Gender equality

GFF PLANTS LTD,

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 in the organization, who are the real stakeholders in the results that the management system produces. The organization, with a desire to place attention to such satisfaction at any time and in any circumstance of the working life of women in the organization, has chosen to look at this “life cycle” through the following aspects:-Selection and recruitment (recruitment)

• Career management
• Wage equity
• Parenting, care
• Work-life balance (work-life balance)
• Abuse and harassment prevention

For each of the following aspects, GFF IMPIANTI SRL has established more specific policies. With each policy that expresses the principles by which the organization is guided, the organization has associated equal, specific and measurable goals set forth in the strategic plan.

GFF PLANTS LTD

in relation to its own policies and resources:

• has prepared the management procedure “Hiring Process” that define rules to prevent gender inequality, especially suitable to counter bias;
• arranged so that the job descriptions to be hired are gender-neutral and the recruitment process targets both men and women;
• does not allow requests related to the topics of marriage, pregnancy or care responsibilities to be made during interviews.

GFF PLANTS LTD

in relation to its own policies and resources:

• established processes aimed at ensuring non-discrimination and equal opportunity in professional development and promotions, based solely on skills and professional levels;
• tends toward gender balance in corporate leadership positions, in correlation with the specific industry and specific tasks;
• addresses career opportunities and professional development programs for all staff;
• Makes available and plans monitoring data on: the status of recruitment, the situation by gender, the male situation for each of the professions, training, professional promotion, levels, category or qualification transitions, other mobility phenomena, CIG intervention, layoffs, early retirements and retirements, and actual remuneration paid
• Creates a work environment that fosters diversity and protects the mental and physical well-being of employees;
• provides training opportunities specifically aimed at developing and enhancing professional leadership skills to address career barriers encountered by the less represented gender.

Our organization

intends to have remuneration equity by gender: implementation of processes for balancing remuneration in total reward logic thus including non-monetary compensation such as welfare and well-being systems. In addition:

• has equipped itself with job descriptions that complement and detail the generic CCNL job descriptions for employees to report any pay disparities;
• has set up a control mechanism to avoid practices that do not match the stated non-discriminatory policies, including salaries, benefits, bonuses, welfare programs;
• periodically informs the employee(s) of the remuneration policies adopted in the company also with reference to benefits, bonuses, welfare programs.

Our organization

intends to be no obstacle to parenthood by supporting motherhood and fatherhood through activities designed to meet the needs of those who, because of their status related to parenthood, have to balance their commitments between work and newly emerging needs. The organization supports this intention in light of the following principles:

• Motherhood and fatherhood are supported by training, information, and re-integration programs
• Motherhood is assisted before, during and after birth
• Paternity leave should be promoted so that all potential beneficiaries take it for the full period stipulated by law
• Returns from leave are supported by specific re-orientation initiatives
• The organization takes an active role in supporting, with concrete initiatives caregiver activities (caring for the unborn child).
• Support for fathers and mothers is expanded through the provision of dedicated services for children, such as vouchers for sports activities

GFF PLANTS LTD

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

• Work life balance measures are aimed at all staff regardless of gender
• The organization adopts part time, flexible 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.

GFF PLANTS LTD

ha:

• identified the risk of all forms of physical, verbal, digital abuse (harassment) in light of Occupational Health and Safety;
• Prepared a Plan for the Prevention and Management of Workplace Harassment;
• provided specific training at all levels, with defined frequency, on “zero tolerance” with respect to any form of violence against/against employees, including sexual harassment in any form;
• provided a methodology for anonymous reporting of this type of occurrence to protect the reporting employee(s);
• planned and implemented audits (surveys) of employees, investigating whether they have personally experienced such attitudes that have caused discomfort or upset, either internally or in the performance of their work externally (sexist attitudes, disrespectful behavior or situations);
• ensured constant attention to the language used, sensitizing communication as kind and neutral as possible.