GRI-G4  DMA, LA3
This content was subject to assurance by SGS Italia S.p.A. (14 March 2014).

Work-life balance

Fiat Group recognizes that helping employees to better balance their private life with work is a challenge that must be met so that they may be satisfied in all dimensions of their lives.

Achieving an optimal balance is also essential for employees to continue delivering an outstanding performance on the job while also gaining self-satisfaction.

Effective company support to employees in managing this balance means working within local requirements and constraints, such as job tasks and workplace needs, and available services may differ by region. 

Flexible working arrangements

Fiat Group supports the professional and personal goals of its employees by offering a variety of options related to flexible work arrangements where feasible. These include flextime (starting/quitting times), job sharing, part-time or reduced hours, telecommuting, compressed workweek/summer hours, parental leave and other leaves.

Depending on the company, flexible arrangements may be formal agreements approved by the Human Resources department, or the result of an informal agreement with the local manager, subject to considerations based on staffing needs, job responsibilities, business climate, mutual agreement or other factors. These arrangements are monitored and updated as required to respond to changing employee needs. One example of a new form of flexibility offered since 2012 is a telecommuting policy adopted in the Chrysler Group Purchasing and Supplier Quality department. It is being utilized to varying degrees by approximately 70% of the workforce involved.

It allows salaried employees to work from home up to two days a month. Schedules are approved in advance and coordinated by the managers and employees. The program has proven to be successful, with a significant number of department employees participating.

An assessment of Group companies revealed that in 2013, roughly 11% of employees(1) were covered by one or more of the flexible working arrangements available. The actual figure may be considerably higher, as this percentage does not include participation resulting from an informal agreement with local managers, and consequently not formalized or tracked.

Specifically, 2.4% of the total workforce surveyed took parental leave related to child birth and care, while approximately 7% participated in other types of leaves;(2) 1.3% are employed part-time; and 1.7% were covered by other types of work schedule flexibility (e.g., flexible working hours, working from home, job sharing).

These offerings are part of a corporate direction that leads to a healthier, more motivated and stable workforce that actively participates in the Group’s success. During 2013 the Group expanded its flexible working programs in its regions of operation, with the objective of facilitating family management, eldercare and other personal needs. For further details see the Sustainability Plan. 

(1) The assessment covered 100% of Group average workforce (January-October 2013).
(2) Other types of leaves are those not related to child birth or child care.

 

Return to work after parental leave

Equitable choices for maternity, paternity and adoption reflect the Group’s commitment to encourage both female

and male employees to balance parental responsibilities with their careers. The Group provides parental leaves to all employees in compliance with local regulations (labor law requirements may vary from country to country) and in some instances actually exceeds local requirements with dedicated policies (i.e., Canada, Mexico, Serbia and Denmark).

In an effort to ensure that the prospect of continued employment at the company remains attractive for both men and women returning from parental leave, a variety of programs to support family management are available on a regional basis.

During 2013, about 5,400 Group employees took at least one type of parental leave, representing approximately 3.7% of the female workforce and 1.4% of the male workforce.

Return-to-work and retention rates following parental leave are two key indicators of the mid- and long-term capability of the company to provide employees with career growth opportunities and achieve balance between their home and work lives.

A pilot analysis conducted by the Group covering 100% of company employees focused on the percentage of employees who return to work after parental leave and who are still employed 12 months after their return. The rate of women who returned to work in 2013 was approximately 35%, while for men the rate was 34%. Among those who returned to work, about 62% of women were still employed by the company 12 months later, while for men the percentage was approximately 84%.

Fiat Group’s efforts to support and encourage work-life balance have been recognized for instance, by the fact that Chrysler Group was named among the 50 best employers for Hispanic women for the 10th time. This also validates the strategic value of our commitment to diversity and inclusion, and contributes the company’s growing reputation as an employer of choice for diverse talent.