Villa Porta

VillaPorta-villaporta-sole

GENDER EQUALITY POLICY

This Gender Equality Policy, defined by the Top Management of VILLA PORTA s.r.l., in coordination with the Steering Committee, sets out the principles, objectives and guiding directions that define the organization’s commitment to issues relating to gender equality, the enhancement of diversity and women’s empowerment.

 

This Gender Equality Policy applies to all internal personnel and to external personnel who collaborate continuously with the organization.

Principles and Commitments

VILLA PORTA s.r.l., through the implementation of a Gender Equality Management System compliant with UNI/PdR 125, has embarked on a process of internal cultural change within its Organization in order to achieve greater gender equality.

VILLA PORTA s.r.l. believes in a culture based on respect for and enhancement of diversity in terms of gender, age, origin, social background, religion, political views, physical and psychological abilities, identity and sexual orientation.

VILLA PORTA s.r.l. is committed to:

 

  • applying human resource management and development practices that promote an inclusive culture in access to company roles and career advancement opportunities, ensuring equal opportunities for all personnel and supporting the empowerment of women;
  • promoting work-life balance conditions that are appropriate to the different stages of life and proactive in rebalancing family responsibilities between men and women;
  • communicating transparently, both internally and externally (including marketing and advertising activities), its commitment to pursuing gender equality, enhancing diversity and supporting women’s empowerment;
  • creating an inclusive, collaborative, supportive, transparent working environment that is open to listening to all personnel;
  • preventing, condemning and combating stereotypes, discrimination and all forms of physical, verbal and digital abuse, while fostering a culture of diversity and inclusion;
  • gradually but rigorously reducing any pay gaps and career advancement disparities that may have occurred throughout the Company’s long history.

OBJECTIVES

VILLA PORTA s.r.l. defines its objectives, detailed in the “Strategic Plan”, also through Key Performance Indicators (KPIs), based on the Thematic Areas identified by UNI/PdR 125:2022:

  • Culture and Strategy: improving the Organization’s working environment by fostering and supporting inclusion, gender equality and the enhancement of gender diversity. Combating and overcoming all stereotypes, discrimination or prejudice – including unconscious bias – based on gender-related issues.
  • Governance: implementing an organizational governance model aimed at defining appropriate organizational structures and ensuring the presence of the underrepresented gender within the Organization’s steering and control bodies, as well as establishing processes designed to identify and remedy any instances of non-inclusion.
  • HR Processes: implementing HR processes, relating to the different stages that characterize the employee lifecycle within the Organization, based on principles of inclusion and respect for diversity.
  • Opportunities for Women’s Growth and Inclusion within the Company: improving the Organization’s ability to create gender-neutral access to career paths and internal growth opportunities, and accelerating such opportunities.
  • Gender Pay Equity: implementing processes to ensure balanced remuneration through a total reward approach, including not only monetary compensation but also welfare and well-being systems.
  • Protection of Parenthood and Work-Life Balance: implementing policies to support personnel in their parental and caregiving responsibilities.
 
 

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

This Policy is integrated with the Company’s other corporate policies.

Personnel are required to comply, within the scope of their respective responsibilities, with the provisions set out in the Management System and in the related Procedures and Policies, as well as to apply the principles contained in this Gender Equality Policy on a daily basis.

 
 

The Company Management

23.01.2026

CERTIFICATE