The purpose and efforts of our organization
POLIS relies on a culture based on respect and enhancement of diversity in every possible respect: of origin, social, religious, political ideas, gender, age, psychophysical abilities, identity and sexual orientation. In line with EU and national policies, POLIS's commitment to cultivating the value of people is embodied in a human resources development and management strategy capable of promoting an inclusive culture to enhance access and growth in the career path by ensuring equal opportunities and promoting concrete actions.
This policy identifies and defines goals, strategies and best practices adopted by POLIS to foster a collaborative, supportive work environment that is open to the contributions of all stakeholders and this, regardless of any form of diversity.
In particular, our organization, as stated in its purpose of the gender equality management system, intends to ensure gender balance about the presence and professional growth of women in the organization.
In this sense, POLIS wants to proceed with the enhancement of the diversity present in the roles operating in the organization and to maintain processes capable of developing women's empowerment in business activities.
The organization's attention, in the path that ensures the achievement and maintenance of this purpose, focuses its efforts in the following areas, as prepared by UNI/PdR 125:2022 practice:
The organization believes that the development of a cultural model that promotes gender equality, in addition to generating "social value" appreciated in the European institutional economic context, is a development factor for the business the organization conducts.
Results based on stakeholder satisfaction
The organization, for this reason, intends to ensure gender equality through concrete actions that, in addition to complying with the requirements/indicators established in the individual areas indicated, result in real and concrete appreciation by the women in the organization, who are the real stakeholders, to the results that the management system produces.
The organization, with a desire to place attention to such satisfaction at any time and under any circumstance of a woman's working life in the organization, has chosen to look at this "life cycle" through the following aspects:
POLICIES:
For each of the above aspects, the organization has established more specific policies, which are given below.
With each policy, which expresses the principles by which the organization is guided, the organization has associated parity, specific and measurable goals set out in the strategic plan.
The principles constitute the guiding criteria for processes aimed at addressing:
SELECTION ANDRECRUITMENT (RECRUITMENT)
Our organization in the activities of selecting and hiring personnel to be employed in business activities respects the following principles with a view to improvement:
CAREER MANAGEMENT
Our organization is aware that the economic results achieved also depend on the human resources working in it, and all opportunities for such career development intends to refer them to the results and merit of the person alone regardless of gender. Our organization, with a view to improvement, manages the careers of internal staff by adhering to the following principles:
WAGE EQUITY
Our organization, at the time of hiring and throughout the career of staff, intends to ensure pay equity regardless of gender. The organization does not asymmetrically consider the costs to be incurred in remunerating people of different genders. In providing for the determination, payment, and modification of pay, the organization respects the following principles:
PARENTING, CARING
Our organization intends to pose no obstacle to parenthood by supporting motherhood and fatherhood through activities designed to meet the needs of those who, because of their status related to parenthood, must balance their commitments between work and newly emerged needs. The organization supports this intention in light of the following principles:
WORK-LIFEBALANCE (WORK-LIFE BALANCE)
Our organization intends to be able to provide its staff with the ability to manage their time to devote to life and work through a balancing act that takes into account both the company's business objectives and the employee's psychological and physical well-being resulting from greater freedom of self-determination. The principles underlying work-life time balance are as follows:
ABUSE AND HARASSMENT PREVENTION
Our organization repudiates all forms of abuse and harassment for this purpose it exercises zero-tolerance prevention and repression of the phenomenon. The organization implements its prevention through concrete actions whose principles include:
In addition, POLIS is engaged on other issues including:
Generations
The organization has a very high component of members under 50 compared to the Italian average. In view of the different generations that coexist within the organization and the demographic prospects of professional turn-over, POLIS implements policies aimed at fostering intergenerational dialogue and discussion. The focus is not only on the demographic and professional age of female professionals and staff, but also on finding effective ways for their development, which encourage the contamination of different social, cultural and work experiences, as well as the different skills and competencies, both soft and hard (such as digital ones) typical of each generation.
Interculturality
The organization recognizes the value that the integration of different cultures and experiences can offer on a human, social and professional level. For this reason, it promotes an intercultural vision that is open to multilevel confrontation, marked by organizational and social cooperation. The goal is to bring people with different cultures together to support innovation, accelerate growth, while transparently communicating diversity and multiple perspectives related to this model.