Our commitment
The key rules to guarantee the dissemination of the culture of inclusion
01. Recognise diversity
Appreciate how the various dimensions of diversity intersect to enhance talents no matter what form they take.
02. Govern effectively
Support management's commitment to DE&I through the use of inclusive policies, processes and practices.
03. Act responsibly
Operate in an ethical and socially responsible manner, promoting productive employment and work in line with one's skills.
04. Work inclusively
Enable and develop an accessible and respectful workplace that fosters inclusion and a sense of belonging.
05. Communicate inclusively
Ensure modes of communication that ensure respect for and protection of the dignity and inviolability of the individual.
06. Support and preserve DE&I
Actively influence good internal practices and foster relationships with stakeholders that promote inclusive practices.
Ability Garden
Proud to have implemented the Ability Garden project. The first model of social innovation and labour inclusion, dedicated to people with cognitive disabilities and neurodiversity. An innovative model that allows everyone to express their uniqueness and talents, breaking down barriers between abilities and disabilities.
Erg (Employee Resource Groups)
In our Group, the value of diversity is not merely a matter of respecting differences; we are committed daily to the training and dissemination of a “culture of diversity, equity and inclusion” at personal and organisational level.
Employee Resource Groups (ERG) are key instruments within our Diversity and Inclusion journey. Teams of colleagues who through their voluntary contribution bring value in the realisation of inclusive projects with specific ideas and expertise.
The main areas of focus of our ERGs are Gender Equality, LGBTQ+, Cross-Generationality and Disability.
Gender Report
The Gender Report published by Autostrade per l'Italia is a key analytical tool for our commitment to gender equality. Through detailed reporting, it ensures greater transparency in the application of principles of equity and efficiency in talent development policies. It was created in line with the Gender Equality Plan, which was drafted and approved for the first time in 2022. In addition to outlining the current situation, the report highlights the transformation of our company and trends related to gender equality within the organisation over the past two years. It identifies the distinctive characteristics of the Group and underscores the path we are following. Gender equality is of great importance to our company, and we are determined and mindful in our efforts to become a benchmark on the national scene.
