Company profile

The company is an information services firm that serves top business professionals, by connecting them with industry experts across various markets and geographies and enabling them to gather real-time information. The company has been recognised as a fast-growing company (specifics are not available).

Context and objectives

Best practices can concern representation, at all levels and steps, from the hiring process to the day to day operation in the company. The purpose of such practices is to create a working environment that provides equal opportunities to women, and even empowers them in spaces that for long have been male dominated. Having women working in all levels at the company normalizes the existence of women in higher/power positions as well as sets realistic and achievable career goals for all the women in the company. The fact that voices of women are being heard at an everyday basis at the office, at seminars, meetings, as well as in decisions taken by higher levels, create a supportive environment for women to work in and evolve. In this way women’s opinions are being taken into account and their interests are being represented.

Description of activities and results

Even from the hiring process having a good representation of women hiring managers can influence the overall women representation in the company.  One typically shows bigger empathy for their own sex, so men hiring managers might instinctively feel more confident about male candidates. Actively positioning more women in the hiring process of new employers can bring older tactics and an operational system that instinctively promotes male candidates to a stop. As human beings often act and make decisions based on stereotypes and personal beliefs, consciously or unconsciously, it is important to eliminate factors that demote women’s advancement in the workplace.

Representation should be evident at all company levels, so that there are C-level and upper level women role models. The results of applying such practices reflect upon the fact that there is satisfactory representation on all levels (C-level, high levels) but also good numbers of women employees in total. As one understands, it is vital not only for the HR department that is responsible for the recruitment to promote women’s presence and empowerment, but also for all other departments as well. For example, in the internal company hierarchy, the participation of women at all levels and departments will lead to their promotion at the lower levels, such as senior associates and managers, as well as at higher levels such as senior managers, vice presidents, and C-level executives.

Tip

Start up companies can attract by default more men so as the company evolves more men will be in tenure positions. In order to change this, more women should be engaged from earlier stages or include them at later stages to break the circle.

* The company chose to remain anonymous

www.olympiaodos.gr/ 

Company profile  

Olympia Odos is the modern 277 km long motorway connecting Elefsina-Korinthos-Patras-Pyrgos linking important destinations in Western Greece, such as the port of Patras, archaeological sites and tourist areas, and represents a fundamental step in the development of the Peloponnese. 

Context and objectives  

Olympia Odos implemented a comprehensive Equality&Inclusion programme as a structural component within the organisation, thus declaring its long-term commitment to these issues and its social responsibility. Based on the data collected through a questionnaire, a workshop and interactive actions were organised with the aim of raising awareness and informing employees. The responses obtained from the questionnaire (50%) and the participation in the workshop highlight the importance of the issue for the company’s employees. 

Description of activities and results 

The company, as part of its overall sustainable development strategy, decided to launch a strategy on equality and inclusion issues. With the help of CONSEQUALLY, an all-day event was held on 20/10/2023 in Athens, in which approximately 80 people participated. The program included special lectures, updating the results of a questionnaire that was put to all employees and workshops. 

The objectives of the workshop were to raise awareness about the existence of persistent inequalities in the working environment, to inform about the origin of discrimination, prejudices and the lasting effect they bring to the social fabric and to discuss freely on equality issues, so that participants can mobilize and act against inequalities.  

The aim is to cultivate and promote inclusive behavior with the participation of all employees. Spearheaded by women working in the field (construction sites) and in positions of responsibility, as well as the management of the organization. 

Tip 

The active and substantial involvement of employees and the sharing of corporate values is pivotal for the success of equality and inclusion programmes.   

www.e-patini.gr/ 

Company profile  

The e-patini store is active in the field of sale and maintenance of e-scooters, an industry that is growing rapidly due to the growing demand for sustainable forms of transportation. Its main activities include selling e-scooters, providing technical support and maintenance, as well as providing consulting services to customers. 

Context and objectives  

The purpose of e-patini practice is to promote gender equality and create an inclusive working environment in the male-dominated e-scooter industry. This practice aims to break down stereotypes about women, not only as workers in technical roles, but also as users of e-scooters. Empowering women workers through education and skills development, promoting women’s participation in organised e-scooter rides, and adopting non-discrimination policies are key elements of the strategy. 

