Circular S.r.l. promotes an inclusive and impartial culture, evaluating individuals’ skills and potential without prejudice or stereotypes, including unconscious bias. Every decision regarding professional development and promotion is based solely on merit, ability, and professional level.
Workforce planning is carried out in accordance with the principles of fairness and inclusion, with roles clearly defined in terms of the required competencies. Any gaps are addressed through targeted training. Human resources management ensures dignified, safe, and respectful working conditions for everyone.
Circular S.r.l. is actively committed to reducing pay and career inequalities related to gender, following a gradual yet rigorous approach. The company adopts inclusive recruitment strategies aimed at valuing diversity as a driver of innovation and corporate enrichment. Human resources management is based on an intercultural approach, promoting a workplace that is accessible, respectful, and inclusive, where everyone can feel fully integrated. The company is dedicated to preventing and countering all forms of exclusion, with ongoing efforts reflected in the continuous update of its policies and programs on equality, diversity, and inclusion.
Palermo, 12/18/2024
Employees of Circular S.r.l. (Internal Stakeholders) may submit reports and/or complaints regarding acts or events of abuse occurring in the workplace and contrary to the Gender Equality principles set out in UNI/PdR 125:2022, through the following channels:
Download the form here:
Only reports and/or complaints falling within the scope of UNI/PdR 125:2022 will be assessed and considered.
External Stakeholders (e.g., customers, clients, suppliers/subcontractors, public and private bodies and institutions, employment agencies, professional firms, consultants, etc.) may also submit reports and/or complaints regarding workplace-related conduct or activities linked to Circular S.r.l. involving physical abuse, digital abuse, verbal abuse, discrimination, offence, or illegality, in conflict with UNI/PdR 125:2022, using the same channels described above (email or anonymous regular mail). Only matters within the scope of UNI/PdR 125:2022 will be considered.
The Steering Committee ensures confidentiality, anonymity, and protection from retaliation, records each case, and coordinates corrective/preventive actions. Reports left in the dedicated box are checked at least weekly.
