Include, listen, value: this is how we work.
We are committed to fostering a fair and inclusive work environment founded on respect for every individual.
Toffoletto De Luca Tamajo promotes respect, diversity and equity as fundamental elements of its culture.
We believe that the Firm’s success is built on the appreciation of individuals: diversity is a strength, and every person brings a unique contribution.
An inclusive environment allows merit to fully emerge: only by valuing diverse perspectives is it possible to attract talent, foster innovation, and build a stronger, more responsive and competitive organisation
For us, inclusion means recognising and valuing all forms of diversity — gender, cultural, social, generational, linguistic and cognitive.
We foster a professional environment where mutual respect, intergenerational collaboration and the absence of discrimination are the norm, supported by internal policies, training activities, performance monitoring and dedicated governance.
We actively support associations and networks committed to promoting diversity and inclusion, such as Parks – Liberi e Uguali and Valore D.
At Toffoletto De Luca Tamajo, Gender Equality Means Certification, Action and Culture
The Firm is committed to applying the principles of gender equality throughout the professional path it offers its people.
This commitment translates into active policies and concrete human resources strategies aimed at ensuring equal opportunities for access, development and recognition.
We have adopted a Gender Equality Management System (SGPG) in compliance with UNI/PdR 125:2022, a framework that enables us to:
- define clear and measurable objectives;
- ensure gender equality in the representation and professional growth of women;
- foster an inclusive culture;
- implement processes that support women’s empowerment;
- adopt policies designed to reduce the gender gap, with benefits for employee wellbeing and organisational ethics.
The adoption of this system is inspired by the principles set out in the European Union Gender Equality Strategy 2020–2025, which are implemented through actions aimed at:
- increasing the participation of women in the labour market;
- reducing the gender pay and pension gaps;
- promoting fair representation in decision-making processes;
- combating stereotypes, gender-based violence and discrimination.
Our organisation has demonstrated compliance with the requirements necessary to obtain the Certificate of Conformity to UNI/PdR 125:2022.
This certification is tangible proof of our commitment to implementing, maintaining and improving an effective and transparent management system.
We will continue with determination along this path of continuous improvement..
Key areas
The UNI/PdR 125:2022 certification is not only a formal achievement, but also a practical tool applied in our daily operations.
Below are the main areas of action that guide our activities:
Recruitment and Human Resources Management
Structured processes designed to ensure equal opportunities and to address gender bias through objective tools and dedicated training.
Pay Equity and Career Development
Pay transparency policies and merit-based criteria for professional development.
Work–Life Balance
Organisational flexibility, support for parenting, and shared responsibility for caregiving.
Training and Awareness
Training activities on gender equality, inclusion, leadership and stereotypes, addressed to all members of the Firm.
Safety and Prevention
Policies and preventive actions to ensure a safe environment free from all forms of harassment.
Inclusive Communication
Respectful language and the promotion of diversity in both internal and external communication.
Governance and Responsibility
The Gender Equality Steering Committee is composed of internal professionals and is responsible for:
- drafting the strategic plan, translating the Policy principles into SMART objectives;
- monitoring the effective implementation of the Policy;
- allocating the resources identified by the General Management, with particular attention to training;
- periodically updating the Policy based on results and organisational developments.
The Board of Directors, based on the recommendations of the General Management, allocates the resources needed each year to pursue gender equality and inclusion objectives.
Our Numbers
35%
Female partners
68%
Female Representation in the Organisation
39
Average age in the organisation
An Ongoing Commitment
Gender equality is not a final goal, but a process in constant evolution.
Achieving certification is only the first step in a broader journey aimed at the continuous implementation of D&I policies and the reduction of the gender gap across all organisational processes.
The Firm is fully aware of the challenges, yet deeply committed to building a professional environment that is fair, inclusive and respectful for all.
Download our Gender Equality PolicyMaking Our Values Tangible: Supporting Businesses on Their Inclusion Journey
How We Support Companies in the Gender Equality Certification Process
Our commitment to diversity and inclusion goes beyond our organisation – it also shapes how we support companies.
Law No. 162/2021 introduced the possibility for companies in Italy to obtain gender equality certification. Organisations that demonstrate progress in closing the gender gap can access a range of benefits, including social security contribution relief, preferential access to state aid, and additional points in public procurement processes.
Toffoletto De Luca Tamajo assists companies at every stage of the UNI/PdR 125:2022 certification process, providing advisory services on:
- reviewing or drafting corporate procedures related to the prevention and elimination of discrimination;
- analysing the company’s structure in light of the KPIs introduced by the UNI/PdR 125:2022 Guidelines;
- defining an action plan for the implementation of gender equality policies.
For more information about our advisory services, please contact us.
