Alifax considers gender equality a strategic lever that supports the company’s development, drives innovation and represents an essential ethical principle. We uphold the belief that individuals and organizations have a duty to take concrete action against all forms of discrimination.

We believe that a truly inclusive work environment stems from the ability to question oneself, identify and reduce existing imbalances, overcome stereotypes and biases and build conditions that allow every person to feel valued, heard and free to express themselves. For this reason, we aim to adopt an organizational model in which equity is a stable and structural element.

We are convinced that authentic and lasting change must begin with those who hold positions of responsibility, as leadership plays a decisive role in shaping a fair and welcoming corporate culture. For this reason, the definition of our Gender Equality Policy has been developed together with the Company Management, which fully endorses its content.

With this Policy, we intend to clarify how Alifax promotes gender equality through targeted cultural and organizational actions, with the goal of ensuring equal opportunities for all individuals who are part of the company today and those who will join in the future.

Our organization is committed to ensuring gender equality by promoting balanced representation and equal opportunities for professional growth for all people, regardless of gender.

In this context, we are committed to valuing the diversity present across organizational roles and maintaining processes capable of supporting the empowerment and professional development of every individual in business activities, contributing to the reduction of gender gaps.

The organization intends to pursue gender equality through concrete actions that, in addition to complying with the requirements and indicators established across different areas, are perceived as effective and meaningful by all individuals within the organization, regardless of gender.

With the aim of maintaining constant attention to people’s satisfaction and well-being at every stage and circumstance of their working life, the organization has chosen to consider the overall employee experience through the following areas:

  • Recruitment and hiring
  • Career management
  • Pay equity
  • Parenthood and caregiving
  • Work–life balance
  • Prevention of abuse and harassment

In relation to the analysis of its business processes, Alifax has formalized the cultural and organizational pathway to achieve Gender Equality objectives in accordance with UNI PdR 125:2022, developed across the following areas of intervention:

1) RECRUITMENT AND HIRING

In recruitment and hiring activities, our organization adheres, within a continuous improvement perspective, to the following principles:

  • Selection criteria must consider only requirements related to personal qualities such as professionalism, competence, specialization, experience, and potential.
  • The entire selection process is designed to ensure fairness, neutrality, and efficiency, using verifiable, clear, non-discriminatory criteria that are not influenced by gender.
  • Job postings are written using inclusive and gender-neutral language.

Furthermore, the organization promotes balanced gender representation, with particular attention to roles involving responsibility and decision-making impact. To this end:

  • Recruitment activities aim, where possible, to ensure a balanced representation of candidates of different genders.
  • Shortlists are created by valuing diversity and inclusion, in line with merit-based criteria.
  • Job positions and compensation at hiring are defined based on the role and responsibilities, regardless of gender.

2) CAREER MANAGEMENT

Alifax recognizes that achieving corporate objectives is fundamentally linked to the contribution of its people and is committed to ensuring that growth opportunities are based exclusively on merit and competence. In particular, our organization manages internal career paths according to the following principles:

  • The assignment of roles and responsibilities is gender neutral.
  • Career paths are defined based on skills, professionalism, results, and potential.
  • Access to development opportunities is guaranteed to all individuals and includes, for example, training programs, cross-functional projects, professional growth experiences, expanded responsibilities, and skill development initiatives.
  • The organization promotes a safe, inclusive, and well-being-oriented work environment, supporting skill development and addressing potential gaps.
  • Training aimed at developing skills and awareness is considered essential to remove potential career barriers and restore leadership balance across genders.

3) PAY EQUITY

Our organization ensures pay equity during hiring and throughout employees’ careers, regardless of gender. In determining, awarding, and adjusting compensation, the organization adheres to the following principles:

  • Compensation is defined based on the role and responsibilities; any additional benefits or bonuses are exclusively based on measurable and recognized results.
  • The assignment of benefits is documented through accessible policies.
  • All staff members have the right to report any disparities.

4) PARENTHOOD AND CAREGIVING

Our organization supports parenthood by promoting an inclusive work environment attentive to the different stages of each individual’s personal life, creating conditions that facilitate the balance between professional and personal responsibilities.

This commitment is reflected in the following principles:

  • Parenthood is supported through specific information and reintegration programs, which include flexible options for parents.
  • Support is provided before, during, and after childbirth.
  • The use of parental leave is encouraged so that all eligible individuals can fully benefit from the legally provided period.
  • The organization plays an active role in supporting caregiving activities through concrete initiatives.

5) WORK-LIFE BALANCE

Alifax offers its staff the possibility to manage their time through a balanced approach that considers both business objectives and the physical and psychological wellbeing of all employees.

The principles underlying work-life balance include:

  • Flexibility measures are accessible to all staff.
  • Tools such as reduced working hours, flexible schedules, and remote working are available.
  • Adequate technological tools are provided to support remote work.

6) PREVENTION OF ABUSE AND HARASSMENT

Our organization rejects all forms of abuse and harassment; it provides training aimed at prevention and adopts a zero-tolerance policy toward any such behavior. Prevention is implemented through concrete actions based on the following principles:

  • Identifying and assessing risks related to abusive or harassing behavior in the workplace.
  • Planning and adopting preventive measures consistent with identified risks.
  • Ensuring the possibility to report suspected or actual cases of abuse or harassment through dedicated channels.
  • Guaranteeing full protection for those who report, preventing any form of retaliation or negative consequence.
  • Carefully analyzing and managing reported cases to understand their causes and adopt appropriate actions.
  • Promoting respectful, inclusive, and gender neutral communication.

The Gender Equality Policy is dynamic and is periodically reviewed by Management together with the Gender Equality Steering Committee, which is responsible for its implementation and updates it according to organizational needs.