Gender Equality Policy

The Vivenda Group S.P.A. adopts a gender equality policy aimed at recognizing, protecting, and enhancing the differences between men and women, as well as ensuring equal opportunities in the workplace: from recruitment practices to professional development and career advancement, up to the promotion of diverse leadership styles. This document includes references to related policies concerning personnel management, career development, and internal and external communication.

The Vivenda Group S.P.A. intends to pursue gender equality, enhance diversity, and support women’s empowerment in economic life through the following actions:

➢ strengthening the concept of Equal Opportunities in accordance with the European Employment Strategy: enabling women to access all professional roles while ensuring equal pay;
➢ promoting the concept of equality in the participation and representation of our organization in relations with stakeholders;
➢ promoting equal social and civil rights for both men and women;
➢ contributing to the improvement of the balance between men and women within decision-making processes in an economic and social context;
➢ contributing to the improvement of knowledge of European social legislation;
➢ combating harassment and sexual violence;
➢ promoting the overcoming of stereotypes (unconscious bias), by addressing gender-related prejudice within internal and external policies through effective communication and awareness-raising processes.

The KPIs identified in accordance with UNI/PdR 125:2022 represent an important part of the information necessary to determine and explain how the Vivenda Group S.P.A. is progressing toward its established objectives.

This gender equality policy is:

✓ defined by Top Management, in coordination with the steering committee;
✓ communicated and disseminated within the Vivenda Group S.P.A. and to its stakeholders;
✓ supported through awareness and training activities for company management, in order to implement initiatives aimed at developing women’s professional skills and leadership;
✓ reviewed or confirmed periodically (at least once a year) during management review activities, based on events, changes, monitoring results, and audits;
✓ coordinated by the appointed responsible person, designated by management and possessing organizational and gender-related expertise.

Management allocates adequate resources (human, financial, and infrastructural), responsibilities, and authority for the pursuit, achievement, and maintenance of the gender equality objectives established in the strategic plan.

This policy is reconfirmed or updated during periodic reviews, as part of the verification and continuous improvement of the management system.

Management