Diversity, Equality and Inclusion Policy
XPATH.GLOBAL S.R.L. · Corporate Social Responsibility · Public statement
1. Purpose and scope
This Policy sets out the commitment of xpath.global to diversity, equality and inclusion (DEI) in the management of its people and in the way it delivers its services. It applies to all employees, collaborators and candidates of xpath.global, across all locations in which the company operates, and to the teams mobilized to deliver our engagements.
2. Our public commitment
xpath.global is committed to building and maintaining a diverse, equitable and inclusive workplace, free from discrimination, in which every person is treated with dignity and respect and has fair access to opportunity. We recognise that diversity of background, culture and perspective is a strength that improves the quality of the services we provide.
3. Policy principles
This Policy is steered through a dedicated framework and covers, as a minimum, the following areas:
a) Fighting discrimination
- We prohibit any form of discrimination on the grounds of gender, origin, ethnicity, nationality, age, disability, sexual orientation, religion or belief, or any other protected characteristic, in recruitment, remuneration, promotion, training and daily working life.
b) Promoting equal pay and equal opportunities
- We are committed to equal pay for equal work and to fair, transparent opportunities for career development, training, internal mobility and access to leadership positions, and we support work-life balance, including parental leave and flexible working.
c) Encouraging multiculturalism and internationalisation
- As a global mobility company, we actively value multicultural, multilingual and international teams and embed cultural sensitivity into our ways of working.
d) Inclusion of people facing barriers to employment
- We are committed to supporting the employment and employability of people who face barriers to accessing the labour market, through inclusive recruitment practices and partnerships, and we will progressively develop initiatives in this area.
4. Governance and responsibility
A member of the management of xpath.global holds accountability for this Policy and its action plan, including setting objectives, allocating resources, overseeing the action plan and reporting on progress. All managers are responsible for applying the Policy within their teams. The human resources we mobilize to serve our clients reflect this Policy.
5. Action plan and indicators
Progress against this Policy is managed through the following action plan and indicators, reviewed on a regular basis:
| Objective | Indicator | Target / commitment | Review |
|---|---|---|---|
| Workforce gender balance | % of women in the workforce and in leadership roles | Maintain a balanced workforce and support women in leadership | Annual |
| Equal pay | Monitoring of any gender pay differences for equivalent roles | Identify and address any unjustified gap | Annual |
| Training & awareness | % of employees having completed DEI / ethics awareness | Progressive roll-out to all staff | Annual |
| Multicultural teams | Number of nationalities and working languages | Sustain international, multilingual teams | Annual |
| Inclusive recruitment | Number of inclusion initiatives / partnerships | Develop at least one initiative | Annual |
| Work-life balance | Return-to-work rate after parental leave | Support full return and retention | Annual |
6. Monitoring, review and continuous improvement
This Policy and its action plan are reviewed at least annually. xpath.global is committed to continuously improving its DEI framework and intends to pursue external recognition of its practices (certification, label or award) over time.