At HR Capital, social sustainability is a fundamental pillar of the way we operate and interact with people.

Our commitment is reflected in the continuous promotion of an inclusive, fair, and respectful working environment, where every individual can fully express their potential, free from discrimination and with full respect for personal rights and freedoms.

We believe in the value of diversity, equal opportunities, and the enhancement of individual skills and talents. These principles guide our organizational choices and our approach to human resource management. At the same time, we foster people’s well-being and a sustainable work-life balance through policies that support parenthood and flexible working arrangements.

Professional expertise, confidentiality, independence, efficiency, proactivity, and transparency have been the core values guiding HR Capital’s activities since 1987.

HR Capital has adopted a Code of Ethics that sets out the values and principles that have always inspired its identity and conduct.

The Code applies to the firm’s professionals, employees, clients, and suppliers, and complements both applicable laws and the rules established by the relevant professional code of conduct. Anyone wishing to consult the Code may request a copy by email at: info@hrcapital.it.

To ensure the full implementation of these principles, HR Capital has formalized a specific Equality Policy, which defines the objectives, areas of intervention, and operational measures through which the organization intends to guarantee and monitor compliance with these values over time.

The full Equality Policy document is provided below.

Gender Equality Policy

HR Capital believes that valuing people, respecting diversity and promoting equal opportunities are essential foundations for sustainable and responsible growth.

In this context, the company has embarked on a journey aligned with the UNI/PdR 125:2022.

In line with these principles, Management, in collaboration with the Steering Committee, is firmly committed to developing and strengthening organisational policies and practices focused on fairness, inclusion and the development of talent.

Our Commitments

HR Capital’s actions are structured around a number of key areas that guide the development of both the organisation and its people.

General Principles and Inclusion

• Respect for the constitutional principle of equality and equal rights within the organization and in daily work activities;
• The development of an inclusive working environment;
• The adoption of policies to prevent any form of discrimination in the workplace, including on the basis of gender, as well as during recruitment processes.

Training, Culture and Communication

• The organization of training courses and initiatives aimed at promoting the principles of equality and gender parity, for which management is responsible;
• The implementation of a communication plan, both internally and towards external stakeholders, in order to raise awareness of equal opportunity principles and prevent any form of unequal treatment;
• Equal participation in training programs, ensuring the presence of all genders.

Parenthood and Work-Life Balance

• The adoption of policies supporting parenthood and work-life balance;
• Services designed to facilitate the reconciliation of personal and professional life;
• Policies supporting parenthood, including procedures that facilitate and support the inclusion of women with pre-school-age children;
• Provision of information on significant workplace changes occurring during maternity or paternity leave;
• Information mechanisms aimed at encouraging the use of paternity leave;
• Support for employees in their parenting and caregiving responsibilities;
• Measures to ensure work-life balance for all employees;
• The possibility of remote working, as well as flexible and adaptable working hours.

Pay Equity and Transparency

• Equal opportunities for career development and compliance with pay transparency policies;
• Regular review of the company’s remuneration policy, as part of the monitoring and continuous improvement of the management system;
• Clear communication to employees regarding remuneration policies, including benefits, bonuses, and welfare programs.

HR Processes, Recruitment and Career Development

• A prohibition, during recruitment interviews, on asking questions related to marital or family status, or to candidates’ personal life plans;
• Recruitment and selection procedures designed to prevent gender disparities and, in particular, to counteract bias;
• Gender-neutral job descriptions and recruitment processes open to all genders;
• Equal access to career paths and internal development opportunities;
• Processes aimed at ensuring non-discrimination and equal opportunities in professional development and promotions, based solely on skills and professional level;
• Career opportunities and professional development programs available to all employees;
• Internal mobility and succession planning policies for managerial positions consistent with the principles of an inclusive organization that respects gender equality.

Governance, Monitoring and Stakeholders

• The identification and continuous monitoring of process indicators across various areas, including culture and strategy, governance, HR, growth opportunities and inclusion of women in the company, pay equity by gender, and the protection of parenthood and work-life balance;
• The promotion of principles and objectives related to inclusion, gender equality, and attention to gender diversity;
• The company ensures openness to dialogue with employee representatives, where present, and with trade associations, in order to protect employees’ rights and prevent any form of discrimination;
• The presence of processes aimed at identifying and addressing any instance of non-inclusion.

Representation

• Ensuring, as far as possible, balanced gender representation among speakers in panels, round tables, events, conferences, and other initiatives, including those of a scientific nature.