Gender equality policy 2022 UNI PdR 125

On 16 March 2022, the Reference Practice (PdR) UNI 125:2022 on Gender Equality was published. This practice outlines the requirements necessary to obtain the Gender Equality Certification, referred to by the National Recovery and Resilience Plan (PNRR) in Mission 5. The UNI/PdR 125:2022 standard represents an international standard with the aim of defining guidelines and requirements aimed at promoting gender equality. The main objective of this process lies in the improvement and enhancement of gender equality and diversity, aiming to maintain a work environment free of discrimination.

SPI’s objective is to ensure that all qualified people, regardless of gender, have equal opportunities in the corporate context.

On 20 November 2023, SPI established a Steering Committee to maintain high control over the application of the management system for gender equality, with responsible figures appointed by the Management.

This committee is, as of today, composed as follows:

– CEO: Managing Director, Mr. Tommaso Mangione;

– HR: Personnel Office Manager, Dr. Lorenzo Orlando Carbone;

– RPDG: Manager of the UNI/PDR 125:2022 Management System, Dr. Fabio Mascaro;

The steering committee is responsible for managing reports relating to acts and episodes of non-inclusivity and gender discrimination that may occur in the company. Management follows the procedures listed below which are intended to represent operational guidelines.

Subjects involved

The reporting system is aimed at the following subjects:

  • Employees (any type of contract) who operate within the company organisation
  • Members of the corporate bodies

Subject of the report

The subject of the report is the violation of the values and rules of the SPI gender equality system. The reports taken into consideration are only those that concern facts found directly by the reporter, not based on current rumours; furthermore, the report must not concern complaints of a personal nature, claims or retaliation. The following aspects fall within the scope of the report:

  • Physical abuse
  • Verbal abuse
  • Mobbing
  • Non-inclusiveness
  • Discrimination (of all kinds)
  • Pay disparity
  • Use of inappropriate language
  • Forced and compulsory labor
  • Behavior contrary to the principles of the Gender Equality Policy in SPI

Modalità di segnalazione

Reports can be received through:

  • The verbal channel during the opening hours of the SPIEGO desk or directly to the members making up the Steering Committee;
  • by email writing to the address which is managed directly and exclusively by the company’s CEO, Tommaso Mangione.

The members of the steering committee must verify the validity of the report received through an in-depth interview with the worker making the request. The Steering Committee must substantiate the report, finding the founding, verifiable and objective elements. To this end, the Steering Committee must request the reporter:

  • references on the development of the facts (e.g. date and place),
  • personal details or other elements that allow identifying who committed what was declared,
  • details of any other subjects who can report on the facts being reported,
  • any private interests linked to the report

Examination and evaluation of reports

The Steering Committee must follow a process consisting of: reception, investigation and assessment. The facts covered by the report are reported by the reporter and noted by the member of the Steering Committee. Next, the latter will have to listen, in addition to the author of the report, to the subjects mentioned in it; at the end of the preliminary investigation he takes the consequent decisions, motivating them and archiving them. At the end of the process, the Company can be asked to proceed with the evaluation of what has been ascertained for disciplinary and sanctioning purposes.

Reports sent with the aim of damaging or otherwise causing prejudice to the reported party, as well as any other form of abuse of this document, are a source of responsibility for the reporting party, in disciplinary proceedings and in other competent bodies, in particular if the unfoundedness of the report is established. what has been reported and the instrumental and voluntary falsehood of accusations, findings, censures, etc.

Protection of the whistleblower and the reported party

The company ensures the confidentiality of the whistleblower’s personal data and the confidentiality of the information contained in the report. Any form of retaliation or discriminatory measure, direct or indirect, on working conditions is not permitted or tolerated against the whistleblower for reasons directly or indirectly linked to the complaint. Discriminatory measures include unjustified disciplinary actions, demotions without justified reason, harassment in the workplace and any other form of retaliation that leads to uncomfortable or intolerable working conditions.

The same forms of protection are adopted for the alleged person responsible for the violation, the person reported.

Both employees and stakeholders are allowed to send anonymous reports regarding cases of gender discrimination via the following link  link


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