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CASE STUDY
A paradigm shift in wellbeing: personalized, data-driven, and shared listening.
Sector
Manufactoring & Automotive
Employees
+3000
Approach
Survey custom
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Insights and readings for teams/departments
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Action plans and reporting for managers
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Support for Gender Equality Certification
DE&I
WELLBEING
Company
A world leader in the luxury automotive and supercar sectors: a global symbol of excellence, performance, and innovation. In a highly competitive industrial landscape, investing in employee well-being and inclusive policies is not merely an ethical choice; it is a strategic lever for sustaining performance, retention, and long-term continuity.
With a workforce of over 3,000 people, the company brings together a strong blue-collar contingent—who view the company as a local leader and a professional achievement—and a white-collar contingent working in roles such as sales, marketing, and administrative staff. In such a large and diverse organization, the challenge lies in truly listening to all employees, without overlooking important nuances and differences.
Problem
When Traditional Surveys Are No Longer Enough
The partnership with Trainect arose from the need to improve internal feedback mechanisms: traditional employee surveys did not provide a sufficiently in-depth understanding of employees’ actual experiences or their concrete perceptions of well-being and inclusivity initiatives. We needed a more representative feedback process capable of translating data into targeted actions, particularly in light of our journey toward UNI/PdR 125:2022 certification.
The main challenges were:
Go beyond the “atmosphere” to understand day-to-day experiences and real needs
Identify trends and differences across teams, roles, and groups
Gather deeper, more representative feedback from diverse groups
Turn insights into clear, high-impact actions that benefit HR and management
Solution
Data, methodology and human insight: an actionable DE&I initiative
The partnership with Trainect began in 2024 with an advanced, data-driven survey—supported by AI—that examined employees’ actual experiences and their concrete perceptions of well-being and inclusivity initiatives, using a more human-centered approach that resonated with their daily lives.
It then launched a DE&I project tailored to the specific population and objectives, utilizing advanced analytics (including analysis of open-ended responses), anonymization, and qualitative comparisons to translate the results into concrete actions, including support for the UNI/PdR 125:2022 framework on gender equality.
Results
With Trainect, the feedback process became more in-depth and, above all, actionable: clear data, team-specific insights, and faster decision-making across the entire company.
Specifically, the project led to:
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A 70% reduction in the time required to create and analyze surveys (from weeks to just a few days)
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Detailed insights by team, with clearer identification of critical issues and areas for improvement
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Faster and more structured action plans, involving department heads, HR, HRBPs, managers, and employees
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Greater autonomy for managers, with visibility and reporting for their own departments
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More continuous and comparable measurement, with year-over-year comparisons and correlations between different surveys
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More structured support for inclusion initiatives and the UNI/PdR 125:2022 framework
From Listening to Action: continuity and managerial engagement
The collaboration continues with new surveys and related initiatives to track developments over time and support the implementation of these actions. The goal is to maintain a model of ongoing engagement that can guide HR and organizational decisions throughout the year.
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