FAMILY FRIENDLY - Corporate Family Responsibility (CFR)

We have incorporated the work life balance culture because we believe that work shall not be a barrier to family care responsibility, because we believe that work shall not be a barrier to women employment and because we do believe that better employee wellbeing is linked to company productivity.

We have introduced several family friendly measures:

Internal nursery for children under 3 years old
Time flexibility
Part-time
Remote work
Additional paid parental time off
Parental leave wage integration
Additional time off in case of children’s disease
Bonus for the birth of children
Additional time off for family care
Postal service for received parcel
Canteen
Welfare options
Commercial agreements with local shops

FAMILY AUDIT

In 2018 we have been certified Family Audit by our Autonomus Province of Trento. Family Audit standard is an instrument allowing public and private sector organisations to carry out internal surveys into their own workplace organisation. It is a managerial instrument adopted on a voluntary basis by organisations intending to certify their constant commitment to creating a balance between working and personal/family life.

We have prepared a 3 years Activity Plan to implement several structural, cultural and communication solutions in line with the need of the employees and the company.

Related links:

https://www.trentinofamiglia.it

http://www.pariopportunita.provincia.tn.it

Macro-areas of investigation and action

MACRO-AREAS	AREAS OF INVESTIGATION AND OF ACTION
1. WORK ORGANIZATION	Hours: flexibility, leaves, special leaves, work shifts, possible “solidarity time bank”.
	Work processes: distribution of skills, teamwork, meeting schedules, part-time work organisation, workloads, planning.
	Work places: tele-working, smart-working, mobility support.
2. THE WORK-LIFE BALANCE CULTURE	Expertise of executives: know-how and skills of the executives in managing work-life balance, training/awareness building programs, behaviour and approach of executives, development and consolidation of a corporate philosophy and an organisational culture focused on the need for balance without penalising implications in terms of professional development.
2. THE WORK-LIFE BALANCE CULTURE	Personnel development: know-how and skills of the employees in managing work-life balance, training/awareness building programs, behaviour and approach, evaluation systems, enhancement of skills and qualifications, management of maternity and family leaves.
3. COMMUNICATION	Information and communication tools: tools, policies and methods for internal and external communication, questionnaires, responsibility and skills.
4. BENEFITS AND SERVICES	Financial benefits: gift vouchers for new parents, shopping bonuses.
4. BENEFITS AND SERVICES	Family services: child assistance during school holidays, use of environmental space and equipment, time-saving services, direct acquaintance with colleagues’ families.
5. FAMILY DISTRICT	Improved orientation of company services according to logics and objectives: (Family district, Family Audit districts, local alliances for the family, etc.), development/enhancement of web actions/ services in favour of families, network contract.
5. FAMILY DISTRICT	Corporate social responsibility: implementation of reporting strategies and systems, CSR report, promotion of work-life balance at local level.
6. NEW TECHNOLOGIES	Orientation towards ICT services: smart working/agile working, tele-working, management software, technological devices and connections, tools for improving communication, ICT solutions for time-saving activities.