Organisation

Overall workforce

Overall workforce
No. people to 30 June 2014 to 30 June 2015 to 30 June 2016
MenWomen TotalMenWomen TotalMenWomen Total
Employees 80 67 147 85 65 150 80 63 143
Registered professionals 162 1 163 162 1 163 177 3 180
Total 242 68 310 247 66 313 257 66 323

Employees per category and gender

Employees per category and gender
No. people to 30 June 2014 to 30 June 2015 to 30 June 2016
MenWomen Total%MenWomen Total%MenWomen Total%
Directors 7 4 11 7% 8 3 11 7% 10 4 14 10%
Journalists 2 - 2 1% 2 - 2 1% 2 1 3 2%
Management 13 8 21 14% 18 9 27 18% 14 8 22 15%
Office workers 56 53 109 74% 55 51 106 71% 53 48 101 71%
Manual workers 2 2 4 3% 2 2 4 3% 1 2 3 2%
Total 80 67 147 100% 85 65 150 100% 80 63 143 100%

Employees per category and age

Breakdown of employees per department and age to 30 June 2014
No. people Staff <30 30-50 >50 Total
Directors 11 - 6 5 11
Journalists 2 - 1 1 2
Management 21 1 15 5 21
Office workers 109 17 72 20 109
Manual workers 4 - 3 1 4
Total 147 18 97 32 147

Breakdown of employees per department and age to 30 June 2015
No. peopleStaff<3030-50>50Total
Directors 11 - 6 5 11
Journalists 2 - 1 1 2
Management 27 1 17 9 27
Office workers 106 13 68 25 106
Manual workers 4 - 3 1 4
Total 150 14 95 41 150

Breakdown of employees per department and age to 30 June 2016
No. peopleStaff<3030-50>50Total
Directors 14 - 10 4 14
Journalists 3 - 2 1 3
Management 22 - 14 8 22
Office workers 101 10 68 23 101
Manual workers 3 - 1 2 3
Total 143 10 95 38 143

Breakdown of staff per contract type

Breakdown of staff per contract type    
No. peopleto 30 June 2014to 30 June 2015to 30 June 2016
MenWomen TotalMenWomen TotalMenWomen Total
Fixed-term contract 18 7 25 21 6 27 7 2 9
Permanent contract 62 60 122 64 59 123 73 61 134
Total 80 67 147 85 65 150 80 63 143

Breakdown of permanent staff per contract type
No. peopleto 30 June 2014to 30 June 2015to 30 June 2016
MenWomen TotalMenWomen TotalMenWomen Total
Full Time 62 52 114 64 50 114 73 51 124
Part Time - 8 8 - 9 9 - 10 10
Total 62 60 122 64 59 123 73 61 134

Turnover

Staff hires from 1 July 2014 to 30 June 2015
No. peopleStaff<3030-5050> TotalTurnover %
Men 85 - 6 1 7 8.24%
Women 65 2 - - 2 3.08%
Total 150 2 6 1 9 6.00%

Staff departures from 1 July 2014 to 30 June 2015
No. peopleStaff<3030-5050> TotalTurnover
Men 85 2 2 1 5 5.88%
Women 65 3 3 2 8 12.31%
Total 150 5 5 3 13 8.67%

Staff hires from 1 July 2015 to 30 June 2016
No. peopleStaff<3030-5050> TotalTurnover %
Men 80 1 2 1 4 5.00%
Women 63 - 3 - 3 4.76%
Total 143 1 5 1 7 4.90%

Staff departures from 1 July 2015 to 30 June 2016
No. peopleStaff<3030-5050> TotaleTurnover
Men 80 1 8 6 15 18.75%
Women 63 0 1 2 3 4.76%
Total 143 1 9 8 18 12.59%

Parental leave

Two female employees took parental leave during the 2015/2016 season.


Mental and physical well-being and training for employees

Adequate, continuing training is essential for the development of the Club’s human resources. That’s why AC Milan invested a total of €60,000 in 2016 for compulsory training and other specific initiatives for Club employees.

The Club, aware of the importance of its individuals, adopted policies in 2015/2016 to safeguard the mental and physical well-being of its employees and provide them with training. The various initiatives promoted over the course of the year were characterised by a commitment to invest in learning new skills and creating an enhanced working environment to better cope with the specific needs of every individual.

Specifically, the Club ran campaigns to promote healthy eating among its employees, put together by the first-team nutritionist. Team-building activities were also provided, one of which featured coach Dan Peterson, one of the most influential figures in international basketball, who worked on motivation, teamwork and different styles of leadership. Finally, the club organised Kids at the office day for the third year running. Every year, Casa Milan opens its doors to the children and grandchildren of the Group’s employees with a vast array of fun learning activities. The youngsters enjoy a wonderful day out with the extended Milan family. The commitment to encourage social opportunities outside the workplace was also demonstrated at the Coppa Italia final at Rome’s Stadio Olimpico on 21 May 2016. The Club laid on a special train for the trip, giving employees and those accompanying them free entry to the stadium. Large extended families were offered discounted prices.

Thanks to the help of sponsors and several business establishments, AC Milan continues to offer special offers and discounts for the purchase of goods and services at regulated prices (AC Milan covers part of the cost of an annual ATM season ticket, bearing 20% of the overall fee); all employees are also covered by a comprehensive healthcare policy which extends to the entire nuclear family.

The Club remains committed to training its employees and contributors and the 2015/2016 season saw further progress in this area. The Club set up its very own Training School tasked with, among other things, drafting personalised development plans for employees and being able to identify the most suitable opportunities to satisfy the professional requests made by the individuals. We should also highlight that two employees attended the UEFA Certificate in Football Administration (UEFA CFM) course, while another employee followed the ECA Club Management Programme. Furthermore, a number of coaches and managers acted as speakers at important international seminars.

Training was carried out in compliance with the regulations on health and safety in the workplace.

Compulsory training  
CourseNo. peopleTotal hours
General training 26 104
Specific training 9 36
Health and safety representative refresher course 4 24
First aid refresher course 5 20
Information on radiation protection 6 12

Compulsory training  
CourseNo. peopleDurata
Marketing course 1 16 hours
Communications course 2 24 hours
UEFA course 2 9 months

DUAL TRAINING

Legislative decree 107/15, which governs “Dual training” (learning and working), came into force during the 2015/2016 academic year. This is a great opportunity for secondary school students to learn about what field they might want to work in, as well as developing skills which will serve them both in their academic and working lives. These include working as part of a team, communicating, respecting the rules, empathy etc.

AC Milan was very keen to get involved in this process of bringing school children closer to the world of work, as the Club strongly believes in the educational value of the proposal made by the Ministry of Education, Higher Education and Research. AC Milan’s aim is to help academy players to learn effectively at school and implement flexible working methods which link classroom training to practical experience.

Over the course of the season, four youngsters from the academy – from the Primavera and Allievi age groups – were involved over a total of 36 weeks. Specifically, they were given opportunities in the Club’s Human Resources and Organisation and Stadium Management and Development departments, as well as at Milan Academy. This experience allowed the young players to see the company they represent from a different angle and discover how things work on a day-to-day basis. They worked with colleagues and the managers of the various departments and played an active role in organising and running events and briefing and debriefing activities etc.

GOING FORWARD
We keep a close eye on our employees and their professional development. We will therefore continue to invest to provide our employees with individual and group training opportunities, based on everyone’s needs, thanks to the work done by the Training School. We will continue to work with schools and universities so that both parties can see the benefits. We will also continue our commitment towards promoting company volunteering.