In the European Diversity Month, Automobili Lamborghini confirms its commitment to diversity, inclusion and equality with innovative programs
Sant'Agata Bolognese, May 4, 2021 – In the European Diversity Month promoted by the European Union, Automobili Lamborghini confirms and renews its commitment to diversity, equality and inclusion. For years, the Sant'Agata Bolognese Company has carried out a series of innovative programs with the aim of creating an increasingly inclusive corporate culture, which is focused on reconciling the search for individual meaning with the broader search for collective meaning, contributing to the generation and sharing of value through an ethical and sustainable approach to business.
Gender diversity at Automobili Lamborghini
Since 2018, Lamborghini has also guaranteed equal pay between female and male employees with the same qualifications and duties. Also in regard to gender diversity, Lamborghini belongs to the Capo D network, a community of businesses supporting equal opportunities promoted by the Metropolitan City of Bologna, which includes a number of large companies in the area. The aim of this network is to create a unified system among the member companies and pursue the strategic objectives of implementing company policies in support of equal opportunities, home-work balance and the fight against discrimination, engaging in local schools to combat gender stereotypes from an early age.
Parental equality: attention given to new moms and dads
Lamborghini decided to work on this issue together with the trade union representatives and to encourage equal parenting by further increasing the economic integration to 30% for the first six months of optional leave, increasing to 40% on condition that the other parent has taken a period of at least fifteen continuous days of the same leave. New mothers returning to work are offered mum coaching, special agreements with daycare centers and summer programs, and paid leave. To promote a culture of equality within the family as well, Lamborghini developed a unique project: dad coaching. The initiative, on a voluntary basis, aims to support new fathers during this experience of being a parent, which is unique but also complex, through a series of individual sessions with a professional coach. The course, which is voluntary and not conditioned by company needs, is divided into four or six basic one-hour sessions during working hours.
One participant was new dad Nicola Giganti, Carbon Fibre, Moulds&Repair Foreman, who told us: Sometimes it’s hard to reconcile private life and work, but it’s necessary to give the right priority to things, always working on both fronts. In the Dad Coaching service, I found a great opportunity for support, and I ́m gradually learning to better understand and interpret the needs and behaviors of my child and to be more patient.
Support for diversity and inclusion also involves projects aimed at reducing the generation gap in the company, where more than 50% of the workforce is made up of Millennials and Generation Z . In addition to Up-Skilling and Re-Skilling activities, Lamborghini has launched a reverse mentoring project, aimed at fostering the transfer of transversal knowledge between junior employees and senior professionals, with a view to continuous improvement of skills and inclusion of newcomers.
The aim of this agreement was to make the most of the experience of employees nearing retirement, in synergy with current legislation, providing for the entry of the same number of young people with new skills and professional profiles.
Automobili Lamborghini's DNA is the result of many cultures that contribute to create iconic products. A place where multiple ethnic identities meet and exchange ideas, creating an environment rich in cultural diversity, which reflects the company’s global vocation and international vision.
We asked them about the added value that different cultures and nationalities bring to a company like Lamborghini and what it means to them to be an integral part of it.
Lamborghini strives for a culture of inclusion also through cooperation with the service institutions for the inclusion of employees with disabilities or from disadvantaged backgrounds.
May 04, 2021 at 23:57