 0.93 0.93 0.86 0.85 0.75 0.75 0.56 0.56* Annual amount paid by the Group to employees including not only what established by the National Collective Bargaining Agreement by the Company CollectiveAgreement, but also any other type of additional remuneration, such as company seniority, overtime work, bonuses, benefit** Amount concerning just the National Collective Bargaining Agreement, without including any type of additional remunerationThe table shows the ratio of the total gross annual remuneration of women to that of men, as well as the ratio of the gross annual basicremuneration of women to that of men for each type of level.In most countries and at most levels, the Group’s female employees receive lower gross annual remuneration than their male counterparts,with more noticeable differences among office workers and sales force staff on the payroll. This is mainly due to the fact that womenmake far greater use of the leave provided for by law following the birth of a child, that they prefer part-time work contracts in order tobetter balance their family and working commitments, and that they have worked for the company for less time.Furthermore, in general, the differences are less marked at basic salary level, only increasing when additional bonuses, which are oftenassociated with more onerous commitments in terms of working hours and transfers, are factored in. Women find it more difficult toreconcile such commitments with their role in the family.Only in Italy is the basic salary of female middle managers the equivalent of those of their male counterparts. In France, meanwhile, atoffice worker level women actually receive better remuneration than men thanks to an agreement designed to prevent remunerationdiscrimination.In Italy, the gross annual remuneration paid to newly hired office workers (i.e. those at the 4th pay level according to theinsurance industry national collective bargaining agreement) at Generali is 15.8% higher compared with the industry average.In France, remuneration is set according to gender: compared with the average remuneration paid for the same role byother companies in the industry, remuneration for new hires at Generali is 4.7% higher for men and 6.7% higher for women.Meanwhile, in Austria, Germany, the Czech Republic, Spain and Switzerland, the remuneration paid to new administrative staffis generally aligned with the average remuneration paid in the national insurance sector.Bundeswettbewerb Mathematik, Germany62 | Assicurazioni Generali - Sustainability Report 2012
Workforce by age bracket2011 2012 2011 2012 2011 2012 2011 2012 2011 2012 2011 2012 2011 2012 2011 20128.824.7 25.937.0 37.329.5 27.19.7 10.5 10.934.7 35.230.9 29.424.523.816.1 17.027.3 27.629.0 28.827.6 26.612.5 13.634.6 35.329.9 29.023.0 22.19.320.0 19.726.2 26.144.5 44.8ITALY AUSTRIA FRANCE GERMANY CZECHREPUBLIC9.410.2 13.029.5 29.734.5 32.925.7 24.4SPAIN11.1 11.323.0 23.130.0 30.235.8 35.4SWITZERLAND11.3 12.228.4 28.919,731.931.518,428.4 27.4TOTALOver 54 years45-54 years35-44 yearsUp to 34 yearsAt the end of 2012 the composition of the workforce in terms of age range showed a slight slant towards the older age categories,with a reduction of around a percentage point in the age range up to 34 years and a corresponding increase of a point in the age rangeabove 54 years.58.9% of the workforce is under 45 (60.4% in 2011); this age bracket includes the largest age range, that of workers between the agesof 35 and 44. The female workforce is younger: 63.9% of women are under 45 years of age and 31.6% are under 35. In Austria andSwitzerland there are a total of 68 young people under the age of 18 with apprenticeship contracts, 36 of whom women.The Czech Republic and Switzerland have the highest percentage of staff under the age of 35. The workforce is young in Italy as well:64.4% of employees (70.3% of women) are under 45, while the over-54’s account for just 9.7% of the workforce (7.7% women) followingthe departures due to retirement in recent years.Conversely, the older age categories are much more substantial in France and in Germany, where the over-45’s represent a Group highof 48.9%. In Austria, France and Germany the proportion of over-45’s is at its highest, around 41-43% of the female workforce.In the under-35’s bracket, there are more women (52.7%) than men; this proportion falls as employees get older, reaching its lowestpercentage among the over-54’s, where women account for 37.3% of the workforce. As well as showing that women are not discriminatedagainst during the recruitment process, this also suggests that the male and female workforces will be of a more similar size in the future.The average age of the workforce is around 41. The youngest average age (38) is in the Czech Republic, while France has the highestaverage age (43).50.6% of managers are in the 45-54 age bracket, while just 1.7% are under 35.Workforce by seniority of serviceCountry ≤ 2 years 3-10 years 10-20 years ≥21 years Total2011 2012 2011 2012 2011 2012 2011 2012 2011 2012Italy 3,006 2,675 6,821 6,980 3,810 3,688 3,167 3,528 16,804 16,871Austria 620 494 1,259 1,227 1,508 1,390 1,609 1,835 4,996 4,946Czech Republic 1,363 1,320 2,003 1,960 868 777 477 558 4,711 4,615France 1,858 1,681 1,984 1,937 1,974 2,045 2,401 2,402 8,217 8,065Germany 1,929 1,651 4,829 4,198 4,803 4,901 3,562 3,946 15,123 14,696Spain 257 453 973 863 552 525 778 818 2,560 2,659Switzerland 1,067 1,110 1,439 1,330 721 802 515 501 3,742 3,743TOTAL 10,100 9,384 19,308 18,495 14,236 14,128 12,509 13,588 56,153 55,595Incidence % 18.0% 16.9% 34.4% 33.3% 25.4% 25.4% 22.3% 24.4% 100.0% 100.0%The Group’s employees are very loyal: almost half (49.8%) have worked for the Group for over ten years and 24.4% for over twenty years.Austrian workers stand out for their long experience in the company with 65.2% having worked for the Group for over ten years and37.1% for more than twenty. Seniority is also high in France, Germany and Spain, where over half of employees have worked for theGroup for more than ten years.Employees with less than 10 years of seniority represent the majority in the Czech Republic (71.1%), Switzerland (65.2%) and Italy(57.2%).Average seniority varies from 15.8 years in Austria to 8.2 years in the Czech Republic.EMPLOYEES | 63
