Three realities, one shared vision: the company is human only if it puts humanity at the center. For us, supporting an approach to work that is not only about production, but also about inclusion and responsibility, means being able to make a difference and improve the lives of our employees and the communities in which they live.
Mundys
Since 2020, Mundys has been giving employees the opportunity to dedicate up to 10 paid days per year to the third sector, allowing them to collaborate with social, cultural, environmental and sports associations. The initiative serves as a bridge between generations and between business and civil society, born also from the requests of the youngest employees, who ask for a more responsible company that is closer to the values of the present.
This commitment is accompanied by ambitious sustainability goals that Mundys aims to achieve by 2030, including halving workplace accidents, increasing the presence of women in managerial roles to 35%, eliminating the gender pay gap, guaranteeing at least 24 hours of training per year per employee, and involving 90% of the workforce in listening surveys.
It all adds up to a great example of a company where people really matter, and change starts with those who experience it every day.
Generali
The approach taken by Generali is focused on concrete actions that embrace all dimensions of diversity: gender, age, culture, sexual orientation, disability, and family needs. It is a journey that involves the entire organization and that finds expression through initiatives like Be Bold for Inclusion, which every year mobilizes about 80,000 people around the world in an open dialogue comprising workshops, talks and listening moments that remind everyone how inclusion and equity are not only values, but tools to truly transform the way we work together, where every voice is heard and differences enrich.
On the gender equality front, Generali has revised its processes to ensure pay equity, acting on the gender pay gap and supporting women with mentoring, empowerment and leadership programs.
In the same way, it has put maximum value on the well-being of families and caregivers, offering employees access to services like daycare centers and 24/7 active psychological support – as well as flexible, life-friendly smart working.
For Generali, inclusion also means bringing different generations together and embracing different cultures. While the company invests in the training of young people, it also guarantees paths of continuous growth to those with more experience. The work environment is also made increasingly accessible through initiatives such as Diversability Week and digital services designed to include those living with sensory disabilities.
For the LGBTQI+ community, the commitment is constant throughout the year: events, moments of discussion and the internal group WeProud Italia testify to the desire to build spaces of freedom, listening and respect. At the regulatory level, also, the company has introduced measures that equate rights and protections for de facto couples and "rainbow families".
All these activities are supported by the Employee Resource Groups – voluntary internal communities that promote the culture of inclusion – and by a network of external collaborations with associations, research bodies and specialized organizations, such as Valore D, Parks – Liberi e Uguali and Fondazione Libellula.
Cellnex
In the 12 European countries where Cellnex operates it has found strength in difference. Gender, age, disability, orientation, culture: every nuance is a resource.
As part of its commitment on this front, Cellnex has signed the European Diversity Charter in Spain and collaborates with Technovation Girls, a program that brings young women (10-18 years old) closer to the world of innovation and technological entrepreneurship, thanks also to internal mentor teams. Through the Target Gender Equality initiative, Cellnex supports gender equality by aiming for full female participation and leadership in the world of work.
