Human resources

At December 31, 2016, SEA Group employees numbered 2,866, decreasing 39 on the end of 2015 (-1.3%).

The total number of Full time equivalent employees in 2016 compared to 2015 increased 18 from 2,783 to 2,801 (+0.6%).

Females at the SEA Group represented 29% of the Headcount at December 31, 2016, equally distributed across classifications.



The organisational arrangement of some staff and line structures were revised during the year. Specifically, the organisation of the Aviation Business Development Department was changed in order to develop all the potential traffic segments and generate new passengers flows by promoting the areas served by the Linate and Malpensa airports; and, in order to optimise processes and pursue continual improvement, the organisation structure was changed for the Legal and Corporate Affairs and Real Estate Departments and the Customer Care function. In addition, to reinforce the compliance monitoring process and in line with the regulatory requirements for airport safety a Safety Management System Compliance Monitoring function was created which reports directly to the Chief Operating Officer.

In terms of information confidentiality and protection of the company's reputation, a Media Policy has been issued regarding conduct rules for an aware use of social media by SEA employees.

With regard to company projects, an Enterprise Risk Management project has been started reporting to the Chief Financial and Risk Officer aimed a structuring a new process for identifying any potential risks that could affect company results and to monitor the mitigation level of these risks, allowing the Board of Directors and company management to provide guidelines for managing them. In addition activity continued with the objective to optimise purchasing cycle management processes with a particular focus on investments. 

A process digitalisation project was started at the same time in HR to create paperless offices and traceability of information.


Development and training

A new section dedicated to the SEA Professional System was published on SEAnet in the first quarter of 2016. This space is used to present the history of the project from 2008 - the year it was introduced - to the present, re proposing contents, images and videos that have characterised the programme. In addition, this new section hosts the results of the last areas of competence evaluation campaign conducted on all of the company workforce at the end of 2015.

Based on the outcomes of the areas of competence evaluation, in May a pilot programme was started to reinforce language competence of a small group of people whose activity requires a good level of business English knowledge. This initiative will be repeated and expanded to a larger number of people in 2017.

"The value of Security" training project was started in June dedicated to Security professional figures. One hundred and thirty people were involved including Shift Manager and Supervisors in two days of meetings plus a half day follow-up at the end of the intervention. Security employees have also been involved in a training programme since November in day long meetings. In 2016, 135 employees were involved in the project; subsequent editions will be held in 2017 in order to involve the entire group composed of 530 people.

The SEA - Smart in Everyday Action project started in the second have of 2016. The project is aimed at focusing attention towards reaching everyday excellence, i.e. the managerial capacity to effectively manage the three routine, unexpected and critical issue scenarios. The project entailed the participation of more than 200 employees in charge of resources or processes/activities at the plenary meeting held at the end of October.

"Yes I Care" was held in October and November, an intervention dedicated to a group of 50 people who perform customer care activity in the call centres and information booths. This training had a dual propose: on one hand to increase organisational well-being in performing their jobs, to develop a multicultural approach and acknowledge and disseminate best practices; on the other to develop the ability to let passengers experience a "value" relationship to improve their perception of the quality of the offered service and experience in the airport.

Technical Professional Training in 2016 once again placed maximum priority on compliance with a close focus on the governance and control of organizational processes across all activities relating to:

  • Mandatory Training
  • Recurrent Training 

a)     Great efforts were devoted to the design and planning of Ground Safety training, in close relation with the implementation of the new EU Regulation 139/2014 laying down technical requirements and procedures for airport operators. Within this framework, Professional Training, through in-depth interventions to gain knowledge of new regulations, activated the content development lines related to the Safety Management System, with a view to spread knowledge about tools such as the Airport Manual, Airport Regulation, Emergency Plans and the support and fire-fighting services. 

