Group Diversity & Inclusion Council
doValue is committed to promoting the value of each individual and creating a work environment that is respectful, collaborative and inclusive. The diversity of people in doValue, who come from different backgrounds and territories, encourages the sharing of experiences, thus improving the company climate and the performance of the Group.
The creation of the D&I Council is a concrete action of the Group on this area.
In 2018 the Diversity&Inclusion Committee was established in Italy as a listening place to support people to express their potential, regardless of generation, status and the different dimensions of diversity. The path which started locally in some Group companies, has found its natural evolution in the creation of the Diversity&Inclusion Council, thanks to the voluntary participation of doValue employees that represent different countries, business and profiles, who will contribute to develop a shared plan.colleagues from different Group companies.
With the commitment of the Executive sponsors, the Group D&I Council brings a clear Mission and common Vision:
Create a workplace that leverages diversity and nurtures an inclusive culture to support an individual and organizational growth.
Enjoy diversity within doValue Group promoting a respectful environment where everyone can bring their authentic selves to work, with special focus on Gender, Disability, Generation and Multiculturalism.
Today, the D&I Council has defined an action plan which includes during the year a series of activities inspired by our focus areas with the objective to increase the awareness on D&I topics for our employees, progressing in the roadmap of our D&I culture: Gender, Disability, Generation and Multiculturalism.
Valuing people, their diversity and the inclusion policies are an essential element of the People Strategy and ESG strategy of the doValue Group.
With regard to diversity, the Group has other initiatives in place, including:
- with reference to Altamira, the presence of an Equality Committee, envisaged by law and responsible for supervising all issues relating to diversity and equal opportunities, and of an Equal Opportunity Plan, negotiated and agreed with the legal representation of workers and in compliance with Spanish Constitutional Law no. 3/2007 adopted on 22 March. The plan provides for the effective equality of men and women and the creation of an inclusive workplace that promotes teamwork and where different opinions are valued;
- still at Altamira, the definition of a Harassment Prevention Protocol, which is aimed at outlining the behaviours for preventing harassment and managing any complaint or discomfort;
- renewal of the participation as a Supporting Partner of “Valore D”, the first Association created in Italy for furthering diversity and inclusion within companies. The Association promotes promotes the enhancement of all the characteristics by which employees differ (age, gender, nationality, religion, work experience)
doValue has been a supporting Partner of Valore D for years with the aim of creating a working environment that enhances Gender Diversity and develops a culture of inclusion in the company.
In 2021, 20 doValue resources were involved in different courses for a total of 180 hours between courses and Valore D paths.
Always in 2021, doValue took part in the Inclusion Impact Index developed by Valore D with the support of the Polytechnic Institute of Milan to offer all companies, members and non-members, the opportunity to map their diversity and inclusion policies and measure their effectiveness. The index measures organisational impact in four areas - governance, ability to attract, develop and enhance female talent over time - and is based on international ESG sustainability standards.
The overall result of 78.6 out of 100 (+18.1 compared to the average values, 60.5) demonstrates the doValue Group’s commitment to Diversity and Inclusion issues.
With the aim to raise awareness and spread the culture of diversity and inclusion doValue participated to the initiative promoted by TIM in the “4 Weeks 4 Inclusion” (#4W4I).
During the four-week digital programme, the partner companies tackled different topics from day to day with the aim of enhancing diversity in the company through webinars, Digital Labs and creative groups. doValue participated with the webinar “The father’s of today, challenges of evolving parenthood” addressing the issue of fatherhood through the intervention of two colleagues, testimonials for doValue, who spoke about their experience achieving good co-parenting.