{"id":4837,"date":"2026-03-24T14:21:40","date_gmt":"2026-03-24T13:21:40","guid":{"rendered":"https:\/\/www.termetritone.it\/parita-genere\/"},"modified":"2026-08-28T17:48:30","modified_gmt":"2026-08-28T15:48:30","slug":"gender-equality","status":"publish","type":"page","link":"https:\/\/www.termetritone.it\/en\/gender-equality\/","title":{"rendered":"Gender Equality"},"content":{"rendered":"\n
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Gender Equality Policy<\/h2><\/div>\n<\/div><\/div><\/div><\/div><\/div><\/div>\n\n\n\n
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Hotel Terme Tritone: Commitment to Gender Equality and Women’s Empowerment<\/strong><\/strong><\/h4>\n\n\n\n

Our philosophy is based on the balance between well-being, sustainability, and inclusion. Our commitment to sustainability is not limited to the environment but extends to the social sphere, including the well-being and enhancement of every member of our team. We believe that harmonious and sustainable growth comes through respecting people and their diversity.<\/p>\n\n\n\n

For us, women’s empowerment and reducing the gender gap are not just goals to achieve but principles that guide our daily choices. We are proud to announce that Hotel Terme Tritone has initiated the process to obtain Gender Equality Certification, a formal step that consolidates and strengthens the practices already rooted in our corporate culture.<\/p>\n\n\n\n

Valuing People, Valuing the Company<\/strong><\/strong><\/h4>\n\n\n\n

Ensuring equal opportunities for all people, regardless of gender, is for us not only an ethical choice but also a strategic element that has contributed to our success. We have always believed that promoting an inclusive work environment, where everyone can best express their talent and potential, is the foundation for creating excellent service for our guests.<\/p>\n\n\n\n

Our Commitment<\/strong><\/h4>\n\n\n\n

Obtaining the Gender Equality Certification testifies to our firm will to eliminate any barriers and prejudices that may limit women’s professional growth. We actively work to ensure that every person has access to the same opportunities for development and growth, with particular attention to enhancing female skills, even in leadership positions.<\/p>\n\n\n\n

Hotel Terme Tritone<\/strong> is committed to maintaining and promoting an inclusive and respectful work environment, where gender equality is not just a goal but a daily reality.<\/p>\n\n\n\n

Below is the list of commitments undertaken in line with the practice indicated in UNI\/PdR 125:2022:<\/p>\n\n\n\n

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  • apply a human resources management and development model that promotes an inclusive and meritocratic culture, respectful of gender equality, that fosters the enhancement of diversity and supports women’s empowerment.<\/li>\n\n\n\n
  • adopt measures that promote effective equality between men and women in the workplace, including: equal opportunities in job access, pay equality, equal access to career and training opportunities, full implementation of paternity and maternity leave in line with the best European practices;<\/li>\n\n\n\n
  • plan initiatives aimed at creating an inclusive, collaborative, supportive, transparent work environment open to listening to all staff, proactive in improving people’s well-being, both in the workplace and in balancing professional activity and private life to attract, grow, and retain talented people;<\/li>\n\n\n\n
  • promote internally and externally the will to pursue gender equality, valuing diversity and promoting active policies for gender equality and inclusion through marketing and advertising activities via posts and publications on its website and media;<\/li>\n\n\n\n
  • extend the commitment to social sustainability beyond the scope of its activities, actively involving stakeholders and promoting the principles of equality and inclusion, identifying and managing social impacts in an ethical and responsible manner;<\/li>\n\n\n\n
  • comply with legislative provisions on equal opportunities, diversity, and inclusivity of all kinds;<\/li>\n\n\n\n
  • continuously define and update this Global Gender Equality Policy;<\/li>\n\n\n\n
  • conduct periodic internal audits and checks to ensure compliance with social equality requirements, planning and implementing any corrective and improvement actions where necessary.<\/li>\n\n\n\n
  • measure and identify progress in achieving gender equality.<\/li>\n<\/ul>\n\n\n\n

    Legal and Regulatory References<\/strong><\/strong><\/h4>\n\n\n\n

    The applicable legal and regulatory framework includes the following:<\/p>\n\n\n\n

