ESA engineering's commitment to gender equality in the workplace
Aware of the need to promote gender equality in the society in which we live, ESA engineering has, from the beginning, been a promoter of corporate initiatives to reduce the gender gap, especially in the operational areas most prone to differences and in an industry as that of building design, which has been mainly male-dominated.
ESA engineering aims to promote a work environment that values the diversity of its people and facilitates their inclusion.
In line with the U.N. Sustainable Development Goals and since its establishment, ESA engineering recognizes gender equality, diversity, and inclusion policies as one of the cornerstones of the company’s sustainable business actions, adopting policies aimed at reducing the gender gap. The company has always been committed to gender equity, ensuring equal pay, and protecting parental rights.
Obtaining UNI/PdR 125 certification and signing the Italian Equal Opportunity Charter has represented a further step of growth for our sustainability journey.
The Certification Body accredited by Accredia assessed the Company’s compliance in respecting the six main goals: personnel selection and recruitment, governance and career management, equity in pay, protection of parenting and care, work-life balance, and abuse or harassment prevention activities.
For each area, quantitative and qualitative indicators were identified and assigned specific scores.
In particular, gender balance in corporate roles, especially in the strategic top positions, policies adopted in the selection & recruitment of personnel, the professional growth path, the governance system, the protection of parenthood, and zeroing the gender pay gap, that highlights the full wage parity between men and women, against a wage gap in the European Union of an average of 14 percent in favor of the male gender and in Italy, even wider of about 20 percent more for men.
We are very proud that all this has enabled us to obtain UNI/PdR 125:2022 certification.
