Monteco's vision aims to implement adequate corporate welfare programs, investing in staff development plans and promoting gender equality and diversity, guaranteeing safe working conditions. The company also adopts policies of involvement in the communities in which it operates by supporting local initiatives also through cooperation with non-profit organisations, collaboration with local authorities to address social and environmental issues, supporting female empowerment, financing projects and concretely supporting bodies and associations in the planning and implementation of activities.

Monteco is close to acquiring the voluntary gender equality certification recognized following a performance evaluation of the company with respect to the adoption of the relevant management system pursuant to the reference practice UNI/PdR 125:2022. The implementation of a management system for gender equality is part of the best practices on a voluntary basis that the company intends to pursue in the following areas: growth opportunities in the company and equal pay; policies for managing parenting and work-life balance; business process management policies.

The objective of the Practice is to erase any gaps and gender inequalities that currently exist, incorporating the new paradigm relating to gender equality, to produce a sustainable and lasting change over time. The certification of the gender equality management system provides for the release of the UNI Mark: a mark that certifies compliance with the requirements established by UNI through its reference standards and practices, granted to organizations by the licensee certification authorities, accredited by Accredia for UNI/PdR 125.

On February 1, 2024, the company management established the Steering Committee for the effective adoption and continuous and efficient application of the Gender Equality Policy and prepares the company strategic plan on the following topics:

• Selection and hiring
• Career management
• Pay equity
• Parenting and care
• Work-life balance
• Prevention activities of all forms of physical, verbal, digital abuse (harassment) in the workplace

The Steering Committee is made up of Bibiana Montinaro, President of the Board of Directors, Selene De Blasi, manager of the Management System, and Sonia Dello Preite, manager of the Communication and Awareness Office.

Monteco is also investing in sustainable mobility, which translates to economic and social savings for individual employees in the short term, alongside benefits for the community in the medium to long term.

The overreliance on private vehicles, especially evident in the Italian context, generates a range of adverse effects.

The home-to-work travel plan aims to achieve the following overarching objectives concerning employees' commuting:

• Enhanced business accessibility;

• Improved travel organization;

• Decrease in the utilization of private vehicles;

• Enhanced utilization of public transportation;

• Enhancement of active mobility (walking and cycling);

• Justification of remote work in relation to mobility goals;

• Decrease in travel durations and psychophysical stress due to traffic;

• Decrease in transportation expenses to access the workplace;

• Decrease in pollutant and climate-altering emissions;

• Promoting awareness of sustainability and environmental concerns.