Diversity, Equity and Inclusion
We embrace diversity and inclusivity: values and pillars of our corporate culture
We believe that protecting diversity is essential and we are committed to offering equal opportunities for development and growth to our human capital.
We are committed to promoting greater awareness of diversity, equality, inclusion and belonging, as well as preventing and fighting all forms of discrimination. To raise employee awareness of diversity, equity and inclusion, we have developed — and continue to offer — training courses for all staff.
Our vision of Diversity, Equity and Inclusion
We are strongly committed to awareness-raising and training activities addressed the the whole Group population, aiming to promote mutual respect and greater awareness of inclusive behaviour and language, overcoming stereotypes and unconscious biases, including in relation to disability. In this context, we have developed specific programmes on inclusive recruiting and inclusive leadership, with the aim of reducing these stereotypes and promoting the recognition of each person's merits.
We value inclusion in all its forms, promoting welfare policies and actions aimed at promoting work-life balance, protecting parenthood, sharing family and caregiving responsibilities, and removing potential barriers to equal pay and accessibility.
Female employment
As of April 30, 2025 female employment constitutes to be a key part of our Group, equal to 32% of the total workforce, stable compared to the previous financial year. This figure is particularly positive when compared with industry benchmarks and our main competitors, especially considering that we operate in a field — IT — traditionally characterised by a low presence of female talent.
This result is a consequence of our increasing commitment to gender equality policies in a sector characterised by technical and scientific professions that have historically suffered from a structural shortage of female resources.
Diversity Manager
Convinced that diversity is an added value, we appointed a Diversity Manager in November 2021.
The Diversity Manager's mission is clear: to promote and implement strategies that enhance diversity in every part of our organisation. This is achieved through ongoing information and consulting activities (aimed at all Group companies) on the issues of Diversity, Equity and Inclusion, working in collaboration with other company departments, defining targets and improvement paths and also carrying out pay equity analyses.
Finally, the Diversity Manager ensures compliance with the company's Code of Ethics and applicable national and/or European regulations on Diversity, Equity and Inclusion, as well as the policies adopted on this issue, with particular reference to the assignment of roles and responsibilities, awareness-raising and staff training on these issues.
Some Highlights (as of April 30, 2025):
4
Women in the Board of Directors of Sesa S.p.A.
equal to 40% of the total
1
Diversity Manager
32%
% of female employees out of total human resources
>5,000
Training hours on DE&I issues
SDGs goals:
Gender Equality is one of the 17 goals of the 2030 Agenda for Sustainable Development and has been included in the PNRR (National Recovery and Resilience Plan), but above all it represents a driver of economic growth and development.
In line with our sustainable business model, which puts people at the centre, we have set concrete and measurable goals in terms of diversity, equity and inclusion, appropriately integrating our Group Sustainability Plan. We are committed to ensuring constant monitoring of any pay gaps, with the aim of adopting strategies and actions to reduce the gender pay gap.
As of April 30, 2025, the total average pay ratio was 13% (calculated as the ratio between the average gross hourly pay of women and of men). Detailed data is available in the 2025 Integrated Annual Report.