People, Prysmian's human capital

Prysmian has always considered its people to be critical to its success. The Group's achievements are the result of the skills and experience of our employees, combined with their unwavering commitment and motivation to foster future growth.

Our objective, as part of our Social Ambition, is to care for, enhance, and develop our people.


Composition of human capital

As at 31 December 2023, the number of FTEs in the Group stood at 30,086, including 8,090 performing office work (including White Collar population) and 21,996 performing other work (Blue Collar workers), confirming its manufacturing vocation. In terms of geographical distribution, calculated in headcount, more than half of the employees (54.7%) are located in EMEA (Europe, Middle East and Africa). North America (the United States and Canada) and the LATAM area (Central and South America) host 24.4% and 11.3%, respectively, while the remaining 9.6% operate in the APAC area. Due to the type of manufacturing activity performed, 79.5% of the workforce are men and the remaining 20.5% are women, up 1.2% from last year. Indeed, the Group is constantly striving to increase the representation of women within its workforce and particularly in leadership roles.

The majority of employees (54.2%) were between 31 and 50 years old. About 29.8% of employees are above the age of 50, while the remaining 16% are under 31 years old.

Diversity, Equity & Inclusion

Prysmian has made the promotion of diversity and equal opportunity among its strategic targets and continuously aims to improve gender equality of the entire workforce: the percentage of women hiring has increased to 46% of total hires for office jobs (up from 44.9% in 2022 and 30% in 2016), and the percentage of women in managerial roles (from Junior to Top Manager) has increased from 24.3% in 2022 to 25.8% in 2023.

The Group has improved the level of gender equality in management positions by reaching 18.8% in 2023 and aims to reach between 21% and 24% by 2025. The many initiatives pursued through our DE&I programs aim to create a work environment in which all employees, regardless of culture, gender, age, and leadership style, are offered equal opportunities for growth in terms of recruitment, mentoring, flexible working hours, leadership programs, and paid parental leave.

Attracting, retaining and enhancing talent

In an ever-changing labor market environment, Prysmian recognizes the strategic importance of acquiring, retaining and enhancing talent.

To turn every talent acquired into value for the company, it is necessary to make each person feel part of the process. Engaging colleagues means, first and foremost, paying attention to and monitoring the needs and requirements of its people. For this purpose Prysmian organizes an annual global survey to which it invites all employees to respond and anonymously share their opinions on the work environment, integration, development and relationship with the organization.

Over the years, survey results have enabled us to guide our actions on training, development, and performance and talent assessment.

In 2023, training hours provided by Prysmian totaled 1,060,723, with an average of 35.7 hours per employee. This training is delivered through Global Schools (Management School, Vocational School and Digital School) and Local Schools, which respond to the specific training needs of individual regions. The “Prysmian People Performance (P3)” program, intended for all desk workers globally, provides the opportunity to set clear goals and align them with the company’s targets. Over the past year, the P3 performance assessment process involved 7,140 employees, of whom 4,815 men and 2,325 women.

The well-being of employees

Prysmian's focus on people is also manifested through its commitment to investing in the development of the employee-company relationship. This is accomplished through numerous wellness initiatives and by entering into agreements with external partners to provide products and services on favorable terms for employees. 

A new Global Parental Policy has been implemented since 2024 


Find out more inside our Sustainability Report:

Acting for local communities

One of the drivers of the sustainability strategy that has characterized Prysmian for years is the engagement of local communities, which represent one of the stakeholders receiving the value generated by the Group, which thus contributes to the socio-economic development of the areas in which the company operates. In 2023, approximately Euro 2,000,000 was given to support local communities through contributions in cash, in products and in working hours of employees.


Human Rights

In our commitment to sustainable development, we pledge not to be involved in activities that directly or indirectly violate human rights. The protection of human dignity and equality is at the core of our corporate identity.

In 2017, we introduced our Human Rights Policy, inspired by international standards such as the Charter of Human Rights, the Universal Declaration of Human Rights, the principles of the International Labor Organization (ILO) and the United Nations Global Compact initiative. This policy is enforced in all of our locations and activities.

Since 2018, we have implemented a Human Rights Due Diligence process to identify potential human rights impacts of our operations. In 2023, we completed the assessment of all our production sites and conducted audits of 9 high-risk facilities. We also require our suppliers to respect Human Rights, through a supply chain-specific Due Diligence process.

In 2023, we delivered more than 11,000 hours of training on Ethics and Human Rights to raise awareness and spread attention to these issues within Prysmian.