Gender Equality Policies

R1 S.p.A., operating in the field of design, consulting, development, integration, supply, and support of information systems, is committed to preserving impartiality and inclusiveness, fairness and transparency, respect and enhancement of personnel, protection of individuals, and opposition to all forms of violence and discrimination, in order to reduce the gender gap, with consequent improvements to employee well-being as well as ethical impacts, with the positive return in market image that the adoption of serious protection of the rights and freedoms of its employees is able to generate.

The Gender Equality Management System (GEMS), compliant with the UNI/PdR 125:2022 standard, represents the tool that ensures the presence and professional growth of women, enhancing inclusive culture and activating processes capable of developing women’s empowerment and equal opportunities. R1 S.p.A. has developed a human resources development and management strategy based on meritocracy and equality, capable of valuing the uniqueness of individuals and access to the same opportunities for professional growth, including training paths, regardless of gender and role held in the Organization.

The attention with which R1 S.p.A. focuses its commitment to ensure that the GEMS meets the requirements specified by the Standard is inspired – in line with the objectives defined by the European Union on gender equality – by the pursuit of the following objectives: increasing women’s participation in the labor market; reducing the pay and pension gap between men and women; protecting parenthood and reconciling professional activity and private life; promoting gender equality in decision-making processes; combating stereotypes, gender-based violence, as well as protecting and supporting victims of such abuse.

The requirements for implementing gender equality policies are consistent with the Organization’s objectives and operational procedures. The GEMS includes, in fact, the rules of conduct, processes, infrastructures, and chain of responsibilities aimed at protecting gender. Even in marketing and communication activities, as in public events, R1 S.p.A. is committed to always intervening in a professional and engaging manner, paying the utmost attention to ensure that gender stereotypes for thematic competencies are avoided and that women’s contribution in the workplace is promoted.

To facilitate the achievement of the principles and objectives stated, the Company considers the adoption of the GEMS and its continuous improvement fundamental. Control indicators for each of the main thematic areas are described in the System documentation and supported by specific policies and procedures.

The definition of roles and responsibilities constitute the context in which the GEMS has been implemented and is kept dynamically updated, based on the continuous evolution of the context itself. Further fundamental elements of this Policy are the procedures relating to the themes of the Strategic Plan with specific KPIs, in order to explain how the Organization progresses toward the objectives set in terms of Gender Equality.

R1 S.p.A. raises awareness among its personnel and stakeholders to adopt behaviors consistent with what is indicated in this Policy and in the Management System that implements it. To this end, aware of the importance of acting on its internal culture, R1 S.p.A. adopts appropriate measures to inform all personnel, also promoting behaviors and language that can guarantee an inclusive and equal environment, in order to remove stereotypes, discrimination, and all forms of physical and verbal abuse.

Management has identified as the competent resource for managing the GEMS the Gender Equality Management System Manager (GEMSM), designated at the R1 Group level and common to all Group companies. Furthermore, in order to create an active oversight on gender equality issues, it has established dedicated reporting channels, including the internal reporting channels provided for by Legislative Decree 24/2023 (whistleblowing), so that situations not in line with the aforementioned company principles can be reported, respecting the confidentiality of the reporting person, and, for aspects pertaining to gender equality, brought to the attention of the Steering Committee for Gender Equality, also established at the R1 Group level.

This policy, within the broader framework of the Organization’s programmatic guidelines, is periodically reviewed in order to consider any changes, together with the R1 Group Steering Committee for Gender Equality, the definition and periodic review of gender equality objectives.

Rome, October 1, 2026
The Chairman of the Board of Directors
Giancarlo Stoppacioli