Inclusion as a driver of transformation
The challenge is as much cultural as operational: making inclusion a true engine of change means learning to recognize and address those subtle, everyday behaviors that perpetuate discrimination and power imbalances. This process must start in the workplace and then extend to the family sphere and public life. It marks a crucial shift — from passive spectators to active participants, capable of taking a stand and generating real impact.
A concrete step toward an increasingly inclusive work environment — one that truly values people’s well-being — has been taken by Pfizer, which recently announced a major update to its corporate welfare policies: the introduction of parental leave for same-sex couples.
The new policy extends the existing paternity leave, which has been in place for several years, making it accessible to all families, regardless of gender, marital status, or sexual orientation. It is a gesture of equity and social responsibility, fully aligned with the company’s inclusive vision: ensuring that every person can experience parenthood fully, feeling recognized and supported throughout their life journey.
Starting in September 2025, all new non-birthing parents will be entitled to up to 50 days of paid leave — valuable time to build family bonds and achieve genuine balance between personal and professional life.
The company’s commitment to promoting equality and inclusion was recognized with the “Donne Protagoniste in Sanità” Award, received on September 10 in Florence during an event sponsored by the Ministry of Health. The award celebrates organizations that are rethinking the healthcare system through an inclusive, gender-conscious perspective. It acknowledges Pfizer’s recent journey, which includes obtaining gender equality certification, developing innovative benefits and projects such as bereavement and caregiver leave, nursery bonuses, training on inclusive language and harassment prevention. Today, women represent 63% of the workforce and 50% of the executive board.
The award was accepted by Vittoria Damiani, Lead of the Disability, Gender & OPEN (DGO) group within Team DNa, who highlighted the transformative nature of this journey:
“This is not just an award, but confirmation of a journey that Pfizer has undertaken with courage, consistency and passion,” says Vittoria. “It’s a path built on concrete choices, genuine listening, and actions that put people at the center. For us, inclusion means transformation. And when we transform, we don’t just change the rules — we change relationships, perspectives, and the world.”
Following the Donne Protagoniste in Sanità award, Pfizer received another major recognition on September 30 in Milan: the Forbes ESG – Sustainability Pharma Award 2025 in the category “Best Employee Engagement Project in ESG Activities.” The award honored the #StandWithHer campaign, launched to combat gender-based violence. Promoted by Team DNa, the initiative combined several key elements: mandatory training on the zero-tolerance policy toward harassment, an internal event exploring the male perspective on gender, health, and work, and a White Ribbon photo campaign, symbolizing the international movement against gender-based violence.
To mark the International Day for the Elimination of Violence against Women on November 25, Pfizer also launched an internal awareness campaign, #WeAreOne, featuring a new photo collection that engaged colleagues of all genders in the shared commitment to ending gender-based violence.
Pfizer strongly believes in the importance of male allyship, with the goal of raising awareness and fostering dialogue. Together, it is possible to turn shared commitment into concrete action — breaking down stereotypes, discrimination, and gender-based violence through the active involvement of everyone.
The recognition Pfizer has received confirms that the company is moving in the right direction — building workplaces that are safe, fair, and inclusive, capable of generating change far beyond corporate boundaries.