b)     In terms of Airside Safety Recurrent training for the position of Specialised Driver was focussed on the comprehension of the management and operational side of the Safety Management System, knowledge and use of the GSR - Ground Safety Report – including through the introduction of Just Culture and Human Factor concepts, which recognise the central role of people in Apron activities for Safety and Security related aspects identifying the critical aspects and opportunities for improvement. 120 persons attended this course. Recurrent training for de-icing/anti-icing operations, in line with SEA Recommendations, involved the main figures of the Operations Department in the airports with 170 participants.

c)     A category DPI III course, confined spaces and work at height was performed in the occupational safety area as per Legislative Decree 81/08, pursuant to Presidential Decree 177/11. 100 persons attended this course.

d)     Firefighting activities were geared towards complete technical-practical training with 9 exam sessions for licensing for "Emergency management employee", with 78 new SEA employees certified in the Airport Security, Maintenance and Coordination areas. Training was also implemented for Apron Emergency Management specifically for the position of Specialist Driver.

e)     An initial theoretical-practical course was activated for 14 new electricians and electromechanical maintenance personnel for the Standard CEI 11-27 "Works near electrical systems and Electrical works on live and disconnected systems in compliance with the Consolidated Act on Safety" which will give the possibility of assigning PES (expert person) and PAV (warned person) electrical jobs and in parallel the CEI 11-27 PES PAV refresher course that involved around 150 participants in the airports.

f)      In terms of PRMs Passengers Reduced Mobility Recurrent courses were organised for Assistance employees in compliance with the reference standard ECAC, European Civil Aviation Conference. 110 persons attended this course. In compliance with the ENAC GEN 02A circular letter, PRM training courses were held at Linate and Malpensa for personnel in contact with travellers, dedicated to 660 people.

g)     In order to observe the laws and compliance, specific remote training continued on the administrative responsibility of Entities, related to Legislative Decree no. 231/01 and on the Organisational and Management Model adopted by the Company. Initially started for administrative personnel, it later involved SEA operating figures. Over 1,000 employees completed this training during the year.

h)     Lastly, at Linate and Malpensa in collaboration with the Infrastructure Department and Occupational and Infrastructure Safety Unit ongoing professional training programmes were organised, governed by Presidential Decree 137/2012 no. 137, to obtain Professional Training Credits (CFP), in order to permit updating and certification of the required knowledge and skills. Around 100 employees participated.



Welfare activity in 2016 started at the beginning of the year by taking stock of the initiatives implemented in 2015 and with an analysis of the data which showed that 82% of SEA employees had benefited from at least one of the Welfare area services. This is demonstration of the great interest the employees have for the proposed services.

Along with planning of the traditional initiatives that are part of the annual welfare plan, particular focus was dedicated in 2016 to planning new initiatives in response to the current needs for employees with priority on the education and scholastic/work orientation of employees' children, with an increase and diversification of initiatives as described below:

  • Intercultural scholarships, scholarships for living and studying abroad. Two scholarships were made available in 2016, one for China and one for Denmark; the initiative will be proposed for 2017 as well, with increase in the number of scholarships from 2 to 3;
  • Push to Open, programme dedicated to young people in the final years of high school. The 2015/2016 edition ended in April, and was very popular with the participants, therefore the company has reproposed the initiative, with a new programme made available in autumn for another 22 participants;
  • HRC–Talent Days: career guidance classes dedicated to young college graduates or those about to graduate, now in its fourth edition at the company. The initiative lets the participants dialogue with company managers and acquire fundamental and concrete tools for taking their first steps in the job market. A total of 20 young people participated in the 2016 editions in May and October;
  • Academic scholarships, dedicated to all young people enrolled in middle school and high school, professional schools and university programmes. New admittance requirements were established for the 2016 edition, with the aim of awarding those who obtained the best results and to represent a stimulus for a commitment and consistency in their studies. More than 480 middle school and high school students were awarded scholarships in October and November;
  • Learn to study with SEA: in 2016, in collaboration with a centre specialised in Learning Assistance, SEA proposed a cycle of short courses where methods were presented to learn how to study effectively. These courses were aimed at employees' children who attend middle school and high school. The courses involved at total of more than 100 students;
  • Work Experience Programmes: the Ministry of Education, University and Research (MUIR) has added a "work experience" programme to the education offering of high schools, starting from the 2016/2017 academic year. The project alternates classroom hours with hours working in companies. SEA participated in this initiative, designing an education programme at schools and training on the job (summer job) in the airport;
  • Agreements: with the objective of offering assistance to middle school and high school students who are experiencing difficulties at school where agreements have been stipulated with Learning Assistance Centres.

