GENDER EQUALITY POLICY

1. PURPOSE

F.A.I.R. S.r.l. – Fabbrica Armi Isidoro Rizzini (hereinafter referred to as « FAIR » or « Company ») is committed to gender equality and inclusivity in the workplace. This focus and commitment stem from a desire to equip itself with adequate measures to ensure Gender Equality and to obtain the relevant certification in accordance with the UNI PdR 125/2022 Reference Practice, also referred to in the PNRR, Mission 5.

FAIR has appointed a Gender Equality Steering Committee to define, promote and monitor the adoption of organisational tools and guidelines consistent with these principles, starting with a number of key areas:

  • selection and recruitment policies;
  • opportunities for women’s growth within the company;
  • equal pay;
  • protection of parenthood;
  • work-life balance;
  • prevention of abuse and harassment.

The Committee is responsible for coordinating and defining a path based on awareness and the adoption of fair organisational and behavioural practices that will involve the entire organisation and all FAIR employees.

2. GENERAL PRINCIPLES AND COMMITMENTS

FAIR believes in the value of people and their differences and wants to ensure that all people within the company have the same opportunities for professional growth. It therefore formally undertakes to promote a management policy that focuses on diversity, gender equality, female empowerment and equal opportunities.

With this Policy, the Management provides guidelines for organisational practices to all its staff and, in particular, for the approach to processes.

In detail:

  • RESEARCH, SELECTION AND RECRUITMENT. The presence of people of different genders and, in a broader sense, of different cultures/generations/religions/ethnicities facilitates the creation of an environment capable of producing new ideas, solutions and positive performance. This composition of the workforce not only promotes the growth of each individual employee/collaborator, but also helps the performance of work groups, thus acting as a driver for business growth.

FAIR wishes to consolidate recruitment policies and plans that promote and value diversity, committing itself to emphasising the importance of meritocracy: experience, skills and competences guide the selection of the best candidates.

FAIR intends to ensure that those involved in the recruitment process receive adequate training on gender equality principles and awareness of stereotypes that can negatively impact the selection process.

  • REMUNERATION, CAREERS AND PERFORMANCE EVALUATION. The remuneration policy contributes to the achievement of objectives and the realisation of corporate values and strategies, in accordance with the principles of plurality, equal opportunities, and the enhancement of people’s skills and professionalism, applying principles of fairness and non-discrimination. Remuneration measures, processes and short- and long-term incentive schemes, taking into account the context and applicable market benchmarks, are linked to the recognition of responsibilities, results achieved and the quality of professional input.

FAIR guarantees job protection and the same level of remuneration after maternity leave, also adopting this policy for parental leave.

The Company develops performance evaluation processes and systems that encourage constant dialogue between managers and employees and create development plans without any gender discrimination, but with a focus and culture based on meritocracy.

  • TRAINING AND PROFESSIONAL DEVELOPMENT. FAIR is committed to offering equal opportunities for development without any gender discrimination, defining transparent standards consistent with Performance Management and talent development processes.
  • CORPORATE WELLBEING. FAIR will strive to structure a corporate wellbeing plan with a specific focus on gender equality policies.
    In particular, to:
    1. consolidate family welfare services and promote parenthood;
    2. consolidate and develop work-life balance and flexible working policies;
    3. promote targeted support processes for returning to work after long periods of absence (maternity, paternity, illness);
    4. prevent sexual harassment in the workplace through a dedicated awareness-raising programme that educates people and guides them in their daily behaviour.

Finally, FAIR intends to take an active role in disseminating and raising awareness of the values of the aforementioned PdR 125/2022, both among its employees and collaborators and among all other stakeholders.

In this regard, FAIR undertakes to:

  • ensure that both genders are equally represented among the speakers chosen by the company for round tables, events, conferences or other events, including scientific events, in which it participates;
  • promote and support activities and events aimed at promoting gender equality and inclusion, including through posts and publications on its website and social media.

3. APPLICATION AND VERIFICATION

This Policy is addressed to all FAIR employees and shared with its main stakeholders, consultants and suppliers with the aim of having a significant impact within its network.

This Policy is reviewed annually.

REPORTS

Reports or complaints regarding the working environment and/or mandatory and/or voluntary requirements applied by UNI/PDR 125/2022 and/or contained in FAIR’s Company Regulations can be submitted via the Whistleblowing Platform for reporting illegal activities, accessible at the link fair.it/fr/whistleblowing/.

For comments, recommendations, suggestions for improvement or reflections, the Gender Equality Steering Committee (PdG) can be contacted at CERT@FAIR.IT, specifying that the purpose of the email refers to this committee.