Gender Equality at Penta
At Penta, we strive to build a gender equal, diverse and inclusive work environment for all. To achieve this, we are actively taking steps to embed the values of diversity and inclusion into our policy and practice, thus promoting long-term structural change at all levels.
Our efforts thus far have resulted in UNI/Pdr 125:2022 certification for gender equality by Bureau Veritas, achieved with a score of 96% in 2023 and reconfirmed in 2024.
Our Gender Equality Plan and Policy
Building on the successes of the 2022-2024 Gender Equality Plan, which increased Penta’s Gender Equality Assessment Implementation (GEAI) score from 54.15% to 87.5%, the 2025-2027 Gender Equality Plan strengthens our commitment to gender equality by expanding initiatives to foster a more inclusive and productive workplace, where all employees can thrive.
Our Gender Equality Policy highlights the guidelines and measures implemented by Penta to ensure equal opportunities and treatment for employees. It also seeks to promote a culture of respect and non-discrimination, fostering an inclusive work environment where everyone feels valued and empowered to contribute their unique perspectives and talents.
At a glance
Existing initiatives
- Flexible work options through hybrid working model
- Dedicated company welfare budget for day-care fees available to all employees
- 25 days per year of paternity leave, in addition to the 10 days granted by the Italian law
- 2 days per month of paid menstrual leave for employees with certified dysmenorrhea
- 100% smart working option for new parents for a period of four months
- Code of Conduct and Code of Ethics prohibiting any form of discrimination, harassment and workplace violence
- Public, clear and transparent Salary and Reward policies
- Semi-automated blind recruitment
- Fair and equal distribution of Penta loans and funds dedicated to the continuous training of Penta staff.
What we plan to achieve by 2027
- Testing of Flextime, which, if proven effective, would improve employees’ work-life balance
- Increase of maternity leave from 5 to 6 months and additional paternity leave up to 28 days
- 100% smart working for new parents up to six months within the first 2 year of parenthood
- Improvement of gender balance in leadership and decision-making positions
- Introduction of workload distribution evaluation by gender to all Penta staff
- Availability of salary information to members of the same team
- Continuation of diversity and inclusion trainings to all employees, including managers, with a focus on workplace violence and harassment
- Implementation of anonymous surveys on diversity and inclusion management
- Further integration of the gender perspective into Penta policies, with attention to gender budgeting.
Our commitment to high levels of equality does not stop with our employees. We are committed to continuously monitor and improve gender equality in research and training, both on the side of researchers and trainers, and on the side of patients and trainees day by day.
Gender Equality Working Group
The implementation and monitoring of the Gender Equality Plan will be carried out by the Gender Equality Working Group (GEWG). The GEWG is chaired by Ms. Eleonora Brugiolo, Penta’s Equality Officer.
