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Diversity and Inclusion Policy The Poste Italiane Group is committed to supporting the values of diversity and inclusion through the adoption of corporate, organisational and management processes based on respect for people’s rights and freedom.

The Group’s primary objective is to encourage the development of a business culture based on respect for and appreciation of diversity. 

The Poste Italiane Group is committed to supporting the values of diversity and inclusion through the adoption of corporate, organisational and management processes based on respect for people’s rights and freedom. To this end, the path taken aims to develop the ways in which diversity issues are addressed, moving from an approach designed to safeguard and integrate diversity, to a proactive strategy to overcome cultural stereotypes and to identify and address those factors that prevent inclusion in the workplace.

The company operates impartially and does not tolerate any form of direct or indirect. It also promotes conditions that enable the elimination of cultural, organisational and material barriers that limit people’s full participation and full potential within the organisation.
The Poste Italiane Group safeguards the value of its staff and promotes the protection of their psychophysical, moral and cultural integrity through working conditions that respect individual dignity and rules of conduct.
In line with the provisions of the Group's Code of Ethics and the Company's policy on the protection of human rights, Poste Italiane has drawn up a specific Policy on Diversity and inclusion that clearly outlines the Company's approach. in terms of its mission, strategy and the practices implemented to stimulate a collaborative and supportive working environment open to contributions from the entire workforce, regardless of their differences. In this sense, the Group aims to contribute to the growth and increase of the trust of People and the communities in which it operates, and to encourage diversity in all its aspects so as to be able to make the most of the opportunities that may arise from it, generating value in the workplace and consequently obtaining a competitive advantage in business.
This document aims to set out a clear approach in terms of mission, strategies and active practices in order to foster a collaborative, inclusive working environment receptive to contributions from all employees and contractors in order to increase the confidence of staff, customers and civil society in general.

The Group sees diversity as a value to be protected and encouraged with concrete and pervasive actions in all organisational and management processes, based on the respect and value of people, so that everyone feels included and can give the best of themselves. In particular, the Policy defines the 4 aspects of diversity for Poste Italiane. In particular, the Policy defines the 4 aspects of diversity for Poste Italiane:
  • Gender. The Company values gender balance and the overcoming of any stereotype, discrimination or prejudice, in order to create the best conditions in which each person can express themselves. The Poste Group is committed to increasing the strengthening of awareness initiatives at all levels and promotes policies and actions aimed at promoting equal opportunities, work-life balance, the sharing of family responsibilities and the removal of potential obstacles, including those related to sexual orientation.
  • Generations. The Company recognises and values integrated strategies for the development and management of the needs of the different generations that work together within the organisation. From this point of view, in consideration of the demographic outlook and its impact on company turnover, policies aim at fostering dialogue and inter-generational discussion.
  • Disability. The Group recognises equal opportunities for all its people regardless of sensory, cognitive and motor disabilities. In this context, it is committed to implementing concrete measures to promote the integration and inclusion of people with disabilities, making full use of their talent and skills in the Company and thus contributing to the removal of cultural, sensory and physical barriers.
  • Interculturalism. The Company is committed to promoting and systematising the mix of different cultures within it through the promotion of an intercultural vision and open to multi-level discussion, based on organisational and social cooperation.
In order to facilitate the operational implementation of the contents of the Policy, the Company has set up interfunctional working groups for each dimension identified: gender, generations, disability and inter-culturalism, with the task of developing a structured plan of initiatives, associated with performance indicators, in line with the strategic objectives of reference.

Issues related to diversity and inclusion are managed by the People Care and Diversity Management function, introduced in 2019 in the Human Resources and Organisation area which, in coordination with the Group Risk Management function, operates as an activator and promoter of cultural and organisational change. Moreover, the Company maintains active participation in inter-company working groups on these issues, enhancing the value of collaborations with leading sector associations.

Aware of the key role women play within and outside the Company, Poste Italiane has been at the forefront of women’s efforts to ensure equal opportunities and combat gender-based violence for years. With the "Framework Agreement on harassment and violence in the workplace", the Company establishes its commitment and duty to maintaining a working environment where everyone's respect and dignity are guaranteed and interpersonal relations are encouraged, based on the principles of equality and mutual fairness, with all forms of harassment or violence in the workplace condemned. 

As evidence of the primary importance the Group attributes to the issue of diversity, the Diversity Policy of Poste Italiane SpA’s administrative and supervisory bodies is the document in which the Parent Company states its commitment to adopt such approach. In addition to the requirements of professionalism, honourableness and independence and the incompatibility and/or forfeiture criteria provided for by law, regulatory provisions and the Company’s By-laws, the Policy addresses issues relating to age and seniority, gender, geographical origin and international experience.