The fight against violence against women is an ethical and social imperative

In 2023, Brightstar received two important gender-related recognitions: the Gender Equality Assessment and the UNI/PdR 125 certification for gender equality. What steps led the company to achieve this milestone?
The result is the outcome of a structured and shared commitment involving multiple corporate functions. It all started with a strategic plan approved by the CEO, accompanied by a Diversity and Inclusion policy aligned with ISO and UNI standards, focusing on governance, human resources, pay transparency, and support for parenthood. We then implemented a system to monitor gender equality-related KPIs, subject to periodic reviews and internal and external audits. In parallel, training programs were launched on inclusive leadership, harassment prevention, and equality culture, also in collaboration with local Gender Equality Officers. To support the plan, a dedicated steering committee was established to oversee the implementation of actions and ensure continuous improvement. The process concluded with the issuance of certifications by an accredited body, which recognized the excellence of our policies in equity, inclusion, and female empowerment.

What is Brightstar’s commitment across different corporate areas (and, in particular, in Compliance and Risk Management) regarding projects for the prevention and combat of gender-based violence and/or raising employee awareness?
The prevention and combat of gender-based violence are an integral part of our corporate culture and governance system. The Compliance and Risk Management functions, which I have the pleasure of leading, have played a key role in developing a structured, multi-level approach that combines regulations, training, ethics, and social responsibility. In addition to the initiatives described in the previous answer, the Organizational Model pursuant to Legislative Decree 231/01¹, adopted by all companies in our group in Italy, includes the mapping of crimes against persons and provides protected and accessible reporting channels, such as the Integrity Line. Fortunately, to date we have never received reports of gender-based violence, which suggests a high level of awareness of this issue among our companies and employees. On an operational level, we promote mandatory annual training for all employees, with specific modules on workplace harassment, ethics, inclusion, anti-corruption, and responsible use of artificial intelligence. These programs are designed to strengthen virtuous behaviors and prevent risky situations. Additionally, we actively collaborate with editorial and associative organizations to raise awareness. Personally, I have participated in several internal and external initiatives on gender-based violence, contributing to the dissemination of good practices and concrete experiences. We strongly believe that preventing gender-based violence is not only a regulatory obligation but also an ethical and social imperative that must permeate every level of the organization.

Within your Employee Impact Groups, there is also WIN – Women’s Inclusion Network: in this context, besides female empowerment, has the topic of gender-based violence ever been addressed
Absolutely. The WIN – Women’s Inclusion Network, active within our Employee Impact Groups, has integrated the topic of gender-based violence among its priorities. Specifically, WIN has organized several awareness-raising events on symbolic dates such as November 25th and March 8th, involving experts, associations, and foundations committed to preventing violence against women. We have established collaborations with organizations like WeWorld and promoted concrete initiatives such as the Punti Viola Project, in partnership with the Italian Federation of Tobacconists and the association DonneXStrada, which aims to create safe and informative spaces for women in difficulty. Through newsletters, short educational content, and volunteer activities, WIN helps to promote a corporate culture based on respect, inclusion, and zero tolerance for any form of violence or discrimination. This commitment is also reflected in our policies and active reporting channels, which ensure protection and attentive listening. In short, WIN is not only a space for discussion and growth for women, but also a platform for ethical and social mobilization, where the issue of gender-based violence is addressed with seriousness, continuity, and responsibility.

Are there associations, organizations, or entities dealing with gender-based violence with which you collaborate?
We actively collaborate with various organizations committed to preventing and combating gender-based violence, both at the national and local levels. This effort is part of our broader policies on addressing sensitive issues and translates into concrete initiatives, events, projects, and partnerships. Among the most significant collaborations are:

• WeWorld, with whom we co-organized engagement and social responsibility projects, including an innovative Corporate Challenge on the International Day for the Elimination of Violence against Women. The initiative involved employees in training and team-building activities, aiming to raise awareness and foster solidarity with victims of gender-based violence.
• AMREF Health Africa, with whom we supported the Youth in ACTion for Women Empowerment and Against Gender-Based Violence project. This initiative seeks to promote lasting behavioral changes within migrant communities regarding female genital mutilation (FGM), through youth empowerment and intergenerational dialogue.
• Fondazione Libellula, with whom we participated in webinars and gender equality certification activities, addressing the issue of violence against women and promoting an inclusive workplace culture.
• Milleme Association, which collaborated with us for an event focused on recognizing toxic signals in relationships. The goal was to provide practical prevention tools and help participants consciously identify risky behaviors. The initiative had an educational focus, aiming to raise employee awareness and promote a corporate culture attentive to the prevention of gender-based violence.

These collaborations enable our company to help build a solid, multi-sector network capable of addressing the issue of gender-based violence in a systemic and continuous way.

1. A set of internal rules, procedures, and protocols that a company adopts to prevent the commission of specific crimes. ↩︎