Diversity, Equity, Inclusion

We operate in a sector that, by its very nature, has long brought together different cultures, peoples, and traditions through navigation. In this light, diversity, equity, and inclusion are values that lie at the heart of our corporate identity.

It is within this context that Fincantieri everyDEI was created—our model for Diversity, Equity, and Inclusion—designed to embrace every form of diversity as a source of enrichment and growth for the Group.
This model starts with our people: their backgrounds, experiences, individual traits, and capabilities. When recognised and nurtured, these are not just personal strengths — they are a powerful asset and a true source of value for the entire Group.

Below are the main initiatives across the various pillars of Fincantieri everyDEI, further demonstrating our commitment.

Women’s Empowerment Principles

We promote diversity and ensure gender equity by adhering to the Women’s Empowerment Principles, a set of seven principles established by the UN Global Compact and UN Women to advance gender equality in the workplace.

Gender Equality Certification

To give greater structure and coherence to our commitment to diversity, we have implemented a Gender Equality Management System, which in 2023 was certified in accordance with the UNI/PdR 125:2022 guideline.
The governance and full operation of the system are entrusted primarily to the Gender Equality Management System Steering Committee, which is responsible, among other things, for:

• defining the company’s Gender Equality Policy in collaboration with senior management;

• drafting the Gender Equality Strategic Plan, which sets out the objectives of the management system.

The Gender Equality Certification was awarded to Fincantieri S.p.A. and 19 Italian subsidiaries.

Combating Gender-Based Violence

We reject all forms of gender-based violence, and to counter and reduce it, we have launched multiple initiatives.
We introduced the “Respect for Future” project, through which the Group takes determined action to prevent and eliminate all forms of violence by promoting equality, mutual respect, and individual freedom. As part of this initiative, we organised a series of roadshows at our production sites, involving not only our own people but also employees from companies in our supply chain. Thousands of participants took part in awareness-raising and discussion sessions that strengthened the sense of inclusion and shared responsibility.
The first Road Show was held in Ancona, marking the beginning of a tour that reached all of our Italian sites.

As part of the “Respect for Future” initiative, we have joined the DonneXStrada project, which aims to create a network of safe places — known as “Punti Viola” — offering refuge to individuals who may find themselves in danger while in public spaces.

We have contributed to expanding this network by designating 10 of our sites as Punti Viola, where trained personnel are available to support individuals facing emergency situations.

We have also launched a meaningful collaboration with Differenza Donna, the organisation responsible for operating the 1522 public utility helpline, established in 2006 by the Department for Equal Opportunities of the Italian Prime Minister’s Office.
The purpose of this initiative is to combat gender-based violence by offering effective support to women in distress — or to anyone who may know someone experiencing difficult circumstances. The project engages trained volunteer colleagues who act as “Antennas”: trusted figures responsible for welcoming, listening to, and guiding women who are facing or have faced violence, helping them access the most appropriate support path.

Initiatives to support and develop our people in the framework of diversity

We are committed to ensuring equal opportunities for women in the workplace, advancing women empowerment through meaningful human capital development measures, as well as dedicated welfare and protection initiatives.

More specifically, we have introduced a range of targeted actions aligned with our objective of promoting Equal Opportunity, including:

• the adoption of Group-wide pay and merit policies aimed at eliminating the weighted gender pay gap;

• the launch of the training programme "Unity in Diversity: Empowering Women Across Borders", dedicated to female Middle Managers across the Group, with the aim of strengthening leadership and promoting a shared and inclusive culture across different national contexts;

• the increased participation of women in the Talent On Board programme, conceived as a strategic talent pipeline for the Group’s future leadership;

• the active promotion of female inclusion in STEM fields, as reflected in the fact that, in 2024, women accounted for 46% of all STEM positions. These roles include, though are not limited to, software developers, programmers, data analysts, logistics specialists, engineers, physicists, and scientific researchers.

As part of our protection measures, we are proud to be among the 100 companies that signed the Self-Regulatory Code for Responsible Companies in Support of Motherhood.
This Code, alongside our Gender Equality Certification, is aimed at promoting female empowerment in the workplace by supporting career continuity for mothers, healthcare and preventive initiatives, flexible working arrangements, and financial support for childcare and education.

Our commitment to supporting parenthood is further embodied through:

• training courses for parents, aimed at promoting a shared journey into motherhood and fatherhood;

• individual coaching pathways for new mothers returning from maternity leave;

• work–life balance initiatives, including company nurseries, summer camps, and seasonal childcare services for employees' children.

