Caring for our employees starts with their recruitment and continues throughout their careers, thus promoting the dignity, protection, and rights of every individual.
Our management model is geared to leveraging talent and to personal and professional growth. Our business policies are based on our Code of Ethics and Sustainability Policy and therefore on respect for work and the people who perform it and on commitment to eliminating all forms of irregular/forced labor and avoiding all forms of discrimination.
TRAINING AND DEVELOPMENT OF SKILLS
We at Autogrill believe that making our employees active protagonists in their professional growth is a success factor and this is why we privilege development plans that put people at the center of the process through direct and pro-active engagement.
Over the years, we have put together transversal training programs to support the professional and personal development of our employees. The broad range of learning modules (coaching, onboarding, behavioral, technical, and managerial) can take place in the classroom, on the job, or online.
There are many leadership development programs but also special on-the-job training courses for store personnel to help them do their jobs and improve their service and food preparation skills, and as a way to attract the best talent
1.3 million training hours average per capita training hours of training provided: operational skills
1.3 million training hours
average per capita training hours
of training provided: operational skills
*Figures for 2021
Key areas of training include health and safety, quality and hygiene, and topics of strategic importance to our business.
Training hours by typology
HUMAN RESOURCE DEVELOPMENT AND APPRAISAL
With a view to fostering professional growth, we apply a performance review system that measures specific technical capacities and managerial skills required to achieve objectives.
The review system aims to improve long-term value creation and is therefore one of the key processes for ensuring constant professional development, talent retention, and ultimately achieving the Group’s objectives.
In 2021, many countries reinstated their standard procedures, involving 8,814 people in performance reviews, mostly at office locations.
EMPLOYEE ENGAGEMENT AND TALENT ATTRACTION
We strive to build a professional environment that attracts and develops talent through engagement projects and employer branding activities at the global and local level.
In recent years, we have gradually developed talent attraction strategies to bring us closer to people and engage them in a process of professional and personal growth, thanks to effective online communication and a number of employer branding campaigns on job boards, social networks, and the major job search websites.
incoming turnover rate total new hires of hires under permanent contracts
incoming turnover rate
total new hires
of hires under permanent contracts
*Figures for 2021
At a delicate time when the Covid-19 pandemic is still in course, we have focused even more sharply on employee feedback, setting up two-way communication channels to keep dialogue strong, understand people’s needs, and discover any vulnerabilities in a timely manner.
Some of the more widespread initiatives include webinars, newsletters, internal online platforms where employees can post thoughts and questions, and specific courses where managers learn to be more sensitive to employee feedback and to keep their teams highly engaged.
Our remuneration policies are based on principles of fairness, equal opportunities, and meritocracy, and are designed to maintain competitiveness in the labor market and to differentiate pay according to skills and qualifications (job description, role and level).
Our remuneration system includes salary adjustments that are tied to performance, talent, and growth targets, through a fixed and a variable component, which reinforce the equal opportunity principle and avoid the risk of discriminatory pay.
In all countries with a minimum wage, we study the economic conditions and employment levels in addition to complying with the law. Entry-level wages are established in accordance with laws and collective employment contracts in place in each country.
We have a Compensation & Benefits system based on competencies and merit that aims to create a level playing field while fostering diversity in every form.
Regarding benefits too, we insist on treating employees with clarity and transparency, through a welfare unit that promotes education, wellbeing, and healthcare.
HEALTH AND SAFETY
Employees’ health and safety are basic, indispensable conditions that we make every effort to maintain through prevention, technological development, training and daily monitoring. To this end, in all of the main countries served, health and safety commissions have been set up and include various positions (depending on local policies), from executives to workers’ representatives, who monitor compliance with applicable laws.
The Commissions analyze input on health & safety issues in order to find the best solutions for minimizing risk of injury. To guarantee the effectiveness of such activities, there is now a monitoring system that records the numbers and types of injuries across the group’s main countries so that health & safety know-how and initiatives can be shared.
The Commissions analyze input on health & safety issues in order to find the best solutions for minimizing risk of injury.
To guarantee the effectiveness of such activities, there is now a monitoring system that records the numbers and types of injuries across the group’s main countries so that health & safety know-how and initiatives can be shared.