Diversity, Equity and Inclusion (DEI) Policy

We promote an inclusive culture, based on gender equality, respect for diversity, equity and equal opportunities, as a prerequisite for valuing every individual, enabling them to fully realise their potential and contribute to the organisation’s sustainable growth.

The Felsineo Group, through its two companies, Felsineo S.p.A. (a Benefit Corporation) and FelsineoVeg S.r.l. (a Benefit Corporation), has been operating since 1963 as a major player in the Italian food sector, leading the way in the production of mortadella and plant-based cold cuts.

The Felsineo Group is strongly committed to sustainability, addressing environmental, economic and social issues; in particular, in the social sphere, it is committed to equality and inclusion to drive business results and create a better future, every day, for all employees, customers and the community.

By implementing a gender equality management system, compliant with UNI/PdR 125:2022 and integrated with the company’s existing management systems, the Group has chosen to continue, in a more structured manner, the process it has already embarked upon to highlight and promote issues relating to gender equality. In this context, it recognises Diversity, Equity and Inclusion (DEI) as fundamental values and cross-cutting principles that guide its policies, processes and organisational decisions, promoting an inclusive working environment that respects differences, whilst safeguarding gender equality, diversity in the workplace and the empowerment of women.

This Policy has been drawn up by the Felsineo Group’s Senior Management in coordination with the Steering Committee and sets out the organisation’s principles, objectives and commitment to the issues of gender equality, diversity, equity and inclusion.

As the Felsineo Group, we are committed to:

• Implementing organisational processes for the recruitment, management and development of human resources that promote a culture of inclusion and equal opportunities.
• Implement internal and external communication, information and training processes that convey our commitment to equal opportunities, diversity, equity and inclusion, whilst raising awareness of these issues amongst our stakeholders.
• Foster an inclusive and safe working environment for our employees.

Through its Strategic Plan on equal opportunities, diversity, equity and inclusion, and by monitoring specific performance KPIs, the Felsineo Group sets and monitors the following objectives, in line with the thematic areas of UNI/PdR 125:2022, to which this Policy serves as a declaration of its commitment:

1. Culture and strategy – Promoting an inclusive organisational culture, focused on gender equality and the celebration of diversity, through awareness-raising initiatives, active listening and effective communication
2. Governance – Defining roles, responsibilities and a governance model capable of integrating DEI principles into corporate strategy, ensuring that any instances of discrimination or inequality are identified, managed and addressed.
3. HR Processes – Ensuring fair and impartial human resources management processes throughout the entire employee lifecycle, in accordance with the principles of equal opportunities and inclusion.
4. Opportunities for Growth and Inclusion – Ensuring equal opportunities for access, professional development and career progression, by promoting career paths that are transparent, merit-based and neutral with regard to gender and all other forms of diversity.
5. Pay equity – Promoting and monitoring fair and transparent remuneration systems, ensuring equal pay for equal roles, responsibilities and skills.
6. Support for parenthood and work-life balance – Supporting parenthood and staff wellbeing through corporate welfare policies and flexible working arrangements, promoting a sustainable balance between professional and private life.

Finally, as the Felsineo Group, we are committed to providing adequate resources and means to achieve the objectives set out in this policy and to periodically monitor the effective and efficient implementation of the Gender Equality Management System, whilst promoting the continuous improvement of our performance.

Bologna, 2 July 202