Diversity, Equity, Inclusion

Our mission is to enable navigation, a vital human activity that has always facilitated the exchange of cultures and ideas. Consequently, diversity and inclusion are inherent to our identity.

Since 2020, we have been integrating Diversity, Equity, and Inclusion (DEI) into our governance and strategy. We view the diversity of individuals — that is it their identity, background and abilities — as not merely individual traits, but as valuable sources of enrichment and advancement for our Group.

As our journey to diversity starts with the mindset of our employees, we have created the DEI Action Plan to raise their awareness about diversity, equity, and inclusion topics. This plan includes initiatives for all of our group companies, as well as specific actions designed for individual sites based on their cultural differences. The DEI Action Plan is based on the following core pillars:

In 2023, the awareness process on this topic was further enriched with the evolution and repositioning of the Fincantieri everyDEI program. This initiative aims to:

• develop a culture based on respect;
• support individuals with disabilities;
• encourage intergenerational collaboration and multiculturalism;
• promote equal opportunities;
• foster the adoption of an inclusive language;
• combating stereotypes and biases.

Below, you can find detailed information on Fincantieri's concrete commitments regarding the DEI topics.

Women’s Empowerment Principles

Fincantieri promotes diversity and ensures gender equality. To reinforce these commitments, we have signed Women's Empowerment Principles — seven principles promoted by the Global Compact and UN Women to foster equal conditions for women in the workplace.

Gender Equality Certification

To further structure and formalize our commitment to diversity, we have implemented a Gender Equality Management System (GEMS), which was certified in 2023 according to UNI/PdR 125:2022 standards. The governance and operational oversight of the System primarily rest with the Gender Equality Management System Steering Committee — an organ whose members are representatives from Human Resources, Strategic Communication, and Sustainability functions. Among other responsibilities, the Committee is tasked with:

• defining alongside the senior management the corporate Gender Equality Policy;
• developing the Strategic Gender Equality Plan, which set the GEMS’s objectives and targets.

The GEMS certification has been obtained by Fincantieri S.p.A. and all its Italian subsidiaries.

Addressing gender-based violence

We strongly adverse gender-based and all other forms of violence. We articulate this commitment through a series of initiatives aimed to promote equality, mutual respect, and individual freedom.

In 2023, we launched Respect for Future, through which the Group acts decisively to prevent and eradicate all forms of violence by promoting equality, mutual respect, and individual freedom. As part of this project, we joined the DonneXStrada initiative, which aims to create a network of safe places, the "Punti Viola", that can provide refuge for those in danger. We have enhanced this network by designating 10 of our locations as "Punti Viola," where specially trained staff are available, equipped with psychological and legal expertise to provide support and listen attentively.

We have also initiated a significant collaboration with the Differenza Donna Association, which manages the national public utility number 1522. The aim is to combat gender-based violence by providing effective solutions to help women who navigate complex situations. This involves engaging colleagues who will serve as “Antennas”, that is qualified personnel tasked with gathering information, listening, and guiding women who have experienced or are experiencing violence towards the most appropriate support pathways.

People developement and equality

We safeguard and promote equal opportunities for women in the workplace, strengthening female empowerment by implementing effective and significant measures for human capital development, welfare, and resource protection.

Regarding human development, we have implemented a series of diverse measures, all guided by the same goal. Specifically, we have:

• Introduced total reward actions to address the gender pay gap;
• Cultivated a pipeline of female talent for the development of future leadership within the Group;
• Continuously conducted orientation and promotion activities for STEM disciplines among middle and high school students, involving women managers as role models.

As for the protective measures, we are among the 100 companies that signed the Self-Regulation Code of Responsible Companies in support of motherhood. This code, along with Gender Equality Certification for businesses, aims to support female empowerment in the workplace by ensuring career continuity for mothers, promoting preventive and healthcare needs, adapting work schedules and methods, and supporting expenses for childcare and education.

Our commitment to supporting parenthood is further demonstrated through:

• Training courses for parents designed to help them navigate maternity and paternity as a shared journey;
• Individual coaching programs for new mothers returning from maternity leave;
•  Work-life balance initiatives, including corporate nurseries and summer camps for employees' children. In 2023, the second corporate nursery was inaugurated in Monfalcone, complementing the one opened in 2022 in Trieste.

Anti-Harassment Policy

We have chosen to formalize our commitment to fostering a workplace that is inclusive, equitable, participatory, and professional—free from any form of harassment, inappropriate sexual behavior, or bullying—by adopting the Anti-Harassment Policy.

