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Ratti Group | Sustainability Report 2022

The process of selection and turnover Every new-hire has
Each company autonomously defines its a period of induction
personnel selection and administration policies as set out in the welcome
on the basis of the principles and practices
established by the Group’s Management, plan, together with his/
according to its specific requirements. her future boss. On their
These processes assume particular importance first working day, new-
in identifying and then attracting resources of
value to the Group and limiting the risk of any staff hires receive any equipment
exodus, ensuring that the turnover rate (outgoing) relevant to the position
remains low..
and a general information/
As indicated in the Ratti Group’s Code of training session on the
Ethics, the selection of personnel is carried company.
out by the Group’s competent functions, and
must fully respect the company’s values, the
ethical principles of the Code and all applicable In accordance with the principle of enhancing
legislation, whether at European or national level. talent and expertise and in response to a hiring
request or a need to manage staff turnover,
The selection and administration of personnel an internal search is first carried out. A “vacant
is based exclusively on criteria of expertise and position” is created and is subsequently
merit, and is carried out while fully respecting advertised internally as a job posting. If
the rights of the individual, and condemning any the internal search does not produce the
109 form of discrimination. Ratti SpA BC, Creomoda required results, external selection channels
are activated, including announcements on
and La Maison des Accessoires have a specific
New hires at 31.12.2022 staff selection policy, while Ratti USA, Textrom and specialised websites, direct contact or by
Ratti International Trading (Shanghai) apply the examining the database of CVs.
50.45% Parent Company’s recruitment policies. In the Tunisian company the department
involved expresses its recruitment needs by
of new hires as of 31.12.2022 completing a specific form which is examined
are aged between 30 and 50 by Human Resources and approved by the
Management.
29.27%
During 2022 recruitment mainly centred
Overall rate of turnover in 2021
around the reorganisation of the supply chain
(purchasing, research and development, quality,
weaving and printing), and the reorganisation
of the office overseeing the management and
digitalisation of the archives. In addition, there
was a continuation of the policy of hiring young
people who could be trained in the techniques of
production and creativity.

Every new-hire has a period of induction as set
out in the welcome plan, together with his/her
future boss. On their first working day, new-hires
receive any equipment relevant to the position
and a general information/training session on
the company and on the policy for risk prevention
and safety in the workplace, the Code of Ethics,
MOG 231/01 and management systems. The on-
job-training programme then begins, after which
a tutor is assigned to ensure that the induction
process is correctly followed.

At the end of the induction period an evaluation
is carried out – normally at the end of the
contractual probation period. For longer and

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