CNH Industrial considers its people an essential asset. When operating in dynamic, highly competitive industries, success is achieved first and foremost through the talent and passion of skillful individuals in key positions. CNH Industrial is aware that managing and developing its people is fundamental to achieving this goal and to ensuring a safe and healthy work environment.
The materiality analysis has evidenced significant Human Resources topics, such as occupational health and safety, the management and development of expertise, the balance between professional and private life, the development of a common internal culture, diversity and the promotion of equal opportunities.
Occupational health and safety is one of the most important aspects of the materiality analysis. CNH Industrial recognizes the inalienable right of every employee to a safe and healthy work environment. It is also aware that investing in safety is crucial to prevent the risk of injuries, accidents at work, and disruptions to production. This also contributes to boosting the Company’s competitiveness, its public profile, and staff motivation.
Managing and developing expertise is vital for the Company to select, develop, motivate and retain the best talent. It is important for people to have clearly defined goals in order to set personal career choices, and to have adequate support in terms of training specific to their goals.
The balance between professional and private life is a material aspect since achieving optimum balance between the two is essential to ensuring that employees are effective, productive, and satisfied in all dimensions of their lives. Improving this balance while continuing to deliver excellent performance is a challenge that the Company and its people share.
In a time of change, such as that following the merger of Fiat Industrial and CNH Global into CNH Industrial, and the subsequent reorganization, adequate internal communication is crucial to the Company for conveying the new image and meaning brought by a change of this kind. It is equally important for all employees as a tool to better understand how and where to focus their efforts and to better identify with the Company.
The respect for diversity and equal opportunities are important aspects for a multicultural enterprise operating globally. In addition to preventing discrimination and ensuring the inalienable rights of every person, the Company manages these aspects proactively by including and enhancing diversity, thus boosting its competitiveness, ability to attract resources, and reputation. From the stakeholders’ viewpoint, it is important that the people who are part of the Company see their differences respected and valued. It is also important for investors, who increasingly consider this aspect as a reputational risk for companies, as well as a development opportunity owing to the new stimuli offered by an environment where different genders, races, ages, religious beliefs, and any other such factor or attribute are adequately respected and represented.
CNH Industrial’s commitment to all of these aspects is stated in both its Code of Conduct - which complies with national laws, the UN Universal Declaration of Human Rights, and the fundamental conventions of the International Labour Organization (ILO) - and Human Capital Management Guidelines, which are an integral part of the Code itself. Both documents were approved by the Board of Directors, distributed to all employees, and made available on the corporate website.
From an operational point of view, the head of Human Resources is responsible for the management of human capital. The Chief Human Resources Officer is a member of the Group Executive Council (GEC), CNH Industrial’s highest governing body after the Board of Directors. The process ensuring the control of all material aspects identified is managed by global representatives from Leadership Development, Internal Communications, and Human Resources, with one representative per department for each Region in which the Company is present. They are responsible for the management at regional level of diversity and equal opportunity issues and for work-life balance initiatives. On the other hand, health and safety protection in the workplace, in every area of activity and in every country, is promoted by a dedicated organizational structure (Environmental Health and Safety - EHS) identified in each Region within the scope of manufacturing. The GEC has the highest responsibility for all initiatives.
The objectives and actions that fulfill the Company’s commitments to continuous improvement provide a clear measure of the effectiveness of human capital management. Targets are set annually on a voluntary basis and included in the Sustainability Plan (see also pages 105-110); their progress is regularly monitored to enable corrective actions, should they become necessary.