The purpose and efforts of our organisation


Our organisation, as established in the purpose of the management system, intends to ensure gender equality in relation to the presence and professional growth of women in the organisation, proceeding to enhance the diversity present in the roles operating in the organisation by maintaining processes capable of developing female empowerment in business activities.

The organisation’s attention, in the path that ensures the achievement and maintenance of this aim, focuses its efforts in the following areas set out by UNI 125:2022 practice:


1. Culture and strategy
2. Governance
3. HR processes
4. Opportunities
5. Remuneration equity
6. Parenting


The organisation believes that the development of a cultural model that promotes gender equality not only generates ‘social value’ that is appreciated in the European institutional economic context, but also constitutes a development factor for the organisation’s business.


Results based on stakeholder satisfaction


The organisation, for this reason, 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 organisation, who are the real stakeholders, of the results that the management system produces

The organisation, with the will to pay attention to this satisfaction at any time and in any circumstance of a woman’s working life in the organisation, has chosen to look at this ‘life cycle’ through the following aspects:


  • Selection and recruitment
  • Career management
  • Salary equity
  • Parenting, care
  • Work-life balance
  • Abuse and harassment prevention


For each of the following aspects, senior management, in coordination with the Steering Committee, has established more specific policies, which are set out below. To each policy, which expresses the principles by which the organisation is guided, the organisation has associated specific and measurable equality objectives set out in the strategic plan.




The organisation, in connection with the analysis of its business processes, has understood and established principles to be adhered to with reference to each of the following points.

These principles constitute the guiding criteria for processes aimed at addressing:


  • The existing gaps with reference to the indicators established by UNI PdR 125:2022 practice
  • The needs of women in the organisation, seen as the main stakeholders in the concrete results of the system




Our organisation in the selection and recruitment of personnel to be employed in business activities respects the following principles with a view to improvement:


  • Candidate selection must be exercised in a gender-neutral manner;
  • Selection criteria must take into account requirements aimed at personal qualities such a professionalism, competence, specialisation, experience;
  • The selection should not include issues related to marriage, pregnancy and family responsibilities;
  • The job position, envisaged at the time of recruitment, must provide a salary that is related to the duties and responsibilities and not influenced by gender;
  • Selection must consider that the percentages of women and men whose contracts provide for variable remuneration are balanced



Our organisation is aware that the economic results achieved also depend on the human resources working there, and all opportunities for career development are intended to refer to the results and merit of the person alone, regardless of gender. Our organisation, with a view to improvement, manages the careers of internal staff by respecting the following principles:


  • The allocation of roles and tasks must consider a gender balance of leadership;
  • The design of career paths and their presentation must be gender-neutral;
  • Staff career paths are accessible to all people who can ascertain, in a transparent manner, that gender equality balances are maintained;
  • 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;
  • Skills and awareness development training is a fundamental process aimed at removing any career difficulties and restoring any gender balance in leadership;
  • When staff are released from the organisation in the event of redundancy, they are closely scrutinised by verifying gender turnover;
  • Promotions always take gender balance into account with reference to function level



Our organisation, at the stage of recruitment and throughout the career of staff, aims to ensure pay equity regardless of gender. The organisation does not asymmetrically consider the costs of remunerating persons of different genders. In determining, paying and adjusting remuneration, the organisation respects the following principles:


  • People’s remuneration shall be recognised in relation to their role and responsibilities and, any benefit and bonus additions to this remuneration shall be understood to be based solely on results produced and recognised;




Our organisation intends not to constitute any obstacle to parenthood by supporting motherhood and fatherhood through activities designed to meet the needs of 

those who, due to their parental status, have to balance their commitment between work and new emerging needs. The organisation supports this intention in light of the following principles:


  • Motherhood and parenthood are supported by training, information and re-engagement programmes;
  • Motherhood is assisted before, during and after birth;
  • Paternity leave should be promoted so that all potential beneficiaries take it.
  • Returns from leave are supported by specific re-orientation initiatives;
  • The organisation takes an active role in supporting caregiver activities (caring for the unborn child) with concrete initiatives;




Our organisation intends to be able to provide its personnel with the possibility of managing their time to devote to life and work through a balancing act that takes into account both the company’s business objectives and the psycho-physical well-being of the worker resulting from greater freedom of self-determination. The principles underlying work-life balance are as follows:


  • Work-life balance measures are aimed at all staff regardless of gender;




Our organisation repudiates all forms of abuse and harassment, and for this reason it carries out zero-tolerance prevention and repression of the phenomenon. The organisation implements its prevention through concrete actions whose principles include:


  • That risks related to abuse and harassment are identified
  • That the organisation plans preventive actions in relation to this risk
  • The possibility of reporting suspicions and/or facts relating to abuse and harassment
  • The organisation’s absolute protection of whistleblowers from any subsequent retaliation
  • That the organisation analyses and understands any incidents of abuse and harassment
  • The development of kind and gender-neutral communication
  • This document is reviewed or confirmed periodically on the basis of incidents, changes and monitoring results.



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Rev.0 del 11.12.2023