Organisation | Sustainability Annual report 2016

Overall workforce

Overall workforce
No. people	to 30 June 2014			to 30 June 2015			to 30 June 2016
No. people	Men	Women	Total	Men	Women	Total	Men	Women	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
No. people	Men	Women	Total	%	Men	Women	Total	%	Men	Women	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. people	Staff	<30	30-50	>50	Total
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. people	Staff	<30	30-50	>50	Total
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. people	to 30 June 2014			to 30 June 2015			to 30 June 2016
No. people	Men	Women	Total	Men	Women	Total	Men	Women	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. people	to 30 June 2014			to 30 June 2015			to 30 June 2016
No. people	Men	Women	Total	Men	Women	Total	Men	Women	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. people	Staff	<30	30-50	50>	Total	Turnover %
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. people	Staff	<30	30-50	50>	Total	Turnover
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. people	Staff	<30	30-50	50>	Total	Turnover %
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. people	Staff	<30	30-50	50>	Totale	Turnover
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
Course	No. people	Total 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
Course	No. people	Durata
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.