Gender Equality Policy

This Gender Equality Policy, defined by the Top Management of E.d.in. Srl in coordination with the Steering Committee, sets out the principles, objectives, and guidelines governing the organization’s commitment to gender equality, the enhancement of diversity, and the empowerment of women. This policy applies to all internal and external personnel who collaborate on a continuous basis with the organization.
Through the implementation of a Gender Equality Management System in compliance with UNI/PdR 125:2022, E.d.in. has embarked on a process of internal cultural change aimed at achieving greater equity and gender equality within the organization.
The organization commits to:
• applying human resources management and development practices that promote an inclusive culture in access to company roles and professional growth, ensuring equal opportunities for all personnel and fairly promoting gender equality;
• promoting conditions that support a balance between work and personal life, appropriate to different life stages, and proactively contributing to the rebalancing of family responsibilities between men and women;
• communicating transparently, both internally and externally, its commitment to gender equality, the enhancement of diversity, and the empowerment of women;
• creating an inclusive, collaborative, supportive, transparent, and open working environment that encourages listening and dialogue among all personnel;
• preventing, condemning, and counteracting stereotypes, discrimination, and all forms of physical, verbal, and digital abuse, while fostering a culture of diversity and inclusion.

E.d.in. has defined its objectives, detailed in the “Strategic Plan,” also through Performance Indicators (KPIs), based on the Thematic Areas identified by UNI/PdR 125:2022:

1. Culture and strategy: improvement of the organizational work environment by promoting and supporting inclusion capabilities, gender equality, and the enhancement of gender diversity.
2. Governance: implementation of an organizational governance model aimed at defining appropriate safeguards and processes designed to identify, prevent, and address any event of non-inclusion.
3. HR processes: implementation of human resources processes covering the various stages of the employee lifecycle, based on principles of inclusion and respect for diversity.
4. Opportunities for growth and inclusion of women in the company: improvement of the organization’s ability to ensure gender-neutral access to career paths and internal growth opportunities.
5. Gender pay equity: implementation of processes aimed at ensuring fair and balanced remuneration, including non-monetary compensation such as welfare and well-being systems.
6. Protection of parenthood and work–life balance: implementation of policies to support personnel in their parenting and caregiving responsibilities.

Top Management allocates adequate financial resources, responsibilities, and authority to pursue, achieve, and maintain the established gender equality objectives.
This Policy is integrated with the other company policies.
All personnel are required, within the scope of their responsibilities, to comply with the provisions of the Management System and the related Practices and Policies, and to apply on daily basis the principles set out in this Gender Equality Policy