Chetta Srl’s primary objective within the scope of its activities is:   

Measures to ensure gender equality in the workplace context concerning the following processes:

• Design and production of thermoplastic material items for the industrial and footwear sectors.
• Design and production of molds for thermoplastic materials.     

 

The purpose and efforts of the organization, as established in the scope of the management system, is to ensure gender equality regarding the presence and professional growth of women within the Chetta Srl organization; in this sense, it intends to proceed with the valorization of diversity within the roles operating in the organization and to maintain processes capable of developing female empowerment in business activities.   In the journey to ensure the achievement and maintenance of this purpose, the organization’s attention focuses its efforts on the following areas established by the UNI 125:2022 practice:  

• Culture and strategy
• Governance
• Human Resources processes
• Opportunities
• Pay equity
• Parenting  

 

The organization is convinced that developing a cultural model that promotes gender equality, in addition to generating “social value” appreciated in the European institutional economic context, constitutes a development factor for the business conducted by the organization.  

 

Results based on stakeholder satisfaction  

Chetta Srl aims to guarantee gender equality through concrete actions which, in addition to complying with the requirements/indicators established in the individual areas indicated, are of real and concrete appreciation by the women present in the organization, as the main stakeholders, for the results produced by the management system.  

The organization intends to focus attention on the satisfaction of women at any time and in every context of their working life within Chetta Srl, and will therefore analyze the “life cycle” through the following aspects:  

• Selection and hiring (recruitment)
• Career management
• Pay equity
• Parenting, care
• Work-life balance
• Prevention of abuse and harassment  

 

For each of the following aspects, the organization has established more specific policies which are reported below. To each policy expressing the principles by which the organization is inspired, there correspond specific and measurable equality objectives indicated in the strategic plan.   In relation to the analysis of its business processes, Chetta Srl has understood and established the principles to be respected in reference to each of the following points. These principles constitute the inspiring criteria of the processes aimed at addressing:  

• Existing gaps in reference to the indicators established by the UNI PdR 125:2022 practice;
• The needs of the women present in the organization, seen as the main parties interested in the concrete results of the system.  

 

SELECTION AND HIRING (RECRUITMENT)

Chetta Srl, in the selection and hiring activities of personnel to be employed in business activities, respects—with a view to improvement—the following principles:  

• The selection of the candidate must be exercised in a gender-neutral manner, avoiding possible cognitive biases related to gender stereotypes;
• Selection criteria must take into account requirements aimed at personal qualities such as professionalism, competence, specialization, and experience;
• Selection must not involve questions regarding marriage, pregnancy, and family responsibilities;
• Selection must consider that the presence of women and men in the workforce must be balanced relative to the total number of people present;
• Roles referring to managers, business unit heads, those reporting to the top management, and those with budget authority, must be distributed in a balanced manner;
• The job position, provided for during the hiring phase, must include remuneration referring to duties and responsibilities and not influenced by gender;
• Selection must consider that the percentages of women and men whose contract provides for variable remuneration are balanced.  

 

CAREER MANAGEMENT

Chetta Srl’s organization is aware that the economic results achieved also depend on the human resources who work there, and that all career development opportunities must refer only to results and the merit of the person, regardless of gender. With a view to improvement, it manages the careers of internal personnel respecting the following principles:  

• The attribution of roles and duties must consider a balance of gender leadership, ensuring internal equity;
• The design of career paths and their presentation must be addressed to all personnel, regardless of gender;
• Personnel career paths must be accessible to all people who can verify, in a transparent manner, the maintenance of balances related to gender equality;
• Within the working environment, diversity must be encouraged and the psycho-physical well-being of all personnel protected;
• Training for the development of skills and awareness represents a fundamental process intended to remove any career difficulties and to restore any leadership balances in gender;
• Data relating to the status of hiring, the situation by gender, training, professional promotion, category or qualification changes, dismissals, early retirements, and retirements must be made available and continuously monitored;
• The phases of personnel separation from the organization in case of dismissal must be strictly examined by verifying turnover based on gender;
• Promotions must take into account the gender balance in reference to the functional level.  

