Human rights, protected categories and equal opportunities

Sofidel bases its work on the principles of the Fundamental Conventions of the International Labour Organisation and supports the principles of the Global Compact promoted by the UN and the ethical criteria set out in the OECD Guidelines for Multinational Enterprises. Sofidel's Code of Ethics enshrines full respect for human rights, the health and safety of people and the well-being of the local communities in which it operates, and condemns child or forced labour and any gender, religious, cultural, ethnic or sexual discrimination, or physical, psychological, verbal or sexual harassment.

People are at the heart of the company's activities, both as employees and collaborators who interact with Sofidel at various levels and as communities in the areas where the company operates.

Workers are free to exercise their right to form or join trade unions or other organisations for collective bargaining, or to abstain from membership of such organisations. Personnel selection, recruitment, training and career planning are carried out without discrimination of any kind. In addition, Sofidel is committed to fostering a work environment that is free from prejudice, respects workers’ individuality and dignity and is free from harassment.

Where compatible with overall work efficiency, Sofidel favours flexibility in work organisation which helps maintain a work-life balance, including flexible working hours and part-time work contracts. The Sofidel Group promotes respect for equal opportunities and diversity as aspects to be cultivated, in line with the principles and values expressed in the Group’s Code of Ethics and human rights policy. In this regard, Sofidel has adopted specific regulations against discrimination, sexual harassment in the workplace and bullying. In order to prevent any type of discrimination, all Group companies are involved in training and awareness raising activities, and have specific anonymous reporting (“whistle-blowing”) mechanisms, which enable workers to disclose any breaches of human rights. No reports of discrimination were received during the year. To date, the Group has not deemed it necessary to carry out specific human rights assessments in view of the fact that company activities are not carried out in areas defined as at risk.

The company reaffirms its commitment to promoting respect for human rights in all situations where there is an effect on its business and, more specifically, towards key stakeholders such as customers, suppliers and the community. Meeting customer needs and requirements is one of the Group’s main objectives, which is pursued with competence, professionalism, transparency and fairness. To enable customers to make informed decisions, product information is accurate and comprehensive and advertising and other communications are truthful. The supply chain is also chosen on the basis of sharing the principles and values set out in Sofidel's Code of Ethics; all suppliers are required to accept the Code as a pre-requisite for collaboration with Group companies. In addition, the supply chain is also selected on the basis of the ten principles of the United Nations Global Compact. The aim is to raise awareness among suppliers on issues such as human rights, labour, the environment and the fight against corruption, through a self-assessment system that allows them to assess their sustainability performance. Relations with the community are inspired by the principles of transparency, fairness, impartiality and independence. Group companies do not make any direct or indirect contributions to parties, movements, committees or organisations of a political or trade union nature, or to their representatives, and refrain from putting any direct or indirect pressure on political parties. As far as protected groups are concerned, the Group fulfils the obligations set out by the relevant legislation in force in the countries where it operates. In 2019, there were 77 employees in these groups - 15 women and 62 men. It should also be noted that most of the protected categories are currently employed in Italy, in compliance with existing legal obligations. The overall percentage of female staff in the Sofidel Group is 16.97%, with relative percentages of 18.23% among managers, 41.85% among white collar staff and 9.46% among blue collar staff, confirming the prevalence of men, particularly among blue collar workers, due to the nature of the jobs performed.

Breakdown of Sofidel Group employees by level and gender – 2019

Level Women Men TOTAL
Blue Collar 445 4,257 4,702
Manager 64 287 351
White Collar 586 814 1,400
OVERALL TOTAL 1,095 5,358 6,453

Breakdown of Sofidel Group employees by level and gender – 2018

Level Women Men TOTAL
Blue Collar 434 4,130 4,564
Managers 63 286 349
White Collar 587 827 1,414
OVERALL TOTAL 1,084 5,243 6,327

Breakdown of Sofidel Group employees by level and gender – 2017

Level Women Men TOTAL
Blue Collar 362 4,022 4,384
Managers 65 283 348
White Collar 581 803 1,384
OVERALL TOTAL 1,008 5,108 6,116

Breakdown of Sofidel Group employees by gender

In 2019, 50 employees in Italy, 25 women and 25 men, took parental leave (optional absence for maternity/paternity) while in the foreign companies the number was 112, 42 women and 70 men.

Only two workers decided to leave the Group at the end of their maternity leave.

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