TIM people

People caring

TIM believes that being an inclusive company, one that is able to take care of its people, to create solutions that put everyone in a position to give the best of themselves, is the basis for economic and social sustainability.TIM places great importance on acquiring internal awareness of inclusion and valuing diversity. For this reason it sets objectives, currently relating above all to awareness and dissemination, which are measured by means of internal surveys. In the last survey, carried out in 2016, the challenging objective of reaching over three quarters of the company population was achieved (79.5% of overall awareness in equity & inclusion programmes; an increase of over 300% on the previous year, +30% above the set target). In 2016, the initiatives related to different areas of activity.

Work-life balance e Family Care

  • 20 daycare centres and 1 nursery school: over 9 company daycare centres (in 8 cities) and special agreements with 11 external daycare centres plus a new company nursery school opened in Rome;
  • time saving - official formalities, laundry/shoe repairs, newsagents, wellness areas (in the first half of the year, currently being reviewed);
  • property-related contracts, sports, trips and holidays, banks and financial institutions, pay-TV, car rental, transport;
  • 41 summer stays for employees’ children, amounting to 7,544 participants;
  • mobility management to help people travel from home to work and back by car pooling, company shuttle buses (290 trips per day to the company’s offices in 4 cities), bicycle racks at company offices (1,782 bicycle parking spaces in 29 cities and 60 company offices);
  • around 10,000 tickets and invitations to colleagues and their families to enter exclusive areas at sports, artistic, cultural and musical events.
  • 5 meetings of the “Push to open” programme: sessions were held for employees’ children (140 young people) to introduce them to the world of work through direct and interactive discussion with professionals and experts from companies and testimonies from young people in online mode through webcasts and social networks;
  • Smart Working in Milan, Turin, Bologna, Rome and Palermo involved around 8,800 colleagues, saving approximately 1,100 tonnes of CO2.

Employee volunteering initiatives

  • Around 80 colleagues were involved in the “Programma il Futuro” (Program the Future) initiative of the Ministry of Education, aimed at introducing computer programming in primary schools, implemented by CINI (Consorzio Interuniversitario Nazionale per Informatica - National Inter-University Consortium for Information Technology);
  • 1,862 employees have renewed their commitment to help CIAI (Centro Italiano Aiuti all’Infanzia), Comunità di Sant’Egidio and Save the Children, subscribing to long-distance adoption programmes (876 supports activated);
  • 61 blood donation days were organised (around 1,400 blood donations per year);
  • around 200 stands were set up in company offices to sell charity products or raise funds for charitable organisations, with the involvement of employees;
  • over 1,000 colleagues registered to take part in the “Race for the Cure” organised by the Susan Komen Foundation to help breast cancer research.

Equity & Inclusion Management

  • Around 200 colleagues worked on a research/intervention project to promote and disseminate the Diversity Management culture in TIM, in partnership with the Humanitas Consortium and LUMSA University;
  • TIM “Equity & Inclusion Week”, a week dedicated to inclusion and valuing diversity as a success factor for the development of skills, which was run in many offices and cities from 28 November to 2 December 2016 with over 50 events;
  • training courses on “Human rights” and on “Valuing diversity”, available to everyone on the TIM Academy e-learning platform;
  • activation of the #TIM4inclusion community: over 200 TIM people involved in disseminating a culture of inclusion;
  • “#TIM4inclusion” social media campaign with 7 exceptional endorsers;
  • inclusion of a specific reference to equity & inclusion in the main organisational identity documents: code of ethics, human rights policy, charter of values, leadership model.

Disability management

2,134 disabled colleagues amounting to around 4% of the workforce1.

  • “Gestire la disabilità” (Managing disability) training course, aimed at giving a better understanding of how to relate to a disabled colleague or employee, available to everyone on the TIM Academy e-learning platform;
  • “Comunico-IO” project - to increase the ability of employees with hearing impairment to operate independently by means of advanced technological tools; this also includes discounted tariffs for deaf colleagues who are not charged for the video communication services, whether they use it for work or to contact their loved ones;
  • procedure to make the main internal communication and training videos available to deaf colleagues with subtitles;
  • policy to ensure the automatic adaptation of fixed and mobile workstations for TIM employees with disabilities;
  • mailboxes have been set up for deaf colleagues to allow them to communicate with the company’s main services (ASSILT, Telemaco, CRALT), in addition to supplying free videocalling services;
  • involvement in research projects, in partnership with university centres, on disability management.


