GENDER EQUALITY POLICY


Thytronic’s Gender Equality Policy, defined by Top Management together with the Steering Committee, sets out the principles, objectives, and guidelines that represent the company’s commitment to gender equality, the appreciation of diversity, and the promotion of women’s empowerment.

It applies to all internal personnel as well as external collaborators who work regularly with the organization.

PRINCIPLES AND COMMITMENTS


Through the adoption of a Gender Equality Management System in accordance with UNI/PdR 125, THYTRONIC has initiated a cultural evolution aimed at fostering greater fairness. The company promotes a culture based on respect and the appreciation of all forms of diversity — including gender, age, origin, beliefs, ideas, abilities, identity, and sexual orientation. THYTRONIC is committed to:

  • adopting inclusive personnel management practices, ensuring equal access to roles and professional growth opportunities, with particular attention to strengthening the role of women;
  • promoting, when feasible, working conditions that support a healthy work–life balance, encouraging a more equitable distribution of family responsibilities;
  • communicating transparently, both inside and outside the company, its commitment to gender equality and diversity enhancement;
  • creating an inclusive, collaborative, and receptive work environment;
  • preventing and countering stereotypes, discrimination, and any form of abuse;
  • progressively reducing any existing pay and career gaps.

OBJECTIVES


The objectives, defined in the Strategic Plan, refer to the areas specified by UNI/PdR 125:2022:

  1. Culture and Strategy: improving the work environment, promoting inclusion, and countering stereotypes and prejudice.
  2. Governance: adopting a management model that ensures proper controls, representation of the less represented gender, and tools to correct non-inclusive situations.
  3. HR Processes: managing all stages of the employee lifecycle according to principles of fairness and inclusion.
  4. Female Growth and Inclusion: ensuring career paths that are neutrally accessible.
  5. Pay Equity: balancing remuneration aspects and non-financial components.
  6. Parenthood and Work–Life Balance: supporting employees in family and caregiving responsibilities.

Management provides the resources, responsibilities, and tools necessary to achieve and maintain these objectives. This Policy integrates with all other corporate policies, and all personnel are required to adhere to its principles and guidelines in their daily activities.

To report any abuse and/or behaviours that are not compliant with this Policy, please fill in the form available at the following link: Link to download the reporting form

Rev. 0 del 24/11/2025.