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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
Page 14 and 15: at a glanceEMPLOYEESEmployee polici
Page 16 and 17: at a glanceFINANCIALCOMMUNITYIn a y
Page 18 and 19: at a glanceSUPPLIERSThe Generali Gr
Page 20: at a glanceENVIRONMENT ANDCLIMATE C
Page 23: IndexTHE GROUP 24Mission, vision, v
Page 26 and 27: thE group79,454employees69.6billion
Page 28 and 29: MISSION, VISION, VALUES AND COMPETE
Page 30 and 31: CORPORATE BODIESBoard ofStatutoryAu
Page 32 and 33: EngagementDuring the hearing before
Page 34 and 35: The Code includes the introduction
Page 36 and 37: In Italy, the Group Anti-money Laun
Page 38 and 39: In order to make innovation an inte
Page 40 and 41: The Generali Group is committed to
Page 42 and 43: ADHESION TO EXTERNALVOLUNTARY INITI
Page 45 and 46: STAKEHOLDERsPrague - Czech Republic
Page 47 and 48: Human resources arethe Group’s fu
Page 49 and 50: mobility, coaching programmes and p
Page 51 and 52: Reliability. In addition, the sloga
Page 53 and 54: In Italy and France, when returning
Page 55 and 56: normally have the option, often gua
Page 57 and 58: HEALTH AND SAFETY IN THEWORKPLACETh
Page 59 and 60: Emirates, the Philippines, Guatemal
Page 61 and 62: SIZE AND CHARACTERISTICS OF THE WOR
Page 63: On average, a third (33.4%) of posi
Page 67 and 68: Labour disputesNumber and value of
Page 69 and 70: To foster greater staff involvement
Page 71 and 72: Committedto innovation anddiversifi
Page 73 and 74: SIZE AND CHARACTERISTICS OFTHE SALE
Page 75 and 76: DIRECT CHANNELS, with no intermedia
Page 77 and 78: Satisfaction surveys on services pr
Page 79 and 80: Along with thecommitment to strengt
Page 81 and 82: FINANCIAL AND SUSTAINABILITY PERFOR
Page 83 and 84: RatingRating agencyRating*A.M.BestA
Page 85: Main meetings with analysts and inv
Page 88 and 89: PRODUCT POLICIESCustomer loyalty is
Page 90 and 91: Products with particular environmen
Page 92 and 93: Over the last few years, various ro
Page 94 and 95: • fill out questionnaires with a
Page 96 and 97: of pre-packaged solutions. As part
Page 98 and 99: Surveys on servicesGERMANYOnline su
Page 100 and 101: Percentage of clients by age bracke
Page 102 and 103: Change in number of claims2009-2012
Page 104 and 105: Change in numberof complaints recei
Page 106 and 107: SUPPLIERSKarolinen Karee, Munich, G
Page 108 and 109: Relationships with contractual part
Page 110 and 111: SIZE AND CHARACTERISTICSOF SUPPLIER
Page 112 and 113: COMMUNITYOld-Aged Survey, Germania1
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GUIDELINES FOR COMMUNITYINITIATIVES
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For example, in 2012 the Generali E
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Cultural areaWith a view to promoti
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Sports areaGenerali regards sport a
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ENVIRONMENT ANDCLIMATE CHANGEOilsee
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In order to pursue the abovemention
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DIRECT ENVIRONMENTAL IMPACTThe data
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Electricity quota from renewable so
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PaperPaper consumption3530252015105
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WaterWater consumption (m 3 )-0.4%3
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In all countries, IT waste, compris
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Flight kilometres travelled by empl
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The increase in exposure to climate
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EXPENDITURES AND INVESTMENTSFOR ENV
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ENVIRONMENTAL RANKINGGenerali’s a
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CONTENTINDEXParis - France
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REPORTEDGLOBALCOMPACTPRINCIPLESCROS
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GLOBALREPORTED COMPACTPRINCIPLESful
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REPORTEDGLOBALCOMPACTPRINCIPLESCROS
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GLOBALREPORTED COMPACTCROSS-REFEREN
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GRIINDICATORSDESCRIPTIONASPECT: Div
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GRIINDICATORSDESCRIPTIONSOCIETYDisc
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GRIINDICATORSDESCRIPTIONASPECT: Pub
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GRIINDICATORSDESCRIPTIONASPECT: Cus
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GRIINDICATORSFS3. CoreDESCRIPTIONPr
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Co-ordination:Corporate Social Resp
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Sustainability Report 2012 - Generali Versicherung AG

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