Principles and Commitments

Buzzi, Notaro e Antonielli d’Oulx S.p.A., through the implementation of a Gender Equality Management System in compliance with Practice of Reference PdR 125, has embarked on a structured path of cultural transformation aimed at achieving a more balanced and equitable representation of gender within the organization.

The Company is committed to fostering a culture founded on respect, inclusion, and the enhancement of diversity in all its forms — including gender, age, origin, social and religious background, political views, physical and psychological abilities, identity, and sexual orientation. In this context, Senior Management undertakes to:

• adopt human resources management and development practices that promote inclusiveness in both access to roles and opportunities for professional growth, ensuring equal treatment for all employees and supporting the empowerment of women;

• promote a healthy balance between professional and personal life by implementing policies tailored to the different stages of life and by encouraging the fair distribution of family responsibilities between men and women;

• communicate transparently, both internally and externally, the Company’s commitment to advancing gender equality, valuing diversity, and supporting women’s empowerment;

• cultivate a working environment that is inclusive, collaborative, supportive, transparent, and attentive to the voices of all employees;

• prevent, address, and strongly oppose stereotypes, discrimination, and any form of abuse — physical, verbal, or digital — while fostering a corporate culture of diversity and inclusion;

• reduce, progressively yet rigorously, any historical pay gaps and career advancement disparities that may exist within the Company.

Strategic Objectives

Buzzi, Notaro e Antonielli d’Oulx S.p.A. defines its objectives within the Strategic Plan, supported by Key Performance Indicators (KPIs), in alignment with the Thematic Areas identified by UNI/PdR 125:2022:

• Culture and Strategy: enhancing the workplace by promoting inclusion and gender equality; eliminating all forms of stereotypes, discrimination, and conscious or unconscious bias;

• Governance: implementing a governance model designed to ensure appropriate organizational safeguards and the representation of minority genders within decision-making and supervisory bodies, while establishing mechanisms to identify and correct any instances of non-inclusion;

• HR Processes: structuring human resources processes across the employee life cycle in accordance with the principles of inclusion and respect for diversity;

• Opportunities for Women’s Growth and Inclusion: ensuring that career development and growth opportunities are accessible to all personnel, regardless of gender;

• Gender Pay Equity: implementing mechanisms to ensure fair and balanced remuneration, including non-monetary benefits such as welfare and well-being programs;

• Parental Support and Work–Life Balance: introducing policies to support employees in parenting and caregiving responsibilities.

The Board of Directors allocates the necessary resources (financial, organizational, and managerial), assigns responsibilities, and grants appropriate authority to pursue, achieve, and sustain the Company’s gender equality objectives.

All employees are expected to comply with the requirements of the Gender Equality Management System, the related Policies and Practices, and to embody, in their daily activities, the principles set out in this Policy.