Inarea Identity Design recognizes the importance of ensuring a work environment in which everyone has equal opportunities for growth and professional fulfillment. In this regard, the company is committed to valuing the diversity present across organizational roles and to maintaining processes that foster women’s empowerment within business activities.

We believe that the development of a cultural model that promotes gender equality contributes to creating “social value” while also serving as a driver for the development of our services.

We are committed to ensuring that every employee has the peace of mind necessary to plan their professional and family growth within a highly inclusive environment, free from any form of discrimination.

Recruitment and hiring activities are conducted in a neutral and non-discriminatory manner, considering exclusively personal qualities such as professionalism, competence, specialization, and experience, while rejecting criteria related to marital status, pregnancy, or family responsibilities.

We are aware that economic results also depend on the people working within our organization, and that career development opportunities are based solely on individual performance and merit, regardless of gender.

During recruitment and throughout an employee’s career, we ensure pay equity regardless of gender. Compensation is determined in relation to the role and responsibilities, and any additional benefits and/or bonuses are awarded solely based on recognized performance outcomes.

We support motherhood and fatherhood through initiatives designed to meet the needs of those who, due to their parental status, must balance their professional responsibilities with newly arising family commitments.

As far as possible, and in line with our business activities, we aim to provide our staff with the opportunity to manage their time between work and personal life through a balance that considers both business objectives and the employee’s psychophysical well-being, fostered by greater freedom of self-determination.

We reject any form of abuse or harassment and, for this reason, have established a zero-tolerance prevention and enforcement policy.

In accordance with the requirements of the UNI PdR 125 reference practice and the principles of gender equality, we have defined a strategic plan for the implementation of our policy within our management system. We monitor progress and results through specific performance indicators, which are used to assess and measure gender equality actions.

Milan, 26 of May 2025

THE MANAGEMENT