Description of activities and results 

To promote the inclusion of women within e-patini but also outside the company, several initiatives were promoted. First and foremost, e-patini dealt with the training and empowerment of female employees through the development of technical skills and the emergence of role models. The obvious result for female employees was the acquisition of new technical skills, strengthening their self-esteem and professional abilities, which led to an increase in their participation in technical activities. The working environment has become friendlier and more supportive, focusing on equality and acceptance of all employees, regardless of gender or other differences. Non-discrimination policies were implemented that improved labour relations and interaction between male and female workers. e-patini also supported the creation of women’s electric scooter user groups, encouraging their active participation and improving networking. It also activated special offers and events dedicated to female customers. 

All these measures led to an improvement in the company’s reputation: e-patini gained positive public recognition for its efforts in promoting fairness and inclusion, and improved its standing in the market. e-patini is now recognised as a model for other companies in the sector and through its actions has encouraged the adoption of similar practices. 

Tip  
We worked to ensure that inclusion was not only within our company but also outside, encouraging networking and participation of women who use electric scooters. 

www2.deloitte.com/gr/en.html

Company profile  

Deloitte Greece operates in five cities, employing over 2,900 professionals, 43% of whom are women. With a 50-year track record, it has considerable experience and expertise in Audit & Assurance, Technology & Transformation, Tax & Legal, Strategy, Risk & Transactions advisory services. 

Context and objectives  

The aim is to enhance the equal representation of women in leadership and promote diversity in STEM, where women remain underrepresented. The initiatives also seek to support motherhood by fostering a conducive environment. Effective implementation requires awareness of equity & inclusion, training, skills development opportunities, and mentoring through support networks. Protection policies, reporting channels, and support lines are essential for achieving equality, while leadership support, monitoring, and regular evaluation are crucial for sustained progress. 

Description of activities and results 

Following the global diversity, equity and inclusion strategy, ALL IN, the company has created the pillar “EmPowerful Women by Deloitte”. It includes: 

• Female Empowerment Journey | “Shatter the Glass Ceiling!”: Training workshops to develop skills and boost women’s confidence in leadership  
• Women’s representation in STEM: workshops to enhance women’s technical and soft skills, followed by networking, Training bootcamp for women (18+)  
• International Women’s Day: Annual events promoting gender equality  
• Internal communities & groups: 
• SHE. Leads group: Women in managerial roles exchange experiences through mentoring and discussions with the leadership. It is led by the CEO and the People & Purpose Leader  
• Her.Net community: Promotes women in STEM through training, volunteering activities, and networking  
• MomSync community: Supports new Deloitte working mothers, facilitating reintegration post-maternity leave and providing support to everyday challenges 
• Protection policies and reporting channels: Framework to address inappropriate behaviors  
• Legal Advisory services: Pro bono guidance to employees who are victims of domestic violence 
• Extra days off: Additional parental leave for school activities and children’s well-being 

Framing all the initiatives, adding new ones based on emerging needs, and advancing the “EmPowerful Women by Deloitte” pillar, the company has observed increased participation rates in many of the new initiatives. 

Tip 

• Secure leadership buy-in with strategy plans and KPIs 
• Promote inclusion through events and trainings irrespective of gender 
• Use evaluation and survey data to refine actions 
• Foster inclusive internal networks led by employees 

cliomusetours.com

Company profile  

Clio Muse Tours, founded in 2014, builds original content for audio tours and distributes them to travellers through collaborations with Cultural institutions and Tourism Companies. The company took its name from the muse of history, Cleo.     

Context and objectives  

The objective of the practices implemented is to ensure that all individuals employed within the company are granted fair and equitable access to opportunities, benefits, and privileges, regardless of their role, position, background, or personal characteristics. This is way the company has created an inclusive work environment where everyone is empowered to thrive, develop professionally, and contribute meaningfully without facing discrimination or bias. 

Description of activities and results 

Clio Muse is committed to fostering an inclusive and equitable workplace where everyone can thrive. The company takes pride in creating an environment that promotes equality for all team members, with a particular focus on empowering women to step into key positions and management roles. They actively support more female managers to drive diversity and innovation in leadership. 

To ensure all employees feel valued and supported, the company implemented an extensive onboarding manual, designed to seamlessly introduce new hires to company’s culture, values, and best practices. Workshops led by professional coaches are also offered, aimed at reinforcing company’s core values and fostering exemplary workplace practices. 

The approach to employee support goes beyond traditional HR functions, as the company has redefined the department as Human Development (HD) to better reflect the focus on growth and empowerment. Clio Muse also celebrates life’s important moments, offering thoughtful benefits such as wedding gifts, maternity and paternity leave, and teleworking arrangements tailored to staff needs. 

