Page 86 - SUSTAINABILITY REPORT 2016

YOU PEOPLE 87

Identifi cation and implementation of the knowledge possessed by “digital
diversity actions is managed by our Head natives”. As regards the integration of
Offi ce in coordination with the ships in people with disabilities, the Company
the fl eet, by means of the Shipboard extends employment opportunities to
HR Director. The right to freedom of them, in compliance with the relevant
sexual orientation has for years been legislation; this applies to shoreside
an integral part of our policy ensuring positions only, because the specifi city
an inclusive environment, especially on of the work environment and safety
board the ships. The extension of our considerations prevent the employment
Company welfare system to partners of disabled people on board.
in civil unions and de facto couples, Our eff orts to guarantee an increasingly
before the entry into force of Law no. inclusive environment in the setting
76 of 05/20/2016 on civil rights (the where our employees work – and live
so-called Cirinnà Law), is a concrete for lengthy periods in the case of crew Melting pot on board
example of Costa’s engagement in members – were acknowledged in 2016 Our multicultural setting has always been one of the distinguishing features of the Company and constitutes strategic added value
this area. Another issue, but this time when Costa received the Sodalitas insofar as it enhances our relations with guests. In this context Costa is committed to respecting the diff erent cultural and religious
more linked to our shoreside offi ces, Diversity&Inclusion Award. traditions of its workforce, taking into account the very specifi c nature of cruise ships where so many people from such varied
is the need to bridge the generation At the same time we continued to take backgrounds live and work together in what are very confi ned spaces. Indeed, the ship is a veritable social experiment, a “laboratory”
gap at work. To this end we have an active part in workshops organized used to test ideas aimed at reconciling diff ering needs and facilitating an ongoing cultural exchange.
introduced a reciprocal mentorship by the associations Parks Liberi e Costa’s initiatives in this area refer mainly to two aspects: the fi rst is cultural sensitivity, particularly respect for ethnic and religious
program between employees aged Uguali and Valore D dealing with diff erences. For example, the Company organizes shifts so that employees can observe diff erent religious precepts and national
over 50 and the younger generation. diversity issues, and drew inspiration holidays. The Welfare Food Committee has the task of catering for these considerations while at the same time supervising the
The dual aims are to facilitate the from these events for actions and nutritional intake of the crew members, also taking into account their occupational duties.
exchange of professional experience initiatives to be introduced by the The second aspect deals with the work-life balance and includes measures designed to achieve a better equilibrium between crew
and to enable the sharing and use of Company internally. members’ time on the job and the periods off duty. Also, our Proximity Program is structured so as to facilitate the system whereby,
where possible, shipboard employees who may need to be with family members for extraordinary reasons are assigned to ships on
conveniently located routes.