1. SCOPE Bally operates in an international and multicultural context, and considers Gender and Diversity an asset to be enhanced and, at the same time, a source of competitive advantage for the Company. This Policy outlines the Bally commitment and guiding principles for Gender and Diversity across all of the organization functions; and provides a clear framework for the organization to establish a more inclusive working environment.
2. APPLICABILITY This Policy shall be adopted uniformly across all entities within the Bally Group. Each affiliate is responsible for incorporating these requirements into local procedures as applicable. Each affiliate shall be responsible for ensuring the proper level of employee awareness and training on the requirements of this Policy.
3. GOALS To recognize Gender and Diversity as a fundamental element in the growth of sustainable value in the medium to long term of business activity. This policy represents a clear point of reference both for employees and members of the Company’s management. As stated in the Code of Ethics and in line with an inclusive approach, no form of discrimination is tolerated on the basis of gender, ethnic origin, race, skin colour, sexual orientation, religion, nationality, age, political opinion, trade union affiliation, marital status, physical or mental disability, professional experiences and cultural heritages; or any other personal status or characteristics. This Policy is governed by the following objectives: • Compliance with the principle of equal treatment and opportunities for all Bally employees, promoting the Gender and Diversity of work teams; • Raising awareness and involving the whole workforce; • Making diversity visible.
4. SUPPORTING POLICIES The Bally approach to diversity is supported by a range of policies, including: • Code of Ethics: The Code of Ethics specifies the Bally core principles and values, which all employees must comply with in order to ensure the highest standards of integrity and professionalism related to their activities at or on behalf of Bally. • Harassment and Non Discrimination Policy: This Policy has been designed to prevent harassment and draws attention to the many forms of harassment that can occur in the workplace, emphasizing possible repercussions. • Whistleblowing Policy: This Policy is aimed at setting up appropriate information channels for the receipt, analysis and processing of whistleblowing reports on violations of policies, procedures and law, Gender and Diversity issues included. • Human Capital Policies: The goal of these policies is to lead employees, protect the Company and foster a culture of trust, fairness and inclusion.
5. KEY PRINCIPLES Equal opportunities culture Previous diversity and inclusion Corporate Policies have laid strong foundations for the Company being one that fosters a culture of equal opportunities and non-discrimination. The main principles guiding Bally are as follows: • Supporting the value of diversity in any department in order to achieve a Company culture free from stereotypes; • Including and promoting equal opportunities in all Bally policies and processes and promoting a culture based on meritocracy, equality, diversity and respect for people; • Promoting the creation of diverse and inclusive teams, recognising the individuality and heterogeneity of people, and eliminating and excluding any discriminatory conduct.
Equality and Corporate Social Responsibility The Bally culture is characterised by non-discrimination, social commitment, respect for diversity, and equal treatment and opportunities. It puts into practice the value of solidarity through projects and actions that go beyond the Company and its stakeholders.
Representativeness of all genders The presence of all genders enriches teams and the company, and gender inclusion is promoted at all levels: through executives, senior management and workforce.
External selection process The principle of equal opportunities will be promoted and publicised to all people that participate in the selection processes. The selection processes will take into account only the abilities, skills, training and experience in the framework of equal opportunities, appointing in each case the person whose profile best fits each position. In particular, the measures adopted are the followings: • Gender inclusion will continue to be included in the selection processes of the employees endeavouring, wherever possible, to achieve a balanced presence or breakdown of genders in the groups of candidates; • Whenever possible, a group with at least one candidate of the least represented gender will be included in the selection processes; • When available, we will identify and provide opportunities for people with disabilities.
Development and internal promotion processes The adopted measures are the following: • Guaranteeing and encouraging equal opportunities in the professional development and promotion process, contributing to growing talent at Bally. Performance, capacity and commitment must take precedence in the management culture. • Ensuring that new promotions and appointments progress towards a balanced presence of all genders in the Management Team functions. In particular, gender and diversity inclusion will continue to be considered in internal promotion processes. Candidates will be considered in relation to the principles of merit, objectivity and capacity.
Compensation policy Bally applies objective and transparent criteria to set remuneration principles that guarantee the absence of discrimination for any reason established by law and especially due to gender or diversity. Mechanisms established to not cause discrimination are, in particular: • The principle of equal treatment and non-discrimination, strictly applied in the area of salaries, salary supplements, extra-salary benefits and the variable remuneration programme; • Our commitment to improving our global remuneration principles as to guarantee fairness and equity among genders.
Training plans The training programmes will continue to comprise—from the onboarding programmes of new employees to executive plans—specific modules aimed at including the principles of equal opportunities, non-discrimination and respect for and inclusion of diversity in professional practices.
6. ACCOUNTABILITY The Global Chief Human Resources Officer is responsible for applying and implementing this Policy as well as monitoring the results obtained from its implementation. Each Executive has the responsibility to ensure they respect the principles set in this Policy in their own area.