People

We firmly believe that the success of any company consists in the people in it.

That is why we invest in the growth and development of the skills of our employees.

Workers (462)

  • 90
    < 30
  • 243
    between 30 and 50
  • 129
    > 50

Employees and management (163)

  • 25
    < 30
  • 93
    between 30 and 50
  • 45
    > 50

Temporary workers (101)

  • 45
    < 30
  • 46
    between 30 and 50
  • 10
    > 50

  • 19
    Nationalities
  • 13,7%
    Female population

  • 30
    Recruitments Streparava Spa
  • 2
    Recruitments Streparava Holding
  • 14
    Recruitments BPT
  • 7
    Recruitments SPT
  • 3
    Recruitments SMT
  • 17
    Recruitments Streparava Brazil
  • 2,7%
    Voluntary turnover rate

Training hours

  • 18.621
    Training hours
  • 25,65
    Training hours per capita
  • 4.059
    Training hours on Safety & Environment topics

Streparava’s Human Capital, its people, are at the center of what we do, every day and in all our realities: the approach and way of living the organization in which we believe is based on the company’s values and their continuous diffusion by each person.

Approach

We have adopted the Lean Lifestyle® Company model to maximize the human, organizational and technological potential of the company and turn lean thinking (Lean Thinking) into a strategic weapon. It is a different way of approaching business, obsessively striving to add more and more value for the customer while minimizing waste and non-value-added activities in all areas of the company, starting from production to all office processes.

Kaizen is derived from the Japanese words “KAI” and “ZEN”: the meaning is “change for the better.” Kaizens are the tool used in Streparava to implement improvement projects. “Quick Kaizens” are accessible to all employees so they can propose a ‘simple’ improvement such as, for example, changing a piece of equipment or tool, reorganizing a workstation, implementing operating procedures, or eliminating an unsafe condition. Our employees are incentivized to propose continuous improvements so that they receive – at the end of the year – a benefit.

Training is part of our life, part of our thinking philosophy. A strategic portion of the training carried out during 2023 was devoted to topics related to the three ESG pillars: more than 2700 hours in total and 350 employees involved over 5 months.
We firmly believe in developing the skills of all our staff, encouraging participation in high-level training courses, promoted by some of our main partners (Isfor, AQM, Lenovys, Anfia, Confindustria).

For many years we have been a member of the Local Conciliation Alliance, led by the Municipality of Palazzolo S/O, which offers partial economic support for the fees of social educational welfare services for children aged three to 14 years and for expenses incurred for the care of elderly family members in non-self-sufficient and severely disabled conditions. A special focus we reserved for those conventions related to the theme of health (promotion of prevention packages with Mètasalute, discounts with local institutes for specialist examinations and medical
sports).

Next step:
Diversity & Inclusion

In the second half of 2024, in-depth work is planned on the most relevant areas of diversity within the organizational context. It will include a qualitative-quantitative analysis, an assessment of the current situation, and identification of gaps in terms of strengths and areas for improvement compared to current management.

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