Transparency and trust are at the core of the organization, that emphasizes open communication at all levels to ensure every voice is heard, and every concern addressed. The initiatives are designed to not only meet the needs of today’s workforce but also to nurture a culture of mutual respect, equality, and collaboration. 

Tip 

Considering our workers not only as resources but as persons to be supported in their professional and existential development is our way. 

www.vodafone.it

Context and objectives

Vodafone Italia is a multicultural and multinational company, having been part of a global group. As a result, employees from a variety of cultures, languages and backgrounds interact and work together. It therefore needs inclusive policies that can be implemented across different geographical areas. Talk and Rainbow Corner are two projects designed to encourage employees to talk to each other and share their experiences in a safe space. The topics of the sessions are not related purely to romantic and sexual orientation, but also cover gender, minority rights and disability rights, including from an education and parenting perspective.

Description of activities and results

The Talk sessions offered consist of regular online meetings that are open to everyone, regardless of gender. Speakers and ambassadors discuss issues relating to romantic and sexual orientation, inclusion, diversity and rights at work. Not only do these events provide a platform for sharing stories and experiences, but they are also an opportunity to build awareness of and generate information on LGBT+ issues. Many people take part, especially to seek support in the complex role of being a parent.

Rainbow Corner is a twice-weekly project that can be accessed online from all offices, where the Vodafone Italia LGBT+ Chairman offers a listening space to meet with those wanting to learn more about LGBT+ issues. In addition to this, there is a free psychological support service that is open to everyone, which people can turn to for any issues, including education, information and guidance on transitioning and coming out. Based on our regular internal analyses, we found that these projects have contributed considerably to the level of job satisfaction at Vodafone.

Tip

We involved the company’s senior staff to give a human face to the messages we wanted to put across, and we gave a voice to the internal community when designing new proposals for activities to be pursued. This gave greater credibility and strength to the project, which was then embraced by managers and employees.

www.sky.it

Company profile  

SKY Italia is Italy’s number-one media and entertainment company. It is part of the Sky Group, one of Europe’s leading entertainment groups, a subsidiary of Comcast Corporation, a global media and technology company. 

  
Context and objectives  

Sky Italia has always promoted inclusion through various projects. The “Women@Sky” network was launched in September 2022 with the objective of forging an alliance between men and women to close the gender gap and combat stereotypes within the company. Membership to the network is voluntary and there are 643 members at present. Its governance body is made up primarily of women of a mix of ages, ethnicities and roles within the company. In addition to Women@Sky, there are also two other D&I networks: Body&Mind@Sky and LGBTQ+@Sky.  

Description of activities and results 

Through the activities of the Women@Sky network, employees – both men and women – are invited to share experiences and opinions on gender issues (parenting, motherhood, well-being, health and empowerment) at dedicated forums, such as the Caffè delle Idee [Coffee Time of Ideas] sessions, which are open to everyone at the company. In keeping with the theme of gender and intersectionality, sessions have been held on menopause and endometriosis, gender violence, and women’s empowerment. Members are also kept in the loop by means of the internal social media pages, which share news, events and suggested reading. Another objective of Women@Sky is to encourage networking outside the company. This gave rise to the partnership with Young Women Network, enabling a number of young women at Sky to join the association’s mentoring programme. Sky has also developed dubby.it – a shared, open-access and ever-evolving online dictionary of inclusion terms – in partnership with Parole Ostili, a social project raising awareness around the violence of words. The website will also help promote cultural change externally. 

Overall, the Women@Sky network has encouraged employees to come together and discuss, thus strengthening the atmosphere of trust within the company. 

Tip 

By engaging women from the very start of the initiative, entrusting them with the role of governance, and devoting time and space to D&I issues within working hours, we were able to give continuity and depth to the transformation process. 

www.engie.it 

Company profile 

ENGIE Italia generates and sells power to homes, companies and the public administration, focusing on producing energy from renewable sources while phasing out traditional ones. The company has around 100,000 employees worldwide and 3,000 in Italy. 

Context and objectives 

The Fenix Project seeks to strengthen the corporate culture by creating an inclusive and supportive work environment, where diversity is seen as an added value rather than an obstacle. The project was also set up to respond to a number of social and personal challenges, namely social rehabilitation, reducing repeat offences, and women’s empowerment.  

Description of activities and results 

The Fenix Project involved providing a job placement for a prisoner with a view to offering them a stable position at the company. 

