What Italian Employees think about Company Welfare

Reading Time: 5 minutes

We live in a contradictory era in the Italian job landscape: on the one hand, we witness a record number of employed individuals, a trend toward more stable jobs, and an increase in the presence of women in the workforce. On the other hand, a widespread disaffection towards work coexists with its subjectively perceived fragility.

In this context of change and challenges, the reflection on corporate welfare has gained significant traction and appreciation in recent years. However, this growing relevance finds itself grappling with the new reality of the labor market.

Retaining and attracting workers is becoming an increasingly high priority for companies, while for workers, the ability to manage flexible and reduced work hours becomes essential. These are challenges that corporate welfare protagonists are already addressing, but they require a leap in cultural quality before even becoming operational.

The results of the 7th Censis-Eudamon Report on Corporate Welfare

The latest 7th Censis-Eudamon report on Corporate Welfare highlights the increasing need for a shift toward the well-being of all workers, providing services that address daily challenges while simultaneously allowing them to enjoy the precious leisure time they desire.

In this article, we will delve into the new perspectives of corporate welfare in detail and how it can contribute to resolving individual issues and building a fair and sustainable work environment for everyone.

Workers' Priority: more time for themselves

The Italian job market shows positive signs with increased employment and more stable jobs, but challenges persist, including a shortage of young people and gender disparities. The decision to have children in Italy continues to penalise women, often forcing them to leave their jobs. In this context, companies must face the challenge of retaining workers increasingly unwilling to sacrifice personal time for their careers.

Corporate welfare, already appreciated by workers, can play a key role in this evolution.
To do so, it needs to shift from a purely remedial role to being an active promoter of well-being, offering services not only to specific categories but tailored to the individual needs of all workers. This approach, in addition to benefiting companies in the talent competition, will expand the pool of workers who appreciate and take advantage of corporate welfare.

The Insights from the 7th Censis-Eudamon Report on Corporate Welfare

Record number of employed individuals in Italy in 2022

The year 2023 opens with positive news for the Italian job market: a record of 23.1 million employed individuals, the highest figure ever recorded. Women represent 42.2%, showing an increase compared to 41.7% in 2012. Furthermore, there is a notable increase in stable employment, with an addition of 595 thousand employees.

Gender disparity persists in the workforce

The employment landscape continues to reflect significant gender differences, particularly related to the presence of children. In Italy, the employment rate for men with children is significantly higher, reaching 89.3%, compared to 76.7% for men without children.

For women, the disparity is even more pronounced, with an employment rate of 66.3% for those without children and a further drop to 58.6% for those with children. The gap between the employment rate of women with children and that of men with children in Italy is -30.7 percentage points.

To conclude, the female employment rate remains significantly lower compared to countries such as Germany, France, Spain, and Greece. These data highlight the need to address and reduce gender disparities in the workplace.

Difficulties in reconciling work and family

In 2022, resignations and consensual terminations of working parents rose to over 61 thousand. 41.7% of mothers, compared to 2.8% of fathers, resigned due to difficulties in reconciling work with childcare, primarily because of the lack of childcare services. 21.9% of mothers and 4.3% of fathers resigned again due to difficulties in balancing work and childcare but for reasons related to the company they work for.

Free time is a priority

67.7% of workers would like to reduce the time devoted to work in the future: 65.5% of young people, 66.9% of adults, and 69.6% of those over 50 express this desire. Already today, 30.5% of workers (34.7% among the youth) claim to engage in work only when absolutely necessary.

More time, but for oneself

Almost 28% of workers have had to pass on a better job than their current one because the location was too far from their home. 87.3% of workers believe that making work the center of one’s life is a mistake. And for 52.1%, their current job already has less influence on their private life than in the past, meaning there are other activities and values that are more important.”

Work is no longer a source of self-fulfillment

For 62% of workers, their job’s salary doesn’t allow them to achieve their ambitions. Additionally, 43.3% feel they are doing a job that is not in line with their educational background and/or skills. Finally, 29.7% of workers believe they could be replaced by Artificial Intelligence.

What do workers think about companies and their programs according to the 7th Censis-Eudamon Report on Corporate Welfare?

For 61.7% of workers, the company is not attentive to the psychophysical well-being of its employees.

For 89.2% of workers, a figure that remains high across professional placement, gender, age, and education level, it is essential to feel listened to, considered, and recognized.

81.8% of workers know what corporate welfare is.

84.2% of workers state that it would be important to introduce or enhance corporate welfare in their company.

89.2% of workers would like the personalization of corporate welfare, with offerings tailored to individual needs, convinced that in this form, it would also have positive impacts on engagement.

79.3% would like corporate welfare services to be accessible and manageable through a smartphone app because it would make usage easier.

What do Italian companies think according to the 7th Censis-Eudamon Report on Corporate Welfare?

From a panel of 62 companies involved in a survey, it emerges that 59% have had difficulty recruiting new workers, 50% have seen an increase in voluntary resignations, and 71% have noticed increased attention from workers to the duration of working hours.

95% of companies believe that they will need to adapt to the higher value placed by workers on leisure time and the tougher competition in the job market to attract or retain employees. Meanwhile, 71% are considering addressing high turnover.

82% of companies have implemented specific strategies to retain workers, and 66% to attract them. The most important initiatives launched include 67% activating corporate welfare devices, 55% introducing new flexibility in working hours, 33% improving pay conditions, and 28% providing new benefits.”

Wellness, Equality and the Future of Work

In a constantly evolving work landscape, corporate welfare emerges as a crucial lever to redefine values and priorities in the professional world. The detailed analysis of the data reflects not only the growing importance of individual well-being but also the need to address gender disparities and challenges related to balancing work and family.

The cutting-edge approach of corporate welfare, extending beyond traditional benefits, stands as a cornerstone to promote a higher quality of life for all workers. The shift from a reparative to a proactive approach, focused on general well-being, will not only benefit companies in the talent competition but will shape a future of work that is fairer, sustainable, and centered around the empowerment of every individual.

With the ongoing transformation of the world of work, corporate welfare emerges as a key catalyst to lead this revolution, contributing to the creation of work environments where well-being and personal fulfillment are at the forefront of priorities.

For further insights, read the 7th Censis-Eudamon Report on Corporate Welfare: https://www.censis.it/sites/default/files/downloads/Sintesi_dei_risultati_7Rapporto_Censis-Eudaimon.pdf 


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