Intarget Group’s Gender Equality Policy – Benefit Corporation
INTARGET Group is committed to implementing a Management System that activates the following areas: opportunities for career advancement and equal pay; policies supporting parenting and work-life balance; and organizational process management policies. Specifically, we aim to:
Comply with current legislation on equality and non-discrimination, the applicable National Collective Labour Agreement (CCNL), and national labour regulations.
Ensure that all qualified individuals, regardless of gender, culture, or nationality, are offered equal opportunities in selection processes, career progression, and remuneration.
Evaluate and select personnel based on equality and equal opportunity principles.
Adopt measures that promote real equality between women and men in the workplace, including: equal access to employment, pay equity, equal access to career and training opportunities, and full implementation of paternity leave aligned with best European practices.
Guarantee increasingly better and fair working conditions for our employees, in compliance with all national and international legislative provisions, collective agreements, signed commitments, and requirements set by international standards.
Promote continuous dialogue with employees to monitor workplace perception and assess views on gender equality.
Promote a culture of diversity and equal opportunity among employees and collaborators, ensuring that everyone is treated with dignity, respect, and fairness at all times.
Adopt work-life balance measures suitable to different life stages, and support and value parenthood and caregiving.
Communicate this policy within the organization – on the company website – and externally to stakeholders, suppliers, and clients, with the aim of amplifying our impact across the value chain and positioning ourselves as a reference for other businesses in promoting diversity and supporting female empowerment, avoiding stereotypes and highlighting women’s contributions.
Ensure equal and fair representation at events such as conferences, workshops, roundtables, or other public occasions.
Implement tools to prevent any form of gender discrimination and to counter any act that undermines the dignity of personnel, regardless of role or seniority.
Allocate adequate resources (budget), responsibilities, and authority to achieve and maintain the gender equality objectives set.
Continuously define and update this Gender Equality Policy.
Establish a Steering Committee to support and develop Diversity, Equity & Inclusion (DEI) projects.
Maintain correct and transparent relationships with all stakeholders.
Key Areas of Commitment
Recruitment and Hiring
Management is committed to attracting and hiring individuals from diverse backgrounds and with diverse abilities, pursuing gender parity during the selection and recruitment phases by aiming for a shortlist balanced between men and women. The selection process uses neutral language and does not consider race, colour, national origin, religion, ethnicity, sex, gender identity, age, disability, citizenship, pregnancy, veteran status, military status, marital status, sexual orientation, or any other characteristic protected by law.
Each application is evaluated based on the minimum requirements listed in the job description, overall experience, past performance, skills, credentials, and professional reputation. Hiring complies with the company’s adopted CCNL and internal job descriptions.
Career Management
Human capital development is a strategic priority for Intarget. In line with non-discrimination principles, management guarantees all employees equal opportunities for development, economic incentives, and career growth—regardless of gender, age, religion, ethnicity, sexual orientation, or disability—based solely on abilities and professional levels.
Career development processes consider the technical and managerial skills of individuals, using 3P assessments (position, performance, potential) and aiming for balanced representation in leadership roles according to business areas and tasks.
Management emphasizes meritocracy: experience, ability, and competence guide the selection of top candidates.
To foster talent development, the company regularly organizes general and mandatory training (e.g., compliance, quality, gender equality, safety, voluntary standards and certifications) and specialized training on technical or gender-related topics. Training is provided to all employees regardless of gender, including leadership training.
Pay Equity
The company’s compensation policy ensures full compliance with the applicable collective labour agreement and relevant union agreements, including pay levels and job classification as per current wage tables.
Employment contracts must clearly state all agreed terms (e.g., work hours, gross salary, classification level, etc.). Incentive compensation schemes based on the achievement of company KPIs, benefits, and corporate welfare apply to the entire workforce.
Parenting and Care
The organization provides effective support to both mothers and fathers to help them balance their work responsibilities with the needs arising from parenthood.
Intarget does not intend to create any barriers to parenthood and supports maternity and paternity by offering dedicated programs and ensuring the continuity of salary and welfare levels.
Work-Life Balance
Intarget is committed to offering all employees the ability to balance life and work commitments, taking into account both corporate objectives and employees’ mental and physical wellbeing. Specific measures are adopted while also ensuring alignment with business needs and allowing individuals to manage their time independently.
Prevention of All Forms of Physical, Verbal, or Digital Abuse (Harassment) in the Workplace
Intarget commits to preventing any form of physical, verbal, digital abuse or violence in the workplace. All employees are required to:
Respect the rights and dignity of every individual.
Accept, promote, and value diversity at all levels and in all contexts, fostering a work environment based on dialogue, collaboration, and mutual participation, which supports idea and solution generation.
Train themselves to recognize and act on both conscious and unconscious bias, particularly in their relationships with others (e.g., colleagues, clients, suppliers).
Any form of violence or abuse will be addressed, and anyone in need can report incidents using the official procedure communicated via internal and external company channels.
Intarget also promotes organizational wellbeing through awareness-raising and training activities, aiming to eliminate organizational causes, information gaps, or leadership failures that may contribute to conflict or psychological distress. These are factors commonly associated with organizational mobbing, defined as discomfort stemming from structural dysfunctions—sometimes unintentional—in work organization.