 

PAY EQUITY

Chetta Srl, during the hiring phase and throughout the personnel’s career, intends to ensure pay equity regardless of gender; it does not asymmetrically consider the costs to be incurred to remunerate people of different genders. In providing for the determination, payment, and changes in remuneration, the organization respects the following principles:  

• The remuneration of people is recognized in relation to the role and responsibilities and, any additions by way of benefits and bonuses to this remuneration, are intended exclusively based on the results produced and recognized without any gender discrimination;
• Remuneration, the payment of bonuses, and the assignment of benefits are, for transparency, documented and accessible to all personnel;
• The criteria for remuneration, bonuses, and benefits are documented and accessible to all personnel;
• The recognition to all personnel of the right to report any pay disparities, guaranteeing them the possibility to report any needs.  

 

PARENTING, CARE

Chetta Srl is committed to not placing obstacles to parenting, offering support for maternity and paternity through initiatives designed to meet the needs of those who, for reasons related to their parental status, must balance work commitment with the new responsibilities that emerge. For this reason, Chetta Srl supports this intention through the following principles:  

• Protect maternity and paternity through training, support, information, and reintegration programs, taking care of the relationship between the person and the Organization;
• Manage maternity in the different phases (before, during, and after);
• Promote paternity leave so that all potential beneficiaries use it for the entire period provided for by law;
• Take an active role in supporting employees with concrete initiatives in their parenting and caregiving activities (caring for the unborn/newborn) by offering specific auxiliary services.  

 

WORK-LIFE BALANCE

Chetta Srl’s organization is committed to guaranteeing its personnel the possibility of managing time to be dedicated to life and work through a balance that takes into account both the company’s business objectives and the worker’s psycho-physical well-being deriving from greater freedom of self-determination. The principles underlying work-life balance are the following:  

• Measures to ensure work-life balance are addressed to all personnel regardless of gender;
• The promotion of specific agreements to allow part-time work and flexible hours for anyone who requests it;
• The possibility of remote connection/smart working for all personnel working from the outside (regardless of the contract), for work operations and participation in meetings during working hours that are compatible with the reconciliation of the worker’s personal life times.  

 

PREVENTION OF ABUSE AND HARASSMENT

Chetta Srl repudiates all forms of abuse and harassment; therefore, it exercises a zero-tolerance activity of prevention and suppression of the phenomenon. It implements its prevention through concrete actions whose principles provide for:  

• The identification of risks relating to abuse and harassment of all types, through a plan of preventive actions;
• The adoption of a zero-tolerance attitude by providing specific training programs at all levels;
• The possibility of reporting suspicions and/or facts inherent to abuse and harassment of all types through a system that can guarantee the anonymity of the reporting persons;
• The implementation of verifications and the analysis of the working environment to search for any experiences of episodes of abuse and harassment of all kinds;
• The development of kind and gender-neutral communication.  

 

For the purposes of a correct and effective adoption of this Gender Equality Policy, Chetta Srl has established a Steering Committee.

The Steering Committee, appointed by Management, will have the following functions:

• define, in coordination with General Management, the Gender Equality Policy;
• draft the Strategic Plan for gender equality which, for each theme identified by the Gender Equality Policy, defines simple, measurable, achievable, realistic, time-planned objectives assigned as implementation responsibilities;
• define the governance and monitoring of diversity and gender equality in the corporate context;
• support the application of all KPIs relating to inclusion, gender equality, and integration;
• monitor the performance and application of the KPIs and objectives described in the strategic plan;
• participate in the periodic review of the system by General Management;
• manage and monitor the receipt of anonymous reports, which all employees and collaborators can use to report episodes of harassment or mobbing in total safety and in full respect of their privacy.  

 

The Management of Chetta Srl, while safeguarding its autonomy, undertakes to make this Policy available to all internal and external levels of the organization, in the ways and forms deemed most appropriate, and to publish it on the website https://www.chetta.it.   

 

Melissano, 02.10.2025

 The Management