Fiat S.p.A.
Via Nizza 250, 10126 Turin, Italy
Share Capital: €4,476,464,302.34
Turin Companies Register/Tax Code 00469580013


Mission

Fiat is a global group with a clear focus in the automobile sector. Through its various businesses, it designs, produces and sells automobiles and related components and production systems. Fiat was one of the founders of the European car industry and today, as a result of its partnership with Chrysler, has a manufacturing and commercial base of sufficient scale to compete as a global automaker.

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Equal opportunities and diversity
Commitment: Promote internal professional development
Scope Actions 2011 Results Targets
Fiat Group  Development of internal job posting program for salaried and professional positions target archieved or in line with plane 326 open positions managed and a total of 3,201 internal applications received under Chrysler Group’s internal job posting program (for US and Canada salaried employees) 
 2012: implementation of the job posting program by region, in accordance with local requirements and constraints
Commitment: Promote diversity and non-discriminatory practices
Scope Actions 2011 Results Targets
Fiat Group  Design of course to promote a work environment based on the highest principles and that guarantees fundamental rights in the workplace target archieved or in line with plane Non-discrimination online course launched for all professionals in Italy, in additional to managers worldwide that attended it in 2010

target archieved or in line with plane  R.E.S.P.E.C.T. online course launched to 10,300 US salaried (18.5% of Chrysler Group’s total workforce)		  2012: revision in accordance with local context and extension of the course to all professionals worldwide
   Promotion of job opportunities for workforce diversity target archieved or in line with plane Number of disabled employees monitored and corrective measures implemented to promote job opportunities and further increase the number of disabled people employed  2012: increase in the number of diversity candidates employed by region, in accordance with local requirements and constraints

 2012: design and implementation of a pilot project to support newly-hired disabled individuals in the initial phase of employment (e.g., tutorship, on-the-job training, etc.) in EMEA region
   Monitoring of global implementation of equal opportunity principles in relation to: compensation levels, annual salary review plan, performance and leadership appraisals and promotions target archieved or in line with plane Results of monitoring process analyzed and corrective actions implemented, as necessary  2012: continuation of analysis of worldwide monitoring process outcomes for professionals and managers and implementation of corrective actions, as necessary
    target archieved or in line with plane External recruitment agencies engaged by Group companies informed of the company’s role as Equal Opportunity Employer (EOE), where not already required by law  2012: definition of target partner universities by region to provide diverse candidates for intern and entry-level positions
    target archieved or in line with plane Regional/country-based recruitment processes monitored to ensure EOE performance (e.g., at Fiat Group Automobiles, where feasible, the same percentage of male and female candidates was considered in each recruitment process)  2012: continuation of monitoring of regional/country-based recruitment processes to ensure EOE performance
Work-life balance
Commitment: Promote work-life balance
Scope Actions 2011 Results Targets
Fiat Group  Promotion of initiatives that enhance work-life balance target archieved or in line with plane Pilot project to design and implement work-life balance programs launched for Italian employees. Initiatives implemented:
- Reti Amiche on the Job: public administration and company services accessible on site for both hourly employees (only Fiat Group Automobiles – FGA – Mirafiori site) and salaried employees
- Welfare worker service improved and increased (only FGA Mirafiori)
- Driver’s license renewal service opened on-site (only FGA Mirafiori)
- Skin Cancer Prevention Day (only FGA Mirafiori)
- Internal Technology and Innovation Meetings and communication events increased
- Summer camp registration fees discounted to aid families with more than one child
- New summer camp for employees’ children organized in association with Juventus Football Club
- MIO service in response to employees’ questions on labor matters inaugurated
- VALYou initiative launched to offer goods and services at competitive prices		  2012: implementation of work-life balance initiatives by region, in accordance with local requirements and constraints

 2012: implementation of a flexible working program (work from home and other flexible solutions to facilitate eldercare and family management) by region, in accordance with local requirements and constraints
   Support for volunteer work during paid work hours target archieved or in line with plane Pilot project launched in Brazil allowing employees to do volunteer work for qualifying nonprofit organizations during work hours:
- over 4,700 employees volunteered at 10 qualifying nonprofit organizations
- approx. 18,200 volunteer hours donated		  2012: continuation and further extension of the volunteer work program in LATAM region with new initiatives

