This Gender Equality, Diversity and Inclusion Policy, developed by ORIGINAL BIRTH’s Senior Management, in collaboration with the Steering Committee, defines the principles, objectives and guidelines that define the Organization’s commitment to issues relating to gender equality, the valorization of diversity and the empowerment of women.
To this end, ORIGINAL BIRTH ensures that the management of all phases of a resource’s life cycle within the Company is based on the principles of equal opportunities, inclusion, and meritocracy. The Organization has adopted appropriate reporting and
monitoring to ensure, identify and eliminate any possible non-compliance with the requirements set by UNI PdR 125.
ORIGINAL BIRTH has decided to adopt this Company Policy aimed at reducing the gender gap in all areas considered most critical: professional growth opportunities within the company, equal pay, gender management policies, maternity/paternity protection and aimed at measuring, reporting and evaluating data relating to diversity with the aim of filling any gaps, also providing a dedicated budget.
This Gender Equality Policy applies to all internal staff and external staff who collaborate on an ongoing basis with the organization.
To this end, ORIGINAL BIRTH undertakes to:
· Implement human resources management and development practices that promote an inclusive culture of access to corporate roles and career growth, ensuring equal opportunities for all staff and encouraging the empowerment of women;
· respect and emphasize a culture of diversity and inclusiveness, and pursue the creation of the best possible conditions for attracting, developing, and retaining talented people. To this end, the Company has established the objective of developing corporate incentive tools that include initiatives to improve people’s well-being, both in the workplace and in balancing work and private life;
· communicate transparently, internally and externally (including through marketing and advertising activities), the desire to pursue gender equality, enhance diversity, and support increased female employment;
· ensure gender pay equity by facilitating women’s participation and retention in the workforce by supporting caregiving, enhancing skills, and ensuring fair remuneration for jobs and occupations of equivalent socioeconomic value;
· ensure equal opportunities in developing skills and applying individual talents, guaranteeing equal and equitable participation in training and development programs, with the presence of both genders;
· create an inclusive, collaborative, supportive, transparent, and open work environment for all staff;
· Prevent all forms of gender-based abuse and harassment by identifying potential risks and implementing mitigation measures, reporting suspicions or incidents of abuse, protecting confidentiality and preventing potential retaliation against the whistleblower, initiating appropriate investigations, and fully addressing any findings with a view to suppressing and maintaining zero tolerance for such incidents.
ORIGINAL BIRTH has defined detailed objectives for the full achievement of Gender Equality in the Strategic Plan and constantly monitors the performance indicators (KPIs) based on the 6 thematic areas indicated by UNI/PdR 125:2022:
Culture and Strategy: Improving the organization’s work environment by promoting and supporting inclusion, gender equality, and the valorization of gender diversity.
Governance: Implementation of an organizational governance model aimed at defining appropriate organizational controls and the presence of the minority gender in the organization’s management and control bodies, as well as the presence of processes aimed at identifying and addressing any instances of non-inclusion.
HR Processes: Implementation of HR processes relating to the various stages of a resource’s life cycle within the organization, based on principles of inclusion and respect for diversity.
Growth opportunities and inclusion for women in the company: improving the organization’s ability to create gender-neutral access to internal career and growth paths and accelerating them.
Gender pay equity: Implementing processes to balance remuneration.
Parenting and work-life balance: Implementation of policies to support staff in their parenting and caregiving activities.
ORIGINAL BIRTH prepares and disseminates to its stakeholders this Policy regarding its commitment to gender equality and diversity and inclusion, ensuring consistency between the principles of the Policy and the objectives established and implemented through the strategic plan.
This Policy integrates with the other corporate policies on Quality, Environment, Occupational Safety and with the Code of Ethics adopted by the company.
Staff and external collaborators who work continuously with the organization are required to comply, for the activities under their responsibility, with the provisions of the Gender Equality Management System and to apply the principles contained in this Policy on a daily basis.
The suitability of this Policy is reviewed annually during the Gender Equality Management System review activities.
Responsibility for the implementation of this Policy lies with the Gender Equality Steering Committee.
Pignataro Maggiore (CE), 03/03/2025
