Being sustainable at TIM

Human rights

[G4-DMA Investment], [G4-DMA Non-discrimination], [G4-DMA Freedom of Association and Collective Bargaining], [G4-DMA Child Labor], [G4-DMA Forced or Compulsory Labor], [G4-DMA Security Practices], [G4-DMA Indigenous Rights], [G4-DMA Assessment], [G4-DMA Supplier Human Rights Assessment], [G4-DMA Human Rights Grievance Mechanisms] The materiality analysis carried out by TIM in 2016 confirmed the defence of Human Rights a theme regarded as material by stakeholders and the Company. This result, which may seem surprising for a telecommunications operator that works in countries considered to be at low/medium risk of Human Rights violations, is based on two sets of reasons:

  • the public outcry caused by Human Rights violation incidents, which can seriously affect business reputation;
  • the very broad meaning given to the concept of “human right” by TM. This sphere includes not only basic Human Rights, such as the right to decent remuneration, non-discrimination, freedom from forced labour, etc., but also rights associated with the information society, such as the right to access information, the right to freedom of expression (in particular online), and the right to have one’s privacy and safety protected online, are important issues for a telecommunications company

Relevant company policies: Human Rights Policy of the Group, Code of Ethics and Conduct of the Group, Group social responsibility Policy, Supplier Relations Policy, Internal Control Reporting Procedure, Board of Statutory Auditors Reporting Procedure, Service Charter and General Subscription Conditions, Self-regulation Code for mobile services and Code of Conduct for premium services, Guidelines for responsible marketing, TIM Disclosures pursuant to article 13 of the Privacy Code, available at

Effectiveness and monitoring: the Human Rights Policy applies to every individual within the Group. The Human Resources & Organisational Development Department is responsible for observance of the Policy as regards the involvement of the people of TIM, the Procurement Department is responsible for seeing it is complied with in relation to the involvement of suppliers, the Compliance Department monitors the risk of non-compliance with the reference legislation, and the CSV Department is responsible for updating the Policy (at least every two years). CSV also coordinates the due diligence process with a view to continuous improvement. Finally, TIM carefully monitors and analyses reports of any Human Rights violations received via the reporting mechanisms made available to stakeholders. The scarcity of such reports is an indication of how effective the company’s Human Rights protection processes are.