 2012: implementation of corporate volunteer programs by region, in accordance with local requirements and constraints
Human capital development
Commitment: Enhance skills within the Group
Scope Actions 2011 Results Targets
Fiat Group  Assessment of employees through performance and leadership mapping target archieved or in line with plane Approx. 39,500 employees evaluated (100% of managers and professionals and 36% of salaried employees)  2012: continuation of evaluation of all managers and professionals and an increasing percentage of salaried employees
Note: gradual extension to all salaried employees contingent on market recovery
Commitment: Manage succession plans and intragroup personnel transfers
Scope Actions 2011 Results Targets
Fiat Group  Implementation of Talent Review program target archieved or in line with plane Following an evaluation of managers and professionals, global Talent Review conducted across a wide range of experience levels for 25 professional families/sectors/functions to identify those having the necessary characteristics to cover key positions over the next 10 years  2012: continuation of Talent Review program
Raise awareness on sustainability issues
Commitment: Maintain sustainability as a key corporate objective
Scope Actions 2011 Results Targets
Fiat Group  Incorporation of environmental and social targets in variable compensation system target archieved or in line with plane Environmental and social targets incorporated in variable compensation for individuals with responsibility for projects included in the 2010 Fiat S.p.A. Sustainability Plan, for Group Executive Council members and a majority of second level reports to sector CEOs  2012: continuation of the process
Commitment: Improve commuting for employees
Scope Actions 2011 Results Targets
Fiat Group (excluding Chrysler Group)  Development of mobility plans to improve commuting to and from select sites in Italy through increased use of public transport, car pooling, alternative mobility (cycling), improvements to entrances, loading and parking areas target archieved or in line with plane Improvement of initiatives to enhance commuting to and from the Mirafiori site (Italy) continued impacting approx. 18,000 employees.
Major actions concerned the creation of new public transport routes in collaboration with local authorities, the design of a specific web tool for increasing the use of car pooling, improvements to entrances/drop-off areas and the promotion of communication activities 		 2012: continuation of specific initiatives and evaluation of plan effectiveness
    target archieved or in line with plane Mobility plan implemented to improve employee commuting to and from the Italian Maserati site in Modena impacting approx. 600 employees: car pooling project launched, improvements to entrances/drop-off areas completed, communication activities implemented  2012: continuation of specific initiatives
Attraction, retention and involvement of employees
Commitment: Attract and retain the best talent
Scope Actions 2011 Results Targets
Fiat Group  Performance of a people satisfaction survey to monitor the satisfaction levels, needs and requests of employees target archieved or in line with plane Results of the 2010 people satisfaction survey analyzed and action plan implemented at Fiat Group Automobiles and Magneti Marelli (see pilot project to implement work-life balance programs)  2012: performance of a people satisfaction survey
    Implementation of long-term performance-related incentive plans    2012: definition and implementation of long-term performance-related incentive plans for key talent
Commitment: Promote continuous improvement through the direct participation and contribution of workers
Scope Actions 2011 Results Targets
Fiat Group  Encouragement of proposals from employees target partially archieved 1.6 million improvement proposals collected. Average of 12 suggestions per person received  2012: 15 improvement proposals per person
Training and knowledge management
Commitment: Develop a group-wide culture of continuous change
Scope Actions 2011 Results Targets
Fiat Group  Redefinition of the training model and management process to enable a more effective and flexible response to strategic and tactical training needs according to changes in the economic environment target archieved or in line with plane Governance model for managerial training extended in Europe, focusing on:
- selection and certification of internal and external trainers
- monitoring of course results and effectiveness 		 2012: development and implementation of the new learning management system platform to ensure delivery of online training worldwide

 2012: establishment of the new Fiat Training Center to ensure a dedicated training location for EMEA region

 2012: feasibility study for Training Centers in other regions

 2013: extension of access for hourly employees to the corporate repository for training catalogues and special projects through the implementation of the new Fiat extranet Virtual Training Center
    target archieved or in line with plane Programs aimed at development of managerial skills for employees assigned new responsibilities implemented in Europe  2012: implementation of managerial skills training programs by region, in accordance with local requirements and constraints
   Design of a training program to enhance cultural diversity awareness and to promote cooperation among employees of different cultures target archieved or in line with plane  Pilot training initiatives on cultural diversity delivered to Fiat Group Automobiles professionals operating in joint ventures:
- Managing change across cultures
- American/Italian cultural awareness
- Chinese cultural awareness

