Hitachi Rail STS offers equal opportunities beginning with the recruitment process, ensuring equal treatment while considering individual skills and abilities.
Over the course of employment, Hitachi Rail STS undertakes to create and maintain the necessary conditions to further expand upon employees’ abilities and expertise on an equal opportunity basis, through a policy based on the recognition of merits and equal opportunities and the provision of specific refresher and specialisation courses. As such, employees are required to cultivate and draw on new expertise, abilities and knowledge, while executives and function heads must devote the utmost attention to enhancing and developing the professionalism of their workers.
The diversity policies adopted by the Company, for the period to which this report refers regarded the gender balance of members of the Board of Directors and the Board of Statutory Auditors. According to the Articles of Association, at least one-third of members of the Governance and Control bodies must be composed of members of the least represented gender. The composition of the Board of Directors and the Board of Statutory Auditors, for the period to which this report refers, demonstrated suitable diversity in terms of age, professional and educational background, independence and representation of minority groups.
| BOARD OF DIRECTORS | As at 31/03/2018 | As at 31/03/2019 | ||
|---|---|---|---|---|
| BY AGE AND GENDER | MEN | WOMEN | MEN | WOMEN |
| < 40 | – | – | – | – |
| 40-50 | 3 | 1 | 3 | 1 |
| 51-60 | 1 | 2 | 1 | 2 |
| > 60 | 2 | – | 2 | – |
| TOTAL | 6 | 3 | 6 | 3 |
In the year ended at 31.03.2019, 364 new resources were hired by Hitachi Rail STS (276 men and 88 women). In percentage terms, most new hires were in the under 30s age category (+41.6%); in absolute terms, the 30-50 age group received the most new hires (+220 people).
In the year ended as at 31.03.2019, 390 resources left the employment of Hitachi Rail STS (300 men and 90 women). In percentage terms, most of those that left the company were in the under 30s age category (12.5%); in absolute terms, it was the 30-50 age group (239 people).
In accordance with the law of September 5, 2018, aimed at eliminating the gap between women and men, Hitachi Rail STS France publishes its gender equality index.
The equality index is based on 5 indicators:
In 2018, the Hitachi Rail STS France score is 85/100, reflecting the company’s long-standing commitment, notably through the signing agreements relating to professional equality.
Hitachi Rail STS manages employment relationships with its employees in accordance with the laws in place in the various countries in which it operates. The employment terms set forth in individual contracts are usually more rather than less favourable to employees than those defined under general labour legislation or collective agreements. The ratio of entry-level remuneration and the minimum legal remuneration for women and men is shown in the following table.
| RATIO OF ENTRY-LEVEL REMUNERATION AND THE MINIMUM LEGAL REMUNERATION | Central and Eastern Europe & the Middle East | Western Europe | The Americas | Asia Pacific | China | |||||
| Men | WOMEN | MEN | WOMEN | MEN | WOMEN | MEN | WOMEN | MEN | WOMEN | |
| 31/09/2019 | 1.10 | 1.10 | 1.07 | 3.90 | 1.00 | 1.00 | 1.00 | 1.00 | 1.00 | 1.00 |
| 31/09/2018 | 1.10 | 1.10 | 1.00 | 3.42 | 1.00 | 1.00 | 1.00 | 1.00 | 1.00 | 1.00 |
Furthermore, Hitachi Rail STS periodically evaluates organisational positions (including the lowest levels of the Organisation using the results of the Global Job System project) through the contribution of specialist companies in the field, and compares its own remuneration policies with those of the reference market, considering the weighting of the position. If the remuneration is not in line with the market (and, obviously, if the employees have received positive performance assessments), their remuneration is adjusted.
This has enabled the creation of a tool which can be used to globally assess the consistency between the responsibilities and remuneration, without distinguishing by country, sex, culture, etc., in accordance with Company’s values which protect and promote the equal treatment of people.
The following tables illustrate the ratio of women’s gross average remuneration compared to men’s, broken down by category and region.
| 31/03/2019 | Central and Eastern Europe & the Middle East | Western Europe | The Americas | Asia Pacific | China |
| WOMEN/MEN | WOMEN/MEN | WOMEN/MEN | WOMEN/MEN | WOMEN/MEN | |
| Executives | 81% | – | 96% | – | – |
| Middle management | 96% | 86% | 81% | – | 83% |
| White coller | 95% | 96% | 84% | 62% | 81% |
| Blue collar | 100% | 96% | 84% | – | – |
| 31/03/2018 | Central and Eastern Europe & the Middle East | Western Europe | The Americas | Asia Pacific | China |
| WOMEN/MEN | WOMEN/MEN | WOMEN/MEN | WOMEN/MEN | WOMEN/MEN | |
| Executives | 76% | – | 92% | – | – |
| Middle management | 96% | 86% | 82% | – | 83% |
| White coller | 95% | 94% | 84% | 73% | 81% |
| Blue collar | 97% | 92% | 87% | – | – |
| STS ITALY | Differenza Donna Onlus | Initiative to fight violence against women together with the Differenza Donna Onlus association. |
| STS FRANCE | Elles Bougent | Company membership in the association that deals with promoting the careers of women engineers. |
| STS APAC | White Ribbon Day | Donation to the “White Ribbon Day” association committed to fighting the domestic violence phenomenon. |