A - People

We want to take care of our employees so that they can provide valuable services to customers and to the local community.

We are a company of people who create products and services for people: the centrality of the person, passion and communication are the hallmark of all our initiatives.


Paying care and attention to our employees is a distinctive element in our approach to people. 
We are therefore constantly engaged in developing initiatives and services for them, to reconcile business efficiency with the needs and specific characteristics of each of them.

Ascoltare per migliorareDialogue with human resources

“Open line” is a platform developed to maintain constant contacts and an open dialogue, opening an additional two-way communication channel between the company and its human resources: it can be used to report any behaviour that breaches the Ethical Code and any particularly beneficial behaviours that may have been noticed on the workplace, and any information and people’s data are treated as confidential.

In North America, the employees have a free telephone line available 24 hours a day, 7 days a week, to report or discuss anything that may be a source of concern.

Lo sviluppo delle personeTraining


At Autogrill, we believe that making our human resources the drivers of their own professional growth is a success factor, and that’s why we support development plans that put people at the centre through direct, proactive and resourceful involvement.

Our training programmes include the more classic theoretical sessions, with workshops, meetings and lectures, and the increasing popular training courses on online, social and interactive platforms.

Leadership development programmes are also very widespread, though specific “on the job” training courses are available as well to support the stores’ staff in their daily work.


Academy is a European training programme specially developed to increase the staff’s skills by providing specific training plans based on their professional standards.

It is used to provide technical, behavioral, and managerial training; ease the business through change management processes; and develop "business partner" employees who act in constant synergy with the company's operational and organizational needs.

School of excellence

In 2019 Autogrill Italy has been developing a new training program for store managers. Called the Scuola di Eccellenza, it lasts for 25 weeks, 10 of them in the classroom and the rest on the job. Topics range from hands-on store concept training to customer-centric managerial and administrative skills. The managerial courses address people management, leadership, and team working, and are taught internally via coaching or in partnership with outside trainers. There are also team building activities to strengthen the soft skills of store managers in training. At the end of the program, future store managers are challenged to develop a commercial project for their store, making them genuine managers of the future.

North America

In North America, “Unlocking Engagement” is a workshop combined with specific leadership development programmes that completes a full range of training opportunities for managers who want to learn how to create a favourable workplace


The most widespread training plans include induction, coaching, performance assessment and job-specific technical courses.

On-the-job training, like the new "Salt Academy" in the Netherlands, not only improve individuals' skills and qualifications but help attract the very best talent. New hires go through induction and onboarding programs, in the form of group or individual orientation days and online courses, designed to foster a sense of inclusion and team spirit. 

valutazione_competenze-logo.png Performance assessment

With a view to fostering professional growth, Autogrill uses a performance appraisal system that measures the skills applied in pursuit of assigned objectives, assessing the technical capacities specific to the role as well as managerial skills.


In 2019 Autogrill Italy started to map store talent in a process involving area managers and the best store managers operating throughout the country. Starting from performance appraisal results for 2018, the project aims to achieve, by 2020, a thorough map of training needs and potential and to define a career plan for each of these high-performing store employees. The goal is to create tailor-made development plans for best performers that can be implemented during the course of 2020.

North America

In North America, the process of revising and improving the performance management system included a new slogan in 2019: "Helping Others Succeed Throughout the Year."


In the International area, the "Be Competent" program is being updated to render it more effective and in line with internal needs.

Employee engagementEmployee engagement and talent research

The Group's HR units work constantly to create a working environment that attracts and develops talented people, through team-building initiatives and employer branding activities at the global and local level. Over the last few years the Group has been gradually developing talent attraction strategies that give it greater visibility in its various markets, thanks to effective online communication and a number of employer branding campaigns on job boards, social networks, and the major job search sites. Since November 2019 it has been using a new online recruitment system designed to make employment offers more visible and accessible to the new generations. This has involved simplifyig the online application process while also making it possible to add video interviews in addition to the standard résumé. 

In 2019, a large workplace survey was conducted in North America. In the second phase of this project, managers were invited on board to determine how to interpret the data, give constructive feedback, and create virtuous employee development models for their teams

Diversity managementDiversity and equal opportunities

As laid down in our Ethical Code and por Sustainability Policy, respect for diversity and equal opportunities, along with the prevention of any form of discrimination, are principles we are committed to enforcing at any stage of employment.


