Gender Equality,
Diversity and Inclusion Policy
Gender Equality,
Diversity and Inclusion Policy
Oplium Italia Srl recognizes that the organization's greatest asset is the people who work there. We firmly believe that the development of a sustainable, ethical, and successful business model inevitably involves valuing individual talent, ensuring organizational well-being, and creating a fair and stimulating work environment.
In line with this vision, the Management of Oplium Italia Srl has formally adopted the principles of the reference practice UNI/PdR 125:2022, structuring a Management System aimed at guaranteeing gender equality at all stages of the professional life cycle of people within the company.
Oplium Italia Srl recognizes that the organization's greatest asset is the people who work there. We firmly believe that the development of a sustainable, ethical, and successful business model inevitably involves valuing individual talent, ensuring organizational well-being, and creating a fair and stimulating work environment.
In line with this vision, the Management of Oplium Italia Srl has formally adopted the principles of the reference practice UNI/PdR 125:2022, structuring a Management System aimed at guaranteeing gender equality at all stages of the professional life cycle of people within the company.
1. The Strategic Pillars of Policy
To translate these values into concrete actions, Oplium Italia Srl focuses its efforts on six key areas:
· Recruiting: We guarantee selection processes based exclusively on the skills, abilities, and potential of the candidates. The job descriptions are drafted in inclusive and gender-neutral language, encouraging the inclusion of the underrepresented gender for specific roles.
· Career Management and Promotions: We offer the same opportunities for professional growth and access to leadership or responsibility roles, strictly based on criteria of merit, performance, and expressed potential, eliminating any barriers or "glass ceilings".
· Pay Equity: We constantly monitor the salary structure to identify and bridge any unjustified pay gaps (gender pay gap) for the same role, job description, and seniority.
· Parenting and Work-Life Balance: We actively support maternity and paternity through flexible measures that facilitate the balance between private and professional life. We promote a corporate culture that values the return after leave as a moment of professional continuity and not of penalization.
· Prevention of Harassment and Protection of Dignity: We apply a zero-tolerance policy towards any form of harassment, verbal or psychological violence, and discriminatory behavior in the workplace, ensuring safe, confidential, and retaliation-free reporting channels (Whistleblowing).
1. The Strategic Pillars of Policy
To translate these values into concrete actions, Oplium Italia Srl focuses its efforts on six key areas:
· Recruiting: We guarantee selection processes based exclusively on the skills, abilities, and potential of the candidates. The job descriptions are drafted in inclusive and gender-neutral language, encouraging the inclusion of the underrepresented gender for specific roles.
· Career Management and Promotions: We offer the same opportunities for professional growth and access to leadership or responsibility roles, strictly based on criteria of merit, performance, and expressed potential, eliminating any barriers or "glass ceilings".
· Pay Equity: We constantly monitor the salary structure to identify and bridge any unjustified pay gaps (gender pay gap) for the same role, job description, and seniority.
· Parenting and Work-Life Balance: We actively support maternity and paternity through flexible measures that facilitate the balance between private and professional life. We promote a corporate culture that values the return after leave as a moment of professional continuity and not of penalization.
· Prevention of Harassment and Protection of Dignity: We apply a zero-tolerance policy towards any form of harassment, verbal or psychological violence, and discriminatory behavior in the workplace, ensuring safe, confidential, and retaliation-free reporting channels (Whistleblowing).
2. Diversity and Inclusion (D&I)
Oplium Italia Srl is committed to nurturing an inclusive ecosystem where diversity —
understood in a broad sense as variety of gender, sexual orientation, ethnic origin,
nationality, age, physical or cognitive abilities, religious belief, and sociocultural background — is welcomed as a fundamental value and an irreplaceable source of innovation, creativity, and mutual enrichment.
We reject all forms of stereotypes and actively work to dismantle unconscious bias (unconscious bias) through continuous awareness and training paths for all staff. Our goal is to ensure that every collaborator feels valued, respected, and free to express their authenticity, contributing to common success in a climate of full psychological safety.
2. Diversity and Inclusion (D&I)
Oplium Italia Srl is committed to nurturing an inclusive ecosystem where diversity —
understood in a broad sense as variety of gender, sexual orientation, ethnic origin,
nationality, age, physical or cognitive abilities, religious belief, and sociocultural background — is welcomed as a fundamental value and an irreplaceable source of innovation, creativity, and mutual enrichment.
We reject all forms of stereotypes and actively work to dismantle unconscious bias (unconscious bias) through continuous awareness and training paths for all staff. Our goal is to ensure that every collaborator feels valued, respected, and free to express their authenticity, contributing to common success in a climate of full psychological safety.
3. Governance and Monitoring
To ensure the effectiveness and continuous improvement of this Policy, the Management of Oplium Italia Srl has established a Steering Committee for Gender Equality.
The Committee is tasked with:
1. Defining and updating a Strategic Plan with clear, measurable, and
time-bound objectives.
2. Periodically monitoring the KPIs (key performance indicators) established by
UNI/PdR 125:2022.
3. Promoting training and internal communication activities to spread the culture of inclusion.
This Policy is distributed to all employees, collaborators, suppliers, and clients, and is periodically reviewed by Management to ensure its constant relevance and compliance with the organization's sustainable development objectives.
Approved by: General Management
Oplium Italia Srl
Date: July 6, 2026
3. Governance and Monitoring
To ensure the effectiveness and continuous improvement of this Policy, the Management of Oplium Italia Srl has established a Steering Committee for Gender Equality.
The Committee is tasked with:
1. Defining and updating a Strategic Plan with clear, measurable, and
time-bound objectives.
2. Periodically monitoring the KPIs (key performance indicators) established by
UNI/PdR 125:2022.
3. Promoting training and internal communication activities to spread the culture of inclusion.
This Policy is distributed to all employees, collaborators, suppliers, and clients, and is periodically reviewed by Management to ensure its constant relevance and compliance with the organization's sustainable development objectives.
Approved by: General Management
Oplium Italia Srl
Date: July 6, 2026