Diversity & Inclusion Policy

Objective

Future Farming Initiative S.r.l. is committed to fostering an inclusive culture that values the uniqueness of every person, regardless of gender, geographic, cultural or social origin, religion, sexual orientation, ability or disability, skin colour and physical appearance.

In line with the principles of the UNI/PdR 125:2022 reference practice, the company pursues gender parity as a strategic element of sustainability and competitiveness, integrating this objective into its organisational and management processes.

Approach

Future Farming Initiative S.r.l. believes in the value of diversity of thought, action, collaboration and work, and leverages it to build cohesive, engaged teams.

Performance & Behaviour Appraisal

A system for evaluating skills, aptitudes, organisational behaviour and performance, based on the classification of organisational roles. It ensures a periodic evaluation of all people and equitable access to development opportunities, training paths and rewards.

A systematic approach to gender parity (UNI/PdR 125:2022)

• Leadership and governance: the commitment of Management to define objectives and monitor results.
• HR processes: selection, development and evaluation based on meritocratic and impartial criteria.
• Measurement and monitoring: the use of KPIs to verify the effectiveness of inclusion and parity policies.
• Communication and culture: promotion of inclusive language and awareness initiatives, internally, externally and in marketing activities.
• Training of resources: training on the principles of the reference practice, on stereotypes, unconscious bias, zero tolerance, inclusive language, leadership and the value of women.

The commitment

Personnel selection

Recognition of merit and identification of talent according to principles of equal opportunity and impartiality.

Individual development plans

A meritocratic policy based on the results of the Performance & Behaviour analysis and on people’s aspirations.

Equity and pay parity

Equal treatment and pay parity between women and men at all levels, female representation in coordination roles, fair and adequate compensation, and equal opportunity of access regardless of gender and personal characteristics.

Work environment

An open and accessible “Digital workplace”, to improve organisational wellbeing and promote professional collaboration, both national and international.

Welfare plan

Primarily supporting individuals and families.

Monitoring through KPIs

Defining and monitoring, at least annually, KPIs for gender parity (e.g. percentage of women in senior roles, pay gap, access to training).

Reporting

Annual periodic reports to assess progress and identify areas for improvement.

Governance

The policy is defined by Management with the coordination of a Steering Committee, communicated to all internal and external stakeholders, subject to training and awareness activities, periodically revised on the basis of changes and monitoring results, and coordinated by a designated responsible person with organisational and gender-related competencies.