Davines supports the wellbeing of its employees around the world, promoting diversity and inclusion, gender equality, high quality of life and professional development.

2019 Results

The main objectives set in 2018 and the results obtained in 2019.

0
95
%

of Parma office executives and top-level managers at the branch offices have sustainability goals

The 80% target has been significantly exceeded thanks to the constant efforts of the management, the HR department and the sustainability department to spread a culture of sustainability in the company and to propose relevant sustainability goals for each department, both at the main office in Parma and at the foreign branches. Through this choice, the company wants to ensure that decision-makers view sustainability as a key factor, on a par with turnover and profitability.

goal achieved /
project carried out within the set timeframe

group data

100% increase in financial support during the optional maternity leave period and paternity leave days

We support working mothers and working fathers who decide to take optional parental leave by guaranteeing 60% of their salary rather than 30%, as required by current legislation. Furthermore, the second parent, when their child is born, is offered 5 days of paid paternity leave in addition to those prescribed by law, which numbered 5 days when this company concession was granted, with the specific aim of doubling the paternity leave period. The law, which has been subsequently changed, now provides for 7 days of paid paternity leave which, added to those offered by the company, brings the total number of days available to fathers in 2020 to 12.

goal achieved /
project carried out within the set timeframe

Parma office data

0
22
%

of new “non-entry level” positions held by internal staff

The 30% target has not been reached, since the company’s strong growth, a source of increased complexity, has required, for certain new “non-entry level” positions, very specific skills that are not present within the company. In order to support the good practice of job rotation, where possible, for new “non-entry level” positions internal transfers have been facilitated through staff role changes. By “non-entry level” positions, we are referring to those that can be filled by professionals with at least two years of experience.

goal not achieved /
project not carried out within the set timeframe

Parma office data

Removal of clocking in procedure at the Davines Village

Following the removal, in 2018, of the clocking in procedure for office workers, in 2019 the company also removed the clocking in procedure for production and packaging staff. This step was part of a broader program named “Davines New Way”, launched 2 years ago with the main goal of creating a working environment based on trust, independence, responsibility and transparency. The removal of the clocking in procedure is both an assurance of trust towards all collaborators and a source of responsibility for them

goal achieved /
project carried out within the set timeframe

Parma office data

0
100
%

of Parma office executives and top-level managers at the branch offices involved in 360° assessment

In July 2019, all Parma office executives and top level managers at the branch offices were involved in the 360° assessment, a procedure that allows to assess the extent to which managerial behaviors are consistent with those identified in the leadership model developed by the Davines Group, from three different standpoints: the manager, collaborators and colleagues of the same level. The individual results were then returned so each assessed collaborators could engage in a constructive dialogue with their assessors

goal achieved /
project carried out within the set timeframe

group data

2019: Other facts and numbers – All the Group’s offices

All the other data that displays the impact of Davines in the area People.

ABOUT OUR COLLABORATORS

0
59.3
%

WOMEN

people-big
0
40.7
%

MEN

mondo_p
0
234

non-italians colleagues

torta_p
0
39.5
years

average age

coppa_p
0
3.7
years

average number of years in
company

group data

HOW WE TRANSLATE OUR VALUES INTO WORK

0
1,248.5

paid working hours for company volunteering

p_01
0
53.8
%

managerial roles held by women

p_02
0
19.2

average number of training hours per year for each colleague

p_formazione

group data

2019: Other facts and numbers – Parma main office

All the other data that displays the impact of Davines in the area People.

0
99
%

colleagues in nonmanagerial roles who have had performance bonuses

0
78.9
%

colleagues who have access to our well-being platform, “davines care”

(access for all Davines colleagues, excluding executives, who have passed the probationary period and are permanent as of 1 January each year)

GREAT PLACE TO WORK

great_place_to_work

Since 2018 we have chosen to revise the climate analysis that has been used since 2005, separately measuring the assessment of direct managers and the overall level of satisfaction through two distinct, targeted and more in-depth questionnaires: the “360° Assessment” and the “Company climate assessment survey”.

For the latter, conducted with Great Place to Work, we involved, in 2019, more than 600 colleagues who contributed in defining the “trust index”, the company’s internal level of trust. The results of the survey led to the award of the “Great Place to Work 2019” annual certification.

0
67
%

Trust Index©

0
77
%

“All things considered, I’d say this is an excellent place to work.”

Parma office data