1. Introduction

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The Gender Equality Plan (GEP) is a formal and strategic document, aligned with the definition provided by the European Commission, which consolidates a range of actions under a unified vision to:

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•  Identify existing gender biases and inequalities within the organization or institution.

•  Implement targeted strategies to address and reduce these biases and inequalities.using well-defined

• Set clear, measurable objectives and monitor their progress indicators.

The GEP serves as a roadmap to systematically foster an environment where gender equality is not just a goal but a fundamental value embedded in the organization's culture and daily practices. By focusing on actionable steps, the plan ensures accountability and progress toward creating an equitable and inclusive workplace. This document will be updated regularly.

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1.1 Context

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According to the 2024 gender equality report by the World Economic Forum (WEF), the gender gap remains a dominant characteristic in global economies, and no country has managed to alleviate it1; although the top ten countries: 1) Iceland, 2) Finland, 3) Norway, 4) New Zealand, 5) Sweden, 6) Nicaragua 7) Rwanda, 8) Lithuania, and 9) Ireland, 10) Switzerland have closed more than 86% of their gap with Iceland, more than 90%.

 

According to the Global Gender Gap Report 2024 by the World Economic Forum, Italy ranks 23rd out of 146 countries, with a score of 0.780 (on a scale where 1 represents full gender parity). In 2023 Italy was in the 63rd position globally.

This ranking reflects Italy's progress in closing gender gaps across four key dimensions:

• Economic Participation and Opportunity: Italy ranks 16th with a score of 0.783.

• Educational Attainment: Italy ranks 116th with a score of 0.958.

• Health and Survival: Italy ranks 128th with a score of 0.962.

• Political Empowerment: Italy ranks 30th with a score of 0.419.

 

These rankings indicate that while Italy has made significant strides in economic participation
and political empowerment, challenges remain in educational attainment and health and
survival metrics.

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2. Statement

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Promoting gender balance and equal opportunities is at the core of our values and mission. We believe that a diverse and inclusive workplace is crucial for fostering innovation, creativity, and sustainable growth. Gender equality is not only a matter of fairness but also a key driver for achieving our strategic objectives and building a resilient and successful future.

Despite operating in a traditionally male-dominated industry, we are committed to breaking down barriers and creating a more balanced workforce. Our goal is to ensure that all employees, regardless of gender, have equal access to opportunities, resources, and support.

2.1 Objective

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The main objective of this GEP is to serve as a tool and framework to create a supportive and inclusive workplace that actively promotes gender equality. By embedding gender considerations into our policies, practices, and culture, we aim to ensure that all employees have equal opportunities for growth and advancement.

2.2 Scope of Application

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This Plan applies to all activities of Rotonium.

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The successful implementation of the GEP will require the commitment of all employees, from leadership to entry-level staff. Organizational backing will be essential to provide the necessary tools, training, and resources to ensure that gender equality is seamlessly integrated into every aspect of our work, fostering an inclusive and equitable environment for everyone.

2.3 Responsibility

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The GEP is endorsed by all members of Rotonium who are fully informed about the gender equality plan. The executive team will take corrective actions whenever discrimination is observed or reported. The executive team is responsible for continuously monitoring the situation and regularly updating the plan to incorporate new actions and developments. We will collect data disaggregated by gender and other relevant variables, and we will review and address gender aspects in all areas of our work. These efforts will ensure that gender considerations are integrated into every facet of Rotonium’s operations.

3. Areas of Interest

The GEP identifies the following areas for promoting gender balance, and reducing gender
bias and discrimination.

3.1 Work-life Balance

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Promoting and supporting a positive, inclusive, and fair work environment for all genders, fostering flexible work arrangements that enable a harmonious balance with personal life. Some examples of flexible work arrangements among others include: work from home days, and work time flexibility (i.e. starting and ending the work day at non-conventional times).

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3.2 Recruitment and Selection

We will ensure that job descriptions, and hiring criteria promote the equal consideration of candidates of all genders.

3.3 Performance Evaluation, Career Development and Training

Both men and women have equal access to professional development opportunities. Criteria for promotions will be transparent and measured by quantified KPIs.

3.4 Compensation and Benefits

Rotonium’s compensation policies are gender-neutral and free from any bias that might contribute to the gender pay gap. It includes regular reviews of pay structures and benefits to ensure fairness.