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| Poste Italiane obtains Uni/PdR 125:2022 certification for gender equality | 46% of female middle and senior managers in 2023 | New LGTBQ+ Inclusion Policy approved | Poste Italiane was awarded first prize in the "Diversity & Inclusion" category at the fifth edition of the "Premio al Report di Sostenibilità" (Sustainability Report Award) |
Poste Italiane recognises the fundamental importance of its contribution in promoting the principles of sustainable development, considering its relevance within the Italian economic and social panorama. Therefore, the Group has adopted a Code of Ethics, supported by corporate policies and guidelines to protect and safeguard Human Rights.
These include the Corporate Policy on the Protection and Safeguarding of Human Rights, the Policy on the Diversity of Management and Control Bodies, the Diversity & Inclusion Policy and the more recent Support for Active Parenting Policy. Moreover, in addition to following the company policies and guidelines mentioned above, Poste Italiane guarantees the well-being of all the people working in the Company or collaborating with it, and is committed to improving the conditions of the communities in which it operates through a proactive approach aimed at disseminating respect for international principles concerning the safeguarding and protection of Human Rights.
The Diversity & Inclusion programmes, in line with the provisions of the Company Policy, are monitored using indicators developed annually in collaboration with the Group's Sustainable Development, Risk and Compliance function in the Corporate Affairs area, in line with the evolutionary guidelines of the corporate sustainability plan.
Poste Italiane maintains, in continuity with the previous year, its Diversity & Inclusion Plan, developed following an active participation process that involved the formation of cross-functional working groups made up of professionals and middle managers who operated according to a bottom-up approach, formulating project proposals evaluated on the basis of two criteria, the qualitative-quantitative impact on the company population and the speed of implementation. The objective of the Plan is to generate significant change processes that bring added value to people, organisational behaviour, leadership styles and relationships within the Group. Through the implementation of targeted projects and initiatives, as well as communication and awareness campaigns, the Group promotes engagement, listening and trust, the creation of inclusive work environments, and the overall improvement of the corporate organisation through the valorisation of diversity.
Bloomberg Gender - Equality Index (GEI)
These include the Corporate Policy on the Protection and Safeguarding of Human Rights, the Policy on the Diversity of Management and Control Bodies, the Diversity & Inclusion Policy and the more recent Support for Active Parenting Policy. Moreover, in addition to following the company policies and guidelines mentioned above, Poste Italiane guarantees the well-being of all the people working in the Company or collaborating with it, and is committed to improving the conditions of the communities in which it operates through a proactive approach aimed at disseminating respect for international principles concerning the safeguarding and protection of Human Rights.
The Diversity & Inclusion programmes, in line with the provisions of the Company Policy, are monitored using indicators developed annually in collaboration with the Group's Sustainable Development, Risk and Compliance function in the Corporate Affairs area, in line with the evolutionary guidelines of the corporate sustainability plan.
Poste Italiane maintains, in continuity with the previous year, its Diversity & Inclusion Plan, developed following an active participation process that involved the formation of cross-functional working groups made up of professionals and middle managers who operated according to a bottom-up approach, formulating project proposals evaluated on the basis of two criteria, the qualitative-quantitative impact on the company population and the speed of implementation. The objective of the Plan is to generate significant change processes that bring added value to people, organisational behaviour, leadership styles and relationships within the Group. Through the implementation of targeted projects and initiatives, as well as communication and awareness campaigns, the Group promotes engagement, listening and trust, the creation of inclusive work environments, and the overall improvement of the corporate organisation through the valorisation of diversity.
Bloomberg Gender - Equality Index (GEI)
Diversity and inclusion Data Overview
| Objectives | Indicator (KPI) | Target | Baseline | Implementation Status 2023 |
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| Strengthen the presence of women in management succession plans instrumental to increasing the presence of women in positions of greater responsibility in the Group |
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2021 | 43% |
| Invest in the internal development of skills and STEM roles and in the promotion of cultural models of reference with a plural and gender equality approach, including through male and female role models |
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2021 |
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| Promote intergenerational matching between mentor and mentee within the mentoring programme |
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2022 | 67% |
| Extend caring and listening measures for colleagues with chronic and/or serious illnesses or who are in vulnerable and fragile situations, to accompany their inclusive return and support their mental well-being |
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2022 | 47% |
| Implementation of campaigns and awareness-raising actions on issues of employment inclusion and LGBTQ+ rights |
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2021 |
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| Take pervasive actions to implement the Diversity & Inclusion strategy through envisioning workshops, meetings and thematic events for integrated awareness in processes and work relationships |
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2021 | 53 |
| Contribute to strengthening measures and processes intended to promote active parental support, such as actions to counter the falling birth rate and promoting greater balance in the distribution of care burdens |
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2021 |
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| Promote the creation of Employee Resource Groups (ERGs) among employees with common interests on diversity and inclusion issues to set up open exchange and discussion groups within the dedicated community |
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2022 |
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| Promotion of an intercultural vision in the Company for the development of inclusive solutions through the implementation of participatory processes characterised by the coexistence of a mix of different cultures among employees |
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2021 |
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| Increase the implementation of initiatives that use inclusive formats to facilitate accessibility for people with disabilities or special educational needs |
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2022 |
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| Strengthen the Employee Corporate Volunteering project through the development of a new engagement platform, and the definition of social programmes integrated with the corporate sustainability strategy |
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2021 | Creation of Volunteering Community Multi-subject communication campaign with omnichannel plan |
| Openness to community welfare logic in synergy with local communities, providing corporate welfare services to support the vulnerabilities of employees and citizens |
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2021 |
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| Implementation of the framework to foster digital inclusion, promoting equal opportunities and ensuring fair and inclusive access for all |
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2023 | New |
| Promoting the strengthening of accessibility measures and assistive technologies also through the activation of listening and involvement paths for staff with disabilities |
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2023 | New |
| Sport & Inclusion: valorisation of athletes with disabilities in order to assess possible participation in inclusive external sporting events. The initiative is also potentially aimed at employees who want to support/accompany athletes with disabilities |
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2023 | New |
| Increase the implementation of training initiatives that use inclusive formats to facilitate accessibility for people with disabilities or special educational needs |
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2023 | New |
| Strengthen nationwide caring and listening measures for colleagues in vulnerable and fragile situations to support their mental and motivational well-being |
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2023 | New |
| Promoting and disseminating corporate procedures and internal document systems geared towards inclusive and gender-neutral written language |
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2023 | New |
| Introduction of policies and measures to counter ageism through valorisation and engagement campaigns focusing on the senior population |
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2023 | New |
| Realisation of training, organizational and inclusive courses and interventions for the valorisation of neurodiversity in a “Dyslexia Friendly” company |
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2023 | New |
| Promotion of Employee Resource Group (ERG) activities also with regard to LGTBQ+ inclusion initiatives |
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2023 | New |
| Enhancement of the skills of young talents in PCL and logistics functions through an inclusive onboarding and job rotation programme to enhance employer branding towards genZ |
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2023 | New |
| Fostering a culture of inclusion at all levels of the corporate structure through specific training courses |
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2023 | New |