Bugnion recognises the value of people and their differences through a diversified approach to human resources management that ensures equal opportunities for professional growth for all people at the company.

Creating a culture of gender equality for Bugnion underpins the human capital strategy that is fundamental to ensuring excellent performance based on talent and sustainability over the long term. This policy is addressed to every employee of the organisation and is shared with all its main stakeholders, with the aim of having a greater impact in its value network and of being a point of reference for other companies.

This document complements the already existing Diversity, Equity and Inclusion policy and offers guidelines to be implemented through practices and processes to create a gender-equal work environment throughout the entire cycle of selection, management, development and career.

1. Recruiting

Bugnion is committed to attracting and hiring people by pursuing gender parity in selection and recruitment through the identification of a gender equal short-list of candidates. At the same time, Bugnion is dedicated to emphasising the importance of meritocracy: experience, skills and competences guide the selection of the best candidates. The company also ensures that people involved in the recruitment processes receive adequate training on gender equality and unconscious bias that can negatively impact selection processes.

2. Annual performance appraisal system

The performance appraisal system encourages constant dialogue between managers and employees, reinforcing everyone’s commitment to the company’s goals and challenges. The process also promotes the creation of development plans without any gender discrimination, fostering a constructive confrontation aimed at empowerment through the use of feedback for continuous improvement.

At the ‘final evaluation’ stage, Management, in consultation with the various managers, undertakes to verify that the evaluation curve is gender-neutral.

Bugnion is committed to incorporating its Diversity and Inclusion policy within the leadership model, and consequently in the performance management system.

3. Training, professional development and communication

Bugnion offers equal development opportunities without any gender discrimination, setting transparent standards consistent with performance management and talent development processes. Training sessions are planned for all employees aimed at raising awareness on the themes of valuing differences, gender equality, inclusion and the impact of these issues on business. Specifically, all persons with roles of responsibility and coordination of teams are sensitised on issues related to unconscious bias and the ability to communicate in an inclusive manner. Bugnion equally involves both women and men in all initiatives and training courses in at least one training meeting per year (annual corporate training plans on transversal skills and examination preparation and/or specialised IP courses). The company is firmly committed to supporting and promoting women’s empowerment, in order to ensure a work environment in which all employees can express their full potential. Finally, the company also communicates its commitment to all external stakeholders at events or through publications on on-line channels (website, social media, etc.).

4. Enhancement of potential and career paths

Bugnion promotes a culture based on meritocracy and respect for people regardless of gender. It ensures that in talent development processes and succession plans there is adequate selection of candidates of the less represented gender, with the aim of achieving gender balance in managerial positions (but always ensuring focus and attention on meritocracy).

Through talent development, it strives to ensure that women and men are equally present in internal nomination processes and thus that both genders are equally represented in candidate lists for internal positions.

5. Definition of short- and medium-term remuneration policies

Remuneration measures are anchored to principles of recognition of the responsibilities assigned, the results achieved and the quality of the professional contribution made, taking into account the context and market references applicable for similar positions or for roles of a similar level in terms of responsibility and complexity. Bugnion guarantees fairness and opportunity of access to the same remuneration to all employees, regardless of gender, and promotes actions and behaviours in line with the Company’s culture, in compliance with the principles of plurality, equal opportunities, valorisation of people’s knowledge and professionalism, fairness and non-discrimination.

6. Management aspects related to work organisation

The company is committed to improving the work-life balance of its employees at all stages of their personal and professional lives by supporting employees during and after periods of long absence from work, avoiding any discrimination during and after their leave, allowing them to remain in contact with the company during their leave and facilitating their reintegration when it ends.
Lastly, Bugnion is committed to preventing sexual harassment in the workplace through a dedicated gender harassment awareness course that creates awareness in people and guides them in their daily behaviour. To this end, Bugnion has also set up a channel through which all internal and external stakeholders can report harassment or violence experienced by company staff.

7. Termination of employment

Bugnion will have a clear and shared ‘exit interview’ process to collect and analyse qualitative feedback in order to promptly identify processes, tools or aspects to be improved in the company. In this respect, special attention is given to people leaving the company for gender-related reasons (not returning from maternity leave, not reconciling family commitments vs. professional life, etc.).

Date last updated: 18/03/2025