Ferrari
ESRS disclosure
Tags Tree
- Has the company established grievance procedures to address complaints, manage appeals, and offer recourse for employees in instances of identified discrimination? Additionally, is the company attentive to both formal structures and informal cultural issues that may hinder employees from voicing concerns and grievances?
-
Question Id: S1-1_21
The Whistleblowing procedure protects the whistleblower against retaliation. For further information on the adopted channel for raising concerns refers to the 'GI—Business Conduct—Whistleblowing' paragraph.
Report Date: 4Q2024Relevance: 50%
- Does the undertaking have programs to promote access to skills development as part of its policies related to its own workforce?
-
Question Id: S1-1_22
Talent attraction, retention, development and training are covered by our Human Rights practice. The practice covers the following IROs: 'Positive impacts on employees’ motivation and sense of belonging thanks to secure employment and working time, competitive remuneration, benefits, training opportunities and career development'.
Report Date: 4Q2024Relevance: 80%
- Does the undertaking ensure that all employees receive an adequate wage in accordance with applicable benchmarks? If affirmative, this statement will suffice to meet the disclosure requirement S1-10, and no additional information is necessary.
-
Question Id: S1-10_01
Employees in Italy and of foreign subsidiaries receive wages that exceed the minimum wage provided by the ESRS guidelines (S1-10 AR 73). In particular, all employees of the Group in Italy are covered by collective agreements (Contratto Collettivo Specifico di Lavoro (CCSL) and a collective bargaining agreement for our managers, signed by the Italian trade union, Federmanager, on April 28, 2023).
Report Date: 4Q2024Relevance: 90%
- Identify and disclose the countries where employees earn below the applicable adequate wage benchmark. Additionally, provide the percentage of employees earning below this benchmark for each specified country.
-
Question Id: S1-10_02
Employees in Italy and of foreign subsidiaries receive wages that exceed the minimum wage provided by the ESRS guidelines (S1-10 AR 73).
Report Date: 4Q2024Relevance: 50%
- Provide the percentage of employees earning below the applicable adequate wage benchmark for each country where this occurs, as per Disclosure Requirement S1-10 on Adequate Wages.
-
Question Id: S1-10_03
Employees in Italy and of foreign subsidiaries receive wages that exceed the minimum wage provided by the ESRS guidelines (S1-10 AR 73).
Report Date: 4Q2024Relevance: 50%
- Provide the percentage of non-employees within your workforce who are compensated below the threshold of an adequate wage, as specified under Disclosure Requirement S1-10 concerning Adequate Wages.
-
Question Id: S1-10_04
Employees in Italy and of foreign subsidiaries receive wages that exceed the minimum wage provided by the ESRS guidelines (S1-10 AR 73).
Report Date: 4Q2024Relevance: 30%
- Does the undertaking ensure that all employees within its workforce are covered by social protection, either through public programs or benefits provided by the undertaking, to safeguard against loss of income due to sickness?
-
Question Id: S1-11_01
Employees in Italy and of foreign subsidiaries receive wages that exceed the minimum wage provided by the ESRS guidelines (S1-10 AR 73). In particular, all employees of the Group in Italy are covered by collective agreements (Contratto Collettivo Specifico di Lavoro (CCSL) and a collective bargaining agreement for our managers, signed by the Italian trade union, Federmanager, on April 28, 2023.
Report Date: 4Q2024Relevance: 60%
- Does the undertaking ensure that all employees in its own workforce are covered by social protection, either through public programs or benefits offered by the undertaking, against loss of income due to unemployment from the commencement of their employment with the undertaking?
-
Question Id: S1-11_02
Employees in Italy and of foreign subsidiaries receive wages that exceed the minimum wage provided by the ESRS guidelines (S1-10 AR 73). In particular, all employees of the Group in Italy are covered by collective agreements (Contratto Collettivo Specifico di Lavoro (CCSL) and a collective bargaining agreement for our managers, signed by the Italian trade union, Federmanager, on April 28, 2023.
Report Date: 4Q2024Relevance: 60%
- Does the undertaking ensure that all employees within its own workforce are covered by social protection, either through public programs or benefits provided by the undertaking, to safeguard against loss of income due to employment injury and acquired disability?
-
Question Id: S1-11_03
In 2024, the injury rate was 0.98 with 9 occurrences and no fatalities occurring. Each work-related injury is analyzed to determine the cause, and appropriate measures to avoid recurrences are then implemented.
Report Date: 4Q2024Relevance: 30%
- Does the undertaking ensure that all employees within its own workforce are covered by social protection, either through public programs or benefits provided by the undertaking, to safeguard against income loss due to parental leave?
-
Question Id: S1-11_04
In December 2024, Ferrari facilities located in Italy, received the UNI/PdR 125:2022 Certification, which testifies our compliance with the guidelines on the management system for gender equality and with the set of performance indicators (KPIs) inherent to gender equality policies on organizations, in six strategic areas such as culture and strategy; governance; human resources (HR) management processes; opportunities for growth and inclusion of women in business; gender pay equity and parental protection and work-life balance.
Report Date: 4Q2024Relevance: 60%