Vision and commitment
Milestone Srl recognizes that talent has no gender, sexual orientation, religion, ethnicity, age, or disability.
People’s skills, ideas, and value are at the heart of our growth and our way of doing business.
We firmly believe that inclusion is not only an ethical choice, but a strategic lever for generating innovation, attracting the best professionals on the market, and building teams capable of facing the challenges of the future.
A fair and meritocratic, safe, and respectful work environment promotes not only individual well-being, but also
a corporate culture oriented towards collaboration, transparency, creativity, and excellence.
For this reason, we are committed every day to removing stereotypes, biases, and barriers that may hinder the full participation of every person in company life.
We value differences as opportunities for enrichment and actively promote policies and practices aimed at ensuring equal opportunities at every stage of the professional journey: from joining the company to training, from career growth to work-life balance.
Our goal is to build an environment where everyone can feel welcome, valued, and a key player in
collective success.
Our working guidelines
In accordance with the principles established by UNI/PdR 125:2022, Milestone focuses its efforts on the following strategic areas:
· Corporate culture and strategy
· Inclusive governance
· Impartial HR processes
· Fair career development
· Pay equity
· Parenting and work-life balance
· Prevention of discrimination, abuse, and harassment
We believe that diversity is a value and that actively promoting it improves both the internal climate and our
ability to operate effectively in an increasingly interconnected and complex global market.
Guiding principles
To give substance to this commitment, Milestone has defined clear policies, measurable actions, and objectives consistent with our strategic plan.
- 1. SELECTION AND RECRUITMENT
We are committed to ensuring that selection processes are:
· Impartial and based solely on skills, experience, and potential.
· Free from any reference or assessment related to gender, marital status, maternity/paternity, sexual orientation, or family responsibilities.
· Aimed at promoting gender balance in teams, both in technical and managerial roles.
· Accompanied by inclusive communication, both in terms of content and the channels used.
- 2. CAREER MANAGEMENT
· We have a structured corporate professional development and career path program based on transparently shared responsibilities and skills.
· Opportunities for growth are visible and accessible to all, based on merit and results achieved.
· We promote equal access to training and development paths, both technical and leadership-related.
- 3. EQUAL PAY
· Equal pay for equal roles, responsibilities, and performance.
· Remuneration policy based on objective criteria and meritocratic principles.
· Transparency and consistency in evaluation criteria, economic growth, and rewards.
- 4. PARENTHOOD AND CARE
· We support motherhood and fatherhood with targeted initiatives as part of our welfare program.
· We promote paternity leave and the active role of fathers.
· We guarantee flexibility and support for personal care needs.
- 5. WORK-LIFE BALANCE
· Our hybrid working model, with a clear prevalence of remote working, combined with other forms of flexibility, ensures work-life balance.
· We have a corporate welfare program that includes initiatives to support purchasing power, leisure time, or personal and family needs.
· We value mental and physical well-being as a lever for productivity and growth.
- 6. PREVENTION OF ABUSE AND HARASSMENT
· Zero tolerance for abuse, discrimination, and harassment.
· Secure reporting channels, with protection for whistleblowers.
· Training and internal communication on appropriate, empathetic, and respectful behavior.
- 7. GENDER REPRESENTATION IN EXTERNAL CONTEXTS
· We value balanced and competent representation at public events, trade shows, panels, and conferences.
· We promote the external visibility of our female employees as part of internal empowerment.
· We integrate this commitment into our communication and branding processes.
Monitoring and continuous improvement
The effectiveness of this Policy is regularly reviewed as part of the management system and updated in line with objectives, results achieved, and ongoing dialogue with staff.
The Management: Milestone Srl