PREMISE

The Company is committed to supporting the values ​​of diversity, inclusion, and gender equality. Our goal is to achieve a management system compliant with ISO 30415 guidelines and UNI/PdR 125 Reference Practice .

The Company therefore requires radical interventions to overcome gender stereotypes, both in relation to the workplace and the family context, eradicating the sources of inequality.

To achieve a paradigm shift, the principles of gender equality are being implemented—in line with the requirements of UNI/PDR 125:2022—with the goal of not only increasing the presence of women in the workplace but also ensuring equal career opportunities, up to the most senior positions, equal pay, work-life balance conditions appropriate to the different stages of life and proactively rebalancing family responsibilities between men and women, as well as a work environment that rejects stereotypes, discrimination, and all forms of physical, verbal, and digital abuse, and instead promotes a culture of diversity and inclusion.

GENERAL PRINCIPLES AND OBJECTIVES

The Company is committed to creating the conditions for living in an inclusive and diverse environment.

Our goal is to ensure that all qualified individuals, regardless of gender, are offered equal opportunities and that the Company can best represent our users and our society.

Through our inclusion policy, we aim to create a work environment where every individual is respected and valued, representing themselves within the company—a place where diverse points of view, perspectives, and the uniqueness of each individual are embraced.

The Company, as established in the scope of the management system pursuant to ISO 30415 guidelines and UNI PdR 125:2022 Practice, intends to ensure diversity, inclusion, and gender equality in terms of the presence and professional growth of women within the organization. To this end, it intends to enhance the diversity present in the roles within the organization and maintain processes capable of developing female empowerment in business activities.

The Company is committed to: 

• to respect the constitutional principles of equality and parity;
• to create a work environment in which the uniqueness of each individual is enhanced and in which the contribution of each member of the organization is recognized and valued;
• to ensure that every employee is treated with dignity and respect, to not tolerate any form of intimidation, bullying, harassment, including sexual harassment or mistreatment in the workplace or in work-related situations and to discipline those who violate these practices;
• to encourage anyone who feels they have been subjected to such intimidation, discrimination, harassment or mistreatment to raise their concerns, feeling protected from any potential form of retaliation;
• to regularly review all hiring and development practices and procedures to ensure that fair treatment is always maintained.

All procedures relating to selection, hiring, promotions, compensation policies, training, and everything relating to working conditions are instructed regardless of age, ethnicity, color, sex, geographical origin, religion, disability, sexual orientation, and gender identity.

The Company is against any form of discrimination.

All Company employees, whether part-time, full-time, or temporary, are treated fairly and with respect. Candidates for hiring, promotions, training, or any other benefits are selected based on aptitude and abilities. All employees are supported and encouraged to develop their full potential and contribute their unique talents.

Our goal is to create a work environment where women and men, in all their diversity and uniqueness, can be free to pursue personal professional and life choices, have access to equal opportunities for development, and equally participate in and lead our Company.

The Company works to end gender-based violence, combat sexist stereotypes, close the gender gap in the labor market, achieve equal participation in various economic sectors, address the pay and pension gap, and achieve gender balance in decision-making. This strategy pursues a dual approach of gender mainstreaming combined with targeted actions, the implementation of which is based on the cross-cutting principle of intersectionality. While focused on actions conducted within the Company, these actions are consistent with the EU’s foreign policy on equal opportunities and women’s empowerment.

The Company intends to ensure gender equality through concrete actions that, in addition to complying with the requirements/indicators established in the individual areas indicated in UNI Practice PdR 125:2022, are genuinely and concretely appreciated by the women within the organization, who are the stakeholders in the results the management system produces. Therefore, with the desire to focus on this satisfaction at all times and in all circumstances of women’s working lives within the Company, it considers this “life cycle” through the following aspects:

1. selection and hiring;
2. career management;
3. pay equity;
4. parenting, care;
5. work-life balance;
6. prevention of abuse and harassment;

For each of these topics, more specific policies/procedures have been established, briefly reported below, and which are subject to periodic analysis and verification.

The Company has associated verified and verifiable processes with each policy/procedure, as well as achievable, specific, and measurable equality objectives set out in the strategic plan developed by the Steering Committee, with the assistance of the heads of the individual functions involved in the 6 areas listed above.

The policy is monitored and reviewed regularly to ensure that equality and diversity are continuously promoted in the workplace: gender equality is a journey, and everyone, from now on, can help prepare and lead the way.

The Company, in the process of ensuring the achievement and maintenance of the objectives highlighted above, focuses its efforts in the following areas established by the UNI 125:2022 practice:

1. Culture and strategy
2. Governance
3. HR Processes
4. Opportunity
5. Remuneration equity
6. Parenting

This policy is:

• communicated and disseminated within the Company and externally through publication on the website;
• subject of training and awareness-raising for Company Management;
• reviewed or confirmed periodically on the basis of events, changes and the results of monitoring and audits;
• coordinated by a responsible figure, designated by Management and in possession of organizational and gender skills.