Social sustainability

Social sustainability is primarily reflected in internal company policies that ensure equality, gender parity, respect for rights, safety, and the creation of a positive and healthy work environment.

We strongly believe in promoting diversity in the workplace—whether gender-based, ethnic, age-related, orientation-based, cultural, or related to disabilities—and consider it an added value for the organization. Diversity is one of the core values of our century; it makes us unique and special, while inclusion makes us free, thus becoming the greatest driver of innovation.

We therefore renew our commitment to protecting diversity and inclusion, because taking care of these important aspects shapes the workplace culture.

We contribute to social sustainability:

Raising awareness among managers by drawing their attention to organizational well-being and encouraging the development of interpersonal skills;
consistently promoting gender-inclusive language in the drafting of documents and, more broadly, in all communication contexts.
giving workers the opportunity to live in an environmental and socioeconomic context that allows them to express their individuality
training and raising awareness among staff on social sustainability issues, with particular focus on gender equality
constantly improving and monitoring safety and protection systems to provide employees with a hazard-free working environment
promoting a healthy work-life balance.

MEASURES AND OBJECTIVES

Corporate Welfare Plan

Actions to be implemented during the 2024–2026 period, divided into the following intervention areas:
-Pay equity
- Parenthood and caregiving
- Work-life balance
- Prevention of all forms of physical, verbal, and digital abuse (harassment) in the workplace

Disability Manager

A human resources professional specialized in promoting the inclusion and well-being of workers, with a focus on preventing barriers that may hinder the full participation of people with disabilities. Their role involves identifying and addressing strategic factors that facilitate access to and retention in the workforce, proactively developing appropriate policies and procedures. The goal is to go beyond managing individual cases by adopting a systemic and preventive approach to ensure an inclusive work environment.

Equal Opportunities – Non-Discrimination – Inclusion

- Adoption of an inclusive corporate policy and anti-discrimination and anti-harassment policies
- Identification of a company figure dedicated to developing a culture of non-discrimination and best practices for the inclusion of diversity to foster interaction
- Training on equal opportunities, non-discrimination, and inclusion of people with disabilities

Social Information Desk

The Social Information Desk was established to offer employees support services and activities on fundamental topics such as non-discrimination, equal opportunities, and disability

Benefits

a. Education and training
b. Family assistance
c. Healthcare
d. Sports and wellness
e. Culture and leisure
f. Travel
g. Purchase vouchers

Corporate Agreements and Discounts

CPL intends to invest in the value and development of the employee also with the aim of:

Promote a sense of belonging to the company;
spread and strengthen the corporate culture;
increase motivation;
invest in the transfer of knowledge and skills acquired over the years between different generations of employees;
promote cohesion and solidarity among colleagues, between employees and employers, and between the company and the local community;
support employees’ fulfillment in their various roles;
improve the quality of personal and work life.