In Europe, several initiatives have been developed to promote a culture of respect and tolerance. This commitment is also recognized externally: in Italy Autogrill has had SA8000 certification since 2009.

For instance, in Italy, for years we have been involved in “Valore D”, the first Italian association of large companies created to support women’s leadership in business. “Valore D” promotes an innovative corporate organisation that provides women managers with tools and skills that support them in their professional growth and offers a new cultural model whereby women are fully involved in the economic and social life of the country.

In Spain, for example, the Management Committee is tasked with enforcing the Equality Plan signed in 2009, which calls for equal treatment of women and men, a healthy work-life balance, and zero discrimination based on gender or sexual orientation.

North America

WLN (Women’s Leadership Network) is a project that supports women’s professional growth by offering networking opportunities and the development of leadership skills to improve personal and professional growth.


The International area is also working at the development of a Handbook that will be handed out to all the countries in which it works, to spread good practices and consistent behavioural standards inspired by the international best practices.

manina_atg.png  Respect for human rights

By enforcing the principles set forth in its Ethical Code in any circumstance and taking inspiration from the highest international standards, Autogrill is committed to spreading a culture of corporate responsibility in all its businesses and across the value chain, establishing mutual trust and satisfaction with its business partners and human resources, in compliance with the applicable local, national and supranational human rights regulations.

 icona-salute-e-sicurezza.pngOccupational health and safety

The health and safety of its workers is a fundamental standard on which Autogrill places maximum emphasis by means of preventive measures, technological progress, training, and day-to-day monitoring. In all of the main countries served, health and safety committees have been set up and include various positions (depending on local policies), from executives to workers' representatives, who monitor compliance with applicable laws. The committees review findings on health and safety issues in search of the best solutions to reduce the risk of injuries to a minimum. To make sure these efforts are effective and share insights and initiatives on health and safety, a system is in place to monitor the number and type of injuries in the main countries served by the Group.

In Italy, Autogrill was one of the first airport operators worldwide to obtain ISO 45001 certification as well as to introduce policies and manuals on preventing accident and illness and on virtuous behavior that reflects the Group's standards and values. 

In North America, individual locations have their own Safety Teams made up of managers and front-line personnel, who conduct audits to map the most frequent causes of injuries. There is also an app called Mobile Data Safety Tool that automates monthly self-assessments on in-store safety issues. This tool makes it possible to take corrective measures during the audit procedure itself, which reduces the frequency of accidents and promotes a safer workplace. 




We firmly believe in respecting and promoting the local cultures while protecting their environmental and cultural heritage. Direct and indirect donations are invested in long-term partnerships with associations and foundations working in healthcare, medical research, child support and in the fight against hunger and poverty.

Autogrill is increasingly involved in developing projects consistent with its own business, such as the donation of food and meals to non-profits serving the needy. 

In 2019 the Group's donations exceeded €4 million (as direct, indirect and in kind). Donations in kind went to a number of local and national food banks, mainly in North America and Italy.


In Italy, excess provisions are donated to a local food bank (Banco Alimentare). In some European countries, Autogrill has partnered with the app "Too Good to Go" that helps ensure food does not go to waste.

North America

In North America, the HMSHost Foundation has the mission to fight poverty in local communities. Through multiple solutions developed in partnership with local agencies and organisations, the new Foundation:

  • Fights hunger and promotes a healthy diet through specific programmes;
  • Promotes economic stability through training plans and by supporting employment;
  • Promotes the development of the new generations through education and training;
  • Honours veterans and their families through programmes that try to accommodate their needs in terms of food, housing, healthcare, training and employment.

In North America, the Company has been working for years with Food Donation Connection, acting as a bridge between restaurants and food service providers that are willing to donate surplus food and the local social services that distribute food to people in need.

The programme is run in the airports in the USA and Canada.


One of the main initiative is Made Blue, a programme designed to make up for the freshwater used in the business with projects providing access to water in the developing countries.

Latest update: Tuesday, April 28, 2020 - 19:05