Mod 01 Reg 01 – SGPG Rev. 00 del 05/07/2025 Page 1 of 5

Antano Group Srl believes in the value of treating all people with dignity, fairness, and inclusiveness. They recognize, respect, and value individual differences, and believe that providing equal opportunities and promoting a culture of inclusion are fundamental to the company’s success and the well-being of its people. To this end, the company is committed to developing a work environment based on meritocracy and individual well-being, open to dialogue and collaboration, where everyone can feel welcomed, respected, and free to express themselves and their potential.

The development of a culture of Equity, Diversity, and Inclusion is an integral part of the company’s journey and is aligned with the Code of Ethics, which requires everyone to act and communicate consciously, supporting and safeguarding universally recognized human rights and issues of diversity and inclusion, in accordance with the principles of equality, impartiality, protection of personal dignity and safety, and the elimination of all forms of discrimination.

Within this set of principles and values, this Gender Equality Policy is established, guiding the way the Organization pursues Gender Equality by implementing specific cultural and organizational measures in favor of equal opportunities between men and women in the workplace, with the aim of:

  • supporting at all levels the spread of a culture based on mutual respect for diversity and equal opportunities, with particular attention to gender, in order to promote the expression of each individual’s potential for the progress of the Organization;
  • ensuring respect, equal opportunities, fairness, and meritocracy for everyone in all phases of the “people experience journey” throughout our work;
  • promoting a healthy work-life balance for everyone collaborating with the Organization, regardless of gender;
  • valuing parenthood as an important moment of life and personal and professional growth for both mothers and fathers;
  • opposing and preventing any unlawful discrimination, as provided by the Group’s Equality, Diversity, and Inclusion (EDI) Policy, with particular attention to gender and parenthood;
  • promoting Gender Equality also beyond the company’s boundaries, in relationships with Clients and Suppliers, Communities, and Territories where the Organization operates.

The Organization, through the implementation of a Gender Equality Management System in accordance with UNI/PdR 125:2022, aims to formalize a process of cultural and organizational change in order to achieve Gender Equality objectives.

THE ORGANIZATION’S COMMITMENT TO GENDER EQUALITY

By embracing the values of Care, Passion, Continuous Learning and Innovation, Collaboration, Sustainability, and Responsibility, the Organization and all its people are committed to developing a culture and work environment that foster Equity, Diversity and Inclusion, Gender Equality, Women’s Empowerment, and protect the physical and mental well-being of individuals, eliminating any barriers to equal opportunities for women and men at work, both culturally and organizationally, with respect to the following processes:

  • ACCESS TO WORK (RECRUITMENT, SELECTION, ONBOARDING)
  • TRAINING
  • PERFORMANCE EVALUATION AND PROFESSIONAL DEVELOPMENT
  • REMUNERATION
  • PARENTHOOD MANAGEMENT
  • INCLUSIVITY AND WORK-LIFE BALANCE
  • LISTENING AND COMMUNICATION

 

ACCESS TO WORK

The Organization consolidates recruitment and selection processes aimed at eliminating any kind of discrimination and ensuring fairness and meritocracy, while valuing diversity. For this reason, job postings are created to be gender-neutral and written using inclusive language; the selection of the most suitable candidate for each position is based solely on experience, skills, and competencies, with specific training on gender equality, biases, and stereotypes provided to those involved in these processes. During the onboarding process, the Organization highlights the importance it places on Equity, Diversity and Inclusion, and Gender Equality, asking its people to demonstrate this awareness in their daily work through their language, behaviors, and actions, thus helping the Organization to provide equal opportunities in the workplace and to prevent bullying, harassment, victimization, and discrimination.

TRAINING

The Organization recognizes the value of continuous learning and provides easily accessible training and development opportunities for all its people, with particular attention to EDI (Equity, Diversity, and Inclusion) and Gender Equality issues. Everyone is encouraged to develop their potential so that individual talents and resources can help maximize the Organization’s overall effectiveness.

