Mondelēz Italia obtains gender equality certification for the fourth year

The Mondelēz International Group in Italy has obtained the Uni/PdR gender equality certification 125:2022, issued by the organisation Imq.

The recognition confirms the company's commitment to promoting an inclusive organisational culture and strengthens its role among food-sector companies that have extended certification across their entire national operations. The process involved all five of the Group's legal entities operating in Italy, including the offices in Milan and the plants in Capriata d’Orba (Alessandria) and Caramagna Piemonte (Cuneo).

The process and the result

With an excellent score of 96/100, the certification recognises the effectiveness of the strategies and concrete actions introduced by the company in the areas of equity and inclusion. The process, undertaken voluntarily by the company, included an audit conducted by Imq through document analysis, interviews and on-site checks, confirming the integration of gender equality principles into the Group's organisational processes.

“The Uni/PdR certification 125:2022, renewed for the fourth consecutive year, demonstrates that gender equality is an integral value for us, lived every day both in the office and at our plants,” said Silvia Bagliani, President and Chief Executive Officer of Mondelēz Italia. “We will continue to promote a flexible, inclusive and merit-based organisational model that responds to the real needs of our employees.”

The 5 key areas

The structural integration of diversity, equity and inclusion (DE&I) values into the Group's strategic vision and the “Workplace of the Future” model translates into an ecosystem structured around five key areas:

• Flexibility and smart working: a hybrid working model based on trust and autonomy, designed to achieve the best possible balance between private and professional life. The solutions adopted include independently planning rest periods, agile management of remote work and the opportunity to concentrate the weekly working hours over 4 days and a half (the so-called “short week”).
• Support for parents and caregivers: practical programmes to support employees through the different stages of family life. These include continuous smart working during pregnancy, extended paternity leave and specific paid leave to care for sick children or elderly family members.
• Sustainability and DE&I: a shared social responsibility through which the company works with the social partners to plan investments linked to its sustainability strategy 2030. Alongside corporate volunteering activities, the role of DE&I ambassadors is growing. This commitment is also enshrined in the collective agreement, which permanently incorporates equity issues into dialogue with employee representatives.
• Welfare and holistic wellbeing: a range of services extending from time-saving services and the company gym to a free support service for employees and their families. Attention to physical and mental health also includes courses on caring leadership, scholarships for learning English for employees' children and a customisable flexible benefits plan.
• New talent and training: the company invests in the recruitment and development of new generations through extracurricular internships, with enhanced reimbursements for recent graduates from other regions, and structured onboarding and training programmes for new recruits.

To ensure the alignment and impact of inclusion initiatives, the company uses an internal governance model headed by a coordination committee comprising senior leaders and DE&I representatives. The committee is responsible for drafting the strategic plan and acts as guarantor of the effective implementation of the planned activities, periodically measuring their progress.

This article was translated from the original Italian version with the assistance of artificial intelligence. In case of discrepancies, please refer to the original Italian version.