.jpg)
Within the organization
Gender balance
The definition of gender as per Our diversity and inclusion policy includes all variants, including gender binary and otherwise. Our strategy requires that each process, such as recruitment, job assignment and career advancements, takes into account the need for maintaining appropriate gender balance, including through the inclusion and retention, according to meritocracy, of talented women within the top management.
As part of Our strategy, we also carry out awareness and dissemination activities aimed at fostering the culture of respect and at fighting any unconscious bias associated to gender identity and sexual orientation.
Multiculturalism
We are daily committed to fostering the growth of the organisation by enhancing the enrichment that comes from multiculturalism. Different ideas and ways of thinking help us to support innovation and progress in our organisation. Our organisation is based on the principles of cooperation and open dialogue between all members, in order to enhance each contribution and to support a development strategy that takes into account varied and different visions.
Our multicultural approach is confirmed and strengthened by the international Exchange initiatives fostered by the organisation of law firms of which we are part, in order to enrich professionals’ knowledge with cultures and practices which are different from the Italian ones.
Equal opportunities within recruitment processes
We pay special attention to gender balance and cultural diversity during recruitment processes. We strive to ensure equal representation within recruitment processes and to encourage women’s managerial development.
Equal opportunities within professional development processes
Our professional development processes are based on the enhancement of professional and management skills and they also take into account the need for an appropriate gender balance at the top management level. Parenthood and any family responsibility are not considered an impediment to professional development, but rather as an enrichment to a professional.
Through an equal opportunity (deemed to be a paramount value) policy, we ensure equal remuneration to our employees and professionals without distinction based of gender.
Work/life balance
We are concerned with fostering individual development, including in non-working setting. The Firm recognises the importance of carrying out non-working activities and allows the members of the organisation to develop and follow their inclinations and aptitudes, by adjusting their business commitments in order to balance work and life.
Raising awareness and ruling out any unconscious bias
We spread an inclusive culture by fostering and arranging group events and activities aimed at raising awareness on diversity and inclusion topics, as well as at integration among the members of the organisation by promoting sports, cultural activities and social events.
Community commitment
Pro-bono assistance (mentoring and career counselling)
We are committed to providing pro-bono assistance to natural and legal persons, advising them on the matters within the perimeter of the professionals in the organisation. For career advancement and performance assessment purposes, pro-bono worked hours of each individual professional are valued in the same way as those ordinarily remunerated.
Volunteering
We endeavour to collect, as part of the Firm's activities, funds to be allocated to initiatives supporting the community sector.
Development and training opportunities
We are committed to cultural development and scientific dissemination by means of training, which is available to all members. We disseminate our knowledge to the public by issuing articles and newsletters written by our professionals, for the purpose of making technical information, which is not readily available at all times, accessible.
