GENDER EQUALITY POLICY
The purpose and efforts of our organization
Our organization, as established in the purpose of its management system, intends to ensure gender equality in terms of the presence and professional growth of women within the organization. In this sense, it wants to proceed with the valorization of 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 attention, in the path that ensures the achievement and maintenance of this goal, focuses its efforts on 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
The organization believes that developing 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 it 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, demonstrate genuine and concrete appreciation by the women within the organization, who are the real stakeholders, in the results the management system produces.
The organization, with the desire to pay attention to this satisfaction at any time and in any circumstance of the woman’s working life in the organization, has chosen to look at this “life cycle” through the following aspects:
– Selection and hiring (recruitment)
– Career Management
– Pay equity
– Parenting, care
– Work-life balance
– Prevention of abuse and harassment
For each of the following aspects, the organization has established more specific policies, which are listed below. For each policy that expresses the principles that inspire the organization, the organization has associated specific and measurable equality objectives, which are outlined in the strategic plan.
SPECIFIC POLICIES FOR GENDER EQUALITY
The organization, in relation to the analysis of its business processes, has understood and established the principles to be respected with 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 RECRUITMENT
Our organization, in the selection and hiring of personnel for business activities, respects the following principles with a view to improvement:
– The selection of the candidate must be carried out in a gender-neutral manner.
– The selection criteria must take into account requirements aimed at personal qualities such as professionalism, competence, specialization, experience. The selection must not include issues relating to marriage, pregnancy and family responsibilities.
– The selection process must take into account that the presence of women and men in the workforce must be balanced with respect to the total number of people present.
– Roles relating to managers, business unit managers, those reporting to top management and those with budget responsibility must be distributed in a balanced manner.
– The job position, envisaged during the hiring phase, must provide a salary related to the duties and responsibilities and not influenced by gender.
– The selection process must take into account that the percentages of women and men whose contracts provide for variable remuneration are balanced.
CAREER MANAGEMENT
Our organization recognizes that the financial results achieved also depend on the human resources that work within it, and all career development opportunities are intended to be based solely on the individual’s results and merit, regardless of gender. With a view to improvement, our organization manages the careers of its internal staff in accordance with the following principles:
– The assignment of roles and tasks must consider a gender balance of leadership.
– Career path planning and presentation must be gender-neutral.
– Staff career paths are accessible to all people who can verify, in a transparent manner, the maintenance of balances relating 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.
– Training for the development of skills and awareness is a fundamental process aimed at removing any career difficulties and restoring any leadership balance in the gender.
– Considering the career progression related to the Board of Directors, at least 1/3 of our Board of Directors must be represented by the female gender.
– The stages of staff detachment from the organization in the event of dismissal are strictly examined by checking the turnover based on gender.
– Promotions always take into account gender balance with respect to functional level.
WAGE EQUITY
Our organization strives to ensure equal pay, regardless of gender, when hiring and throughout its staff’s career. The organization does not consider the costs of compensating people of different genders unequally. In determining, paying, and adjusting pay, the organization adheres to the following principles: People’s remuneration is recognised in relation to their role and responsibilities and any additions to such remuneration in the form of benefits and bonuses are understood to be based exclusively on the results produced and recognised. For transparency, compensation, bonuses and benefits are documented and accessible to all staff. Compensation, rewards and benefits criteria are documented and accessible to all staff Any member of staff has the right to report any discrepancies.
PARENTING, CARE
Our organization aims to avoid creating any obstacle to parenthood, supporting motherhood and fatherhood through activities designed to meet the needs of those who, due to their parental status, must balance their work commitments with emerging needs. The organization supports this intention based on the following principles:
– Maternity and paternity are supported by training, information and reintegration programmes.
– Maternity is assisted before, during and after birth.
– Paternity leave must be promoted so that all potential beneficiaries can benefit from it for the entire period provided for by law.
– Returns from leave are supported by specific re-orientation initiatives.
– The organization takes an active role in supporting caregiver activities (taking care of the unborn child) with concrete initiatives.
– Support for fathers and mothers is expanded through the provision of services dedicated to children, such as vouchers for sports activities.
WORK-LIFE BALANCE
Our organization aims to provide its staff with the ability to manage their time between work and life through a balanced approach that takes into account both the company’s business objectives and the employee’s psychological and physical wellbeing, resulting from greater freedom of self-determination. The principles underlying work-life balance are the following:
– Work-life balance measures are aimed at all staff regardless of gender.
– The organization adopts part-time, flexible working hours, and smart working.
– The organization allows telematic connection with all staff working from outside (regardless of contract), for work operations and participation in meetings.
PREVENTION OF ABUSE AND HARASSMENT
Our organization rejects all forms of abuse and harassment. Therefore, it pursues zero-tolerance prevention and repression. The organization implements its prevention efforts through concrete actions, the principles of which include:
– That risks relating 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 any subsequent retaliation.
– That the organization analyzes and understands any incidents of abuse and harassment.
– Developing kind, gender-neutral communication.