Diversity and equal opportunity

Terna uses systems for selecting, developing, and paying employees that recognise and reward merit and performance. The Group’s Code of Ethicsi explicitly forbids any kind of discrimination, beginning with their selection and integration in the Company.   

The great majority of employees are men, because of a traditional scarcity of the supply of female labour in the more technical professions. However, the presence of women is increasing, partly as a reflection of a general trend in the labour market, with greater labour force participation by women. The growth also regards higher positions. The women who are senior or junior executives increased from 13.3% in 2007 to 15.7% in 2009.

During 2009, the percentage of newly hired employees who were women – excluding blue-collar workers – was 18.6%, higher than that of women already employed by the Company, again excluding blue-collar workers. 

Several terms that are improvements on those provided for by the law and included in the collective bargaining agreement contribute to facilitate the employment of women at Terna.

For example, salaries during maternity leave are higher than required by the law, both in the period of obligatory abstention from work (100% of the last salary payment instead of 80%) and in the period of optional abstention (45% in the first month, 40% in the second and third, and 30% in the next three, instead of 30% for 6 months).

Women are not penalised from the career point of view. Terna’s development policies reward merit irrespective of gender. Pay also shows only limited differences for white-collar workers and junior executives, while for senior executives they are more significant, but decreasing. 

Demonstrating its real concern for promoting the contribution of women, in 2009 Terna joined Valore D,an association founded by several women managers in a number of important Italian and multinational companies with the objective of creating synergy, increasing women’s professional qualifications, and giving them more opportunity for representation in enterprises. 


Women as % of total employees   
     Women/total, excluding blue-collar workers14.6314.614.2
Employment growth %   
     Annual change, women-
     Annual change, men-2,310,30,1
Outflow %   
     Outflow, women3.342.12.5
     Outflow, men3.853.84.6
Inflow %   
    Inflow, women2.237.39.0
    Inflow, men1.554.24.8
Employees in executive positions %   
  Women executives/total women2.822.82.9
  Men executives/total men (excluding blue-collar)2.652.62.8

     Promotions to junior executive as % of original women


     Promotions to junior executive as % of original category, men
Pay difference men/women  (2)
Senior executives
Junior executives
White-collar workers

(1)Promotions from blue-collar to white-collar worker and from junior to senior executive are not considered because their number is not significant on a yearly basis. The figure is determined by the ratio between the promotions to junior executive that took place during the year and the number of employees classified as white-collar workers in the previous year, calculated by category (men/women). Promotions from blue-collar to white-collar worker and from junior to senior executive are not considered, because their number is not significant on a yearly basis.

(2) The figure is determined by the ratio between the annual base pay of women for the different categories to which they belong. The figure was not calculated for blue-collar workers, because there are no women employees in that category. 

Almost all of Terna’s employees are Italian citizens, with only 3 having foreign citizenship. This fact shows how rooted Terna is in Italy’s economy without any specific corporate policies in this regard, as well as the predominance of its Italian business even in the period, which ended in November 2009, when the Group had a stable presence in Brazil. 

With regard to employees who belong to protected categories (for example, differently abled persons ), in Italy as of December 31, 2009 there were 114 (120 in 2008 and 109 in 2007). This figure is in line with the requirements applicable to Terna – in particular the Ministerial Decree of March 21, 1996 and the Ministerial Decree of May 15, 2000 – which provide for gradually increasing the employees in the protected category to 7% (a general legal obligation) by increasing their percentage of the newly hired.   

Finally, the following table shows the composition of Terna’s Board of Directors by gender and age:


Percentage figures200920082007
less than 30 years old
between 30 and 50 years old44.466.740.0
over 50 years old55.633.360.0