Gender
Equality

Commitment and Attention towards the Protection of Diversity

Demont wants to promote a culture that is increasingly attentive to gender equality. For this reason, it obtained the UNI PDR 125:2022 certification, demonstrating once again its commitment and its attention to the protection of diversity.

This voluntary certification process represents:

  • a significant step towards the creation of a fair and inclusive work environment, where every individual has equal opportunities for professional growth and development, regardless of gender;
  • a starting point towards the promotion of a culture that increasingly recognizes women’s added value in business, including in the engineering industry.

The objectives included in the Corporate Strategy Plan, set out in the Corporate Gender Equality Policy, concern:

  • Staff’s recruitment and selection,
  • career management,
  • parenthood’s protection,
  • work-life balance,
  • the use of an inclusive and non-discriminatory language,
  • ZERO TOLERANCE about any abuse and harassment in the workplace.

Gender Equality

Our Concrete Commitment

We work closely with organizations and consultants to ensure that our path towards the certification will be solid and sustainable through time.

We want to make sure that every step we make contributes to building a future in which gender equality is a tangible reality.

One of our goals is to inspire other organisations to actively pursue a cultural change that will lead to the achievement of an effective gender equality in the workplace.

The road is challenging, but we believe that together we can make a difference and create a fairer working environment for all.

Our Focus

Protection of the Person

The person, its dignity, the promotion of the values of diversity, inclusion and gender equality are at the heart of our management system.

Gender Equality Committee

It is the body we have established to ensure compliance with the Practice; Its task is to manage and resolve different situations and promote continuous improvement.

Communication

We set up a communication plan that highlights Gender Equality's matter with the aim to increase consciousness throughout our company.

Our Policy

We wanted to promote the values of diversity, inclusion and gender equality by setting up targets and related actions to remove all forms of discrimination in the workplace. This policy has been shared with both our staff and external collaborators.

We’ve drawn up a detailed Strategic Plan that sets out the specific and measurable results that we want to achieve related to:

  • selection and recruitment,
  • career management,
  • parenting and caring,
  • reconciliation of work-life balance,
  • prevention of harassment at work.

We also developed a dedicated Gender Equality Management System to measure, report and evaluate data in order to fill the existing gender gap.

The goal is to achieve compliance by satisfying specific KPI’s for each of the following areas:

  • culture and strategy,
  • governance,
  • HR processes,
  • opportunities for growth,
  • fair pay,
  • parenting.
Targets

Prevention of the Risk of Harassment and Use of an Inclusive Language

Prevention of any form of harassment at work

The prevention of the risk of any form of physical, verbal, digital abuse in the workplace.

We have implemented a plan for the prevention and management of harassment at work that includes:

  • the activation of reporting channels,
  • collect and record any discrepancies reported,
  • the activation of awareness campaigns,
  • planning of specific “ZERO TOLERANCE” training,
  • a dedicated internal questionnaire.

ZERO TOLERANCE

The importance of reporting

Reporting channels enabled:

online: https://demont.whistlelink.com

tel.: 019 56 60 317

The inclusive language

Our goal is to raise awareness of the importance of the use of an inclusive language that takes in consideration the presence of women in business.

To this end, we are carrying out awareness campaigns as well as training sessions aimed to highlight the importance of adopting an inclusive language that:

  • does not create discrimination,
  • is addressed to everyone without distinction,
  • does not provoke offenses,
  • is attentive to the representation of all,
  • respects the diversity,
  • is neutral,
  • generates a greater sense of belonging,
  • increase commitment within the company,
  • contributes to a peaceful and positive environment,
  • promotes the growth and stability of staff in the company.

THE INTERVIEW

Silvia’s Voice

Industrial Sector Manager at Demont

Hello Silvia, would you like to tell us what led you to choose a STEM related course of studies?

Because of my innate propensity to scientific subjects, for chemistry in particular: I still have a great love for the humanities and art in general, but mathematics, physics and science have always been easier to me.

I followed this path also because of an individual choice: I was aware that if I had become an engineer, I would have guaranteed economic independence and I would have the opportunity to choose for myself, to be autonomous. For sure my independent nature directed my choices since I was a young girl.

What are the significant steps that distinguish your career?

After graduating in chemical engineering at the Politecnico di Milano, I worked for about ten years for several multinationals in this city, which I have chosen for its strong European connotation.

Then I wanted to return to Liguria, my native region, and here Demont gave me the opportunity to build a career starting as a Project Manager and then becoming an executive in the industrial sector.

Given the roles you have played (and still play today) and the field, how do you describe your working experience as a woman?

I think that in the last 15 – 20 years business has changed a lot. In the 2000s, there were very few women working in chemical industry and engineering.

I remember that in 2003, when I was working as a PM in a Lombard metalworking company, I welcomed a new client who, without giving me time to introduce myself, asked me a coffee. On my return, I gave him his coffee and, he kindly asked me to be announced to the engineer Garino (me). I don’t think it was a case of misogyny or wanting to offend me, but the roles of engineer and project manager at the time were rarely fulfilled by women.

Over the years the situation has changed and Today there are many women who work in the engineering fields.

A lot of progress has been made even if certainly gender equality is a goal that still needs to be achieved.

Silvia, you are mom. How did you feel when you got pregnant? Were you afraid about work?

I wanted motherhood more than anything else and that’s why I thought I would have to make an extra effort to balance both the roles of mother and manager.

I always thought that I should find a way to make the two things coexist, knowing that – probably – it would take a lot of physical and mental energy and that perhaps, in some cases, there would be some costs to be paid. But I was willing to make sacrifices to have both.

In my specific case the reality exceeded expectations: I went on maternity leave with the qualification of Project Manager and when my son had not yet turned 3 years old I got the promotion to Executive. Motherhood has therefore certainly not disadvantaged me.

Work Life Balance: Was your work-life balance affected by your motherhood? If yes, to what extent?

I had to organize myself: the organization is the key factor together with the creation of a support network that you must build in order to be able to manage the family and work needs simultaneously.

Apart from possible emergencies, normality is totally covered (family, babysitting, extended time at school, etc…). It’s clear that I need someone to take care of my son during my working hours: it is all a matter of organization and fair balance of needs and times.

In some cases, the company’s support also comes in handy and the more a company is structured like Demont the easier it is: I work with a team of people, I am not alone as a freelancer, so – in case of unforeseen events – I always have the opportunity to get help from my teammates.

Looking at the statistics it emerges how the belief that a woman returning from motherhood is less efficient in the workplace. What do you think?

As I’ve already said, I became an executive between my pre – and post-maternity and this is already a significant fact.

In my experience I can only say that my efficiency increased as well as the ability to focus on the essential things and perform them in the best way, faster and optimized because you want, and you have to manage everything at the same time.

With motherhood, women learn to manage their time, to coordinate many more things simultaneously and this increases their effectiveness and efficiency even in the management of work.

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Certifications and Documents

UNI PdR 125:2022 - CERTIFICAZIONE parità di genere

Certification in accordance with UNI/PdR 125:2022, which defines the topics to be dealt with to support female empowerment within corporate growth paths and at the same time avoid stereotypes and discrimination by reorienting corporate culture so that it can be increasingly inclusive and respectful of women’s skills.

OUR ATTITUDE

Equality

For us, equality means committing to avoid all forms of discrimination, guaranteeing the right to equal opportunities for everyone.