Pride and Prejudice

Pride and prejudice told through a single story: that of how companies can choose to look at differences. Can the way our organisations work be (re)designed to give voice and space to the uniqueness of the people who are part of them? How can we foster coexistence among differences and an inclusive culture that broadens horizons and creates new value in processes, everyday decisions, the language we use, and the small gestures we often fail to notice?

One concrete space where these questions find an answer is ALL-IN, the Fastweb + Vodafone community created to be a place of genuine connection and integration, where people can meet beyond roles, functions and the different corporate backgrounds they come from. At a time of transformation such as the one Fastweb + Vodafone is experiencing, ALL-IN demonstrates that inclusion is a living infrastructure that holds people together while everything around them changes.

Elena and Mattia, among the first to want to create this space, explain some of Fastweb + Vodafone’s choices and actions in this area.

When we talk about pride, what is the first meaning that comes to mind?
Mattia: For me, pride is much more than the word Pride that we hear repeated every June. It is the meeting point between identity, belonging and social justice. The risk, for all companies, is to stop at the surface: a few initiatives, a few symbols, effective communication. But inclusion cannot be cosmetic or limited to one period of the year. If we want it to have a real impact, it has to become part of our processes, the way we work and the way we make decisions. Only then does it stop being a slogan and become a shared responsibility.
Elena: My first reaction, on the other hand, was almost one of discomfort. I had always associated the word pride with something negative, such as conceit or arrogance. Then I stopped to reflect. I realised that there is another meaning: the one that allows us to recognise our own worth, refuse to accept discrimination and stand up for people’s rights. It is a form of pride that comes from listening, not superiority, and that encourages us to question ourselves.

How do you concretely build an inclusive culture?
Mattia: I believe the key word is structure. Inclusion works when it is part of the organisation and not a parallel project. That is why the community model is so important: it creates a sense of belonging, encourages dialogue and allows people to contribute directly through roles such as ambassadors. Town Halls, Listening Corners and regular surveys are opportunities for authentic dialogue, where the company listens and gathers real needs. It is this continuous exchange between people and different perspectives that keeps inclusion alive.
Elena: As an employee who has taken part in many initiatives, I can say that this exchange can really be felt. Over the years, I have taken part in training programmes, welfare activities, events dedicated to DE&I topics, cultural meetings, volunteering activities in the social sector and awareness-raising initiatives. All of this has helped me step outside my comfort zone and look at things through different eyes. It does not necessarily mean changing your mind, but having the tools to understand other perspectives and make more informed choices.

What are the signs that show inclusion goes beyond statements of principle?
Mattia: When it becomes part of everyday life. I am thinking about work on inclusive language, the possibility of using alias names for people undergoing transition, the creation of the ALL-IN network, and programmes dedicated to preventing microaggressions. Or the commitment to gender equality, also measured through concrete tools such as UNI/PdR 125 certification and monitoring equity in HR processes. And then there are initiatives aimed at society, from supporting women who are victims of violence to digital training projects. All of this reflects an idea of inclusion that creates change, both inside and outside the company.
Elena: I also see value in the small gestures. Volunteering days brought me closer to communities and organisations I did not know. The sessions dedicated to language made me reflect on the weight of words. Cross-functional groups such as Ambassadors, Culture Agents and ALL-IN allow people to contribute regardless of their role. It is a way of saying that every experience can enrich someone else’s.

You are going through a significant period of corporate transformation. What does it mean to talk about inclusion during a period of change?
Elena: It means remembering that behind every transformation there are people. The integration of Fastweb and Vodafone inevitably brings new developments, challenges and some uncertainty, but also a huge opportunity for dialogue. We come from different backgrounds and can choose whether to stop at our differences or learn from one another. Sometimes very little is needed: a smile in the lift, a joke before starting a meeting, a shared moment during a wellbeing activity. These are details that make it easier to build relationships.
Mattia: I agree. That is exactly what inclusion is: creating a safe space where differences are not simply accepted, but seen as a resource. When people feel heard and involved, their sense of belonging also grows. And this is the foundation for facing any change together.

Ultimately, what are you proud of?
Mattia: I am proud to work for a company that tries to turn values into concrete and measurable commitments. When inclusion becomes part of the rules, processes and everyday responsibilities, it stops being a promise and becomes a way of doing business.
Elena: I am proud of the journey I have taken. I am not an activist and I do not have all the answers, but I have learned that continuing to question yourself is a form of growth. The company offers many opportunities to do so: it is up to us to seize them, take part and contribute. Because, ultimately, inclusion is not something someone builds for us. It is something we build together, every day.