The implementation of the project required a number of steps. First of all, the company identified and selected the candidate from among the female prisoners at Dozza prison in Bologna. The woman received professional training as well as emotional and psychological support. The work placement phase then began, with the woman working on a company project. Her work and well-being were monitored constantly to ensure that the objectives were being met and to evaluate the feasibility of repeating the project. Alongside this, meetings were held with colleagues from the selected team to discuss the importance of including the resource, to curb prejudice. The results were positive for all those involved. The woman fitted in well at the company, working hard and building good relationships with colleagues. Her new specific technical skills will improve her employment prospects and a stable job will reduce the likelihood of recidivism. For colleagues at ENGIE, this experience helped reduce gender biases around certain jobs, but also biases around how people view those leaving prison, who are considered dangerous and untrustworthy. The company now also has new uniforms for women and a dedicated changing room to create a welcoming environment for female staff. 

Tip 

For such a complex, delicate project to be a success, you need to be willing to give a prisoner a second chance and make sure they receive a sincere welcome from the team, free from prejudice. 

www.botta.it

Company profile  

BOTTA EcoPackaging has been manufacturing corrugated cardboard packaging since 1947. It is well-established in the industry as a sustainability expert and has received numerous international prizes, including the Packaging Excellence Award (2020) and the Road to Green Award (2022). 

 
Context and objectives  

BOTTA EcoPackaging rises to the challenge of ethnic discrimination and under-representation of women with its “inclusive and sustainable packaging” scheme. It promotes gender equality, supports foreign women from different backgrounds and places value on diverse teams, which are more capable of responding to the market and innovating. The company has opened up opportunities for discussion to drive the necessary cultural change and demonstrate the resulting added value. 

Description of activities and results 

The inclusive and sustainable packaging scheme by BOTTA EcoPackaging implemented several measures to foster inclusion and diversity. First and foremost, recruitment and hiring were geared towards looking for candidates from diverse backgrounds, in particular foreign women, with the Invest Your Talent in Italy scholarship programme by the Italian Ministry of Foreign Affairs. Mentoring and training programmes were launched to support the career development of new hires. 

Discussions on unconscious biases and gender stereotypes stimulated the personal and professional growth of all employees, through the experience of working in teams with a mix of genders, ages and ethnicities, and the recognition of different cultures, traditions and capabilities. Internships specifically for international female students led to those with excellent performance being offered full-time jobs, as proven by the case of a Vietnamese intern who is now a key figure in the marketing department. 

The scheme turned the work environment around: women in senior roles offered fresh perspectives, steering the company into the future. The inclusive culture improved satisfaction and the sense of belonging among employees, inspiring mutual respect. Language and technology skills also improved due to the need to communicate with the new staff, including through the use of simultaneous translation.  

Tip 

Looking for people from different cultures was essential in order to appreciate the benefits of diverse teams and nurture open-mindedness about new cultures and capabilities.

www.gruppoa2a.it

Company profile  

A2A is a Life Company, because it puts life at the centre of everything it does. It deals with energy, water and the environment. Its technology serves people and helps protect nature, and the company works every day to regenerate the potential of every resource. 

Context and objectives  

As a Life Company, we also put the lives of our people at the centre of everything we do, through concrete actions. These include: A2A Life Caring, a parenting support plan for employees with dedicated initiatives and tools; Multicultural Ambassadors, to foster intercultural dialogue and respect for the environment; the Transition Policy, to encourage recognition of self-perceived gender identity within the company. 

Description of activities and results 

With A2A Life Caring, A2A aims to help parents by providing a series of cross-cutting initiatives and tools to support new births. The plan focuses on three main areas: “Time”, “Financial support” and “Culture”, for example by supplementing maternity and paternity leave with one month of full pay and the opportunity to reimburse expenses incurred for schooling, education and work-family reconciliation, differentiated by age group, up to 18 years. 

The Multicultural Ambassadors project provided training on recycling and the circular economy for employees of Arab origin so that they could go and speak about these issues at schools in Milan. Using their knowledge of Arabic and the skills they acquired by attending a public speaking course, they also acted as cultural mediators, engaging and raising awareness among various stakeholders across the region. The Transition Policy paved the way for recognising the self-perceived gender identity of every person in the Group, so that all individuals can express themselves and affirm their identity freely. This was done by promoting initiatives such as introducing chosen name and pronouns, gender-neutral toilets, and specific education and awareness-raising on gender transition. 

Tip 

We strive every day to create value for our stakeholders and especially for our people, and to make A2A an increasingly inclusive company. Because for us, “diversity is a fact, but inclusion is an action”.