This Gender Equality, Diversity and Inclusion Policy, defined by the Top Management of ORIGINAL BIRTH S.p.A. in collaboration with the Steering Committee, outlines the principles, objectives, and guidelines that reflect the Organization’s commitment to gender equality, the promotion of diversity, and female empowerment.
To this end, ORIGINAL BIRTH ensures that the management of all stages in the life cycle of a resource within the Company is guided by the principles of equal opportunity, inclusion, and meritocracy. The Organization has adopted appropriate reporting and monitoring systems to ensure compliance with, identify deviations from, and eliminate any non-conformities with the requirements established by UNI/PdR 125.
ORIGINAL BIRTH has decided to adopt this company policy aimed at reducing the gender gap in all areas considered critical: opportunities for professional growth within the company, equal pay, gender management policies, parental protection, and the measurement, reporting, and evaluation of diversity data in order to address any gaps—allocating a dedicated budget accordingly.
This Gender Equality Policy applies to all internal staff and to external collaborators who work continuously with the organization.
To this end, ORIGINAL BIRTH is committed to:
applying human resource management and development practices that promote an inclusive culture, providing equal access to company roles and professional growth paths for all staff, with a focus on strengthening female representation;
respecting and enhancing the culture of diversity and inclusion, aiming to create the best possible conditions for attracting, developing, and retaining talented individuals. For this purpose, the company has set the objective of establishing corporate incentive tools that include initiatives to improve employee well-being both in the workplace and in balancing professional and private life;
communicating transparently, both internally and externally (including marketing and advertising activities), its intent to promote gender equality, value diversity, and support increased female employment;
ensuring gender pay equity, facilitating women’s participation and retention in the workplace by supporting caregiving responsibilities, valuing skills, and guaranteeing equal pay for jobs and roles of equivalent socioeconomic value;
ensuring equal opportunities for skill development and the application of individual talents by promoting equal and balanced participation in training and development initiatives, with representation of both genders;
creating an inclusive, collaborative, supportive, transparent, and open work environment that listens to all personnel;
preventing all forms of gender-based abuse and harassment by identifying potential risks and implementing mitigation actions, encouraging the reporting of suspected or actual cases of abuse, protecting confidentiality and safeguarding whistleblowers from retaliation, conducting appropriate investigations, and fully resolving any findings in a spirit of zero tolerance.
ORIGINAL BIRTH has defined detailed objectives for the full achievement of Gender Equality within its Strategic Plan and continuously monitors performance indicators (KPIs) based on the six thematic areas defined by UNI/PdR 125:2022:
Culture and Strategy: improving the organization’s work environment by promoting and supporting inclusion, gender equality, and the enhancement of gender diversity;
Governance: implementing a governance model that defines appropriate organizational safeguards and ensures minority gender representation within the organization’s decision-making and supervisory bodies, as well as processes to identify and correct any exclusionary events;
HR Processes: implementing HR processes covering the various stages of a resource’s lifecycle within the organization, based on principles of inclusion and respect for diversity;
Opportunities for Women's Advancement and Inclusion: enhancing the organization’s ability to create gender-neutral access to internal career and growth paths and to accelerate these pathways;
Gender Pay Equity: implementing processes to balance compensation;
Parenthood and Work-Life Balance Protection: implementing policies to support employees in their parenting and caregiving responsibilities.
ORIGINAL BIRTH prepares and shares this Policy with stakeholders as part of its commitment to gender equality, diversity, and inclusion, ensuring consistency between the principles of the Policy and the objectives defined and implemented through the strategic plan.
This Policy integrates with the company’s other policies on Quality, Environment, Occupational Health and Safety, as well as with the adopted Code of Ethics.
All internal staff and regular external collaborators are required to comply with the provisions of the Gender Equality Management System within the scope of their responsibilities, and to apply the principles of this Policy in their daily activities.
The suitability of this Policy is reviewed annually during the Gender Equality Management System review activities.
Responsibility for implementing this Policy is entrusted to the Gender Equality Steering Committee.
Pignataro Maggiore (CE), 03/03/2025
ORIGINAL BIRTH S.p.A.
