For TIM, diversity in the workforce means mirroring the demographic composition of the society in which it operates. In line with the Diversity and Inclusion Policy, available on the TIM website, in 2021 the company maintained its strategy of disseminating an ever more inclusive culture, based on respecting and valuing the differences and contributions of each person.
The company believes that the more diverse the team, the greater the engagement and the exchange of experiences and solutions. This orientation is reflected in an inclusive professional environment and competitive advantages in the market.
Governance of the theme is overseen by a dedicated management area within Human Resources, responsible for the formalization of structured policies, programs and initiatives aligned with the company’s ESG strategy and internal culture.
Established transversally, the commitments set forth in the Diversity and Inclusion Program provide guidelines for internal processes related to gender, sexual orientation, race, generation and disabled persons. And by means of a diversity calendar aligned with the UN international agenda, the communication and training plan provided for all employees and managers promotes ongoing widespread reflection and dialogue on diversity and on the specific challenges faced by minority groups.
At senior management level, the Diversity and Inclusion Committee tracks and assesses all the initiatives in progress, coordinated by the TIM CEO. Aligned with the plan guidelines, these initiatives reflect the commitments assumed in relation to each social group prioritized by the company.
See below the distribution of TIM’s employees by functional category, gender, by race/color and by age group:
|EMPLOYESS BY FUNCTIONAL CATEGORY AND GENDER|
|INDIVIDUALS IN THE ORGANIZATION’S GOVERNANCE BODIES1, DISCRIMINATED BY GENDER AND AGE (%)|
|Less than 30||0||0||0||0||0||0|
|30 to 50||12||0||0||75||0||60|
|More than 50||88||100||100||25||100||40|
1 Considers the Board of Directors, the Advisory Committees, the Fiscal Council, and the Statutory Board. In 2021, the Fiscal Council started to be considered in the scope of the indicator, bringing the need to recalculate the data in relation to the years 2020 and 2019. Considering only the Board of Directors, on 12/31/2021 there were 10 members, of which 7 men (all aged over 50 years old) and 3 women (2 aged over 50 years old and 1 between 30 and 50 years old).
|EMPLOYEES BY RACE/COLOR|
|EMPLOYEES HIRED, BY AGE GROUP|
|nº||Rate %||nº||Rate %||nº||Rate %|
|Up to 35 years||1,831||39||751||17||1,474||34|
|From 36 to 45 years||613||18||364||10||519||16|
|From 46 to 60 years||113||9||89||6||150||10|
For more information about TIM’s diversity, please visit our ESG Report.