

PRYSMIAN GROUP | DIRECTORS’ REPORT
110
International mobility
At 31 December 2015, the Prysmian Group had an expatriate population of about 215 people from 27
different nationalities (of whom slightly more than 38% were Italian), who had moved to 29 different
destination countries; of this total 66% were non-executive staff and 14% women. A total of 68 people
embarked on new international assignments during 2015.
The above numbers demonstrate the importance of international mobility within the Prysmian Group. In fact,
this tool is an integral part of the policy of developing and growing talent within the Group. On the one hand,
it allows the culture and values of Prysmian to spread to all its countries and all its subsidiaries, a particularly
important requirement after the Draka Group's acquisition in 2011. On the other hand, it allows local
organisational needs to be met by allowing the transfer of both managerial and technical know-how from one
country to another. International experience is also central to the professional and managerial growth of
young talents participating in the "Graduate" program. In 2015, 39 recent graduates from 18 different
countries were involved in a two-year international experience in as many as 16 different destination
countries.
The Prysmian Group's attention to internationalism and the development of transnational resources is
matched by the considerable energy it devotes to fostering the cultural diversity of the individual countries in
which it operates. Of the Group's senior executives, 54% work in their country of origin.
The focus of international mobility programs in 2016 will continue to be on ensuring the success of
international assignments by measuring their effectiveness in terms of know-how transfer and local team
professional development and by improving the career planning for expatriates once they finish their
international assignments.
Key to the success of the international mobility policy is that expats manage to share and strengthen the
Prysmian sense of identity, its corporate culture and values within the local teams, while leveraging the
diversity of talents beyond geographical borders in order to achieve better results for the business.
Remuneration policies
The Compensation & Benefits policies adopted by the Prysmian Group are designed to attract and retain
highly professional resources, particularly for key positions, with the right skills for the complexity and
specialisation of the business, while also having a view to the sustainability of costs and results over time.
The business's growing internationalisation means constantly monitoring the different geographical situations
to secure distinctive talents in a competitive market environment.
These policies are defined and implemented centrally for the Executive population (about 300 employees)
and for expatriates (about 215 employees), while these activities are delegated to the local level for the rest
of the workforce. Over the next few years, centralised management will also extend to the population of
experienced employees, meaning those with extensive know-how linked to length of service.
In line with best market practice, executive remuneration packages contain a fixed component as well as
short and long-term variable components. All components of remuneration are performance-related and the
variable ones, in particular, account for an important percentage of the overall compensation package
offered.