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Equal opportunities The Group intends to promote the dissemination of an inclusive business culture aimed at ensuring respect for equal opportunities, reducing situations of individual fragility and enhancing diversity of thought, considered a fundamental resource for the development and growth of the Company.

Respect for people and their professional development are essential values for the Group, which believes that the relationship, intellectual, organisational and technical skills of each employee are a strategic resource for the organisation.  An inclusive business culture is a necessary element when the aim is to support diversity in thought. More specifically, Poste Italiane is committed to guaranteeing respect for equal opportunity, considering the value of each individual regardless of their gender, reducing situations of individual fragility. 
In its Code of Ethics, the Group expresses its attention to the fair management and growth of the intellectual potential of its human resources, in line with the criteria of merit and performance achieved, ensuring equal treatment and condemning any form of discrimination. In this regard, People are selected on the basis of their professionalism and skills with respect to the Company's needs, regardless of their personal characteristics - age, gender, sexual orientation, disability, ethnic origin, nationality, political opinions and religious beliefs - in accordance with the principle of impartiality.
The development and enhancement of the distinctive skills of people, in all forms and manifestations, at the various levels of the organisation represent fundamental strategic levers to support the growth of the Group's business. Enhancing diversity is fundamental to increase the engagement of People in corporate objectives, the correct management of which creates a competitive advantage for the Company and generates shared social value.
As in past years, Poste Italiane supports the “Charter for Equal Opportunity and Equality at Work”, a declaration of intent voluntarily signed by companies of all sizes. The objective of the initiative is to promote and disseminate a business culture and human resources policies that are inclusive and free of discrimination and prejudice, so as to develop individuals while respecting their diversity. The Charter promotes principles that support the creation of a working environment that reflects inclusion and pluralism, creating equal opportunity for all and valuing individual skills. Poste Italiane also holds these values and therefore is committed to supporting social cohesion and equity, thereby also supporting sustainable growth for the Company. 
The Charter promotes a series of values oriented towards the creation of a working environment that can foster inclusion and pluralism, where equal opportunities are recognised for each person and where individual skills are valued. Recognising these values, the Group is committed to promoting equity and social cohesion, thus stimulating the sustainable growth of the Company.

The Group has implemented a number of initiatives. The main ones are summarised below:
  • Supporting maternity and paternity. To support work/life balance, more specifically in relation to the presence of women in the business world, the initiative now known as Lifeed continued in 2021. Originally launched in 2015 under the name MAAM, “Maternity As A Master”, this is a digital programme intended to strengthen the parenting skills, also useful when returning to work, with an eye to acquiring greater awareness of the changes and resources activated which are linked to the experience of caring for a child. Participation in the Lifeed initiative is available both for women on maternity leave and new parents (both mothers and fathers) of children aged 0 to 3, as well as managers whose personnel are involved in the initiative. Over 700 people signed up for the programme in 2021, which continued to enhance the skills accrued through parenting. Additionally, actions continued to engage employees falling in the target groups of parents, new mothers, new fathers and managers, which led to an increase in fathers enrolling in the programme (39%). Poste Italiane’s goal is to enhance this life phase for its employees, through this “emotional intelligence business school”, obtaining benefits from their new energy, improved skills and greater productivity and efficiency. The Group emphasises the importance of parenting for men as well, aware that this represents an excellent opportunity to improve skills such as empathy, listening, understanding of others, patience and communication. The initiative is supported by an online community that allows mothers and fathers to discuss parenting and the Lifeed path in a protected and stimulating environment by integrating the various experiences through a network of participants from various companies, facilitating the process of learning, training and skills development.
  • Developing women’s leadership. Poste Italiane intends to promote gender equality issues and the professional growth of women within the Company. With this in mind, since 2012, the Group has been a supporting member of Valore D, the association of companies that promotes diversity, talent and female leadership in support of greater gender balance. Poste Italiane has participated in managerial training, skill building and role modelling in support of issues relating to gender balance and inter-company mentorship projects, in order to promote the professional development of women towards managerial roles. In 2021, 46% of Poste Italiane’s workforce was made up of female middle and senior Managers and 44.4% of the Parent.
  • Alliance among generations. Poste Italiane, in the context of actions supporting an inter-generational exchange within the organisation, promotes the “Connected generations” survey, an initiative that continues the “FishBowl generation” project, which aims to focus of languages, work styles and the needs of the different generations in the Company in order to identify and enhance shared actions that can promote a generational alliance. Induction & Onboarding programmes have also been promoted with mentoring and knowledge transfer activities. A motivational support programme for seniors was introduced, with multi-generational team management models. Additionally, programmes to strengthen the alliance between the business and educational sectors, with orientation initiatives and intergenerational dialogue, offered opportunities for co-working for employees at different professional levels. Finally, with the aim of promoting a shared approach to diversity and inclusivity, an online training course entitled “Managing Emotions” has been planned for all employees, the aim of which is to undertake a path of awareness of the impact of emotions and actions from an intergenerational perspective, in order to tackle obstacles and activate useful resources to promote exchange among people of different generations.
  • Enhancement of disabled personnel. Consistent with its goals of valuing diversity and social inclusion, Poste Italiane began the LIS Project at certain post offices throughout Italy, creating a counter that offers services in sign language for people with hearing disabilities. Customers are assisted by personnel fluent in Italian sign language, both for normal counter services, such as paying bills, mail and parcels, and for consulting activities. The experiment is currently in progress at 7 post offices in Italy: Genoa Centro, Vicenza 9, Palermo Ausonia, Ruoti (PT), Rome 70, Campobasso Centro and Mantua Centro. The Inclusive Musical Laboratories was another initiative carried out to increase awareness of deaf culture and Italian sign language. The project involved the creation of a chorus of Poste Italiane Group employees, both deaf and hearing, in which each participant expressed themselves in accordance with their abilities: whether with their voice or using Italian sign language, moving their hands and wearing white gloves. With this inclusive view, again in 2021 and consistent with that undertaken in 2020, the Group continued its efforts to remove architectural barriers from its offices in municipalities with fewer than 5,000 inhabitants, in order to make them more easily accessible to all.
  • Supporting vulnerability. Poste Italiane promoted participation in the intercompany research project to examine the issue of health in working environments, to include and assist people living with a serious illness or chronic disease. The results of this supported the launch of the new initiative “We Are Here”, intended to listen, understand and provide adequate assistance for the needs of the most fragile.