Our Gender Equality Policy (the “Policy”) addresses to every employee, collaborator, partner or associate of Nunziante Magrone Studio Legale Associato, which shares it with its main stakeholders, suppliers, clients and business partners as to create and spread a culture of gender equality whose principles and values are embraced in their most intimate meaning: equal opportunities for men and women.

Our objective is to make these values a reality by keeping an inclusive and engaging environment so that each of our people is respected, valued and appreciated on the basis of their skills and aptitudes.

The Firm considers gender equality a guiding value to be included among the highest priorities and, as such, necessary for the sustainable development of its business.

The Firm is aware that, even for biological reasons, every individual is different: it is from diversity and uniqueness that it can generate growth in values, both on economic and social stages.

According to the international standards set out in UNI/PDR Practice 125:2022, the Firm is committed to ensure gender equality already in the search and selection phase, through neutral selection and assessment processes for candidates and applicants.

During the career path the Firm is always open to discussion in order to identify the strengths and areas for improvement of each employee and/or professional, as it bases decisions regarding career advancement, as well as remuneration policies in general, on principles of fairness and meritocracy.

The Firm also strives for an equal representation of women and men in the different areas of competence, on merit basis.

We believe that everyone, regardless of gender, should feel free to express their personality and aptitude, pursuing their life, work and personal ambitions. In view of this, the Firm takes into account the need for a balance between the private and working life of any of its professionals and/or employees, and supports them, amongst other cases, in the case of parenthood, when they search for the best possible balance between work commitments and family needs.

The Firm rejects any kind of discrimination or threats and harassment, whether of a physical, sexual or psychological nature. It is committed to prevent them and raise the awareness of partners, employees and associates about them. Any conducts in breach of the principles and values of gender equality or that is discriminatory, violent or harassing – none has occurred to date – would therefore not be tolerated.

One of the measures the Firm adopts to ensure continuous improvement on the path leading to gender equality is listening to our people, by mean of dedicated reporting channels they may use, and personal interviews during our internal audits.

This monitoring allows us to define our levels of equality in the various aspects of the Firm’s life.

All the above being said and considered, the Firm pursues its commitment to ensuring gender equality by focusing its efforts in the areas defined by UNI/PDR 125:2022:

In order to achieve its objectives, the Firm will take steps to:

  • ensure the knowledge, application and improvement of the policies which concern gender equality, through training, listening, responding, consulting and internal involvement of employees, partners and associates; as well as by requesting the same commitment from each stakeholder, supplier, client, assisted or represented, each for its part of interest and in relation to the context in which it operates;
  • periodically involve employees, partners and associates in surveys on the perception of the Firm’s actions in the area of gender equality.
  • Promote, sponsor or organize conferences, events and training activities on issues related to, or instrumental to the pursuit of, gender equality and opportunities;
  • Allocate an annual budget for the development of activities and improvement actions to support gender equality and inclusion;
  • Define annual strategic improvement plans in accordance with the requirements of UNI/PDR 125:2022;
  • Define career paths that focus on merit and professional growth, and that exclude gender-based judgments;
  • Monitor the possible presence of harassing or discriminatory behaviour in the workplace.
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