target archieved or in line with plane Cross-cultural training delivered to Chrysler Group expatriates and their eligible family members		  2012: continuation of training initiatives aimed at enhancing cultural diversity awareness
Commitment: Promote a culture of sustainability and increase awareness among employees
Scope Actions 2011 Results Targets
Fiat Group  Provision of online training on sustainability    2012: delivery of the revised course on sustainability to all Group professionals worldwide
   Provision of courses on the ecological, safety and technological features of Group products target archieved or in line with plane 62 online training modules offered via intranet on an unrestricted basis  2012: continuation of provision of training modules on the ecological, safety and technological features of Group products
Occupational health and safety
Commitment: Formulate and disseminate Health and Safety Guidelines
Scope Actions 2011 Results Targets
Fiat Group  Amendment of current Health and Safety Guidelines target exceeded Possible further amendments analyzed based on stakeholder feedback  2012: amendment of current Health and Safety Guidelines to emphasize the importance of stress management and security of staff
Commitment: Continue internal and external certification process for the Occupational Health and Safety Management System
Scope Actions 2011 Results Targets
Fiat Group  Extension of OHSAS 18001 certification target partially archieved 103 plants OHSAS 18001 certified, with approx. 121,000 employees (97.7% of Group employees in scope for 2010, excluding Chrysler Group)  2014: OHSAS 18001 certification of all Group plants operating worldwide in 2012, including those operated as a joint venture
Note: deadline moved to include Chrysler Group in the scope
    Audit of safety management procedures at plants target exceeded  Approx. 2,000 internal audits (+300% vs 2010) and 158 external audits conducted, covering a total of approx. 121,000 employees  2012: +10% internal audits vs 2011
Commitment: Minimize the impact of nanotechnology in the workplace
Scope Actions 2011 Results Targets
Fiat Group  Participation in working groups to support the definition of technical regulations on nanotechnology and the identification of the impact of nanotechnology on health and safety target archieved or in line with plane UNI (Italian national standards institute) Technical Committee on nanotechnology led by Fiat Group  2012: identification of the impact of nanotechnology on health and safety
Commitment: Minimize ergonomic risk in the workplace taking into account factors such as age and gender
Scope Actions 2011 Results Targets
Fiat Group  Implementation of Ergo-Uas methodology in ergonomic workstation design target archieved or in line with plane Ergo-Uas methodology implemented at 6 Italian plants (approx. 21,000 employees involved)  2012: implementation of Ergo-Uas methodology in all assembly plants in Italy
   Implementation of European Assembly Work-Sheet (EAWS) methodology in the assessment of the ergonomic risks of workstations    2012: extension of EAWS methodology to all assembly plants in Europe
Commitment: Continue to promote a culture of health and safety in the workplace
Scope Actions 2011 Results Targets
Fiat Group  Development and implementation of a management information system for the collection, analysis, classification and management of preventive and corrective measures for accidents, near misses and unsafe acts target archieved or in line with plane New management information system for safety data implemented at 6 pilot plants  2013: extension of the management information system to cover all Group plants worldwide
Note: deadline moved to include Chrysler Group in the scope
   Implementation of a new IT application to collect and manage Environmental, Health and Safety data (including near misses, unsafe acts and occupational illnesses) target archieved or in line with plane Technical/functional specifications formulated for the new application  2013: new information system available
   Development and implementation of a group-wide health and safety training platform target archieved or in line with plane Health and Safety First project revised and rolled out at 6 plants (about 6,000 employees involved in addition to over 16,000 already involved in 2010)  
    target archieved or in line with plane New health and safety training platform developed for Fiat Group in Italy  2013: implementation of the new health and safety training platform in Italy
   Definition and progressive implementation of training standards and information tools for health and safety specialists within the Group target archieved or in line with plane Training standards and information tools extended to Italian health and safety specialists  2012: extension of training standards and information tools to health and safety specialists worldwide
   Development and implementation of the Top Ten Safety project: 10 key health and safety initiatives target archieved or in line with plane Top Ten Safety project extended to all operating plants in Europe as of 2010 (involving approx. 59,000 employees)  2012: progressive extension of the Top Ten Safety project to all Group plants operating worldwide in 2011
   Provision of the online course Health and Safety in the Office for office workers on workstation ergonomics, emergency response, electric hazards, risks of overexertion and correct use of video monitors target archieved or in line with plane Feedback from 18,000 course participants in Italy analyzed  2013: customization and extension of the online course to all office workers worldwide
Employee health and well-being
Commitment: Promote the health of employees
Scope Actions 2011 Results Targets
Fiat Group  Monitoring of work-related stress levels and definition of prevention plans target archieved or in line with plane Standard methodology for monitoring work-related stress adapted to local circumstances  
    target archieved or in line with plane Sites where risk is considered most likely identified (22 sites employing approx. 19,000 people)  2012: monitoring and implementation of action plan at sites where risk is assessed as most likely
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 Distribution of information and provision of medical support to employees to prevent the spread of infectious diseases, promote personal hygiene and increase employee knowledge of their personal health risks		 target archieved or in line with plane Information on prevention against the seasonal flu virus distributed and flu vaccinations provided to employees worldwide  2012: continuation of awareness campaigns and ad hoc targeted prevention measures
  target archieved or in line with plane HIV/AIDS awareness campaign continued at Comau, Fiat Group Automobiles, Fiat Powertrain, Magneti Marelli and Teksid plants in Brazil (approx. 26,000 employees involved)  
  target archieved or in line with plane Drug and alcohol awareness campaigns launched for about 39,000 employees at Italian sites  
  target archieved or in line with plane Tips on Health section launched on the Group intranet in Italy  2012: extension of the Tips on Health section to Group intranet sites worldwide
Chrysler Group target archieved or in line with plane Biometric screening checks for cholesterol, blood pressure and glucose provided to approx. 11,500 Chrysler Group employees (5.8% of the total Group workforce and 21% of the Chrysler Group workforce)  2012: increase in participation for biometric screening checks to 35% of the Chrysler Group workforce
  target archieved or in line with plane Health Risk Assessment program completed for approx. 9,000 Chrysler Group employees (4.6% of the total Group workforce and 16% of the Chrysler Group workforce)  2013: increase in participation in the Health Risk Assessment program to 31% of the Chrysler Group workforce (2012) and to 68% of the Chrysler Group workforce
Fiat Group  Design of health promotion program focused on smoking cessation, correct nutrition, diabetes control, drug and alcohol awareness, stress management target archieved or in line with plane Health promotion program designed according to World Health Organization (WHO), US Occupational Safety and Health Administration (OSHA), European Agency for Safety and Health at Work (EU-OSHA) and International Labour Organization (ILO) principles, including smoking cessation, nutrition, control of diabetes and drug and alcohol campaigns, stress management program, etc.  2012: start of implementation of the health promotion program
Note: the target includes all the programs details stated in the 2010 Fiat S.p.A. Sustainability Plan

