Following an audit conducted by a third-party certification body, BBM maintains a company system certified according to UNI PdR 125/22
We are pleased to announce that, for the second consecutive year, and following an audit conducted by a third-party certification body, BBM maintains a company system certified according to UNI PdR 125/22 (Gender Equality), recording an increase in the score compared to 2024. This result is not only a formal recognition, but also a testament to our ongoing commitment to promoting a fair, inclusive, and respectful work environment that ensures equal opportunities.
For BBM, gender equality is a strategic value—essential for company growth, employee well-being, and talent development. We believe that an inclusive culture is the key to fostering innovation, productivity, and employee satisfaction, and for this reason, throughout 2025 we further strengthened the initiatives launched the previous year.
Recruitment and listening tools
A first area of work focused on personnel recruitment and hiring. HR managers and recruiters took part in dedicated training courses to recognize and counteract unconscious bias, making interviews increasingly impartial and transparent. At the same time, we introduced listening tools such as company climate surveys and procedures for anonymously reporting any instances of discrimination.
Support for parenthood and caregivers
Another key pillar of 2025 was supporting parenthood and caregivers. We encouraged greater participation of fathers in parental leave through targeted informational actions and strengthened family support services, such as training courses on pediatric and adult choking relief. At the same time, we formalized clear procedures protecting maternity, part-time work, and smart working, accompanying employees throughout the entire process and transparently communicating the rights and benefits available.
Prevention of harassment and violence
Equally important was our commitment to preventing harassment and all forms of physical, verbal, or digital violence. In 2025, we updated the Work-Related Stress Risk Assessment Document to include the assessment of the risk of workplace harassment and violence, activated safe and anonymous reporting channels through the whistleblowing portal, and strengthened the dissemination of our Code of Conduct, which establishes zero tolerance toward any form of discrimination or abuse.
Training and internal communication
All these initiatives were supported by an extensive training and communication plan. We updated the Gender Equality Policy, making it accessible to all personnel and external stakeholders, and offered targeted courses on inclusive language, bias management, and managerial skill development. Internal and external audits confirmed the solidity of our progress, while newsletters, internal communications, and dedicated meetings ensured transparency and shared awareness of the results achieved.
Internal and external awareness
We also strengthened our commitment through targeted communication and awareness initiatives. Every new colleague receives company documentation dedicated to gender equality and inclusion, becoming an active part of our corporate culture from day one. Externally, BBM supports projects and organizations engaged in these themes, such as the Cuore di Donna Association, created by the unity and strength of women who, from north to south, spread a clear message: prevention is the most effective weapon in the fight against oncological diseases. In the same direction, we have promoted training sessions within the company for all employees on male and female prevention, spreading greater awareness and a culture of health. At the same time, the constant monitoring of gender balance in leadership and decision-making processes continues, supported by the Biennial Gender Equality Report and periodic analysis of indicators.
