Gender Equality Policy

1. Purpose and Efforts of Our Organization

Aindo SpA aims to promote gender equality in both representation and professional development within the organization.

To this end, the organization seeks to enhance diversity across roles and ensure that its processes support the empowerment of women in all areas of business activity.

The organization focuses its efforts on the following areas, as outlined by the standard UNI/PdR 125:2022:

Culture and strategy
Governance
HR processes
Opportunities
Pay equity
Parenthood

The organization believes that fostering a culture of gender equality creates social value recognized in the European institutional economic context, and also acts as a driver of business development.

2. Results Based on Stakeholder Satisfaction

The organization aims to ensure gender equality through concrete actions that not only comply with the requirements/indicators established for each area, but are also genuinely and tangibly appreciated by the women within the organization, who are the primary stakeholders in the outcomes of the gender equality management system.

The organization aims to offer a positive experience throughout all stages of a woman’s career. It has chosen to address the full work cycle through the following key aspects:

Recruitment and hiring
Career management
Pay equity
Parenthood and caregiving
Work-life balance
Prevention of abuse and harassment

For each of these aspects, the organization has established specific policies detailed below. Each policy reflects the organization’s guiding principles and is associated with specific, measurable gender equality objectives outlined in the strategic plan.

3. Specific Policies for Gender Equality

Following an analysis of its business processes, the organization has identified specific policies to support gender equality. Each policy outlines guiding principles in line with the UNI/PdR 125:2022 standard. These principles serve as the guiding criteria for addressing:

Existing gaps in relation to the indicators defined by UNI/PdR 125:2022.
The needs of women in the organization, recognized as the key stakeholders in the practical outcomes of the management system.

3.1. Recruitment and Hiring

In a spirit of continuous improvement, the organization adheres to the following principles during recruitment and hiring:

Candidate selection must be conducted in a gender-neutral manner.
Selection criteria must focus on individual qualities such as professionalism, competence, specialization, and experience.
Questions relating to marital status, pregnancy, or family responsibilities must not be part of the selection process.
Gender balance must be considered in the overall composition of the workforce.
Roles such as executives, business unit managers, direct reports to top management, and budget holders must be distributed in a gender-balanced way.
The position offered must be determined based on duties and responsibilities, regardless of gender.
Variable compensation is defined based on roles, with no gender-based differentiation.

3.2. Career Management

The organization recognizes the contribution of its employees to the company’s success and financial results. All career development opportunities are based solely on individual merit and performance, regardless of gender.

To foster improvement, internal career paths are managed according to the following principles:

Role and responsibility assignments must aim for gender-balanced leadership.
Career development plans and communications must be gender-neutral.
Career paths are accessible and regulated by the CCNL Metalmeccanica PMI-Confapi collective agreement.
The workplace environment must ensure all individuals can express themselves and feel safe and comfortable.
Training that develops skills and raises awareness is essential for removing career barriers and promoting gender balance in leadership.
Female representation is promoted in governance bodies like the Board of Directors and Board of Statutory Auditors.
Personnel exits (e.g., layoffs) are carefully examined for gender-related turnover.
Promotions are based on meritocratic criteria and consider gender balance at functional levels.

3.3. Pay Equity

The organization is committed to ensuring pay equity during both hiring and career progression. Gender is not considered when evaluating salary costs. Compensation is determined, assigned, and modified in accordance with the following principles:

Salaries are based on role and responsibility; any bonuses or benefits are strictly tied to verified results.
Compensation must be gender-neutral.
Compensation is governed by the CCNL Metalmeccanico PMI-Confapi. The company may offer, in a fair manner, additional variable elements and welfare contributions beyond the collective agreement.
Salaries may include a variable component based on roles and responsibilities.
Salary, bonuses, and benefits must be documented and accessible to the relevant employee.
Criteria for determining salaries, bonuses, and benefits must be documented and accessible to the relevant employee.
All staff have the right to report any perceived disparities related to pay equity.

3.4. Parenthood and Caregiving

The organization is committed to eliminating barriers to parenthood. It supports both maternity and paternity and helps individuals balance work and family responsibilities. This commitment is upheld through the following principles:

Maternity is supported before, during, and after childbirth.
Paternity leave is actively promoted and encouraged in line with legal provisions.
Where needed, returns from leave are supported by specific re-orientation initiatives.
Where needed, parenthood is supported by training, informational, and re-entry programs.
The organization takes an active role in supporting caregiver activities (taking care of the unborn child) with concrete initiatives.
Additional support for parents may include benefits such as vouchers for children’s sports activities.

3.5. Work-Life balance

The organization aims at offering a working environment that enables employees to balance professional and personal responsibilities. These efforts are guided by the following principles:

Work-life balance measures are available to all personnel, regardless of gender.
The organization may offer solutions such as smart working, part-time roles, or flexible schedules in line with operational needs.
The organisation offers digital collaboration tools to enable remote work.

3.6. Prevention of Abuse and Harassment

The organization prohibits all forms of abuse and harassment. It implements a zero-tolerance approach through preventive and corrective actions guided by the following principles:

Risks of abuse and harassment must be identified.
The organization must plan prevention actions based on the identified risks.
Individuals must be able to report suspicions or incidents of abuse and harassment.
The organization guarantees full protection of whistleblowers against retaliation.
The organization must investigate and understand any reported episodes of abuse or harassment.
Communication must be respectful and gender-neutral.

Aindo is certified for Gender Equality according to UNI/PdR 125:2022 by Perry Johnson Registrars, Inc.