Our people

We promote the creation of an inclusive working environment, and guarantee the absence of any type of discrimination.

We are aware of the importance of creating and maintaining a working environment in which, in accordance with constitutional principles, gender cannot be a prerequisite for any form of discrimination. To this end, we orient our human resources enhancement strategy and consequent lines of action to ensure an inclusive culture and organisation that respects gender equality in the starting conditions, translating our commitment into ethical and behavioural principles and measurable objectives that ensure pluralism and the development of professionalism based exclusively on criteria of merit, ability and competence. In the corporate perspective, gender equality, talent culture and female leadership contribute to the improvement of corporate performance, ensuring the diversity of visions, values and perspectives of Rai Way human capital. In this context, in July 2023, we formalised and communicated:

• the Rai Way Gender Policy, expression of the Company's commitment and focus on the consistency of its management and organisational practices and models in the name of inclusion, social responsibility and work-life balance appropriate to the different stages of personal and professional life;
• the Policy for the prevention and management of harassment at work, in which the call for 'zero tolerance' of any form of psychological, physical, sexual or verbal harassment that compromises moral and professional dignity as well as physical and psychological integrity is accompanied by a set of actions and tools put in place both to eliminate organisational, training and information deficiencies that may contribute to the emergence of conflictual situations, discomfort and mobbing, and to ensure effective protection for all resources, who are the recipients of any act or behaviour that is prejudicial or discriminatory;
• a Governance model of the Gender Equality Management System, composed of the Chief Executive Officer and General Manager and the company's Strategic Management in the HR, Legal and Finance roles, a further guarantee of the attention of the primary organisational oversights to the drive towards a culture and actions that are concrete based on organisational well-being, respect and the absence of prejudice.

In line with the principles expressed above, we focus our efforts explicitly on the following directives:

• guaranteeing and appreciating diversity and equal opportunity through roles dedicated to Diversity & Community Relations, as well as through the active contribution of the Equal Opportunity Commission;
• promoting digital recruitment processes, open to those of legal age, inspired by criteria which, respecting diversity and equal opportunity, will ensure a pluralism across a range of roles;
• supervising and developing specific initiatives for Diversity Management, in order to appreciate diversity in the company culture and experience in an inclusive way. This also promotes and develops investigations of the company’s internal climate, in order to periodically evaluate employee satisfaction levels;
• consistently assess the management of disabilities, alongside multiple support companies for disabled workers as referred to by the Collective Group Contract and by internal guidelines. Alongside this, the company principles respect obligatory employment regulations in terms of fulfilling the hiring obligations outlined in Law 68/99. Great care in the management of specific situations is also ensured, which are brought to the attention of Human Resources with appropriate measures then taken to meet the needs of that specific case (i.e. reserved parking spaces in the offices).