This site uses technical cookies and profiling third party cookies to offer a better user experience; third party cookies require your consent. By continuing to browse the site, clicking or tapping the screen, scrolling the web page or closing this banner, you are agreeing to our use of cookies. For further information or opt out options.
IMA is loading

Equal opportunities

IMA guarantees equal opportunities, protection and enhancement of the Company’s human resources; discrimination based on political or union allegiance, religion, race, nationality, age, gender, sexual orientation, health or whatever is not permitted.

The IMA Group is careful about the issue of equal opportunities, while operating in a production and industrial environment that, by history and tradition, tends to employ much fewer women than men: women account for 17.3% of the total workforce; 84% of female staff works in white-collar positions, staff services and in the commercial areas. In terms of remuneration, the provisions laid down in national contracts and current legislation in force in the countries where the company operates are applied. In the governance bodies of the Italian Group companies there are 104 members, nine of whom are women. Abroad, the percentage of women in governance bodies is around 17.3%.

IMA won the fourth edition of the Responsible Innovators Award of the Emilia-Romagna Region in the category “Companies with over 250 employees” and the Gender Equality and Diversity Award, with the project Breaking the Glass Ceiling, a path of training and professional development aimed at female employees with a view to increasing the presence of women in positions of responsibility. Through a career support training program, General Management recognized the value and commitment in working practice with economic incentives and a framework for career progression. The training program aimed to bring out women’s skills, cognitive models and leadership styles, facilitating the enhancement of managerial skills within the IMA Group and strengthening a generative culture, also by implementing a strategy of diversity and inclusion.

IMA’s workforce includes people belonging to protected categories as required by current legislation: to this end, for example in Italy, the Company has entered into agreements with the relevant entities.

 

PROTECTED CATEGORIES OF EMPLOYEES (in 2018)

  NUMBER OF EMPLOYEES % OF THE TOTAL
Total 2017 115  2%
Total 2018 99 1.76 %

 

DIVERSITY POLICY FOR THE COMPOSITION OF THE ADMINISTRATION, MANAGEMENT AND CONTROL BODIES

With reference to its administration and control bodies, IMA adopted the Diversity Policy for the composition of the administrative, management and control bodies.

The Policy aims to ensure proper functioning of the corporate bodies by regulating their composition and laying down that their members should satisfy personal and professional requirements that determine a high degree of heterogeneity and skills. The Policy promotes corporate social responsibility insofar as inclusion, integration and non-discrimination, aimed at enhancing diversity, can help remove the economic and social obstacles that restrict the freedom of the individual, in application of the principle of substantial equality and respect for individual dignity. In this sense, diversity is perceived as a strength, as it allows the formation of an administrative body and a control body with a variety of values, points of view, skills and ideas. This variety favours and enriches the debate, mitigating the risk of formulating an undifferentiated collective thought.

The diversity aspects considered by IMA for the composition of the administrative and control bodies are:

age diversity, understood as belonging to different age groups;
gender diversity, understood as a balanced representation of genders;
professional diversity, intended as the diversification of professional knowledge (for example, in terms of financial skills, concerning sectors that are relevant to the Company, international experience, leadership, risk management, planning and implementation of business strategies).

The Board of Directors, in office until 31 December 2020, consists of 14 members, broken down as follows:

• 10 out of 14 (71%) aged up to 60 years old; 4 out of 14 (29%) are aged over 60;
• 5 out of 14 (36%) are women; 9 out of 14 (64%) are men;
• different professions are represented, an expression of the Italian entrepreneurial, professional and academic world.

The Board of Statutory Auditors that, in its current composition, has been in office since April 2016, is composed of 6 members, broken down as follows:

• 5 out of 6 (83%) aged up to 60 years old; 1 out of 6 (17%) are aged over 60;
• 3 out of 6 (50%) are women; 3 out of 6 (50%) are men;
• different professional skills are represented, all of which are extremely relevant to IMA’s operations.

Dialogue with the Workers’ Representatives has led the Company to participate in various social projects for the territory in favour of disadvantaged people in the area and to create employment opportunities.

 

DIGIDOC S.R.L.: A START-UP FOR DIGITALIZATION

Founded in 2015 and 80% indirectly owned by IMA, DIGIDOC mainly provides document scanning services (invoices, shipping documents and other types of business documentation). As part of a project of inclusion and job placement, the company mainly uses hearing impaired staff, supported by LIS Certified Interpreters (experts in Italian Sign Language). DIGIDOC currently has 17 employees, including 12 who are hearing impaired, split between the locations in Castenaso and Ozzano dell’Emilia, with the support of three LIS interpreters.

Download 2018 Sustain Ability Report »