Gender equality (UNI PdR 125:2022)
How does Sintra commit to supporting gender equality?
What's Gender Equality ?
Diversity is a source of richness and fosters human and cultural growth within an organization, creating a constructive and productive atmosphere. For this reason, Sintra has chosen to adopt a Gender Equality Management System to standardize and enhance existing practices and to introduce new ones. This approach aims to promote a serene, inclusive work environment where everyone feels valued and respected.
Sintra has decided to focus on key areas that impact gender equality, diversity, and inclusion:
● Recruitment and Selection
● Training
● Professional Development
● Compensation
● Parental Management
● Work-Life Balance
● Listening and Communication
● Women's Empowerment
RECRUITMENT AND SELECTION
The Organization is committed to ensuring that the recruitment and selection process is based on principles of fairness and meritocracy, adopting specific procedures that use inclusive and gender-neutral language in job postings. The selection of candidates is based solely on experience, skills, and competencies. Furthermore, the process is governed by dedicated procedures and includes specific training for all involved, focusing on gender equality and stereotypes.
TRAINING
The Organization ensures that all personnel have access to training courses to enhance the potential and capabilities of every individual without gender-based distinctions, laying the foundation for greater company efficiency.
PROFESSIONAL DEVELOPMENT
The Organization ensures that all personnel have the opportunity for internal mobility through objective performance evaluation processes based on responsibilities, competencies, and results, as well as through transparent and direct communication about open positions, guaranteeing everyone the chance for growth and development.
COMPENSATION
The compensation policy is based on the principles of fairness, objectivity, and transparency. Starting with the application of the applicable collective labor agreement, variable incentive systems are based on the objective evaluation of achieved results and the actual level of responsibility.
PARENTAL MANAGEMENT AND CARE
The Organization, in respect of individuals and regulations, recognizes maternity and paternity leave and supports its use, as it is an important moment in a person's life. It also acknowledges extraordinary leave and permissions related to Law 104/1992. The company ensures that all personnel are informed about the terms and procedures for accessing these benefits, supporting individuals before, during, and after periods of absence from work for family reasons, whether related to parenthood or caring for family members with disabilities. This approach aims to help individuals and their work groups navigate these moments in a conscious, constructive, and inclusive manner.
WORK - LIFE BALANCE
To promote the psychological and physical well-being of individuals and families, the Organization is committed to offering flexible work solutions. These solutions are designed with the following elements in mind:
● Company Policies: Guidelines related to the management of hybrid work.
● Job Role and Responsibilities: Analysis of specific job roles and the corresponding responsibilities of the employee.
● Individual Needs: Consideration of the personal situation that drives the employee to request greater flexibility.
The goal is to find an optimal balance between professional and personal life, fostering a healthy and productive work environment.
LISTENING AND COMMUNICATION
The Organization considers it important to listen to its people and involve them in the journey toward achieving gender equality and inclusion. For this reason, it periodically conducts surveys aimed at monitoring the state of organizational and individual well-being, specifically regarding gender equality issues.
WOMEN'S EMPORWEMENT
Sintra believes that a successful company is one where women are listened to, valued for their skills and experiences, supported in taking on leadership roles, and encouraged to pursue their goals. A company where women's opinions are respected, and their needs are recognized and met.
FEEDBACK
The company is committed to promoting a respectful and inclusive work environment, addressing seriously any form of bullying, harassment, victimization, defamation, or offensive behavior related to individual characteristics by employees, clients, suppliers, or visitors. To this end, a reporting system has been established, detailed in a specific procedure.
This policy is made available to all stakeholders through publication on the website and posting on the company bulletin board.
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