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    • Legislative Decree No. 145 of 30 May 2005\u00a0\u2013 Implementation of Directive 2002\/73\/EC concerning the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions.\u00a0(Official Gazette of the Italian Republic, General Series No. 173 of 27 July 2005).<\/li>\n\n\n\n
    • Legislative Decree No. 198 of 11 April 2006 \u2013 Code of Equal Opportunities between Women and Men, pursuant to Article 6 of Law No. 246 of 28 November 2005. (Official Gazette of the Italian Republic No. 125 of 31 May 2006 \u2013 Ordinary Supplement No. 133).<\/li>\n\n\n\n
    • Law No. 162\/2021 \u2013 Amendments to the Code referred to in Legislative Decree No. 198 of 11 April 2006 and other provisions concerning equality between women and men in the workplace. (Official Gazette of the Italian Republic No. 275 of 18 November 2021).<\/li>\n\n\n\n
    • Article 93(7) and Article 95(13) of Legislative Decree No. 50\/2016, as amended by Article 34(1) of Decree-Law No. 36\/2022.<\/li>\n\n\n\n
    • Decree of 29 April 2022 \u2013 Decree of the Presidency of the Council of Ministers \u2013 Department for Equal Opportunities, dated 29 April 2022, commonly known as the \u201cBonetti Decree\u201d, published in the Official Gazette of the Italian Republic on 1 July 2022, establishing the parameters for obtaining Gender Equality Certification.<\/li>\n\n\n\n
    • Law No. 197 of 29 December 2022 (2023 Budget Law) \u2013 Increase in parental leave allowance from 30% to 80% of salary for a maximum period of one month of leave and until the child reaches six years of age.<\/li>\n\n\n\n
    • Legislative Decree No. 105 of 30 June 2022 \u2013 Implementation of Directive (EU) 2019\/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers and repealing Council Directive 2010\/18\/EU.<\/li>\n\n\n\n
    • Law No. 142 of 21 September 2022 \u2013 Conversion into law, with amendments, of Decree-Law No. 115 of 9 August 2022, containing urgent measures concerning energy, the water emergency, and social and industrial policies. Article 25-bis \u2013 Remote Working (Smart Working).<\/li>\n\n\n\n
    • Legislative Decree No. 36 of 31 March 2023 \u2013 Public Procurement Code, implementing Article 1 of Law No. 78 of 21 June 2022, delegating powers to the Government in the field of public procurement.<\/li>\n\n\n\n
    • UNI EN ISO 9000 \u2013 Quality Management Systems \u2013 Fundamentals and Vocabulary.<\/li>\n\n\n\n
    • UNI EN ISO 9001 \u2013 Quality Management Systems \u2013 Requirements.<\/li>\n\n\n\n
    • UNI EN ISO 19011 \u2013 Guidelines for Auditing Management Systems.<\/li>\n\n\n\n
    • UNI CEI EN ISO\/IEC 17021-1 \u2013 Conformity Assessment \u2013 Requirements for Bodies Providing Audit and Certification of Management Systems \u2013 Part 1: Requirements.<\/li>\n\n\n\n
    • UNI EN ISO 26000 \u2013 Guidance on Social Responsibility.<\/li>\n\n\n\n
    • UNI ISO 30415 \u2013 Human Resource Management \u2013 Diversity and Inclusion.<\/li>\n\n\n\n
    • UNI\/PdR 125:2022 \u2013 \u201cGuidelines on the Gender Equality Management System providing for the adoption of specific KPIs (Key Performance Indicators) relating to gender equality policies within organisations.\u201d<\/li>\n\n\n\n
    • National Collective Labour Agreement (CCNL) for Employees in the Tertiary Sector, dated 30 July 2019.<\/li>\n\n\n\n
    • Constitution of the Italian Republic, with particular reference to Articles 3, 29, 37, 51 and 117.<\/li>\n\n\n\n
    • Legislative Decree No. 151\/2001, as amended and supplemented \u2013 Legislative provisions concerning the protection and support of maternity and paternity.<\/li>\n\n\n\n
    • Law No. 81\/2017 \u2013 Measures for the protection of non-entrepreneurial self-employment and measures aimed at promoting flexible arrangements as regards the working time and workplace of employees.<\/li>\n\n\n\n
    • Ministerial Decree of 23 March 2022 \u2013 Procedures for preparing the Biennial Report on the Employment Situation of Male and Female Personnel.<\/li>\n\n\n\n
    • Ministerial Decree of 29 April 2022 \u2013 Parameters for obtaining Gender Equality Certification for businesses and involvement of company-level trade union representatives and local and regional Equality Advisers.<\/li>\n\n\n\n
    • Ministerial Decree of 20 October 2022 \u2013 Criteria and procedures for granting the exemption from social security contributions to private-sector companies that have obtained Gender Equality Certification.<\/li>\n\n\n\n
    • Ministerial Decree of 2 July 2024 \u2013 Extension of the deadline for submitting the Biennial Report on the Employment Situation of Male and Female Personnel.<\/li>\n\n\n\n
    • Clarification issued by the Italian Ministry of Labour and Social Policies concerning the Biennial Report, available through the Ministry\u2019s URP Online service.<\/li>\n\n\n\n
    • INPS Message No. 2844 of 13 August 2024.<\/li>\n\n\n\n
    • Decree-Law No. 36 of 30 April 2022 \u2013 Urgent measures for the implementation of the National Recovery and Resilience Plan (NRRP).<\/li>\n\n\n\n
    • Law No. 199 of 30 December 2025 (2026 Budget Law).<\/li>\n\n\n\n
    • Law No. 34\/2026.<\/li>\n\n\n\n
    • UNI\/PdR 125:2025 FAQs \u2013 2026 Revision.<\/li>\n\n\n\n
    • Legislative Decree No. 96 of 7 May 2026.<\/li>\n\n\n\n
    • Certification Regulations issued by the Certification Body.<\/li>\n<\/ul>\n<\/div><\/div><\/div><\/div><\/div><\/div>\n\n\n\n

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