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A WEALTH OF DIVERSITY,
A COMMITMENT TO INCLUSION
Having employees from 70 different
countries means that Costa Cruises can
draw on a uniquely rich pool of human
resources, thus fostering growth and
impacting positively on customers, the
product and service. Our diverse and
global workforce enables us to interact
with and really relate to guests from
all over the world and understand their
needs; also, by leveraging the power
of diversity and promoting workplace
inclusion at all levels we can hone our
ability to innovate.
Inclusion and the fostering of diversity
are subjects that touch on the business
interests of the Company but, at the
same time and above all, they are an
expression of the ethical principles
of modern civil society which our
stakeholders are also increasingly
concerned about.
By means of our Diversity & Inclusion
Program launched in 2015, Costa
Cruises bolstered our actions to turn
the differences that are one of our
distinguishing features into an asset
to be safeguarded, enhanced and
capitalizedon, ensuringaninclusivework
environment with equal opportunity,
where no form of discrimination or
harassment is accepted.
In this sense the HR Director and the
Learning Officer lead the associated
consciousness-raising process and
play a vital role in the induction and
integration of new hires into the
multicultural, heterogeneous work
environment on board cruise ships.
A single workforce, lots of diversity
to be safeguarded and enhanced
GENDER
GENERATIONS
DISABILITY
ETHNICITY
Promote female employment, since women account for 60% of Costa’s
shoreside workforce but only 15% of shipboard employees: due to the
lengthy periods away from home and family, women are generally less
inclined to take up a career working on board ship.
Reduce the generation gap and mitigate potential conflicts arising between
different age groups living and working together; capitalize both on the
drive and energy of youth and on the advice and experience of more senior
employees.
Extend employment opportunities for people with disabilities, currently
linked to shoreside positions, in compliancewith the relevant legislation.
Respect religious and culinary traditions and customs.
Facilitate multicultural integration by means of job rotation.
Promote affirmative action to increase the number of non-EU employees
in managerial positions.