PERFORMANCE EVALUATION AND PROFESSIONAL DEVELOPMENT

The Organization has developed performance evaluation processes based on responsibilities, skills, and results, encouraging constructive and respectful dialogue between Managers and Employees, and making evaluation tools easily accessible and user-friendly. Dedicated training sessions are provided to guide both those being evaluated and evaluators in carrying out assessments and delivering feedback in a proper and bias-free manner. All staff members have the opportunity for internal mobility by applying for open positions available on the Organization’s intranet, ensuring that transitions are based on merit—defined and measured transparently through objective, job-related criteria, including the use of performance and potential evaluation tools. The Organization promotes the adoption of inclusive leadership styles and the creation of gender-balanced succession plans.

REMUNERATION

The Organization’s remuneration policy is guided by the principles of objectivity, fairness, and transparency, through a neutral job evaluation system based on clear, objective, and shared organizational differentiation criteria. The different responsibilities of roles are recognized by assigning compensation according to the relative weight of each within the organization. The Organization ensures equal opportunities for growth and development, valuing merit within each role through adjustments to fixed pay and variable incentive systems designed to recognize responsibilities, achieved results, and the quality of professional contribution. Pay equity is built and ensured according to a total reward approach that combines monetary compensation with non-monetary benefits such as welfare and wellbeing solutions, training and development, and the work environment.

PARENTHOOD MANAGEMENT

In compliance with personal rights and legal regulations, the Organization fully recognizes the right to maternity and paternity leave, supporting its uptake for shared participation in all aspects of this important life event. The Organization is committed to informing, protecting, supporting, and valuing people before, during, and after periods of absence from work due to maternity, paternity, or illness, ensuring that both individuals and work teams experience these moments in an informed, constructive, and inclusive way. The Organization provides continuous access to the company intranet for all employees, sharing significant company events and changes.

INCLUSIVITY AND WORK-LIFE BALANCE

The Organization considers collaboration, mutual support, and a spirit of service among colleagues to be a full expression of the principle of respect for individuals. With the aim of supporting the individual and family well-being of its people, the Organization provides flexible work solutions that are compatible with the characteristics of organizational roles and able to meet the reconciliation needs expressed by its people, also implementing a diversified corporate welfare plan with specific attention to:

  • consolidating and maintaining work-life balance and flexible working arrangements;
  • consolidating family welfare services and the recognition of parenthood.

 

LISTENING AND COMMUNICATION

The Organization considers it essential to listen to its people and involve them in the process of continuously improving the people experience journey it builds for them. For this reason, it periodically conducts surveys across the entire company population to monitor perceptions of organizational and individual well-being, with specific reference to issues of Equity, Inclusion, and Gender Equality.

The commitment to pursuing Equity, Gender Equality, the appreciation of diversity, and Women’s Empowerment shapes the company’s decisions, language, and overall communication style, with a direct impact on both internal and external company communications, marketing, and advertising. Attention to these issues also influences decisions regarding participation in associations and events, ensuring that every event promoted by the Organization is arranged, as far as possible, with a gender-balanced panel of speakers.

By developing and implementing the Strategic Plan, the Gender Equality Steering Committee identifies the objectives to be pursued to achieve Gender Equality and reports on their progress over time, integrating them into daily behaviors, language, actions, and activities.

COMPLAINTS AND DISCIPLINARY MEASURES

The Organization adopts zero tolerance for any form of bullying, harassment, abuse, defamation, or any other offensive behavior based on individual characteristics or that may humiliate, offend, intimidate, or insult others, whether carried out by Employees, Workers, Candidates, Clients, Suppliers, Visitors, or any other Stakeholder, and takes into consideration reports of such incidents occurring during work activities.

Anyone who believes they have been discriminated against or treated unfairly on the basis of gender, or who has observed a lack of Gender Equality in the company context, is encouraged to report it through the reporting channel without fear of retaliation.

Violations of this Policy may result in the application of appropriate and proportionate disciplinary sanctions, also taking into account any potential criminal liability related to the conduct in question.

All reports concerning violations (or suspected violations) of Gender Equality will be brought to the attention of the Steering Committee.

CONCLUSIONS

The Organization makes the Gender Equality Policy applied “to” and “by” everyone in the Company (Directors, Board Members, current and potential Employees in relationships with Colleagues, Clients, Suppliers, and any other Stakeholder) available on its website.

The Gender Equality Policy is dynamic and, on an annual basis, is reviewed by Management together with the Gender Equality Committee, which is responsible for its implementation and makes changes as needed based on evolving needs or changing circumstances.

Foligno, July 5, 2025

Download the certificate (IT)