The Purpose and Efforts of our Organization

Our organization, as stated in the purpose of the management system, intends to ensure gender equality related to the presence and professional growth of women within the organization.

In this regard, it aims to enhance the diversity present in the roles operating within the organization and to maintain processes capable of developing female empowerment in business activities.

The organization's focus, in the path that ensures the achievement and maintenance of this purpose, focuses its efforts in the following areas prepared by the UNI 125:2022 practice:

1. Culture and strategy
2. Governance
3. HR Processes
4. Opportunities
5. Pay Equity
6. Parenting

The organization believes that the development of a cultural model that promotes gender equality, in addition to generating "social value" appreciated in the European institutional economic context, constitutes a development factor for the business that the organization conducts.

 

Results Based on Stakeholder Satisfaction

For this reason, the organization intends to ensure gender equality through concrete actions that, in addition to complying with the requirements/indicators established in the individual areas indicated, are of real and concrete appreciation by the women present in the organization, who are the real stakeholders, to the results that the management system produces.

The organization, with the desire to pay attention to this satisfaction at any time and in any circumstance of a woman's working life within the organization, has chosen to look at this "life cycle" through the following aspects:

• Selection and hiring (recruitment)
• Career management
• Salary equity
• Parenting, care
• Reconciliation of work-life balance
• Prevention of abuse and harassment

The organization, in relation to the analysis of its business processes, has understood and established the principles to be respected in reference to each of the following points.

These principles constitute the inspiring criteria of the processes aimed at addressing:

• The existing gaps in reference to the indicators established by the UNI PdR 125:2022 practice
• The needs of women present in the organization, seen as the main parties interested in the concrete results of the system

 

POLICIES:

 

SELECTION AND HIRING (RECRUITMENT)

Our organization, in the selection and hiring of personnel to be used in business activities, respects, from the perspective of improvement, the following principles:

• The selection of the candidate must be exercised neutrally with respect to gender.
• The selection criteria must take into consideration the requirements aimed at personal qualities such as
• professionalism, competence, specialization, experience
• The selection must not include questions relating to marriage, pregnancy and family responsibilities.
• The selection must consider that the presence of women and men in the workforce must be balanced with respect to the total number of people present.
• The roles referring to managers, business unit managers, reporting to the top and with budget delegation, must be distributed in a balanced way.
• The job position, foreseen during the hiring phase, must include a remuneration referred to the duties and responsibilities and not influenced by gender.
• The selection must consider that the percentages of women and men whose contract includes variable compensation are balanced.

CAREER MANAGEMENT

Our organization is aware that the economic results achieved also depend on the human resources working there and all the career development opportunities are intended to refer only to the results and the sole merit of the person regardless of gender. Our organization, from the perspective of improvement, manages the careers of internal personnel respecting the following principles:

• The attribution of roles and tasks must consider a gender balance of leadership.
• The design of career paths and their presentation must be addressed regardless of gender.
• Career paths of personnel are accessible to all people who can ascertain, in

a transparent way, the maintenance of balances related to gender equality.

• The working environment in which most of the day is spent must ensure the possibility (technological and physical) for all people to express themselves and well-being seen as safety and comfort.

For each of the following aspects, the organization has established more specific policies that are reported below. For each policy that expresses the principles to which the organization is inspired, the organization has associated equality objectives, specific and measurable, indicated in the strategic plan.

• Training for the development of skills and awareness represents a fundamental process intended to remove any career difficulties and restore any gender leadership balances.
• Considering the career transition linked to the Board of Directors, at least 1/3 of our Board of Directors must be represented by the female gender.
• The phases of detachment of personnel from the organization in case of dismissal are strictly

examined by verifying the turnover based on gender.

• Promotions always take into account the gender balance in reference to the functional level.

 

PAY EQUITY

Our organization, during the hiring phase and throughout the career of the personnel, intends to ensure pay equity regardless of gender. The organization does not consider asymmetrically the costs to be incurred to remunerate people of different genders. In providing for the determination, disbursement and modification of remuneration, the organization respects the following principles:

• The remuneration of people is recognized in relation to the role and responsibilities and, any additions by way of benefits and bonuses to this remuneration, are intended to be based exclusively on the results produced and recognized.
• Remuneration, the payment of bonuses and the allocation of benefits, for transparency, are documented and accessible to the entire staff.
• The criteria for remuneration, bonuses and benefits are documented and accessible to the entire staff.
• Anyone on the staff is recognized the right to report any disparities.

 

PARENTING, CARE

Our organization intends not to constitute any obstacle to parenthood, supporting maternity and paternity through activities intended to satisfy the needs of those who, by reason of their status connected to parenthood, must balance their commitment between work and the new occurrences that have emerged. The organization supports this intention in light of the following principles:

• Maternity and paternity are supported by training, information and re-entry programs.
• Maternity is assisted before, during and after birth.
• Paternity leave should be promoted so that all potential beneficiaries can use it for the entire period provided by law.
• Returns from leave are supported by specific re-orientation initiatives.
• The organization assumes an active role in supporting, with concrete initiatives, the activities of caregivers (taking care of the newborn).
• Support for fathers and mothers is expanded through the offer of services dedicated to children, such as vouchers for sports activities.

 

RECONCILIATION OF WORK-LIFE BALANCE

Our organization intends to be able to provide its staff with the opportunity to manage the time to be dedicated to life and work through a balancing of equilibria that takes into account both the company's business objectives and the psycho-physical well-being of the worker deriving from greater freedom of self-determination. The principles underlying the reconciliation of work-life balance are as follows:

• Work-life balance measures are aimed at all staff regardless of gender.
• The organization adopts part-time, flexible hours and smart working.
• The organization allows telematic connection with all staff working from outside (regardless of the contract), for work operations and participation in meetings.

PREVENTION OF ABUSE AND HARASSMENT

Our organization rejects all forms of abuse and harassment and for this purpose carries out a prevention and repression activity of the phenomenon with zero tolerance. The organization implements its prevention through concrete actions whose principles provide:

• That the risks related to abuse and harassment are identified.
• That the organization plans prevention actions in relation to this risk.
• The possibility of reporting suspicions and/or facts relating to abuse and harassment.
• The absolute protection, by the organization, of the reporting persons, from subsequent possible retaliation.
• That the organization analyzes and understands any episodes of abuse and harassment.
• The development of a kind and gender-neutral communication.