Gender Equality

Whistleblowing Reporting Form (download)

Communication Plan (download)

MED-EL SRL is committed to supporting the values of diversity, inclusion, and gender equality through the adoption of corporate, organizational and managerial mechanisms based on respect for the rights, freedom, and dignity of all individuals.
To this end, MED-EL SRL has implemented a management system in accordance with the UNI/PdR 125 reference practice, operating through an impartial approach and not tolerating any form of direct or indirect, multiple, or intersectional discrimination based on gender, age, sexual orientation and identity, disability, health status, ethnic origin, nationality, political opinions, social background, or religious beliefs.

The company also promotes conditions aimed at removing cultural, organizational, and material barriers that limit people’s full expression and their complete development within the Organization.
This document refers to the adopted Code of Ethics and provides the guidelines to be implemented for the creation of a working environment that ensures equal gender opportunities throughout the entire cycle of selection, management, development, and career progression. In particular, MED-EL SRL is committed to:

Attracting and hiring people with diverse backgrounds and abilities, pursuing gender equality during recruitment and selection through the identification of a shortlist of candidates that is as gender-balanced as possible. At the same time, the company underscores the importance of meritocracy: experience, skills, and competencies guide the selection of the best candidates. The selection process is strengthened by the adoption of a standardized methodology to guarantee equal opportunities in every phase.

Improving employees’ work-life balance at all stages of their personal and professional lives, including support during and after long periods of absence from work, encouraging the use of parental leave, offering coaching procedures for back to work, reversible part-time arrangements, and smart working where possible, on a voluntary basis, including during maternity leave.

Providing equal opportunities for training and development without any gender-based discrimination, defining transparent standards consistent with Performance Management and Talent Development processes, including leadership pathways, through internal mobility processes and succession planning for managerial positions aligned with the principles of an inclusive organization respectful of gender equality.

Ensuring adequate reintegration processes into the work environment proportional to the period of absence, also integrating and enhancing any potential skills acquired by the employee during their time away from work.

Creating an inclusive, collaborative, supportive, transparent and open work environment, attentive to listening and engagement of all personnel, regardless of gender differences.

Ensuring gender pay equity, facilitating the participation and retention of women in the workplace, enhancing their skills and guaranteeing fair remuneration for work and roles of equivalent socioeconomic value. Periodic compensation adjustments, as well as short- and long-term incentive systems, are anchored to principles of responsibility, achievements, and the quality of professional contribution.

Communicating transparently, both internally and externally — including through marketing and advertising activities — the company’s commitment to pursuing gender equality, valuing diversity, and supporting the increase of female employment.

Upholding zero tolerance for harassment and all forms of discrimination related to sex, gender identity, age, origin, religion, sexual orientation, physical appearance, health, disability, trade union activity, political opinions, nationality, or family situation.

The above objectives are specified in terms of Key Performance Indicators (KPIs) and in the Strategic Plan. Their achievement is only possible through the commitment of all personnel. Therefore, all function managers and employees are required to operate in compliance with the indications of the Management System and to apply, on a daily basis, the principles contained in this Policy.

The Company prepares and disseminates a Communication Plan for stakeholders regarding its commitment to gender equality, diversity, and inclusion, ensuring communication that is consistent with the principles expressed in this document and aligned with the objectives defined and implemented through the Strategic Plan.

The Gender Equality Policy will be periodically reviewed during the Management System review activities to ensure that employees and collaborators fully understand its contents and commit to their implementation, and that stakeholders remain informed about the evolution of the company’s context.

Top Management, in agreement with the Gender Equality Steering Committee, has defined all necessary resources for implementing the Strategic Plan, including a budget to support the concrete initiatives that will be undertaken.

Top Management commits all personnel to respect this Policy and the values contained herein and delegates its implementation, communication, and dissemination to the Gender Equality Steering Committee.

Rome, 01.09.25
Chairman of the Board of Directors
Eng. Renzo Perez