Diversity & Inclusion is at the heart of CRIF mission

The values of diversity and inclusion are deeply rooted in our corporate culture, through practical actions that shape the way we work and drive results. CRIF is committed to creating an environment in which everyone feels valued and respected, knowing that this approach will improve the well-being of all our staff and encourage new ideas. 

The daily commitment to ensuring diversity in terms of gender, age, culture, skills and experience is crucial to creating a dynamic, inclusive, and unique work environment that thrives on the coexistence of different perspectives.
 
For CRIF, embracing diversity means valuing the contribution that each person makes to the community and recognizing this as one of the main drivers for collective growth and progress. The values and principles of integrity, honesty, fairness, and compliance with applicable laws underpin CRIF Group’s Governance System. These are referred to and defined in both the Group’s Code of Conduct and its Diversity & Inclusion Policy. The latter, introduced across CRIF Group in 2023, formalizes the company’s commitment to promoting equal opportunities and developing an environment that supports people in realizing their potential, each according to their own characteristics, life experiences, knowledge, and personal abilities.

CRIF has strengthened its commitment to Diversity & Inclusion through the integration of the “Demonstrate Tactfulness” factor into its Leadership Model. This factor is a structured set of principles, values, behaviors, and skills that provide guidance to an organization’s leaders on how to inspire, motivate, and lead their teams.This model influences and inspires the company culture, work environment, and overall performance. “Demonstrate Tactfulness” means engaging with people in a positive way, demonstrating acceptance and inclusion toward others.

What’s more, application of the Leadership Model is backed by a feedback system that allows team members to assess annually how well their managers’ behaviors are aligned with the principles of the model.

Diversity & Inclusion Policy: Guiding Principles

The principles guiding CRIF’s commitment to Diversity & Inclusion are inspired by the 17 Sustainable Development Goals (SDGs) of the United Nations 2030 Agenda and specifically SDG 4 to “ensure inclusive and equitable quality education and promote lifelong learning opportunities for all” and SDG 5 to “achieve gender equality and empower all women and girls”. These goals are part of the pathway outlined in CRIF’s Sustainability Plan, the CRIF ESG Strategy 2023-2025, which defines practical actions and short, medium and long-term objectives for each of the three ESG pillars. 

Collaboration
Committee People

Our principles are:

  • Non-Discrimination and Zero Tolerance: Adoption of a zero tolerance approach to any form of intentional or unintentional harassment or discrimination related to gender, age, religion, disability, ethnicity, social status, and personal characteristics.
  • Equal Opportunities: Promotion of the development of an inclusive culture where employees feel free to express their potential and believe that their contribution is important, regardless of gender or personal background.
  • Work-Life Balance: Enhancing both the professional and personal lives of employees through welfare policies and looking after their well-being.
  • Talent Promotion: A commitment to recognizing and enhancing the skills and potential of every employee, regardless of personal attributes.

A committment measured by data

Initiatives and actions that fall within the scope of CRIF’s Diversity & Inclusion Policy are data-driven to ensure that each decision is evidence-based. Indeed, CRIF has adopted an AI-based people analytics suite; a tool that monitors gender equality indicators within HR processes, from recruitment to personal career development. This enables us to implement targeted actions to ensure a truly inclusive and fair corporate culture.

Finally, to ensure achievement of the targets set out in the ESG Strategy, CRIF has also integrated specific ESG goals into Top Management’s variable remuneration scheme (MBO), ensuring a direct correlation between business performance and the sustainability objectives set out in the strategy.

The goals of the CRIF ESG Strategy relating to the promotion of Gender Equality

  • Increase the % of women in Middle Management positions
  • Increase women’s empowerment
  • Ensure gender balance within recruitment and promotion processes.

Key figures

Average age of employees

33

Women in the middle management

36%

Women hired in 2023

52%

D&I Governance

CRIF companies in Italy obtain UNI/PdR 125:2022 gender equality certification

CRIF’s commitment to promoting equal opportunities is demonstrated by the achievement of an important goal that concerns the six Italian companies: UNI/PdR 125:2022 gender equality certification. The UNI/PdR 125:2022 Italian reference practice is a guideline that helps companies promote gender equality in the workplace by providing a system to measure and improve the balance between men and women in aspects such as recruitment, pay, career, and company policies. The document is published by UNI (Italian Standards Body), an organization that draws up and publishes voluntary technical standards to improve the quality, safety and sustainability of products, services and processes across various sectors. It is recognized by the Italian State and works with European and international standards bodies. The certification was granted by Bureau Veritas, an independent third-party body and world leader in inspection, compliance audit and certification services.

What does the certification cover?

The certification confirms the implementation of a management system aimed at measuring, reporting and evaluating a set of indicators in six areas: culture and strategy, governance, HR processes, opportunities for women’s inclusion and empowerment, equal pay, parental support, and work-life balance.

The management system implemented according to the UNI/PdR 125:2022 reference practice is overseen by the Equal Opportunities Committee, established within CRIF’s Italian business in 2024. The Equal Opportunities Committee is tasked with promoting an inclusive culture through effective policies and initiatives, as well as monitoring of specific performance indicators. What’s more, the company uses an analysis system that provides detailed insights into gender distribution, with a focus on promotions and remuneration policies. The committee meets quarterly and consists of 6 members, chosen on the basis of the added value their skills and experience can bring to the promotion of gender equality in the company.

Associations that CRIF collaborates with in Italy:

ValoreD

CRIF is a member of ValoreD, the leading association of companies in Italy committed to gender balance and an inclusive culture within organizations and the country. Thanks to this partnership, it has been possible to involve staff in D&I training through mentorship and training programs as well as workshops for sharing best practices, thus contributing to the creation of an inclusive culture.

Rete CapoD

CRIF is a member of Rete CapoD, a “Business Community for Equal Opportunities” established in Bologna in July 2019 with the aim of maintaining focus on the subject of equal opportunities, leveraging networking and synergies between companies and the local area, to implement a program of awareness-raising actions, increasing the competitiveness and innovative capacity of the participating companies.

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