Gender Equality Policy

FOOD SERVICE S.R.L. · Gender Equality Policy · Rev. 2 · 29/04/2026

This Gender Equality Policy defined by the Top Management of FOOD SERVICE S.R.L., in collaboration with the Steering Committee, defines the principles, objectives and guidelines that define the Organization’s commitment to issues related to gender equality and the enhancement of diversity.

In this sense, FOOD SERVICE S.R.L. wants to proceed with the enhancement of the diversity present in the roles that operate in the organization and to maintain processes capable of developing female empowerment in its characteristic activities.

The attention of the organization, in the path that ensures the achievement and maintenance of this goal, focuses its efforts on the following areas prepared by UNI PdR 125:2022:

  1. Culture and strategy;
  2. Governance;
  3. HR processes;
  4. Opportunity;
  5. Remuneration equity;
  6. Parenting.

Results based on stakeholder satisfaction

For this reason, the organization intends to ensure gender equality through concrete actions that, in addition to being compliant with the requirements/indicators established in the individual areas indicated, are of real and concrete appreciation by the employees present in the organization, who are the real stakeholders, to the results that the management system produces.

The organization implements interventions aimed at promoting equal opportunities outside its organizational context as provided for in this information published on the company website.

The organization, with the desire to pay attention to this satisfaction at any time and in any circumstance of the working life of employees in the organization, has chosen to look at this “life cycle” through the following aspects:

  • Selection and recruitment (recruitment);
  • Career management;
  • Wage equity;
  • Parenting and care;
  • Work-life balance;
  • Prevention of abuse and harassment.

For each of the following aspects, the organization has established more specific policies which are set out below.

To each policy that expresses the principles to which the organization is inspired, the organization has associated specific and measurable equality objectives indicated in the strategic plan.

Specific policies for gender equality

The organization, in relation to the analysis of its business processes, has understood and established the principles to be respected with reference to each of the points illustrated below.

These principles constitute the inspiring criteria of the processes aimed at addressing the existing gaps with reference to the indicators established by UNI PdR 125:2022.

Selection and recruitment

In the selection and hiring of personnel to be employed in its core activities, our organization respects, with a view to improvement, the following principles:

  • Selection notice using a neutral wording format and not making inquiries related to marriage, pregnancy or care responsibilities;
  • The selection, training and management of personnel are carried out without any discrimination, implementing criteria of merit, competence and professionalism;
  • conduct that has a discriminatory content based on political and trade union opinions, religion, race, nationality, age, sex, sexual orientation, state of health, economic conditions and, in general, any personal characteristic is not allowed within the Company.

Career management

Our organization is aware that the economic results achieved also depend on the human resources that work there and all opportunities for the development of this career intend to refer only to the results and only to the merit of the person regardless of gender.

FOOD SERVICE S.R.L. constantly monitors, in the operational management of the activities, the achievement of the performance of the staff in terms of learning and personal development.

In relation to the process of including the principles of equality in company policies and objectives, the continuous management of staff performance includes the recognition of inclusive behaviour and the reward of those who hire it, and the resolution of discriminatory and prejudiced behaviour. Performance control is based above all on the observation of staff behaviour by the Human Resources manager.

This information is shared with the Management, which also receives reports from all staff through the mechanisms in place.

The organization is committed to offering equal development opportunities without any gender discrimination.

Pay equity

Our organization, at the recruitment stage and throughout the career of our staff, ensures equal pay regardless of gender. The organization does not asymmetrically consider the costs to be incurred to remunerate people of different genders.

Parenting and care

Our organization intends to combat any possible obstacle to parenthood, supporting motherhood and fatherhood through activities aimed at meeting the needs of those who, due to their status connected to parenthood, have to balance their commitment between work and the new needs that have emerged.

The organization supports this intention in light of the following principles:

  • maternity and paternity are supported by information and accompaniment actions on return to facilitate reintegration;
  • paternity leave is promoted so that all potential beneficiaries can take it for the entire period provided for by law;
  • Support for the reconciliation of personal and work life is favored by specific actions such as agile work.

Work-life balance

Our organization guarantees its staff the opportunity to manage the time to devote to life and work through a balance of balances that takes into account both the company’s objectives and the psychophysical well-being of the worker deriving from greater freedom of self-determination.

The principles underlying the work-life balance are as follows:

  • Work-Life Balance measures are aimed at all staff regardless of gender;
  • the organization adopts part-time, flexible hours and smart working;

Academy and events

Our organization aims to:

  • ensure, with equal role and competence, that genders are equally represented among the speakers on the panel of round tables, events, conferences or other events, including scientific ones;
  • promote and support activities and events aimed at promoting gender equality and inclusion also through posts and publications on its website and social media.

Training & professional development

Our organization is committed to offering equal development opportunities without any gender discrimination, defining transparent standards consistent with performance management and talent development processes.

On an annual basis, during the periodic review of the system by the Top Management, the Policy is reviewed in order to confirm its validity, consistency with the actual company organization and effectiveness.

At least once a year and whenever it is subject to revision, the Gender Equality Policy is communicated and disseminated within the organization and to its interested parties by publication on the company website, posted at offices and, as appropriate, by sending it for intranet publication.

The Management