1. PURPOSE & OBJECTIVE

Prysmian S.p.A. and EOSS (hereinafter together referred to as the Organisation) recognise the importance of diversity and inclusion as key factors for innovation, creativity and sustainable growth of the company. Promoting gender equality is fundamental to creating a fair, respectful and productive working environment. This policy is based on the standards set by UNI PDR 125 and applicable laws and regulations and sets out the principles and actions that we, as an Organisation, are committed to following.

2. POLICY REQUIREMENTS – RULES OF CONDUCT

 

2.1 PRINCIPLES

• Equality of Opportunity: We ensure that all people, regardless of gender, have equal access to employment, training, professional development and career advancement.
• Non-discrimination: We condemn all forms of discrimination based on gender. All decisions regarding hiring, promotion, compensation and other conditions of employment will be made solely on the basis of skills, experience, and performance.
• Inclusive Work Environment: We promote a work environment in which every individual feels respected, valued and supported. We are committed to creating an inclusive corporate culture and to combating all forms of harassment and gender-based violence.

2.2 ACTIONS

In relation to selection and recruitment procedures, the Organisation implements measures aimed at seeking merit and talent, ensuring a balanced gender representation among candidates. The Organisation employs transparent and objective criteria for evaluating applications. The Organisation has developed resource assessment processes using impartial criteria, based on analyzing a person's performance and potential to facilitate appropriate development and professional growth plans. Furthermore, we promote inclusive leadership styles and create gender-balanced succession plans. The remuneration policies adopted are guided by principles of meritocracy, competitiveness, transparency, and fairness. The results of these policies are periodically monitored through the Gender Pay Gap indicators. The Organisation offers flexible working policies, such as remote-working, flexible working hours, and parental leave, to support a healthy work-life balance, taking into account the different needs of various genders. To protect and support parenthood, the Organisation adopts the Prysmian Parental Policy which includes a support programme for employees before, during and after periods of absence from work. The Organisation fosters a work environment that rejects stereotypes, discrimination, and all forms of abuse, instead proposing a culture of diversity and inclusion. Additionally, we support staff well-being through programmes aimed at health and preventive health. With the aim of increasingly achieving gender balance in positions of responsibility, including managerial and executive roles, Prysmian is committed to setting annual global Diversity and Inclusion objectives and to supporting female empowerment through dedicated training programs and mentorship initiatives. Recognising the value of training and communication as fundamental tools for shaping the corporate culture, the Organisation promotes ongoing training programmes to raise employee awareness on issues related to gender equality and diversity, fostering an inclusive and respectful environment. We actively involve company leaders in promoting and supporting gender equality. The Organisation considers it essential to listen to its people and involve them in the process of continuous improvement processes. Therefore, we periodically conduct surveys of the entire corporate population to monitor perceptions of organisational and individual well-being, including issues of equity, inclusion and gender equality. Aware of the role that companies can play in promoting a culture that develops talent, enhances individual uniqueness, and promotes inclusion, the Organisation engages in partnerships with associations that support these issues. We implement projects to sponsor gender equity in schools and participates in cross-company mentorship projects. The Organisation has adopted a regular monitoring and reporting system to assess the effectiveness of gender equality policies. We collect and analyse gender-disaggregated data on recruitment, promotion, remuneration and working conditions, and use this data to make continuous improvements to our practices. The Organisation is also committed, as far as possible, to ensuring balanced gender representation among participants in events, conferences, and roundtables. As part of its commitment to integrity, transparency, and etical operation in all aspects of its business, Prysmian has adopted an anti-harassment policy and has a whistleblowing system in place to ensure that cases of gender discrimination and harassment in the workplace can be reported and resolved. Prysmian ensures that all reports are treated seriously and confidentially and that appropriate corrective measures are taken.