Gender Equality

 

MISSION AND STRATEGIC VISION

AC2, an Engineering and Information Technology company with a particular focus on R&D, has the strategic objective of offering the market multidisciplinary technological expertise.

Indeed, from the very beginning, it has operated in a multidisciplinary environment providing services in the fields of Information Technology, process digitalization, environmental sustainability, civil, structural, industrial, telecommunications, and BIM transportation engineering, primarily in the world of large infrastructure projects but also for major national and international public and private clients, delivering high-value-added services through a strong integration of Engineering, ICT, and R&D expertise.

In this context, AC2's mission is to design solutions that enhance the competencies of its own territory and seize the innovations of technological progress in order to help client companies realize sustainable, resilient, and secure projects that contribute to improving the lives of citizens and businesses.

THE PATH TOWARDS GENDER EQUALITY

With the aim of best fulfilling its mission and in line with the strategic vision, AC2 has decided to adopt a Gender Equality Management System (GEMS) compliant with UNI/PdR 125:2022, as a valid instrument to ensure gender equality with regard to the presence and professional growth of women, enhancing an inclusive culture and activating processes capable of developing female empowerment.

Achieving certification for AC2 will represent only the first step in a process of implementing gender equality policies, with a view to improving and promoting gender equality. The certification, in fact, aims to accompany and encourage the organization to adopt appropriate policies to reduce the gender gap, with the resulting benefits for staff well-being, as well as reputational and ethical impacts.

THE GUIDING PRINCIPLES

The fundamental principles underlying AC2's Gender Equality Policy are:

  • IMPARTIALITY AND INCLUSIVENESS
  • FAIRNESS AND TRANSPARENCY
  • VALUING PERSONNEL
  • PROTECTION OF THE INDIVIDUAL
  • COMBATING ALL FORMS OF VIOLENCE AND DISCRIMINATION

 

The attention with which AC2 focuses its commitments, so that its own GEMS meets the requirements specified in UNI/PdR 125:2022, is inspired – in line with the Gender Equality Strategy 2020–2025 defined by the European Union – by the pursuit of the following objectives:

✓ increasing women's participation in the labour market;

✓ reducing the pay and pension gap between men and women, including to combat female poverty;

✓ promoting equality between men and women in the decision-making process;

✓ combating stereotypes, gender-based violence, and protecting and supporting victims.

MANAGEMENT'S COMMITMENT

To promote the achievement of the principles and objectives stated, the Management of AC2 considers the continuous adoption of the GEMS essential in order to develop an organizational model that promotes gender equality and enhances equity and inclusiveness.

AC2 commits to:

✓ adopting tools to prevent all forms of gender discrimination and to counter any act that violates the dignity of personnel, regardless of the role held and the level of responsibility;

✓ valuing diversity in every business process: from the search and selection of human resources to access to training, from the definition of remuneration policies to performance evaluation and the attribution of reward systems, from supplier selection to the delivery of services/supply of products;

✓ supporting the family welfare of its employees through working arrangements (remote working, part-time, flexible working hours) that promote a work-life balance;

✓ promoting information, awareness-raising, and staff engagement initiatives on the topics of equal opportunities and female empowerment, avoiding stereotypes and promoting the visibility of women's contributions;

✓ promoting communication, including through marketing and advertising activities, that transparently declares the commitment to achieving gender equality, valuing diversity, and supporting female empowerment.

SPECIFIC POLICIES ON GENDER EQUALITY

These are more specific policies on gender equality that provide the necessary inputs to formulate the Strategic Plan for gender equality and to identify, develop, and implement procedures specifically dedicated to gender equality, based on the organizational context of reference.

The gender equality policies, developed in relation to the policy, cover the themes of the Strategic Plan:

  • Selection and hiring (recruitment)

  • Career management

  • Pay equity

  • Parenthood and care

  • Work-life balance

  • Prevention of all forms of physical, verbal, and digital abuse (harassment) in the workplace

MONITORING AND IMPLEMENTATION OF THE POLICY

The general gender equality policy and the related policy, within the broader framework of the organization's programmatic guidelines, provides for — in order to assess their suitability and the need to make changes or additions — jointly with the Gender Equality Steering Committee, the definition and periodic review of gender equality objectives.

DISSEMINATION OF THE POLICY

The gender equality policy is communicated and disseminated to all staff and stakeholders through internal communication and publication on the institutional website.