This Policy applies to all members of our corporate governance and oversight bodies, our employees, clients, and suppliers. Its goal is to promote equal treatment, raise awareness of inappropriate behaviors, and ensure a respectful and safe working environment for everyone. Our commitment extends beyond traditional workplace settings, addressing misconduct that may occur outside of working hours, offsite, or through the use of social media.

Our management plays a key role in implementing the Policy: they are responsible for ensuring compliance among their teams, disseminating its principles, and taking measures to prevent, identify, and report potential violations. By doing so, they help nurture a culture of zero tolerance.

The Policy’s implementation is structured around three key areas of action:

• Disciplinary and Contractual Measures: any behavior found to violate the Policy, following a thorough investigation, will result in appropriate measures aimed at halting the misconduct and safeguarding the individual harassed:

• for employees within the Group, disciplinary sanctions will be applied in line with applicable regulations and internal policies;
• For third parties or external collaborators, contractual remedies may be enforced, including suspension or termination of agreements, a ban on commercial relationships with our Group, and claims for compensation;
  
  
• Prevention Programs: inline with the International Labour Organization (ILO) Convention No. 190 (2019) on the elimination of violence and harassment in the workplace, we are dedicated to implementing comprehensive prevention programs. These initiatives identify risks, set clear objectives, and establish concrete actions to mitigate potential threats, ensuring full alignment with our internal policies and standards;
  
  
• Training and Awareness: to ensure our people can identify and address inappropriate behaviors, we invest in training and awareness programs as part of the Fincantieri EveryDEI initiative. These efforts are essential to building a culture rooted in respect and accountability, empowering our people with the tools and knowledge needed to prevent, respond to, and challenge unacceptable conduct.

Regardless of individual features, each person carries a wealth of experiences and values. To fully harness this richness, we take every necessary step to foster an inclusive and empathetic environment. Here, the challenges faced by others serve as opportunities for both personal and collective growth. Therefore, we are committed to continuously fostering an inclusive environment for individuals with visible and invisible disabilities. Currently, Fincantieri employs 555 individuals with disabilities, whose talent and skills enrich our corporate culture.

In 2023, we launched the narrative research project “Disability and Work: Learning to Listen and Understand Each Other. A Valuable Opportunity for Inclusion”, to better understand everyone's experiences and guide our future actions. The goal is to create a corporate culture where individual characteristics and vulnerabilities are fully accepted and valued.

Additionally, during the 2023 edition of the 4W4I event — that is a series of webinars and digital events dedicated to promoting diversity, equity, and inclusion in the workplace — the Group developed a documentary film showcasing the personal and professional experiences of two of our colleagues with disabilities.

In 2024, based on the findings from our narrative research, we developed two webinars on "Inclusive Disability Management" for team leaders, aimed at fostering a more inclusive and respectful work environment, raising awareness about the importance of appropriate language, and understanding how disability impacts team dynamics and performance.

Also, our 2024 Family Day, created in partnership with Dynamo Academy, focused on social responsibility. Across more than 20 locations, we organized activities that allowed employees' families to engage with and explore the theme of disability.

As we operate across four continents, we embody a rich cultural diversity. Therefore, nurturing dialogue between cultures is not only a fundamental value but also an essential requirement to ensure the proper and effective functioning of our Group. In this perspective, we equip our managers and executives with all the necessary tools to effectively lead in a multicultural environment. This includes integrating training courses on working within multicultural and transnational contexts into their skill development programs.

Furthermore, we implement further measures targeting all of our people, irrespective of their role within the company. Among these initiatives is the establishment of a Cultural Mediation Desk at Muggiano. This resource facilitates integration and inclusion by aiding and guiding foreign workers through administrative and bureaucratic procedures, providing linguistic and cultural support where needed.

In 2024, we launched Step2Connect, an innovative web app designed to facilitate the social integration of foreign workers within our communities. This intuitive, always available, and accessible digital tool provides practical, targeted content, guiding foreign workers through the Italian system and raising awareness of local regulations and rules. The app’s pilot phase focuses on the Bengali community, the largest and most representative group in the Monfalcone and Marghera shipyards and will also involve employees from subcontractors. Content was developed based on a survey conducted in the two shipyards to better understand the needs, priorities, and challenges faced by foreign workers living in a country different from their own. The first release covers key topics such as bureaucracy, best practices, the healthcare system, and emergency management - essential areas for supporting conscious and responsible integration.

Moreover, we promote a culture of integration and multiculturalism throughout our value chain, incorporating these principles into our engagement initiatives and dialogues with suppliers.

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