D&I POLICY - GENDER EQUALITY

TOPNETWORK is committed to supporting the values of diversity, inclusion, and gender equality through the adoption of corporate, organizational, and managerial mechanisms based on respect for the rights, freedom, and dignity of individuals. In particular, our company has implemented an integrated management system ISO 30415 – UNI/PdR 125. In fact, the company operates according to the guidelines of ISO 30415:2021 and the UNI/PdR 125:2022 practice through an impartial approach that does not tolerate any form of direct or indirect, multiple, and interconnected discrimination based on gender, age, sexual orientation and identity, disability, health status, ethnic origin, nationality, political opinions, social category, or religious faith. It also promotes conditions that allow the removal of cultural, organizational, and material obstacles that limit individuals’ full expression and complete enhancement within the organization.
TOPNETWORK values its personnel and promotes the protection of their physical, moral, and cultural integrity through working conditions that respect individual dignity and behavioral standards.

The D&I policy aims to develop a clear approach in terms of mission, strategies, and active practices to foster a collaborative, supportive work environment open to contributions from all employees, thus increasing trust among individuals, clients, and society at large.

The objective is to promote diversity in all its dimensions to maximize the resulting opportunities and generate value within work environments, also gaining a competitive business advantage.

This policy reaffirms the company’s commitment to respect and actively disseminate the principles provided by current regulations, contractual provisions, and standards issued by relevant international organizations:

    • 2030 Agenda for Sustainable Development and the related Sustainable Development Goals (SDGs);
    • Global Compact and Women’s Empowerment Principles of United Nations;
    • Universal Declaration of Human Rights;
    • Conventions of United Nations on women’s rights, the elimination of all forms of racial discrimination, children’s rights, and the rights of persons with disabilities;
    • Statement on Principles and Fundamental Rights at Work and the eight fundamental Conventions of the International Labour Organization (ILO);
    • ILO Convention on Violence and Harassment, June 2019.

Diversity is a value that must be protected and encouraged through concrete actions in all organizational and managerial processes by understanding, including, and valuing individual differences. Diversity enriches and opens up new ideas and initiatives, multiplying the possibilities for generating innovative solutions: people from diverse cultural, social, generational backgrounds, abilities, skills, and experiences represent a distinctive value that enables multiple perspectives and allows us to reflect on and anticipate the needs of clients and stakeholders.

TOPNETWORK’s commitment to preserving the value of individuals, ensuring that everyone feels included and can give their best, genuinely feeling part of the company, is substantiated in a human resources development and management strategy capable of promoting an inclusive culture to value the uniqueness of individuals and provide equal opportunities for professional growth regardless of their role within the organization.

In personnel and career management, specific operational procedures have been established to manage these areas from a D&I and Gender Equality perspective.

In terms of communication, TOPNETWORK transparently declares its intention to pursue gender equality, value diversity, and support female empowerment.

TOPNETWORK implements a policy aimed at promoting Diversity, Inclusion, and Gender Equality not only internally but also by prioritizing commercial relationships with companies equally committed to Diversity, Inclusion, and Gender Equality issues.

TOPNETWORK has identified a competent resource for managing the D&I management system in the role of RSGQ.

Furthermore, to create an active D&I and Gender Equality hub, a D&I committee comprising the DGE, HR, and RSGQ is established.

Each year, transparent information about general KPIs and the Gender Equality strategic plan with specific KPIs is published on our website’s D&I page to explain how our company progresses towards its D&I and Gender Equality objectives.

DGE

Date: 28.04.2023

AD Franco Celletti