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Gender equality

With the aim of fully fulfilling its mission and in line with its strategic vision, Rima has decided to adopt a Gender Equality Management System (GEMS) compliant with UNI/PdR 125:2022, as an effective tool to ensure gender equality in terms of women’s representation and professional development, while fostering an inclusive culture and the implementation of processes that support female empowerment.

For Rima, obtaining the certification will represent only the first step in a broader journey of implementing gender equality policies, with a view to continuous improvement and the promotion of gender equality. The certification is designed to guide and encourage the organisation in adopting policies capable of reducing the gender gap, generating benefits in terms of employee wellbeing as well as reputational and ethical impact.

GUIDING PRINCIPLES

The fundamental principles underpinning Rima’s Gender Equality Policy are:

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

Impartiality and inclusivity
Fairness and transparency
Valuing Personnel
Protection of the Individual
Combating Violence

The focus with which we direct our efforts to ensure that our GEMS meets the requirements set out in UNI/PdR 125:2022 is inspired—aligned with the European Union’s Gender Equality Strategy 2020–2025—by the pursuit of the following objectives:

  • increasing women’s participation in the labour market, with the aim of achieving full female employment;

  • reducing the gender pay and pension gap, including as a means of combating women’s poverty;

  • promoting gender equality in decision-making processes;

  • combating stereotypes and gender-based violence, and ensuring protection and support for victims.

The European Union Gender Equality Strategy 2020–2025 aims to achieve a set of key objectives to promote gender equality across various areas of society.

Its main goals are to put an end to gender-based discrimination; combat gender stereotypes; close the gender gap in the labour market; achieve equality in participation across different economic sectors; address the gender pay and pension gap; and close the gap and achieve gender balance in decision-making and in politics. The Strategy follows a dual approach: the integration of the gender perspective into all policies, combined with targeted interventions, implemented in accordance with the overarching principle of intersectionality. Although focused on actions within the EU, the Strategy is consistent with the European Union’s external policy on equal opportunities and women’s empowerment.

Support for parenthood

As part of our journey towards obtaining UNI/PdR 125 certification on gender equality, we have chosen to place particular emphasis on supporting parenthood, recognising that balancing private and working life is a key element for the wellbeing of individuals and families.

For this reason, we have introduced a range of initiatives and made concrete tools available, spanning from corporate welfare measures to healthcare services, as well as informational support on rights and on the services offered within the local community.

Discover all the available solutions on the dedicated page!

Discover more

Gender Equality Policy

MANAGEMENT COMMITMENT

To support the achievement of the principles and objectives set out in this Policy, the Management of Rima S.p.A. considers the continuous adoption of the GEMS essential to developing an organisational model that promotes gender equality and enhances fairness and inclusiveness.

Rima S.p.A. is committed to:

  • adopting measures to prevent all forms of gender-based discrimination and counter any conduct that may undermine the dignity of personnel, regardless of their role or level of responsibility. In this context, anyone carrying out activities on behalf of or in favour of Rima S.p.A. who believes they have been discriminated against or subjected to harassment for any reason may report the incident to the Human Resources Office—acting as the Gender Equality Steering Committee—via the suggestion box or according to the procedures outlined in the Whistleblowing Regulation and Procedure;

  • promoting and valuing diversity across all corporate processes: from human resources recruitment and selection to access to training; from the definition of remuneration policies to performance evaluation and the allocation of incentive schemes; from supplier selection to the delivery of services and supply of products;

  • supporting employees’ family welfare through working arrangements (part-time work, flexible working hours) that facilitate the balance between professional duties and private life;

  • promoting actions aimed at informing, raising awareness and engaging personnel on equal opportunities and female empowerment, avoiding stereotypes and enhancing the visibility of women’s contribution;

  • promoting communication—also through marketing and advertising activities—that transparently reflects the organisation’s commitment to achieving gender equality, valuing diversity and supporting female empowerment.

MONITORING AND IMPLEMENTATION OF THE POLICY

The general Gender Equality Policy, together with the related measures forming part of the organisation’s broader strategic framework, provides—together with the Gender Equality Steering Committee—for the definition and periodic Review of gender equality objectives, in order to assess their suitability and determine whether modifications or additions are required.

The Steering Committee, represented by the Gender Equality Manager, verifies compliance with the planning, updates the Work Progress Status, and carries out the necessary monitoring of the qualitative and quantitative KPIs established in Point 5 of the aforementioned Guidelines for the Gender Equality Management System, thereby ensuring organisational progress and the maintenance of current and defined requirements.

Should the Gender Equality Manager identify delays or failure to achieve the set objectives, or even a regression in the organisational culture regarding gender equality, or should any significant changes or events arise that require a revision, they will promptly implement the necessary corrective actions, subject to the approval of the Steering Committee.

If no need for amendments to the general Gender Equality Policy emerges within 12 months from the last revision, Management and the Steering Committee will nonetheless request the Gender Equality Manager to conduct an official update.

INTEGRATION WITH HUMAN RESOURCES MANAGEMENT POLICIES

Management ensures that the Steering Committee appropriately updates all policies relating to personnel management so that they remain consistent with the objectives of this Global Gender Equality Policy—namely, to promote, enhance and safeguard gender diversity, equal opportunities in the workplace and female empowerment.

INTEGRATION WITH COMMUNICATION POLICIES

Management ensures that the Steering Committee, in collaboration with the Communications and Marketing Manager, appropriately updates internal and external communication, marketing and advertising policies so that they align with the objectives of this Global Gender Equality Policy—promoting, valuing and safeguarding gender diversity, equal opportunities and female empowerment.

INTEGRATION WITH MANAGEMENT TRAINING ACTIVITIES

This Policy is included in the training and awareness programme for company management. It forms part of the internal training pathway, which—alongside standard classroom-based training—includes discussion sessions and assessments designed to verify the effective acquisition of the core concepts through a dedicated questionnaire.

For Rima, this Gender Equality Policy represents a continuous commitment to creating a fair and inclusive working environment for all employees. We believe that gender equality is essential to our success, and we are committed to contributing to the promotion of diversity and inclusion within our organisation and in our community.

This Gender Equality Policy has also been integrated into our Corporate Policy. Want to find out more? Visit the dedicated page!

Corporate policy

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