Gender Equality

This Gender Equality, Diversity, and Inclusion Policy, defined by the Top Management ofIPPOLITO & PISANI S.P.A., in collaboration with the Steering Committee, defines the principles, objectives, and guiding indications that establish the Organisation’s commitment to issues related to gender equality and the enhancement of diversity.

In this sense, IPPOLITO & PISANI S.P.A. aims to proceed with the enhancement of the diversities present in the roles operating within the organisation and to maintain processes capable of developing female empowerment in its characteristic activities.

The organisation’s focus, in the path that ensures the achievement and maintenance of this purpose, concentrates its efforts in the following areas set out by UNI PdR 125:2022:

  • Culture and Strategy;
  • Governance;
  • HR Processes;
  • Opportunity;
  • Remuneration Equity;
  • Parenthood.

Results based on Stakeholder Satisfaction

For this reason, the organisation intends to ensure gender equality through concrete actions which, in addition to complying with the requirements/indicators established in the individual areas indicated, result in real and concrete appreciation by the employees present in the organisation, who are the true stakeholders, of the results produced by the management system. The organisation implements initiatives aimed at promoting equal opportunities outside its own organisational context, as provided for in this information published on the company website. The organisation, with the intention of paying attention to this satisfaction at any time and in any circumstance of the employees’ working life within the organisation, has chosen to look at this “life cycle” through the following aspects:

  • Selection and Recruitment (Recruitment);
  • Career Management;
  • Pay Equity;
  • Parenthood and Care;
  • Work-Life Balance;
  • Prevention of Abuse and Harassment.

For each of the following aspects, the organisation has established more specific policies that are reported below.

To each policy that expresses the principles to which the organisation is inspired, the organisation has associated specific and measurable equality objectives, indicated in the strategic plan.

SPECIFIC POLICIES FOR GENDER EQUALITY

The organisation, in relation to the analysis of its business processes, has understood and established the principles to be respected with reference to each of the points illustrated below. These principles constitute the inspirational criteria for the processes aimed at addressing existing gaps with reference to the indicators established by UNI PdR 125:2022.

SELECTION AND RECRUITMENT (RECRUITMENT)

Our organisation, in the activities of selecting and recruiting personnel to be employed in its characteristic activities, respects, with a view to improvement, the following principles:

  • Selection notice using a neutral wording format and not making requests relatedto the issues of marriage, pregnancy, or care responsibilities;
  • The selection, training, and management of personnel are carried out withoutany discrimination, implementing criteria of merit, competence, and professionalism;
  • Behaviours with discriminatory content based on political and union opinions, religion, race, nationality, age,sex, sexual orientation, health status, economic conditions, and, in general, anypersonal characteristic are not permitted within the Company.

CAREER MANAGEMENT

Our organisation is aware that the economic results achieved also depend on the human resources who work there, and all opportunities for the development of this career are intended to be referred only to the results and only to the merit of the person, regardless of gender. IPPOLITO & PISANI S.P.A. constantly monitors, in the operational management of activities, the achievement of personnel performance in terms of personal learning and development.

In relation to the initiated path of inclusion of equality principles in company policies and objectives, the continuous management of personnel performance includes the recognition of inclusive behaviour and the reward of those who adopt it, and the resolution of discriminatory and biased behaviours.

Performance control is based above all on the observation of personnel behaviour by the Human Resources Manager.

This information is shared with the Management. The organisation commits to offering equal development opportunities without any gender discrimination.

PAY EQUITY

Our organisation, at the recruitment stage and throughout the personnel’s career, ensures pay equity regardless of gender. The organisation does not asymmetrically consider the costs to be sustained to remunerate people of different genders.

PARENTHOOD AND CARE

Our organisation intends to combat any potential obstacle to parenthood, supporting maternity and paternity through activities intended to meet the needs of those who, due to their status connected to parenthood, must balance their commitment between work and new requirements.

The organisation supports this intention in light of the following principles:

  • Maternity and paternity are supported by information and return-to-work accompanimentactions to favour re-integration;
  • Paternity leave is promoted so that all potential beneficiaries can take advantage of it forthe entire period provided for by law;
  • Support for reconciling personal and professional life is favoured by specificactions, such as smart working.

WORK-LIFE BALANCE

Our organisation guarantees its personnel the possibility of managing the time dedicated to life and work through a balancing of equilibrium that takes into account both company objectives and the psycho-physical well-being of the worker resulting from greater freedom of self-determination.

The principles underlying work-life balance are the following:

  • Work-life balance measures are aimed at all personnel regardless of gender;
  • The organisation adopts part-time, flexible hours, and smart working.

ACADEMY AND EVENTS

Our organisation intends to:

  • Guarantee, for the same role and competence, that genders are equally represented among the speakersof round table panels, events, conferences, or other events, including those of a scientific nature;
  • Promote and support activities and events aimed at fostering gender equality and inclusion, alsothrough posts and publications on its corporate website and social media.

TRAINING AND PROFESSIONAL DEVELOPMENT

Our organisation commits to offering equal development opportunities without any gender discrimination, defining transparent standards consistent with performance management and talent development processes.

Annually, during the periodic review of the system by the Top Management, the Policy is re-examined to confirm its validity, consistency with the effective corporate organisation, and effectiveness.

At least once a year and whenever it is subject to review, the Gender Equality Policy is communicated and disseminated within the organisation and to its stakeholders through publication on the corporate website, posting in the offices, and, where appropriate, by sending it for intranet publication.

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