International mobility

The theme of international mobility, always dear to Pirelli in order to integrate cultural and value, in 2014 saw the departure of about 50 new expatriates, compared with about 70 departures in 2013 and about 100 departures in 2012. We confirm the number of departures (about one third) to major industrial countries such as China and Russia, and the mobility flow from emerging to mature countries is also ongoing. International mobility thus continues to play a key role in the Group’s geographical expansion strategy, spreading Pirelli culture around the world and transferring precious technical and managerial know-how to the new start-ups.

The overall expatriate population at the end of 2014 amounted to 214 people (about 30 people less than at the end of 2013 and 40 people less than at the end of 2012) of 17 different nationalities who were transferred to 34 different destination countries on all five continents, and is composed of 73% non-Executive and around 12% of women.

It is noted that the overall expatriate population is composed for the most part (51%) by non-Italian employees, which represents real progress towards the goal of creating an increasingly international Management team.

In view of the complexity of this situation, the Group decided to introduce a new International Mobility Policy, which applies to all new international assignments from 1 January 2013.

The principal new features of this policy are the introduction of a tax equalisation policy which neutralises differences in taxation arising between the destination country and the country of origin, ensuring remuneration is fair and adequate. There has also been a review of the rules for assigning certain benefits, ensuring an increasing level of care for expatriate workers and their accompanying families.

The management of expatriation is also supported and accompanied by the expertise of specialized external providers, facilitating clear, transparent and uniform communication of the Remuneration Policy and related implementing rules.

The new Remuneration Policy is harmonised and applied worldwide (with common rules of treatment), allowing uniform management of expatriate personnel throughout the entire Group.