Gender equality policy

This Gender Equality Policy, defined by the Senior Management of MECCANICA BESNATESE, in coordination with the Steering Committee, sets out the principles, objectives, and guidelines that define the organization’s commitment to issues relating to gender equality, the promotion of diversity, and the empowerment of women.

This Gender Equality Policy applies to all internal staff and external personnel who work with the organization on an ongoing basis.

Principles and commitments

MECCANICA BESNATESE, through the implementation of a Gender Equality Management System compliant with UNI/PdR 125, has embarked on a process of cultural change within its organization in order to achieve greater gender equality.

MECCANICA BESNATESE believes in a culture based on respect and appreciation of diversity in terms of gender, age, origin, social background, religion, political ideas, mental and physical abilities, identity, and sexual orientation.

MECCANICA BESNATESE is committed to:

•  to apply human resource management and development practices that promote an inclusive culture of access to corporate positions and career growth, ensuring equal opportunities for all staff and promoting the empowerment of women;
• to promote work-life balance conditions that are appropriate to different stages of life and proactive in rebalancing family responsibilities between men and women;
• to communicate transparently, both internally and externally (including in marketing and advertising activities), its commitment to pursuing gender equality, valuing diversity, and supporting the empowerment of women
• to create a work environment that is inclusive, collaborative, supportive, transparent, and open to listening to all staff.
• to prevent, censor, and combat stereotypes, discrimination, and all forms of physical, verbal, and digital abuse, and to create a culture of diversity and inclusion.
• to exercise “zero tolerance” prevention and repression of the phenomenon by identifying risks related to abuse and harassment and planning preventive actions based on any risks identified.
• to gradually but rigorously reduce the differences in pay and career advancement that may have occurred in the company’s long history.

Objectives

MECCANICA BESNATESE defines its objectives, detailed in the “Strategic Plan” and also through Key Performance Indicators (KPIs), based on the Thematic Areas indicated by UNI/PdR 125:2022:

1. Culture and strategy: improving the Organization’s working environment by promoting and supporting inclusion, gender equality, and gender diversity. Combating and overcoming all stereotypes, discrimination, or prejudice—including unconscious bias—based on gender issues.

2. Governance: implementation of an organizational governance model aimed at defining appropriate organizational safeguards and the presence of minority genders in the organization’s management and control bodies, as well as processes aimed at identifying and remedying any instances of non-inclusion.

3. HR processes: implementation of HR processes relating to the different stages that characterize the life cycle of a resource in the organization, based on principles of inclusion and respect for diversity.

4. Opportunities for women’s growth and inclusion in the company: improving the organization’s ability to create gender-neutral access to internal career and growth paths and accelerating them.

5. Gender pay equity: implementing processes to balance remuneration in terms of total reward, including non-monetary compensation such as welfare and well-being systems.

6. Protection of parenthood and work-life balance: implementation of policies to support staff in their parenting and caregiving activities.

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

This Policy is integrated with other company policies.

Staff are required to comply with the provisions of the Management System and related Practices and Policies in relation to their areas of responsibility, and to apply the principles contained in this Gender Equality Policy on a daily basis.

Besnate, 19/02/2024