A major commitment has also been dedicated to the activities included in SEA's participation in the "Family Audit" certification process, with the organisation of a work group that contributed to preparing a proposal of innovative solutions related to: job flexibility, smart working and a culture of reconciliation. 

Comparison and benchmarking activities continued on company welfare and life-work reconciliation issues with external entities, both corporate and institutional, undertaken with Valore D, the "Imprese e Persone" network and Jointly.


Internal Communication

During 2016, in line with the programme over the past few years, activities linked to internal communication issues have been dedicated to the development of dialogue and communication models and tools in constant evolution between the company and people and between employees, with a special focus on the digital dimension. The programme in recent years has included preparation of a simple communication portal (electronic bulletin board) and creation of an environment - SEAnet - which integrates various utilities and then makes social functionalities available to listen and gather feedback, promotion sharing of knowledge and operating communication. The culmination of this experience is the creation of a full-fledged digital workplace, a unique digital interface to support communication, collaboration, knowledge and company processes.

Additional projects are planned which will cover the Knowledge management areas, particularly significant for a high know how context like the airport sector.


Industrial relations

Constant discussion continued with Trade Unions in the first half of 2016, regarding problems as they emerged in the single departments. For the Linate Airport these involved in particular: the Security department with the introduction of a new shift aligned with operating needs resulting from the management of new controls/traffic and with the definition of a new organisation to supervise quality; the Club Sea department with restructuring of the exposure to shifts; the Infrastructures and Roads department with definition of new procedures connected with the use of company equipment. At Malpensa discussions primarily regarded the new organisational model of the Security department, with definition of equipped and autonomous controls used to increase the actual work provided and the Integrated Transport department, with the introduction of a new procedure to manage specific operating processes.

Along with the interventions on the single departments, the new Job posting process was presented to the Trade Unions. This is a search process where SEA informs its employees, through announcements published on SEAnet of open positions and then used to manage the candidate selection process.

Interventions continued to increase the productivity of the individual departments. These interventions also involved Malpensa's Security, with the introduction of independent remote work stations and the reduction of unproductive transfer times within working hours.

After specific agreements with the Trade Unions four financed training projects were started in the second half of 2016 for more than 650 people (Shift Managers, Supervisors, Security Employees, Call centre and Information Employees and Professional).

A Draft Framework Agreement Report was signed with the Trade Unions on July 22, 2016, with a 2016-2023 time frame, to support the company's development plans. This agreement includes, among other things: i) modification of the company scope - with particular focus on the disposal of the ticketing activities and outsourcing of the carpark operating activities with retraining of personnel of the affected departments or, alternatively, an incentive plan to leave; ii) planning, on one hand, of a incentive plan to leave on a voluntary basis addressed to all of the other employees; iii) planning of an employment termination agreement for people retiring in 2018-2022, to finalise in 2018; iv) planning of a generational turnover through qualified and targeted hiring from the market based on the number who actually leave; v) future introduction of a performance bonus to support quality improvement and recovery policies.

An agreement was signed on November 3, 2016 aimed at confirming the regulatory and economic treatments required in the event of a Snow Emergency for the 2016/2017 season.

A trade union agreement was stipulated on January 3, 2017 which formalises the positive completion of the unemployment benefit procedure started on November 22, 2016 to implement the first part of the draft framework agreement of July 22, 2016.


Workplace health and safety

In 2016 the SEA Group confirmed its commitment to workplace safety with a view to continual improvement of health and safety conditions of activities carried out within the airport, also through the promotion of a culture based on increased awareness and involvement of all parties, at all levels, on prevention issues. 

