• TG Poste

Poste Italiane recognises the fundamental importance of its contribution in promoting the principles of sustainable development, considering its relevance within the Italian economic and social panorama. Therefore, the Group has adopted a Code of Ethics, supported by corporate policies and guidelines to protect and safeguard Human Rights. These include the Corporate Policy on the Protection and Safeguarding of Human Rights, the Policy on the Diversity of Management and Control Bodies, the Diversity & Inclusion Policy and the more recent Support for Active Parenting Policy. Moreover, in addition to following the company policies and guidelines mentioned above, Poste Italiane guarantees the well-being of all the people working in the Company or collaborating with it, and is committed to improving the conditions of the communities in which it operates through a proactive approach aimed at disseminating respect for international principles concerning the safeguarding and protection of Human Rights.

The Group's Corporate Policy concerning the safeguard and protection of Human Rights reiterates the rules of conduct to be observed in relations with all stakeholders with whom the Company interacts, as already set out in the Code of Ethics. Poste Italiane pays particular attention to safeguarding the rights of all subjects included within the Group's value chain, belonging to specific categories such as: its own workers, women, children, indigenous people, migrants, external workers, local communities, suppliers and partners, customers, people with disabilities, people who are victims of any form of discrimination and violence. Through this Policy, the Group affirms its commitment to conforming company processes to the main international standards and best practices, and to promoting these principles and periodically reporting the progress of the performances achieved, in terms of management and monitoring methods, identified risks and management and mitigation actions. Furthermore, the Policy regulates various aspects concerning the prevention and condemnation of any form of discrimination or violence, including forced labour, child labour and human trafficking, also promoting freedom of association, the right to collective bargaining and to fair remuneration, in order to support the well-being of people.

Among the key objectives of Poste Italiane, particular importance is given to the encouragement and development at all levels of the organisation of a business culture based on the respect and valorisation of diversity in all its forms and manifestations. The conscious management of diversity in an inclusive way contributes not only to creating shared social value, but also represents a competitive advantage for the entire Group, strengthening people's engagement and commitment towards company objectives.

The projects and initiatives promoted by Poste Italiane in order to guarantee social inclusion and enhance diversity are an integral part of a broader strategic framework, aimed at developing balanced organisational models to encourage communication and highlight personal characteristics, while protecting individual vulnerability. The path undertaken by the Group aims to evolve from an approach focused exclusively on the protection and integration of diversity, towards a more proactive strategy that aims to overcome barriers and resolve the factors that hinder the inclusion of individuals in the workplace. The Group's diversity and inclusion strategy testifies to the Company's commitment to creating a collaborative, supportive and open working environment, while at the same time maximising the opportunities it provides, contributing to the well-being of its people on the one hand and to its competitive advantage in business on the other.

The Group has enshrined its guiding principles and values through the development and formalisation by the Board of Directors of a Diversity & Inclusion Policy, through which the administrative body defines measurable and multi-year objectives. In particular, the Diversity & Inclusion Policy is based on four pillars:

The Group has launched a series of initiatives and projects aimed at promoting gender equality and removing barriers to the professional development of women. In particular, the Group is committed to strengthening governance systems to promote career progression, designing composite focus groups to assess the main conscious or unconscious biases that affect inclusive leadership, and improving work-life adjustment mechanisms in terms of balancing and sharing family responsibilities.

Poste Italiane’s achievements in this area extend to the prestigious international Equal Salary certification, obtained in 2022, as well as the more recent UNI/PdR 125:2022 certification, which further confirms the Group’s commitment to ensuring gender equality within the organisation. Furthermore, with the aim of providing an overview of the phenomenon of gender-based harassment and its impact on people and organisations, and promoting a culture of respect within the working environment, the Group has extended its focus to issues related to sexual orientation and gender identity.

With this in mind, initiatives have been developed to protect and value LGBTQ+ people, as well as to prevent all forms of harassment or discrimination in the workplace. An information programme has been implemented to raise awareness among all employees, promoting inclusive behaviour and the full recognition of diversity as an essential element of organisational growth and social cohesion.