 2014: extension of the health promotion program worldwide
    target archieved or in line with plane Smoking Cessation and Good Control of Diabetes programs continued at 4 sites (about 12,000 employees involved)  
Commitment: Promote the well-being of employees
Scope Actions 2011 Results Targets
Fiat Group  Promotion of the well-being of employees through programs aimed at:
- spreading a health-focused culture
- encouraging individuals to adopt a healthy lifestyle (also through economic incentives)
- reducing medium and high health risks to low risk levels
- encouraging a work environment that promotes healthy behavior and workforce engagement
- monitoring the cost of health neglect		 target archieved or in line with plane Vivere program continued in Brazil with specific initiatives such as Run and Walk, Nutrition and Health, Smoking Cessation (60% quitting smoking index)

target archieved or in line with plane Chrysler Group Wellness Program continued, offered to 100% of North American employees		  2012: continuation of the programs

 

 

 2012: implementation of well-being programs by region, in accordance with local requirements and constraints
   Formulation and dissemination of dedicated guidelines addressing the Group’s Commitment to its employees’ well-being    2012: formulation and dissemination of guidelines
Commitment: Facilitate access to the best healthcare services
Scope Actions 2011 Results Targets
Fiat Group  Establishment of a supplementary health care plan (FASIFIAT) for the Group’s hourly and salaried employees in Italy, as per agreements between Fiat S.p.A. and trade unions target archieved or in line with plane 22,000 employees and their families in Italy joined the plan (of which over 16,000 hourly and 5,500 salaried)  2012: continued of FASIFIAT plan

Note: As of September 2011, four Regional Operations Groups have been established to manage car manufacturing and sales activities within the entire Fiat Group: NAFTA (Canada, Mexico and the US), EMEA (Europe, Africa and Middle East), LATAM (Latin America) and ASIA.

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