DE&I Events and Initiatives

We have implemented a range of measures, such as:

• The adoption of group-wide pay and merit policies, aimed at eliminating the weighted gender pay gap.
• The development of the training program "Unity in diversity: empowering women across borders", dedicated to the group’s female middle managers, with the goal of strengthening their leadership and promoting a shared and inclusive culture among different nationalities. Increasing female participation in the talent on board project, designed as a true strategic pipeline of high-potential young people to invest in for the development of the group’s future leadership.
• Promoting female inclusion in stem fields is an active priority, as demonstrated by the fact that in 2024, women accounted for 46% of all stem positions. These roles include – though not exhaustively – software developer, programmer, statistical analyst, logistician, engineer, physicist and scientific researcher.

As part of the 'Respect for Future' project, launched in 2023, awareness and anti-gender violence activities have seen progressive development with:

• The launch of the “Antenne” project, with around 60 employees trained to support women in situations of danger or distress;
• The establishment of 10 corporate 'Punti Viola' (Purple Points), designed as safe spaces at Group locations;
• The organization of 'Road Show Respect for Future,' a series of traveling events at production sites, aimed at both Fincantieri staff and employees of subcontractors. Completed stops (including Ancona, Castellammare di Stabia, Bari, Riva Trigoso, Muggiano and Pordenone) have involved thousands of people, promoting open dialogue and a shared culture of respect.

We were among the 100 companies to sign the Code of Self-Regulation for Responsible Companies in favor of motherhood, aimed at supporting female empowerment in the workplace and ensuring career continuity for mothers, initiatives for prevention and care of health needs, adaptation of work times and methods and support for childcare and education expenses.

Our commitment to supporting parenthood also includes:

• Training courses for parents to help them approach maternity and paternity as a shared journey;
• Individual coaching paths for new mothers returning from maternity leave;
• Work-life balance actions, including company nurseries, summer camps and holiday centers for employees’ children.

Our commitment to promoting professional, social and relational inclusion begins at the selection stage, through participation in recruiting events dedicated to facilitating the inclusion of people with disabilities, to promote personalized and integrated career paths, compatible with the characteristics of shipyard activities and related risk profiles.

In 2023, the listening and awareness project 'Disability and Work: Let’s Learn to Listen and Get to Know Each Other' was launched, collecting authentic testimonies from the company world with the aim of guiding effective actions and building a culture based on mutual understanding. Based on the research results, in 2024 two webinars for managers were organized, titled 'Plural Management of Disability,' focused on:

• Appropriate use of language;
• The impact of disability on team dynamics and performance;
• Building conscious and inclusive leadership.

On the occasion of the International Day of Persons with Disabilities (3 December 2024), three training video capsules were created for all employees, focusing on listening, culture and inclusion. At the same time, digital information and discussion sessions were promoted to strengthen corporate awareness and consolidate respectful and responsible behaviors.

The Family Day 2024, organized in over 20 locations in collaboration with Dynamo Academy, included experiential workshops for employees and their families on the topic of disability. The initiative helped promote greater awareness of the issue, strengthening the sense of belonging and the culture of inclusion even outside the strictly professional context.

Additionally, during the 4W4I event—a relay of webinars and digital intercompany events dedicated to promoting diversity, equity and inclusion in the workplace—the Group developed a docufilm about the private and professional experiences of our colleagues with disabilities.

We have chosen to act concretely, promoting the social and professional integration of foreign workers in the supply chain. For this reason, pilot Italian language courses for foreigners, completely free of charge, have been successfully launched in Monfalcone and Sestri, dedicated to foreign supply chain workers and are being extended to the Marghera shipyard and, starting in September, will progressively involve Ancona, Riva Trigoso and Muggiano. Language is not just a means of communication, but a gateway to the culture of the country in which one lives, an essential element for integrating with the host community, and a key tool for understanding instructions, preventing risks and ensuring a safe working environment for all.

At the Muggiano and Sestri sites, a Cultural Mediation Desk is active, designed to offer concrete support to foreign workers. The service acts as a reference point for those facing the daily challenge of integration in a new socio-work context, providing:

• Linguistic and cultural assistance;
• Guidance in managing administrative and bureaucratic procedures;
• Facilitation in relations with institutions and local services.

In 2024, Step2Connect was launched, a multilingual web app designed to support the integration of foreign workers in the Monfalcone and Marghera shipyards, particularly the Bengali community, one of the largest and most active. The tool, available online in an accessible and intuitive format, provides:

• Practical information on healthcare, emergency management, bureaucracy and civic rules;
• Cultural and linguistic content to facilitate social interaction;
• Guidance on public services and fundamental rights.

The project was built starting from a participatory mapping of real needs, identified through questionnaires distributed in the involved shipyards. The app is expected to be progressively expanded to other foreign communities present in the Group.

Among the 2024 initiatives is the Cultural Navigator, a tool designed to facilitate mutual understanding among colleagues from different backgrounds, supporting employees in the event of international relocations or integration into multicultural teams. The tool offers:

• information sheets on different cultural contexts;

• suggestions on habits, communication styles and behavioural norms;

• self-assessment modules to evaluate intercultural competences.

The offering is complemented by a series of intercultural communication workshops for operational teams and staff functions, aimed at strengthening cooperation, resolving misunderstandings and improving the effectiveness of shared processes.

In an organization that combines shipbuilding tradition and technological innovation, the enhancement of cross-generational skills between young and senior staff is at the heart of HR policies. In 2024, we strengthened intergenerational mentoring activities to facilitate the transfer of technical and managerial know-how and launched training workshops for people managers, aimed at developing inclusive leadership and practical tools for managing multigenerational teams.

The Group also invests in upskilling and reskilling senior resources, ensuring professional continuity and constant updating. An academic research project is also underway, carried out in collaboration with a leading Italian university, to map attitudes and relational dynamics among different generations in the company, with the aim of guiding increasingly effective strategies for valuing age diversity.