Poste Italiane promotes integrated strategies to foster dialogue and collaboration between the different generations within the Company, taking into account demographic perspectives and their impact on turnover. The Group promotes the exchange of different social, cultural and professional experiences, as well as of the different skills, knowledge and expertise typical of each generation. This focus on complementarity and diversity encourages the mutual exchange of experiences in order to promote inclusion and employment opportunities.

Poste Italiane has undertaken collective awareness-raising initiatives in order to identify situations of vulnerability in advance and facilitate employment and quality of work for employees with sensory, motor or cognitive disabilities. In this context, Poste Italiane is committed to developing intervention policies aimed at spreading an inclusive corporate culture and introducing a distinctive identity that takes into account situations of vulnerability.

The Company has designed multi-year initiatives to foster interaction between different cultures and experiences that involve implementing programmes for envisioning and knowledge sharing within organisational and managerial environments. The aim is to promote an intercultural and open-minded approach to dialogue at various levels, with a focus on encouraging cooperation both within the organisation and socially.

Governance in Diversity & Inclusion Initiatives

The main initiatives promoted in the Diversity & Inclusion area are overseen by the Human Resources and Industrial Relations area through the People Care and Diversity Management department, introduced in 2019, within which a contact person has been formalised with the role of promoting the implementation of the project initiatives envisaged in the Diversity & Inclusion Plan, also taking care of the programme management activities for cross-functional projects. To support these initiatives, a budget is allocated based on the annual planning. In general, projects and initiatives related to Diversity & Inclusion are managed by internal databases through dedicated company systems, which are used for mapping participants, reporting and monitoring, as well as through the company intranet.

To ensure alignment with market trends and best practices, the HR Research Centre continued its operations in 2023, actively participating in round tables with other companies and also engaging with associations and institutions in order to generate new opportunities, visions and guidelines in line with the Company's objectives. The HR Study Centre also provides carefully selected content organised into thematic areas and presented through innovative editorial methods, using the dedicated online site, SpazioRUO, accessible to all Human Resources and Organisation employees. The online platform promotes the exchange of information, the sharing of experiences and the wide dissemination of content and approaches aimed at supporting inclusive culture and people's well-being in general. In order to increase the engagement of the company's workforce and to promote a positive working environment and a more inclusive organisational culture, Poste Italiane has launched five Employee Resource Groups (E.R.G.s) since 2023.

These are groups of colleagues who share a sensitivity and enthusiasm for inclusion issues, and who are guided and trained to spontaneously catalyse change within the Company, transforming the commitment to Diversity & Inclusion into concrete actions that generate value for the future and nurturing an inclusive culture throughout the organisation. The aim of this initiative is to give people an opportunity to speak up, collect and organise proposals and practices from different regions, encourage proactive thinking to generate new ideas, and promote collective awareness of the value of inclusion. This innovative approach mobilises people's energies, encouraging mutual learning and overcoming both the hierarchical and functional dimensions, to accelerate change. Poste Italiane promotes a wide range of initiatives that put the principles of inclusion and equal opportunity into practice.

A key element in this context is the drafting of the Framework Agreement on Harassment and Violence in the Workplace, through which the Group commits to maintaining a working environment where respect and dignity are ensured for every individual. Poste Italiane also collaborates with the two main protection organisations operating at national level, namely the anti-violence network "D.i.Re." (Donne in Rete) and the voluntary association "Telefono Rosa", and finances a fund in favour of the economic and working autonomy of women victims of violence, offering many of them opportunities for training, job placement and, in some cases, also housing solutions. The principle of equal opportunities in career development is strictly applied, ensuring that staff are selected on the basis of their professionalism and skills with respect to the Company's needs, regardless of personal characteristics such as age, gender, sexual orientation, disability, ethnicity, nationality, political opinions and religious beliefs.

Without prejudice to the requirements of professionalism, integrity, and independence, as well as situations of incompatibility and/or disqualification provided for by law, regulations, and the Company’s By-laws, the Policy addresses issues related to age and seniority of office, gender, geographical origin, and international experience. In addition to the above, it should be noted that the Policy recommends specific professional expertise in financial matters or remuneration policies and in accounting and financial matters or risk management, as well as adequate expertise in the business sector in which the Company operates, in order to assess the related risks.