GENDER EQUALITY POLICY
The Purpose and Efforts of Our Organization
As established in the adopted Code of Ethics, our organization intends to ensure gender equality regarding the presence and professional growth of women within the organization. We proceed by valuing the diversity present in the roles operating within the organization while maintaining processes capable of developing female empowerment in business activities.
In the journey to ensure the achievement and maintenance of this purpose, the organization focuses its efforts on the following areas set forth by the UNI 125:2022 standard:
- Culture and strategy
- Governance
- HR processes
- Opportunities
- Remuneration equity
- Parenting
The organization believes that developing a cultural model that promotes gender equality not only generates "social value" appreciated in the European institutional economic context but also constitutes a development factor for the organization's business.
Results Based on Stakeholder Satisfaction
For this reason, the organization intends to ensure gender equality through concrete actions. These actions, in addition to complying with the requirements and indicators established in the individual areas indicated, must result in real and concrete appreciation by the women in the organization, who are the true stakeholders in the results achieved by the management system.
The organization, with the will to pay attention to such satisfaction at any time and in any circumstance of a woman’s professional life, has chosen to look at this "life cycle" through the following aspects:
- Selection and recruitment
- Career management
- Pay equity
- Parenting and care
- Work-life balance
- Prevention of abuse and harassment
For each of these aspects, the Company Management, in coordination with the Steering Committee, has established more specific policies. Each policy expressing the principles that inspire the organization is associated with specific and measurable equality objectives indicated in the strategic plan.
SPECIFIC POLICIES FOR GENDER EQUALITY
In relation to the analysis of its business processes, the organization has understood and established the principles to be respected in reference to each of the following points. These principles constitute the guiding principles for processes aimed at addressing:
- Existing gaps in reference to the indicators established by the UNI PdR 125:2022 standard.
- The needs of the women present in the organization, seen as the main stakeholders in the concrete results of these policies.
SELECTION AND RECRUITMENT
In its selection and hiring activities, our organization respects the following principles with a view toward improvement:
- Candidate selection must be carried out in a gender-neutral manner.
- Selection criteria must consider requirements related to personal qualities such as professionalism, competence, specialization, and experience.
- Selection must not include questions related to marriage, pregnancy, or family responsibilities.
- The job position must provide a salary referred to the duties and responsibilities and not influenced by gender.
- Selection must ensure that the percentages of women and men whose contracts include variable remuneration are balanced.
CAREER MANAGEMENT
Our organization is aware that economic results also depend on the human resources working there. All opportunities for professional development are referred solely to the results and merit of the individual, regardless of gender. The organization manages internal staff careers respecting the following principles:
- The assignment of roles and duties must consider a balance of gender leadership.
- The design and presentation of career paths must be addressed regardless of gender.
- Career paths are accessible to all people who can transparently verify the maintenance of gender equality balances.
- The work environment must ensure the technological and physical possibility for all people to express themselves, as well as well-being in terms of safety and comfort.
- Training for skill development and awareness is a fundamental process intended to remove any career difficulties.
- Promotions always take into account gender balance in reference to the level of functions.
PAY EQUITY
The organization intends to ensure pay equity regardless of gender during hiring and throughout the staff's career. The organization does not treat the costs asymmetrically to be incurred to remunerate people of different genders. In determining, paying, and modifying remuneration, the organization respects the following principle:
- Remuneration is recognized in relation to the role and responsibilities; any additions as benefits or bonuses are based exclusively on produced and recognized results.
PARENTING AND CARE
Our organization intends to pose no obstacle to parenting, supporting maternity and paternity through activities intended to satisfy the needs of those who must balance work and new family requirements. The organization supports this intention based on the following principles:
- Maternity and paternity are supported by information and reintegration programs.
- Maternity is assisted before, during, and after birth.
- Paternity leave must be promoted so that all potential beneficiaries take advantage of it.
- Returns from leave are supported by specific re-orientation initiatives.
WORK-LIFE BALANCE
The organization intends to provide its staff with the possibility to manage time dedicated to life and work through a balance that considers both business objectives and the physical and mental well-being of the worker. The core principle is:
- Work-life balance measures are addressed to all staff regardless of gender.
PREVENTION OF ABUSE AND HARASSMENT
Our organization repudiates every form of abuse and harassment and exercises a zero-tolerance prevention and enforcement measures. The organization implements prevention through:
- Identification of risks related to abuse and harassment.
- Planning of prevention actions in relation to this risk.
- The possibility to report suspicions or facts concerning abuse and harassment.
- Absolute protection for whistleblowers against potential retaliation.
- Analysis and understanding of any episodes of abuse and harassment.
- Development of kind and gender-neutral communication.
This document is periodically reviewed or confirmed based on events, changes, and monitoring results