Sustainability Report 2012 - Generali Versicherung AG

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TurnoverCountry ≤ 34 35-54 ≥55 TotalRecruitments Terminations Recruitments Terminations Recruitments Terminations Recruitments TerminationsItaly 1,265 970 244 302 6 176 1,515 1,448Austria 269 164 83 139 2 101 354 404Czech Republic 695 550 178 350 11 90 884 990France 866 776 272 367 14 161 1,152 1,304Germany 661 578 455 536 33 351 1,149 1,465Spain 302 157 124 125 1 46 427 328Switzerland 265 246 104 180 6 79 538 505TOTAL 4,323 3,441 1,460 1,999 73 1,004 6,019 6,444Of the 538 new hires in Switzerland, 163 relate to BSI, for which no age range details are available.The overall Generali Group average staff turnover rate - calculated as (new hires during the year + contract terminations during the year)/[(workforce at start of year + workforce at end of year)/2] - is 22.3%. In 2012, on average women accounted for 52.4% of new hires and49.6% of contract terminations.The positive staff turnover rate, calculated as the total number of new hires as a percentage of the total workforce at the beginning of theyear, was 10.7% (12.4% for women, on average).The negative staff turnover rate, calculated as the total number of contract terminations as a percentage of the total workforce at thebeginning of the year, was 11.5% and 12.6% for women.The majority of new hires fell into the under-35 category (73.8%), as did the majority of people leaving the company, equal to 53.4% of thetotal; this scenario was influenced by the termination of fixed-term contracts and the greater propensity among the young to change jobs.The 35-54 age range accounted for 24.9% of new hires and 31% of contract terminations, while among the over-54’s there were few newhires (1.3%) in comparison with those whose contracts came to an end (15.6%).In 2012, 1,452 people were hired on short-term temporary contracts and left the Group before the end of the year, 876 of whom women(60.3%).As regards sick leave, leave following accidents in the workplace and unpaid leave, the rate of absenteeism is calculated asthe ratio of the number of days of absence (total absence or for the various reasons identified) to the number of working daysin the year (excluding Saturdays, Sundays and public holidays) multiplied by the number of employees at the end of the year.The average rate of absenteeism in 2012 was 4.6% (5% in 2011). Absenteeism trends differ from one country to the next:France has the highest absenteeism rate (6.5%), followed by Germany (5.1%). Switzerland (2.3%) and Spain (2.3%) have thelowest rates of absenteeism. Italy is below the average with a rate of 4.2%, as are Austria (4.1%) and the Czech Republic(3.8%).The average rate of absenteeism among women is 5.7% due to the higher average rate of absence for illness (5%) and unpaidleave (0.7%). The female rate of absenteeism ranges from 7% in France to 1.7% in Switzerland.64 | Assicurazioni Generali - Sustainability Report 2012
Labour disputesNumber and value of labour disputesCountryNumberof disputesValue of disputes(thousand euros)2011 2012 2011 2012Italy 356 206 14,696 10,703Austria 2 1 14 7Czech Republic 1 2 8 51France 251 272 15,583 8,322Germany 151 146 7,165 1,844Spain 18 8 368 292Switzerland 4 8 272 331TOTAL 783 643 38,106 21,550In 2012, the number of labour disputes - which includes cases brought against the Group by employees and former employees - fellagainst the previous year (-17.9%). 97% of disputes were concentrated in Italy, France and Germany; in these countries, only in Francethere was an increase in the number of disputes - in the other two, and Italy in particular (-42.1%), the number dropped.The value of the labour disputes also fell significantly (-43.4%) compared with 2011, with notable reductions in all of the principalcountries.Among the main reasons for the legal action taken by employees in the various countries were de-skilling, claims for greater responsibilityand pay issues in general, the contestation of the legitimacy of individual redundancies, and the challenging of disciplinary proceedings.Seventeen alleged cases of mobbing were recorded in the Group in 2012, only one of which resulted in judicial proceedings. The othercases were resolved within the company.EMPLOYEES | 65
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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
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 and 64: On average, a third (33.4%) of posi
Page 65: Workforce by age bracket2011 2012 2
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
Page 114 and 115: 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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