28/07/2025 | COMPANY
In a constantly evolving global market, companies are called not only to excel in terms of quality and innovation but also to advocate for ethical and social values. Lafert, always attentive to creating an inclusive work environment, has achieved a significant milestone: obtaining the UNIPDR 125:2022 certification related to gender equality and the ISO 30415 certification concerning human resource management with a focus on Diversity, Equity, and Inclusion.
"The certification is the result of an effective interdepartmental teamwork that involved the entire corporate population," says Eng. Savini, project manager. "It aims to spread a culture based on mutual respect. I firmly believe in the importance of diversity, the abilities and ideas of every individual to continue evolving and innovating. The certification represents the first step of a continuous improvement plan, fundamental for the growth and enhancement of people."
Obtaining the UNIPDR 125 and ISO 30415 certifications is not just a formal achievement, but the confirmation of Lafert's ongoing commitment to creating a fair, inclusive, and respectful work environment for everyone. We strongly believe that diversity in the workplace fosters debate and innovation and that inclusive workplaces are more attractive to new talents.
Our Journey Towards Gender Equality and Inclusion
The UNIPDR 125 certification, accompanied by the ISO 30415 certificate, represents a recognition for companies that demonstrate the implementation of a management system aimed at promoting gender equality and human resources management that values diversity, equity, and inclusion. The requirements to access this certification include the existence of a dedicated management system, the establishment of a gender equality committee, the appointment of a management system manager, and the definition of a three-year strategic plan with concrete actions aimed at improving the KPIs (Key Performance Indicators) defined by the standard.
The UNIPDR 125 standard provides for the achievement of 31 KPIs, both qualitative and quantitative. By June 2025, we demonstrated an excellent starting point with a score well above the minimums. This positive result allowed us to focus our strategic plan on improving specific KPIs, to further exceed expectations. The first step towards obtaining certification was to define a global approach, starting with the adoption of inclusive language in all our corporate documents.
We have already implemented several concrete strategies to promote gender equality and create a more inclusive working environment:
1. Awareness and Orientation: Aware of the context in which we operate, we have accepted the challenge of contributing to increasing women's employment by creating job placement opportunities and enhancing growth within the organization. We have initiated awareness actions in schools and collaborated with the ALUMNI association of several universities to discuss professional opportunities and employment plans, promoting careers also in traditionally less open sectors for both genders.
2. Reporting Platform: We have implemented a reporting system dedicated to discriminatory treatments, ensuring a safe and protected channel for all types of reports.
3. Continuous Education: Training courses have been provided for all staff on topics such as team management and transversal skills. Additionally, a specific course on the UNIPDR 125 certification updated employees on company policies, the role of the steering committee, diversity inclusion, the strategic plan, and the reporting platform.
4. Training dedicated to recruiting: The HR, Communication, and Quality offices have received specialized training. These courses, delivered by competent external trainers, aimed to improve recruiting through work on cognitive biases, a program that will be extended to other colleagues.
5. Culture of Respect: In February, training on the theme of respect, closely related to inclusive language, was provided. Lafert intends to continue decisively on this issue, promoting a corporate culture based on mutual consideration.
Our Commitment to the Future
In line with the principles and values of the Sumitomo group, we believe it is our duty to socially commit to spreading an inclusive culture. In our three-year strategic plan, we have outlined various KPIs on which we will work to promote gender equality and respect within our company. The path will primarily focus on creating greater awareness and promoting the theme of respect through more intensive training programs and internal communications. We will continue to collaborate with schools, high schools, and universities in supporting orientation with dedicated activities and open days. For some time now, we have been advocating for work-life balance and supporting parenthood through numerous initiatives and concrete benefits. On the topic of work-life balance, a second-level supplementary agreement has been reached which provides additional benefits primarily dedicated to parenthood. The goal is to further extend this type of activity and agreements.
To further promote inclusivity, we have provided free written Italian language courses for foreigners. We hope for an extension of this project, which we consider essential for improving internal communications and mutual understanding.
