Gender Equality Policy

Company policy for gender equality

The Management of SEFIR srl, always attentive to market developments and the needs of businesses, implements a policy aimed at promoting a fair, inclusive, and diversity-respecting work environment, both through internal company processes and through relationships and commercial relations with companies and professionals equally committed to inclusion and gender equality. This policy is carried out while adhering to the impartiality requirements inherent in the activities that are and remain the company's core business.

For this reason, it has decided to establish and implement a management system in accordance with the UNI/PdR 125:2022 document “Guidelines on the management system for gender equality”.

The Management of SEFIR srl, in collaboration with the Steering Committee (also known as the Gender Equality Committee), has therefore decided to adopt a policy aimed at promoting and protecting diversity and equal opportunities in the workplace, pursuing gender equality, enhancing diversity, and supporting female empowerment.

In light of the above, the Management of SEFIR srl:

  • It is committed to ensuring that staff have equal access to roles of responsibility based on their skills, qualifications and abilities
  • It is committed to offering its staff a fair level of remuneration based on the skills, abilities and professional experience of each employee with the aim of pursuing pay equity
  • is committed to training and raising awareness among staff on issues relating to gender equality, such as inclusive language, gender stereotypes, prejudice, harassment, mobbing
  • is committed to preventing, recognizing and managing harassment or discriminatory treatment in the workplace
  • It is committed to communicating, both internally and externally, its desire to pursue gender equality, enhance diversity and support female empowerment

The Management of SEFIR srl also undertakes to ensure that this policy is:

communicated and disseminated within the organization and to its stakeholders;

  • subject of training and awareness for company management,
  • periodically reviewed or confirmed during the review phase based on events,
  • of the changes and results of monitoring and verifications;
  • coordinated by a responsible figure, designated by the management and in possession of
  • organizational and gender skills

In order to pursue its gender equality policy, the Management of SEFIR srl, in collaboration with the Gender Equality Committee, has defined a strategic plan for its implementation, establishing a management model that ensures the maintenance of the defined and implemented requirements over time, measuring the progress of the results through the preparation of specific KPIs, identified on the basis of the 6 thematic areas indicated by UNI/PdR 125:2022:

  • Culture and strategy: improving the work environment by promoting inclusion, gender equality, and enhancing gender diversity, overcoming stereotypes, discrimination, or prejudice (even unconscious) related to gender issues.
  • Governance: Implementation of a governance model aimed at defining appropriate organizational controls and the presence of the minority gender in the organization's management and control bodies, as well as the presence of processes aimed at identifying and addressing any form of non-inclusion.
  • HR Processes: Implementation of HR processes covering all aspects of the employment relationship, such as hiring, onboarding, training, skills development, promotion, compensation, and termination, based on principles of inclusion and respect for diversity.
  • Growth opportunities and inclusion for women in the company: improving the organization's ability to offer gender-neutral internal career and growth paths.
  • Gender pay equity: Implement processes for gender pay equity, including benefits and welfare systems.
  • Parenting and work-life balance: Implementation of policies to support staff in their parenting and caregiving activities.