POLICY ON GENDER EQUALITY

This Policy On Gender Equality, adopted by EUMETRA MR S.p.A. Top Management in agreement with the Steering Committee, sets out the principles, objectives and guidelines that define the organisation’s commitment to issues related to gender equality, the promotion of diversity and the empowerment of women.

This Policy On Gender Equality applies to all internal and external staff who work with the organisation on a permanent basis.

Principles and commitments

EUMETRA MR has initiated a process of cultural change within its organisation to achieve greater equality between men and women through the implementation of a Gender Equality Management System in accordance with UNI/PdR 125.

EUMETRA MR believes in a culture based on respecting and valuing diversity in terms of gender, age, origin, social, religious and political beliefs, psychophysical abilities, identity and sexual orientation.

EUMETRA MR is committed to:

  • to adopt human resources management and development practices that promote an inclusive culture of access to company jobs and career development, guaranteeing equal opportunities for all employees and favouring the empowerment of women;
  • promote conditions for reconciling work and private life, appropriate to the different stages of life, and proactively promote the rebalancing of family responsibilities between men and women;
  • communicate transparently, both internally and externally (including through marketing and advertising), its commitment to gender equality, diversity and the empowerment of women;
  • to create a working environment that is inclusive, collaborative, supportive, transparent and open to listening to all employees;
  • prevent, address and combat stereotyping, discrimination and all forms of physical, verbal and digital abuse and create a culture of diversity and inclusion;
  • to progressively but rigorously close any gaps in pay and career progression that may have arisen over the company’s long history;

Objectives

EUMETRA MR defines its objectives, detailed in the “Strategic Plan”, also through Performance Indicators (KPIs), on the basis of the thematic areas indicated in UNI/PdR 125:2022:

  1. Culture and strategy: improving the working environment of the organisation by promoting and supporting the capacity for inclusion, gender equality and valuing gender diversity. Combating and overcoming any stereotypes, discrimination or prejudice – including unconscious bias – based on gender issues;
  2. Governance: implementation of an organisational governance model aimed at defining appropriate organisational controls and the presence of the minority gender in the organisation’s management and supervisory bodies, as well as the existence of processes aimed at identifying and remedying any cases of non-inclusion;
  3. HR processes: the implementation of HR processes relating to the different stages that characterise the life cycle of a resource in the organisation, based on principles of inclusion and respect for diversity;
  4. Growth opportunities and inclusion of women in the company: improving the organisation’s ability to create gender-neutral access to and acceleration of internal career and growth paths;
  5. Gender pay equity: implementing processes to balance pay in a total rewards logic, including non-monetary rewards such as welfare and well-being systems;
  6. Parenthood and work-life balance: implementation of policies to support employees in their parental and caring responsibilities;

Management allocates adequate resources (budget), responsibilities and authority for the pursuit, achievement and maintenance of the established equality objectives.

This policy is integrated with other company policies.

Employees are required to comply with the management system and related practices and policies for their activities and to apply the principles contained in this policy on a daily basis.

 

Eumetra MR SpA Company Management

 

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