GRI-G4  DMA, LA12, LA13
This content was subject to assurance by SGS Italia S.p.A. (14 March 2014).

Equal Opportunity Employer

Fiat Group rejects discrimination, particularly discrimination based on race, gender, sexual orientation, physical and health conditions, disability, age, nationality, religion or personal beliefs.

The Fiat S.p.A. Code of Conduct formalizes the Group’s commitment to offer all employees equal opportunities in every aspect of the employment relationship, including recruitment, training, compensation, promotion, transfer and departure.

Enabling career opportunity and advancement that is free from discrimination, and respecting and enhancing diversity are among the commitments highlighted in the Fiat S.p.A. Human Capital Management Guidelines and Human Rights Guidelines. At Chrysler Group, the Discrimination and Harassment Prevention Policy addresses these same objectives.

Due to Fiat Group’s global presence, there may be significant differences in legislation among countries where the Group is present, as well as different levels of employee awareness, concern and capability in applying the principles of Non-discrimination. The company Code of Conduct and specific guidelines aim to ensure that the same standards are applied worldwide. Company standards, as stated in the Code of Conduct, have precedence in jurisdictions where legislation is less stringent.

In its commitment to ensure an inclusive work environment and equal opportunities for all employees, Fiat Group adopts a progressive total compensation system based on equitable and fair criteria.

At the heart of the company’s compensation philosophy lies the concept of meritocracy, which acknowledges the value of a high performance culture and the importance of a market-driven approach.

Additionally, the Group employs a formal process to monitor application of its core equity and fairness principles to compensation levels, annual salary reviews and promotions. In particular, these reviews are based on standard criteria, and do not allow manager discretion of those receiving compensation actions. Combined, all of these actions are designed to ensure that the company’s total compensation system, in line with all other internal processes related to people management, promotes equal opportunity.