Gender Equality

Constitutive Document of the Action Plan for the Implementation of Gender Equality Policies (UNI/PdR 125:2022)

D&I AND GENDER EQUALITY POLICY

Jewelry designer Pasquale Bruni has been celebrating craftsmanship for over 50 years with matchless designs. Every collection is handcrafted in Italy, and precious stones as well as gold are rigorously selected to instill the soul of the family into exceptional jewelry. Founded by Pasquale Bruni, the creative direction of the company is now in the hands of his daughter Eugenia Bruni. She inherited her father's goldsmith rigor and love for detail. She adds her distinctive touch with a meticulous study of female forms to ensure a sensual communion between body and soul.

Pasquale Bruni S.p.A. strongly believes in the value of human resources as an essential factor in achieving the highest quality and beauty of its products. Collaborators represent the true, priceless heritage of experience, passion, and expertise. We make every effort to create a workplace where everyone is proud to work. For this reason, we commit fully to offering everyone, without distinction, valuable opportunities for professional growth, as well as a stimulating and rewarding environment.

The Company has always rejected all forms of discrimination, starting from the hiring process and continuing through remuneration, access to training, promotion, and so on. It guarantees freedom of expression and constantly works to break down prejudice as well as conscious and unconscious behaviors rooted in people (unconscious bias).

We strongly believe that the values of diversity, inclusion (D&I), and, more specifically, equal treatment between men and women are fundamental to the development of a diverse and fair work environment, in which each person's talent can best flourish.

For this reason, we continuously promote internally, as well as externally, our commitments to fostering a culture focused on enhancing inclusion, open to diversity, gender equality, parenthood, and work-life balance. The commitment adopted by the Company aims to allow each resource to have the peace of mind necessary to reconcile their professional life with family life, within a highly inclusive context free from discrimination of any kind.

Through a shared effort from all company resources, we want to address inequalities within systems, policies, and corporate processes. The goal is to develop and maintain a shared culture of values and to promote an "open door" policy that encourages dialogue and comparison with all resources, with a view to making decisions that take into account everyone's opinions and suggestions, as well as the needs of the most vulnerable categories.

Finally, in compliance with the principle of equality among all individuals, we promote behaviors and language that ensure an inclusive environment, open to everyone's expression and the appreciation of diversity. We reject any discrimination based on age, gender, sexuality, health status, race, nationality, political views, and religious beliefs of employees and collaborators, doing everything possible to safeguard the physical and psychological well-being of all employees to the maximum extent.

Target Audience

This policy is addressed to all stakeholders of Pasquale Bruni, including its employees, collaborators, suppliers, and clients, with the goal of serving, in terms of social responsibility, as a model for new generations, partners, and the entire business environment.

We are convinced that only a shared commitment can lead to real progress. To this end, we spread a culture of inclusion and non-discrimination through information and training, communicating transparently, internally and externally, our determination to pursue gender equality, value diversity, and support the empowerment of women.

From this perspective, Pasquale Bruni pays the utmost attention in communication activities to avoid gender stereotypes in advertising, ensuring periodic reviews of materials and marketing strategies, committing to promoting a positive image of women and girls, and using language respectful of gender differences.

Related Policies

By adopting new corporate model standards, Pasquale Bruni commits to actively promoting tangible changes in company policies and procedures based on the centrality and dignity of the person.

Within this framework, the Company works toward achieving the goals of the UN 2030 Agenda and, in general, aligning with the inclusivity policies led by our country and the European Union.

To this end, regarding gender equality topics, we have adopted specific policies that we implement daily in the corporate context. In particular, they address the following areas:

• Selection and hiring

• Career management

• Pay equity

• Parenthood

• Work-life balance

• Prevention of abuse and harassment

Selection and Hiring

In the various stages of the recruiting, selection, and hiring procedures, all candidates are evaluated and subsequently hired solely based on their experience, skills, and competencies, regardless of their gender. The sole guiding principle is meritocracy and the organizational position held by the candidate. We ensure that individuals involved in hiring processes receive adequate training on gender equality and cognitive bias to prevent gender prejudices from negatively impacting selection processes. In order to properly regulate all stages of the procedure, the Company has drafted specific internal regulations for the functions involved.

Career Management

Pasquale Bruni ensures equal opportunities for professional growth and development among employees of both genders, basing them exclusively on capabilities and professional levels. Consequently, for several years, the Company has been promoting corporate policies that foster equal opportunities throughout an employee's career path, starting from recruitment and continuing through HR processes of onboarding, training, participation, and career development.

Pay Equity

The Company develops performance evaluation processes and systems that encourage constant dialogue between managers and collaborators, establishing development plans without any gender discrimination and fostering a culture based on meritocracy. Periodic compensation reviews, incentive processes, and systems are tied to recognizing assigned responsibilities, achieved results, and the quality of professional contribution, taking into account the context and market benchmarks for similar positions or roles of comparable level in terms of responsibility and complexity.

Parenthood

We guarantee access to parental leave and child and caregiver care options for employees of both genders, without placing any obstacles to parenthood, while supporting maternity and paternity through activities designed to meet the needs of those who, due to their status related to parenthood, must balance their commitment between work and new emerging needs. In particular, we promote parental leave so that all potential beneficiaries take advantage of it.

Work-Life Balance

We commit to ensuring that employees of both genders have the opportunity to balance their work and family responsibilities by applying flexible work organization rules, achieving a balance that considers both corporate business goals and the worker's psychological and physical well-being derived from greater freedom of self-determination. Work-life balance measures are aimed at all personnel regardless of gender.

Prevention of Abuse and Harassment

We ensure the prevention of sexual/verbal/psychological harassment in the workplace through a dedicated awareness pathway on gender-based harassment that builds awareness among people and guides their daily conduct. Any conduct involving violence and harassment at work will not be tolerated and must be promptly reported through the reporting channels provided by the company.

Our Concrete Commitment

To implement and enhance individual responsibility for achieving the common goal, the Company has made secure reporting mechanisms available to report any anomalies or issues in activities that may put the pursuit of gender equality at risk.

We uphold the principle of non-retaliation and guarantee, in the event of any reports, the confidentiality of the whistleblower's identity to prevent any form of payback, discrimination, or any type of penalty, in compliance with applicable regulations and national and international best practices regarding whistleblowing.

To guarantee the practical implementation of the principles and rules of the Gender Equality Policies, a Steering Committee has been established for the effective adoption and application of the gender equality policy.

This policy also applies in full to the subsidiary Pasquale Bruni Boutique S.r.l., which has adopted all the policies set forth herein for the benefit of its employees.

This policy is communicated and disseminated within the organization and among all entities maintaining relations with the Companies, in a spirit of transparency and collaboration.