GENDER EQUALITY

Renato Corti S.r.l. is a leading company in the leather goods sector, with a particular vocation for the luxury market.
With a first office in Milan, the hub of Italian fashion, where it was founded in the 70s, Renato Corti S.r.l. is one of the protagonists of the sector. To this was added the production site in Scandicci (FI), in an area known as the base of Italian leather goods production. For years, important luxury brands have entrusted the company with the development of the collections, the production of the same and their B2B distribution.
The strength of Renato Corti S.r.l. is its team, which encompasses unique skills. Professionals able to support customers, starting from the creation of prototypes, thanks to a strong stylistic know-how, up to production, passing through the choice and procurement of raw materials.
Renato Corti S.r.l. can count on an in-depth knowledge of production processes and the availability of modern and constantly up to date technologies. Elements that make the company capable of combining processing quality and production efficiency.
A point of pride is the careful selection of materials. Whether they are leathers or accessories, each element is carefully evaluated, both thanks the team’s expertise and through modern equipment, in order to always guarantee the customer top-of-the-range products.
The company also makes use of a trusted network of external laboratories and a management and logistics organization capable of coping with any request.

With the aim of carrying out its mission in the best possible way and in line with its strategic vision, Renato Corti S.r.l. has decided to adopt a Gender Equality Management System (SGPG) compliant with UNI/PdR 125:2022, as a valid tool to ensure gender equality relating to the presence and professional growth of women in the first place, enhancing the inclusive culture and the activation of processes capable of developing women's empowerment; but also to apply the procedures and principles of gender equality to all workers without discriminating between men and women.
Certification achievement for Renato Corti S.r.l. represents only the very first step in a path of implementation of gender equality policies, with a view to improving and promoting gender equality. The certification, in fact, aims to accompany and incentivize the organization to adopt suitable policies to reduce the gender gap with the consequent benefits for the well-being of staff, in addition to reputational and ethical impacts.
The certification for Renato Corti S.r.l. represents the crowning achievement of a path of protection of women's empowerment undertaken for some time, but it is also the incentive to guarantee the protection of all genders without any discrimination.

The fundamental principles underlying the Gender Equality Policy of Renato Corti S.r.l. are:

• IMPARTIALITY AND INCLUSIVENESS
• FAIRNESS AND TRANSPARENCY
• STAFF DEVELOPMENT
• SAFEGUARDING PEOPLE
• CONTRAST ALL FORMS OF VIOLENCE AND DISCRIMINATION

The attention with which Renato Corti S.r.l. focuses its commitments, so that its SGPG meets the requirements specified in UNI/PdR 125:2022, is inspired - in line with the 2020-2025 Gender Equality Strategy defined by the European Union - to the pursuit of the following objectives:

• increasing women's participation in the labour market;
• reducing the pay and pension gap between men and women, including to combat female poverty;
• promotion of equality between men and women in decision-making;
• going against stereotypes, gender-based violence and protection and support for victims.

The Management is committed to promoting and disseminating the culture of gender equality through the implementation of the procedures implemented in compliance with UNI Pdr 125:2022. 
In particular, in relation to the 6 areas of UNI/PdR 125:2022:

• Culture and strategy;  
• Governance;  
• HR processes;  
• Opportunities for growth and inclusion of women in the company;  
• Gender pay equity;  
• Protection of parenthood and work-life balance.

The six areas are dealt with and deepened with identification of the objectives and implementation in the corporate strategic plan that the Management, in collaboration with the steering committee and the System Manager, have drawn up and approved.

In order to facilitate the achievement of the principles and objectives set out, the Management of Renato Corti S.r.l. considers the continuous adoption of the SGPG to be fundamental in order to develop an organisational model that promotes gender equality and enhances equity and inclusiveness.
Renato Corti S.r.l. undertakes:

• to adopt tools to prevent all forms of gender discrimination and to combat any act detrimental to the dignity of staff, regardless of the role held and the level of responsibility;
• to enhance diversity in every business process: from the search and selection of human resources to access to training, from the definition of remuneration policies to performance evaluation and the attribution of reward systems, from the selection of suppliers to the provision of services/supply of products;
• to support the family welfare of its employees through working methods (smart working, part time) such as to promote the work-life balance;
• to promote information, awareness-raising, and staff engagement on the issues of equal opportunities and women's empowerment, avoiding stereotypes and promoting the visibility of women's contribution;
• to promote communication, including through marketing and advertising activities, that transparently declares the desire to achieve gender equality and enhance diversity and support women's empowerment.

These are more specific policies on gender equality and provide the necessary input to formulate the Strategic Plan for Gender Equality and to identify, develop and implement procedures specifically dedicated to gender equality, based on the organization's reference context.
The policies for gender equality, developed in relation to politics, are related to the themes of the Strategic Plan:

1. Selection and recruitment
2. Career Management
3. Fair pay
4. Parenting, Care
5. Work-life balance
6. Prevention activities for all forms of physical, verbal, digital abuse (harassment) in the workplace

Specifically, the commitments undertaken by Renato Corti S.r.l. are:

Selection and recruitment
Management, as indicated by the appropriate procedures, undertakes to ensure a fair selection of personnel that respects gender equality and is based solely on the skills and competencies of the personnel selected in accordance with the profiles identified in the search.

Career Management
Management promotes the possibility of developing staff within the working reality based on their skills similar to the positions open in the company as well as possibly promoting training courses for the growth of its staff.

Fair pay
Management is committed to ensuring fair wages in compliance with gender equality as provided for by the CCNL applied to staff.

Parenting, Care
Management promotes agile working procedures to protect parenting and personal care, as well as corporate welfare services. Obviously, all legal obligations for maternity and paternity of staff are respected.

Work-life balance
Management promotes agile working and flexible hours to ensure a suitable reconciliation of private life with the world of work. The Management also promotes moments of aggregation among the staff with dinners and corporate events.

Prevention activities for all forms of physical, verbal, digital abuse (harassment) in the workplace
Management applies and promotes measures to protect all workers in the field of physical, psychological and verbal abuse. The company has a code of ethics to promote its commitment. In addition, procedures are implemented and disseminated within this management system.

The General Policy on Gender Equality and the related Policy, within the broader framework of the organisation's policy guidelines, provides, for the purpose of assessing its suitability and the need to make changes or edits, together with the Steering Committee for Gender Equality, the definition and periodic review of the objectives on gender equality.

The gender equality policy is communicated and disseminated to all staff and stakeholders through internal communication and publication on the institutional website.