Gender Equality Policy

The Management of Gaviota Simbac Spa, in line with the company’s policies aimed at pursuing gender equality, valuing diversity, and supporting female empowerment, ensures, in collaboration with the Steering Committee:

    • Compliance with the constitutional principle of parity and equality within the firm and in the daily conduct of work activities;
    • The creation of an inclusive work environment;
    • The adoption of policies to prevent any form of discrimination in the workplace, including based on gender, as well as during the hiring process of personnel;
    • Organization of training courses and initiatives aimed at promoting the principles of equality and gender parity for which the management stands as a guarantor;
    • Establishment of policies for managing parenthood and work-life balance;
    • Opportunities for advancement within the company and equal remuneration;
    • Prohibition, during job interviews, of asking questions regarding marital and family life or the candidate’s plans concerning their personal life;
    • Ensuring gender pay equity;
    • Regular review of this policy as part of the review and improvement of the management system;
    • Equal representation of genders among panel speakers at roundtable discussions, events, conferences, or other scientific events;
    • Fair and equal participation in training and development initiatives, with the presence of both genders, including leadership courses;
    • Services to promote the reconciliation of personal and work life;
    • Maintenance of benefits and initiatives that value the experience of parenthood as a time for acquiring new skills for the individual and the organization, to protect the relationship between the person and the company before, during, and after maternity and paternity;
    • Policies for internal mobility and succession in managerial positions consistent with the principles of an inclusive organization and gender equality;
    • Identification and regular monitoring of process indicators in various areas, including Culture and Strategy, Governance, HR, Growth Opportunities, and Inclusion of Women in the Company, Gender Pay Equity, and Parenthood and Work-Life Balance;
    • the principles and objectives of inclusion, gender equality, and attention to gender diversity;
    • functional collaboration with industry associations and unions to anticipate and ensure rights and protections for employees against any form of discrimination;
    • adequate organizational measures and the presence of the minority gender in the governing and control bodies of the organization as well as the presence of processes aimed at identifying and remedying any instances of non-inclusion;
    • neutral access of genders to internal career paths and growth opportunities and their respective acceleration;
    • policies to support parenthood in its various forms and the adoption of procedures to facilitate and support the presence of women with preschool-age children;
    • selection and hiring processes that establish rules to prevent gender disparities, particularly to counteract biases;
    • gender-neutral job descriptions and recruitment processes targeting both men and women;
    • processes aimed at ensuring non-discrimination and equal opportunities in professional development and promotions, based solely on skills and professional levels;
    • gender balance in corporate leadership positions, in correlation with the specific sector and job roles;
    • career opportunities and professional development programs targeted at the entire company staff;
    • data on recruitment status, gender situation, male situation for each profession, training, professional promotion, levels, category or qualification changes, other mobility phenomena, short-time work interventions, terminations, pre-retirement and retirement, and actual compensation;
    • a work environment that promotes diversity and safeguards the psycho-physical well-being of employees a control mechanism to avoid practices that do not correspond to the stated non-discriminatory policies, including salaries, benefits, bonuses, and welfare programs;
    • employee information on applicable compensation policies within the company including benefits, bonuses, and welfare programs;
    • specific programs for maternity or paternity leave and information on significant changes that may occur in the workplace during leave;
    • information mechanisms to encourage the request for paternity leave;
    • specific initiatives to support employees in their parenting and caregiving activities;
    • measures to ensure work-life balance for all employees;
    • opportunities for remote work or other forms of flexible work, as well as flexible working hours;
    • Compliance with this policy and the objectives set to meet it are developed as part of our expectations of economic growth, leadership, and benefit to our customers.

Download the Gender Equality Policy