POLITICHE CSR – Parità di genere

PURPOSE AND COMMITMENT OF OUR ORGANIZATION

Our organization aims to promote gender equality by ensuring the presence and professional growth of women within the company. In this regard, we are committed to improving gender diversity in the workplace and maintaining processes that foster the empowerment of women in business activities. To ensure the achievement and maintenance of this goal, the organization focuses on the following areas regulated by the UNI 125:2022 standard:

  • Culture and Strategy
  • Governance
  • HR Processes
  • Opportunities
  • Pay Equity
  • Parenthood

The organization believes that developing a cultural model that promotes gender equality not only creates “social value” acknowledged by the institutional and economic context in Europe, but is also a growth factor for the organization’s business itself.

RESULTS BASED ON WOMEN’S SATISFACTION

The organization intends to guarantee gender equality through concrete facts and actions that, in addition to meeting the requirements/indicators established in each area, are genuine and appreciated by the women working in the company. To ensure that these requirements are met at all times and in all circumstances of women’s working lives within the organization, we have chosen to focus on the following aspects:

  • Recruitment and Hiring
  • Career Management
  • Pay Equity
  • Parenthood and Care
  • Work-Life Balance
  • Prevention of Abuse and Harassment

For each of these aspects, the organization has defined more specific policies, outlined below. Each policy, expressing the company’s guiding principles, is matched with detailed and measurable gender equality goals specified in the strategic plan.

SPECIFIC POLICIES

In analyzing its business processes, the organization has identified and defined the principles that must be observed for each of the following points. These principles serve as the criteria that inspire the processes, addressing:

  • The needs of women working within the organization, who are the main beneficiaries of an effective system
  • The needs of women working within the organization, who are the main beneficiaries of an effective system

RECRUITMENT AND HIRING

In a continuous improvement perspective, our organization follows the principles below in recruitment and selection:

  • Recruitment processes must be gender-neutral
  • Selection criteria must consider personal qualities, competence, specialization, and experience
  • Candidate selection must not involve questions regarding marriage, pregnancy, or family responsibilities
  • Compensation for the position, established during hiring, must be related to duties and responsibilities, not influenced by gender
  • The selection process must ensure a balanced representation of men and women in roles with variable remuneration

CAREER MANAGEMENT

Our organization is aware that its financial performance depends on the work of human resources. Career development is based on results and merit, regardless of gender.

In this context, the organization promotes career advancement according to the following principles:

  • Professional development paths must be planned irrespective of gender
  • Career progression should be accessible to all employees and ensure gender balance is transparently maintained
  • The work environment must provide technological and physical options that promote freedom of expression and well-being, understood as safety and comfort

PAY EQUITY

At the time of hiring and throughout the employment relationship, the organization is committed to ensuring equal pay regardless of gender. It does not consider differing salaries based on sex and follows these principles when setting, paying, and adjusting compensation:

  • Pay is determined based on roles and responsibilities
  • Any bonuses or incentives are awarded based solely on results
  • Every staff member has the right to report any inequalities

PARENTHOOD AND CARE

Our organization supports both motherhood and fatherhood through targeted actions aimed at helping parents balance their careers with new family responsibilities. The following principles guide this support:

  • New mothers are supported before, during, and after childbirth
  • Paternity leave must be encouraged so that all fathers can fully take advantage of the legally established period

WORK-LIFE BALANCE

Our organization aims to enable staff to manage their time effectively and balance private life and work, taking into account business objectives and the mental well-being that comes from greater self-determination.

The principles supporting work-life balance are as follows:

  • Measures to support work-life balance apply to all staff, regardless of gender
  • The organization offers options such as smart working and part-time work
  • External collaborators (regardless of their contract type) are allowed to connect to the company network for work reasons and participate in meetings

PREVENTION OF ABUSE AND HARASSMENT

Our organization has a zero-tolerance policy for all forms of abuse and harassment and adopts all appropriate prevention measures. These include:

  • Identifying risks of abuse and harassment
  • Reporting suspected or actual cases
  • Ensuring effective protection for whistleblowers against retaliation
  • Analyzing and understanding the root causes of any episodes
  • Promoting respectful and gender-neutral communication