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Gender Equality Policy

UNI/PdR 125:2022 — Gender equality management system. ED.1 of 09.01.2026.

TECNINF's purpose and commitment

TECNINF, as established in the scope of its management system, intends to ensure gender equality regarding the presence and professional growth of women in TECNINF.

In this sense, it intends to enhance the diversity present in the roles operating within TECNINF and to maintain processes capable of developing female empowerment in business activities.

TECNINF's attention, along the path that ensures the achievement and maintenance of this purpose, focuses on the following areas established by the UNI 125:2022 practice:

TECNINF believes that the development of a cultural model that promotes gender equality, besides generating «social value» appreciated in the European institutional economic context, constitutes a factor of development for the business that TECNINF conducts.

Results based on the satisfaction of the interested parties

For this reason, TECNINF intends to ensure gender equality through concrete actions that, besides complying with the requirements/indicators established in each of the indicated areas, are of real and concrete appreciation by the women present in TECNINF, who are the real parties interested in the results the management system produces.

TECNINF, with the will to devote attention to such satisfaction at any moment and in any circumstance of a woman's working life in TECNINF, has chosen to look at this «life cycle» through the following aspects:

For each of these aspects, TECNINF has established more specific policies, reported below. To each policy expressing the principles that inspire TECNINF, TECNINF has associated specific and measurable equality objectives, indicated in the strategic plan.

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Specific gender equality policies

01

Selection and recruitment

In the selection and recruitment of the personnel to be employed in business activities, TECNINF respects, in the perspective of improvement, the following principles:

  • The selection of the candidate must be carried out in a gender-neutral manner.
  • The selection criteria must take into account requirements related to personal qualities, such as professionalism, competence, specialisation and experience.
  • The selection must not include questions relating to marriage, pregnancy and family responsibilities.
  • The selection must ensure that the presence of women and men in the workforce is balanced with respect to the total number of people present.
  • The job position, envisaged at the recruitment stage, must provide remuneration related to duties and responsibilities and not influenced by gender.
  • The selection must ensure that the percentages of women and men whose contract provides for variable remuneration are balanced.
02

Career management

TECNINF is aware that the economic results achieved also depend on the human resources working there, and it intends to relate all career development opportunities solely to the results and merit of the person, regardless of gender. In the perspective of improvement, TECNINF manages the careers of internal personnel respecting the following principles:

  • The assignment of roles and duties must consider a gender leadership balance.
  • The design of career paths and their presentation must be directed regardless of gender.
  • Personnel career paths are accessible to all people, who can transparently verify the maintenance of the balances related to gender equality.
  • The working environment, in which most of the day is spent, must ensure that all people have the possibility (technological and physical) to express themselves, as well as well-being, understood as safety and comfort.
  • Training for the development of skills and awareness represents a fundamental process, intended to remove any career difficulties and to restore any leadership balances in gender.
  • The stages of personnel separation from TECNINF, in the event of dismissal, are strictly examined by verifying turnover by gender.
  • Promotions always take into account the gender balance with reference to the functional level.
03

Pay equity

At the recruitment stage and throughout the personnel's career, TECNINF intends to ensure pay equity regardless of gender. TECNINF does not asymmetrically consider the costs to be borne to remunerate people of different genders. In determining, paying and modifying remuneration, TECNINF respects the following principles:

  • People's remuneration is recognised in relation to the role and responsibilities; any additions in the form of benefits and bonuses to such remuneration are understood to be based exclusively on the results produced and recognised.
  • Remuneration, the payment of bonuses and the assignment of benefits are, for transparency, documented and accessible to the entire staff.
  • The criteria for remuneration, bonuses and benefits are documented and accessible to the entire staff.
  • Anyone on the staff is granted the right to report any disparities.
04

Parenthood, care

TECNINF intends not to constitute any obstacle to parenthood, supporting maternity and paternity through activities intended to meet the needs of those who, due to their status connected to parenthood, must balance their commitment between work and the new occurrences that have emerged. TECNINF supports this intention in the light of the following principles:

  • Maternity and paternity are 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 make use of it, for the entire period provided by law.
  • Returns from leave are supported by specific re-orientation initiatives.
  • TECNINF takes an active role in supporting, with concrete initiatives, caregiving activities (taking care of the newborn).
  • Support for fathers and mothers is expanded through the provision of services dedicated to children, such as vouchers for sports activities.
05

Work-life balance

TECNINF intends to be able to provide its personnel with the possibility of managing the time to devote to life and work, through a balancing of equilibria that takes into account both business objectives and the psychophysical well-being of the worker arising from greater freedom of self-determination. The principles underlying work-life balance are as follows:

  • Work-life balance measures are addressed to all personnel, regardless of gender.
  • TECNINF adopts part-time work, flexible hours and smart working.
  • TECNINF allows the remote connection with all personnel working externally (regardless of contract), for work operations and participation in meetings.
06

Prevention of abuse and harassment

TECNINF repudiates any form of abuse and harassment and, for this purpose, carries out a zero-tolerance activity of prevention and repression of the phenomenon. TECNINF implements its prevention through concrete actions, whose principles provide for:

  • That the risks relating to abuse and harassment are identified.
  • That TECNINF plans, in relation to such risk, prevention actions.
  • The possibility of reporting suspicions and/or facts relating to abuse and harassment.
  • The absolute protection, by TECNINF, of the reporting persons from any subsequent retaliation.
  • That TECNINF analyses and understands any episodes of abuse and harassment.
  • The development of a kind and gender-neutral communication.

Official document

View and download TECNINF's Gender Equality Policy, compliant with the UNI/PdR 125:2022 practice (official document in Italian).