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Politica D&I

D&I Policy - Gender Equality

Abinsula is committed to supporting the values of diversity, inclusion, and gender equality through the adoption of corporate, organizational, and management mechanisms inspired by respect for human rights, freedom, and personal dignity. In particular, the company has implemented an integrated management system compliant with ISO 30415 and UNI/PdR 125.

The company operates in accordance with the guidelines of ISO 30415:2021 and UNI/PdR 125:2022, adopting an approach based on impartiality and rejecting any form of direct or indirect, multiple, or intersecting discrimination related to gender, age, sexual orientation and identity, disability, health status, ethnic origin, nationality, political opinions, social background, or religious belief.

Abinsula also promotes conditions aimed at removing cultural, organizational, and material barriers that limit the full expression of individuals and their complete recognition and enhancement within the organization.

Abinsula preserves the value of its people and promotes the protection of their psychological, physical, moral, and cultural integrity through working conditions that respect individual dignity and behavioral standards.

The D&I policy aims to develop a clear approach in terms of mission, strategies, and active practices in order to foster a collaborative and supportive work environment that is open to the contributions of all employees, increasing trust among people, customers, and society as a whole.

The objective is to encourage diversity in all its dimensions, fully leveraging the opportunities it generates and creating value within the workplace, while also achieving a competitive advantage for the business.

This policy reaffirms the company’s commitment to complying with and actively promoting the principles established by applicable laws, contractual provisions, and standards issued by relevant international organizations, including:

  • The 2030 Agenda for Sustainable Development and its Sustainable Development Goals (SDGs);

  • The United Nations Global Compact and the Women’s Empowerment Principles;

  • The Universal Declaration of Human Rights;

  • United Nations Conventions on women’s rights, the elimination of all forms of racial discrimination, children’s rights, and the rights of persons with disabilities;

  • The Declaration on Fundamental Principles and Rights at Work and the eight core conventions of the International Labour Organization (ILO);

  • The ILO Convention on Violence and Harassment (June 2019).

Diversity is a value that must be protected and encouraged through concrete actions across all organizational and management processes, by understanding, including, and enhancing individual differences. Diversity enriches organizations and opens the way to new ideas and initiatives, multiplying opportunities to generate innovative solutions. People from different cultures, social and generational backgrounds, abilities, skills, and experiences represent a distinctive value that enables comparison across multiple perspectives and allows the organization to anticipate the needs of customers and key stakeholders.

Abinsula’s commitment to preserving the value of its people—ensuring that everyone feels included and able to give their best while feeling truly part of society—is reflected in a human resources development and management strategy aimed at promoting an inclusive culture that values individual uniqueness and guarantees equal access to professional growth opportunities, regardless of one’s role within the organization.

At the level of personnel and career management, specific operational procedures have been established to manage these areas in line with D&I and gender equality principles.

In terms of communication (marketing and advertising activities), Abinsula transparently declares its commitment to pursuing gender equality, valuing diversity, and supporting women’s empowerment.

Abinsula implements a policy that promotes diversity, inclusion, and gender equality not only internally, but also by prioritizing business relationships and commercial partnerships with companies equally committed to these values.

The Sole Director has appointed a qualified resource to manage the D&I management system, identified as Dr. Maria Katiuscia Zedda.

In addition, in order to ensure active governance on D&I and Gender Equality, a D&I Committee has been established, composed of the Sole Director, HR, and the Quality Management System Manager (RSGQ).

Each year, information regarding general KPIs and the Gender Equality strategic plan—including specific KPIs—is transparently published on the D&I page of the company website, illustrating how the company is progressing toward its D&I and Gender Equality objectives.