  • Collaboration with Valore D, an association of over 150 companies, with which we have worked on three research projects;
  • events in the cycle of “LeadHERship al femminile” (Female leadHERship) meetings organised with the involvement of representatives from TIM and other companies to tell stories about the success and enhancement of managerial skills for women;
  • “Nuovamente in pista” (Back on track) programme to re-introduce women to work gently after childbirth;
  • involvement of around 80 people from TIM in Skill Building courses on female leadership.

Sexual orientation and gender identity

  • putting all cohabiting couples and their children (regardless of the gender of the employee’s partner) on an equal footing in terms of time off work, leave, benefits and welfare services
  • activation of the “TIM Rainbow” LGBT affinity group
  • members of the board of directors of PARK, Liberi e Uguali, an association of companies set up to promote LGBT people in the world of work.

[G4-DMA Occupational Health and Safety] Promotion and support for people and their well-being

  • Counselling service provided by the People Caring Centre (PCC) to promote mental and physical well-being, managed by professional psychologists across the country. Since it came into operation, the Centre has provided counselling to 378 colleagues, 49 of them in 2016;
  • “Wellness area” on the Intranet, gathering together all services offered by the Company for personal health, accident prevention and physical well-being, in collaboration with Fondazione TIM and Fondazione Veronesi;
  • provision of financial assistance to support employees in particular financial difficulties;       
  • reimbursement of tuition fees for enrolment in the first year of University for deserving children of 388 employees;
  • provision of 120 Intercultura scholarships for visits abroad;
  • participation, with the “TIM Runners” corporate team, in the 2016 Race for the Cure (the race promoted for the fight against breast cancer). More than 1,000 TIM people registered for the 4 Races in Rome, Brescia, Bologna and Bari. TIM was rewarded as the largest new team;
  • involvement, with 500 registered competitors, in the Bike Challenge, an inter-company competition intended to encourage the use of bicycles to travel to and from home and
  • the office and for leisure, using an app that measures the km travelled and the CO2 not emitted.

Other initiatives for employees

[G4-DMA Occupational Health and Safety] ASSILT (supplementary healthcare association for the employees of TIM Group companies), funded by the Group companies, by employee members and retired members, is a non-profit-making organisation providing services to its members and beneficiaries that are supplementary to those provided by the Italian national health service, including - together with public healthcare establishments - collective and individual research, knowledge-gathering initiatives and health prevention activities, and the promotion of health education initiatives to protect the health and physical well-being of its members.

In 2016, the association disbursed refunds totalling approximately 52 million euros (around 600,000 cases). As of 31 December 2016, the Association had around 147,000 registered members, including 49,000 employees, 33,000 pensioners and 65,000 family members. ASSIDA reimburses executives for complementary health services to those provided by the National Health Service. As of December 31, 2016, the Association had 3,500 members in service or retired, in addition to family members, making a total of more than 7,600 assisted members.

[G4-EC3] TELEMACO is the national complementary pension fund for employees in the telecommunications industry, established in 1998 as a non-profit association and operative since October 2000; its objective is to ensure that those subscribing are able to maintain their standard of living when retiring, thanks to the creation of supplementary social security, over and above the public provisions.

It is intended for workers, office staff and middle managers of companies that apply the national telecommunications contract, for employees on permanent, apprenticeship or placement contracts and for people who are physically supported by the workers subscribing to the Fund. On 31 December 2016 there were 38,803 subscribing employees of Group companies, around 59,200 total subscribers, and 191 associated companies with active members.

CRALT is the recreational club for employees of the TIM Group and organises sight-seeing, sports, cultural and recreational activities for its members, employees, pensioners and their families. By entering into specific agreements, CRALT also allows members and their families to purchase goods and services at particularly good prices, which can also be settled in instalments. One of the most significant of these is the agreement and the resulting contribution provided for the purchase of school and university books for the children of members, as a valuable contribution to household purchasing power. As of December 31, 2016, there were 43,588 members, including 37,995 employees and 5,593 pensioners. In 2016, CRALT made an average contribution of 17% to the cost of activities for the benefit of its members.

[G4-LA2], [G4-DMA Employment] All Group workers, whether full or part-time, on permanent or fixed-term contracts, enjoy the same benefits, whilst, in Italy, the supplementary welfare institute is extended to workers on apprenticeship or placement contracts, as well as to employees on permanent contracts.

1 data at 31.12.2016