In 2016, the SEA Group renewal of the certification of its Workplace Health and Safety Management System, issued in 2012 by TÜV Italia - Accredited in line with the BS OHSAS 18001/2007 regulation, as established by Article 30 of Legislative Decree 81/08 for effective organisational models in line with Legislative Decree 231/2001.

The SGSSL was monitored through:

  • 8 internal audit, conducted by specifically trained and authorised company personnel, resulting in follow up interventions with the managers of the involved areas; through these activities the findings reported by the SEA auditors were resolved and improvement actions were identified to reduce and control risks in the OHSAS area;
  • 5 days of surveillance audit conducted by TÜV Italia certifiers. The audit activity involved all company operating areas and resulted in the confirmation of the validity of the current Certificate, previously renewed in November 2015.

The process for the involvement and consultation introduced by the Workplace Health and Safety Management System encourages the active participation of workers and their managers, demonstrating that highly engaged collaboration is critical to the prevention and management of risks.

According to the audit outcomes the system is properly implemented and maintained active and is functionally useful to the pursuit of business objectives.

The maintenance of the certification according to the BS OHSAS 18001/2007 regulation will allow the SEA Group to reduce the annual INAIL insurance premium in 2016. 

The occupational accident trend in 2016 was basically in line with the previous year, reporting the same number of accidents on the job in the presence of a slightly increased number of working hours (+1.3%) and an increase of three cases while in transit. It should also be noted that about 40% of accidents at work were related to situations that have little or nothing to do with the specific job, being directly linked to accidents occurred while walking (stumbling, slipping, sprains, etc.). 

In relation to activities correlated with fire prevention and management, a system of specific internal audits were implemented in 2016 to verify the correctness of operation and compliance with the fire prevention standard of spaces assigned to retail operators present in the two Malpensa Terminals already defined by SEA in specific firefighting Regulations. The same activity is planned for the Linate Terminal in the first months of 2017.

Firefighting regulations have been prepared and distributed to non retail space licensees for operating the assigned spaces.

Thirteen drills were performed at the two airports in 2016 on implementation of the Emergency and Evacuation Plans and warning and fire detection systems, which involved the Emergency Management Employees (AGE) and personnel of the various involved buildings; the performed drills provided positive feedback on the managerial aspect and the measures implemented to date. 

The internal staff of the Prevention and Protection Service updated the Risk Assessment Documents by performing:

  • an analysis of actual 2015 data, relating to Work-Related Stress indicators, according to INAIL guidelines;
  • updating of the noise risk assessment for workers working at the two company airports;
  • updating of the "Vibrations - hand arm and whole body" risk assessment for users of vehicles and equipment at the two company airports;
  • updating of the "Chemical" risk assessment for the operating functions of the two company airports;
  • updating of the "Ionised Radiation" risk assessment for the two company airports;
  • drafting of specific safety operating procedures and safety instructions to protect operators;
  • updating of the mapping of low frequency electromagnetic fields on areas of both company airports. 

In addition support was provided to the relevant functions for drawing up the DUVRI in order to ensure preventive management of interference risks resulting from the various activities carried out on airport areas by contracted third parties.

Management of relations with public Entities related to occupational safety problems (ATS, INAIL, DTL) continued, supported the involved company functions as needed.

In collaboration with qualified radiological protection experts, the monitoring activity in protection of workers safety continued, through specific environmental and personal dosimetries of ionised radiation, related to the transit of radioactive packages within the airports and the use of x-ray equipment.

Health surveillance activities on SEA workers exposed to special health risks continued, involving both medical examinations by qualified Company Doctors and inspections of workplaces at each airport. In addition, in order to implement the preventive management of risks associated with the use of equipment and machines introduced to support business activities, their preventive evaluation and analysis continued to be carried out at the time of purchase, as part of the internal testing Committee in which the Prevention and Protection Service of SEA is also involved. 

In terms of SEA Prime and Signature Flight Support Italy Srl (previously Prime AviationServices), activities were completed to align documentation, training activities and operating practices to Group standards, related to regulatory requirements for occupational health and safety.