Anti-Harassment Policy

We have formalised our commitment to fostering an inclusive, equitable, participative, and professional workplace, free from all forms of harassment, inappropriate sexual behaviour, or bullying, by adopting a Policy againts harassment in the workplace.

This Policy applies to all members of our governing and control bodies, employees, clients, and suppliers. Its objective is to promote equal treatment and raise awareness of inappropriate conduct, while ensuring a respectful and safe working environment for all. This commitment also extends beyond the workplace, encompassing inappropriate behaviour occurring offsite, outside working hours, or via social media.

Our management plays a pivotal role in implementing this Policy: they are responsible for ensuring compliance within their teams, for disseminating its principles, and for taking preventive action to reduce the risk of violations—thus contributing to a culture of zero tolerance.

Implementation of the Policy is structured around three main pillars:

• disciplinary and contractual measures

• prevention programmes

• training and awareness-raising activities for employees and Group’s stakeholders

A fundamental pillar of our DEI Plan is the inclusion of people with disabilities, both visible and invisible — a topic that for us is as strategic as it is deeply human. This commitment goes beyond merely removing physical or digital barriers; for us, it means building a corporate culture where everyone can fully express their potential, regardless of physical or psychological conditions. We make this commitment tangible by implementing awareness and training programs directed at our people and stakeholders. These initiatives arise from listening to the needs of our employees, enabling us to fully understand their requirements and perspectives, along with a dedicated program for managers on pluralistic disability management. Currently, we have welcomed on board the skills and talents of 549 people with disabilities.

To further broaden our horizons, one edition of our Family Day was designed in collaboration with Dynamo Academy, a company specialized in social responsibility, developing activities that allowed the families of our employees to engage closely with the topic of disability and to understand, through playful interaction, our work on inclusion and diversity. Moreover, on the occasion of the 4W4I event — a relay of webinars and digital, cross-company events dedicated to promoting diversity, equity, and inclusion within the corporate environment — the Group produced a docufilm portraying the personal and professional experiences of some of our colleagues with disabilities.

Our reality is characterized by a marked cultural plurality, operating across three continents. The fruitful dialogue between diverse cultures is not only a core value but also the foundation of the Group’s operational effectiveness and prosperity.

Therefore, we consider it essential that our managers are adequately prepared to lead a multicultural environment. To this end, we have integrated specific training courses on working in multicultural and transnational contexts into their development programs.

Furthermore, we have implemented measures that extend to the entire workforce, regardless of their role within the company.

In Fincantieri we cannot overlook the impact that our business has on the territories in which we operate. The Fincantieri model is that of a company looking beyond the gates of its production sites. The cultural diversity that characterizes our reality enriches our teams but also brings challenges related to the wellbeing and social integration of foreign employees within local communities.

We have observed that while integration within work teams is effective, the social inclusion of foreign workers in host communities is often more complex. This challenge can have significant repercussions on public services and on the perception of local communities, which do not always readily welcome newcomers.

To address these challenges, we have chosen to act decisively by promoting the social and professional integration of foreign subcontracted workers, based on two key pillars: empowering workers by reducing linguistic and cultural barriers, and raising awareness within host communities so that this integration process becomes a shared value.

We successfully launched a pilot project offering free Italian language classes in Monfalcone and Sestri, aimed at foreign subcontracted workers. This initiative is being extended to the Marghera shipyard and, starting in September, will gradually involve Ancona, Riva Trigoso, and Muggiano. Language is not only a communication tool but also a gateway to the culture of the host country, an indispensable element for integrating into the local community, and a crucial tool for understanding instructions, preventing risks, and ensuring a safe working environment for all.

In addition to these courses, intercultural mediation desks are active at the Sestri and Muggiano shipyards, offering concrete support to foreign personnel in managing administrative procedures such as residence permit issuance or renewal, tax declarations, and citizenship applications. Building on the positive experience with physical desks, we developed “Step2Connect,” an innovative, multilingual web app designed as an online intercultural mediation desk. This tool expands accessibility by providing a tailored virtual service, available without limitations of time or place, customized to the regional context of each user.

As part of cultural integration pathways, we provide our expatriates with the “Cultural Navigator,” a comprehensive training tool about the host country that covers culture, political context, workplace dynamics, and more, aimed at facilitating rapid and effective integration. Additionally, experiential and training workshops focusing on intercultural communication have been developed to strengthen collaboration in production environments and facilitate professional relationships.

Diversity and Equal Opportunity: 2023-2027 Sustainability Plan objectives and target

Promotion of programs offering equal opportunities to all employees in order to promote diversity and inclusion within the Group