S af eguard ing d ivers ity and inc l us ivenes s For Osculati, diversity and inclusion play a crucial role, and are pursued by the Company through the creation of an inc l us ive c orp orate environm ent c ap ab l e of m ak ing its em p l oy ees f eel w el l - integrated and p art of a team , ensuring tolerance and the freedom of each individual to be themselves, regardless of individual differences. As regards encouraging equal opportunities, Osculati is committed to combating any form of discrimination related to gender identity, ethnicity, sexual orientation and diversity of opinion. In this regard, although there is no formalised policy assuring the protection of and the respect for diversity, every employee has the opportunity to report, anonymously, any form of discrimination through the W h is tl eb l ow ing p l atf orm on th e O sc u l ati w eb site. With this in mind, Osculati supports gender equality and c onsid ers th e c ontrib u tion mad e b y its emp l oy ees, regardless of their gender, equally strategic to the creation of value for the Company and the community. Parental leave and equal pay In correlation with the approach presented, the data on parental leave and gender pay equality are given below: The data shown in the above table concerns the ratio of basic salary between women and men and the ratio of remuneration between women and men. Osculati recognises the importance of using to the best the talent of all genders and all professional categories, and, for this reason, the Company continues to work in this direction, constantly monitoring the performance results of its employees in order to ensure that these are reflected in suitable economic recognition of merit. T h e R eturn- to- W ork R ate is c al c u l ated as th e total number of employees who actually returned to work after parental leave divided by the total number of employees who should have returned to work after taking parental leave. T h e R etention R ate is c al c u l ated as th e total nu mb er of employees still employed 12 months after returning to work following parental leave divided by the total number of employees who returned to work following parental leave in the previous reporting period. 2 0 2 2 2 0 2 3 2 0 2 1 Number of employees entitled to parental leave Number of employees who took parental leave Total number of employees entitled to return to work after parental leave in the reference period Total number of employees who returned to work after parental leave Number of employees returned to work at the end of parental leave and still employed 12 months after their return 8 3 3 3 - 1 0 4 4 4 3 13 1 0 6 8 4 30 1 1 1 - 30 3 3 3 1 30 5 5 5 3 W omen P arental l eave R ate of return to w ork R etention rate 1 0 0 % - 1 0 0 % 1 0 0 % 1 0 0 % 1 0 0 % 1 0 0 % - 1 0 0 % 1 0 0 % 7 5 % 1 0 0 % M en W omen M en W omen M en 2 0 2 1 2 0 2 2 2 0 2 3 Manager W h ite C ol l ar B l u e C ol l ar 0,99 0,97 0,96 0,99 0,95 0,96 0,93 0,98 0,94 0,93 0 , 8 8 0,99 0 , 8 8 0 , 8 8 0,97 0,89 0,94 0,94 B asic sal ary B asic sal ary B asic sal ary R atio of b as ic p ay to w om en’ s / m en’ s p ay b y c ategory R emu neration R emu neration R emu neration 57
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