UNI PdR 125:2022 - Edition 01 dd. 26.10.2022
1. DIVERSITY AND INCLUSION POLICY: GENDER EQUALITY
At SIMOL, we recognise the value of people and their differences through a diversified approach to HR management that ensures equal opportunities for professional growth for all people in the company.
We believe that the creation of a more balanced and diverse 'leadership' is to be achieved, which is why the contributions of both genders are equally valued in the organisation's internal decision‐making processes. Creating a culture of gender equality at SIMOL underpins the HR strategy, which is fundamental to ensuring excellent performance based on talent and sustainability in the long term.
This policy is addressed to all SIMOL Group employees and shared with all its main stakeholders, suppliers and customers with the aim of having a greater impact in its value network and being a reference point for other companies.
This document complements SIMOL's Management System Manual and offers the guidelines to be implemented through HR practices and processes to create a gender‐equal working environment throughout the entire cycle of people selection, management, development and career.
2. SELECTION AND RECRUITMENT PROCESSES
SIMOL is committed to attracting and hiring people with different backgrounds and skills, pursuing gender equality in selection and recruitment by identifying a shortlist of candidates that tends to be equal male‐female. At the same time, SIMOL is committed to emphasising the importance of meritocracy: experience, skills and competencies guide the selection of the best candidates.
The selection process is strengthened through the adoption of a standardised methodology to ensure equal opportunities at each stage.
The company also ensures that people involved in recruitment processes, such as recruiters and departmental managers, receive adequate training on gender equality to positively impactselection processes.
3. ANNUAL PERFORMANCE EVALUATION SYSTEM
The performance evaluation system encourages constant dialogue between managers and employees, reinforcing everyone's commitment to the company's goals and challenges.
The process also promotes the creation of Training and Development Plans without any gender discrimination, fostering a constructive confrontation aimed at empowerment through the use of feedback intended as continuous improvement.
At the Annual Evaluation stage, the HR Management is committed to verifying that the outcome of evaluations does not present gender discrimination.
SIMOL is committed to including the Diversity and Inclusion dimension within the performance evaluation system.
4. TRAINING, PROFESSIONAL DEVELOPMENT AND COMMUNICATION
SIMOL is committed to offering equal development opportunities without any gender discrimination, setting transparent standards consistent with the Performance and Training
Training sessions and the publication of inclusion messages directed at all employees are planned, aimed at raising awareness in the organisation on the issue of valuing differences, gender equality, inclusion and the impact on business that these issues have.
Specifically, all managers and employees are made aware of issues related to implicit bias and the ability to communicate in an inclusive manner.
Finally, SIMOL is committed to involving both women and men equally in all initiatives and training courses.
5. VALUING POTENTIAL AND DEVELOPMENT OF CAREER PATHS
SIMOL promotes a culture based on meritocracy and respect for people regardless of gender. It ensures that in the planning processes of growth paths an adequate selection of candidates of the less represented gender takes place, with the aim of achieving gender balance in managerial positions.
SIMOL is therefore committed to ensuring that women and men are equally represented in the internal nomination processes and that, where possible, candidates for managerial positions are equally represented by both genders.
6. DEFINING REMUNERATION POLICIES
SIMOL's remuneration policy contributes to the realisation of the company's mission, values and strategies, through the promotion of actions and behaviours in line with the company's culture, in compliance with the principles of plurality, equal opportunities, valorisation of people's knowledge and professionalism, fairness and non‐discrimination specified in the company's Code of Ethics. The periodical remuneration actions, processes and incentive systems are anchored to principles of recognition of the responsibilities assigned, the results achieved and the quality of the professional contribution made, taking into account the context and the market references applicable for similar positions or for roles of a similar level of responsibility and complexity.
The Company is committed to ensuring fairness and access to equal pay for all its employees, regardless of gender.
7. MANAGEMENT ASSETS RELATED TO WORK ORGANISATION
SIMOL is committed to improving the work‐life balance of its employees at all stages of their personal and professional lives through the adoption of a non‐penalising and time‐compatible way of working in relation to the given targets.
It also supports employees during and after periods of long absence from work, avoiding any discrimination during and after the leave, allowing them to remain in contact with the company during the leave and facilitating reintegration at the end.
8. ABUSE AND HARASSMENT PREVENTION
Our organisation repudiates all forms of abuse and harassment; to this end, it carries out zero‐tolerance actions of prevention and repression of this issue. The organisation implements its prevention through concrete actions whose principles include:
- That risks related to abuse and harassment are identified
- That the organisation plans preventive actions, in relation to this risk
- The possibility of reporting allegations and/or facts of abuse and harassment
- The organisation's absolute protection of the reporting person from any subsequent reprisals
- That the organisation analyses and understands any episodes of abuse and harassment
- The promotion of a kind and gender‐neutral communication
9. PARENTING, CARE
Our organisation does not intend to constitute any obstacle to parenthood, supporting both maternity and paternity through activities designed to meet the needs of those who, due to their parenthood status, have to balance their commitment between work and new emerging needs. The organisation supports this intention in the light of the following principles:
- Maternity and paternity can be supported by training, information and reintegration programmes
- Maternity is assisted before, during and after birth
- Paternity leave must be promoted so that all potential beneficiaries take it for the entire period provided for by law
- Returns from leave may be supported by specific re‐orientation initiatives
- The organisation takes an active role in supporting caregiver activities with concrete initiatives (caring for the unborn baby)
10. CONCLUSION OF THE EMPLOYMENT RELATIONSHIP
SIMOL pays particular attention to any conclusions of employment relationships, carrying out a final interview with the outgoing employee in order to collect qualitative feedback and analyse it in order to promptly identify processes, measures or issues for improvement in the company.
In this respect, any exits for gender‐related reasons (not returning from maternity leave, not reconciling family commitments vs. professional life, etc.) are analysed.
11. KPI MEASUREMENT
SIMOL adopts a monitoring system to ensure that gender equality is properly managed.
The form M.13.02 Gender Equality Checklist contains key performance indicators that provide a representation of the corporate people. This Form M.13.02 is updated periodically and shared with the Steering Committee.