Page 96 - BILANCIO DI SOSTENIBILITÀ 2017 RISULTATI E PROSPETTIVE

YOU PEOPLE 95

wrongdoing in the workplace (see while contributing – in the process –
page 32). to the success and competitiveness
In 2017 Costa adopted the Italian of the business. The Charter lays
Charter for Equal Opportunities down guidelines that can be used to
and Equality at Work promoted by shape human resources policies and INVEST GUARANTEE BRIDGE INCLUDE
PEOPLE WITH
IN FEMALE
THE RIGHT
THE GENERATION
Fondazione Sodalitas, which provides combat all forms of discrimination in LEADERSHIP TO FREEDOM GAP AT WORK DISABILITIES
a set of values for enterprises helping the workplace – notably those based OF SEXUAL
them disseminate an inclusive on gender, age, disability, ethnicity, ORIENTATION
corporate culture fostering diversity religion and sexual orientation.
Genderenergy is a Costa Cruises Costa introduced a The Company has
program aimed at extended the reciprocal mentorship undertaken to extend
reducing the gender Company welfare program between the employment
WELFARE FOOD COMMITTEE gap in key management system to partners in employees aged over opportunities available
HAS THE TASK OF CATERING FOR THE DIFFERENT CUSTOMS AND positions. The program same-sex civil unions 50 and the younger at its headquarters to
people with disabilities.
generation in order to
and de facto couples
cuts across corporate
TRADITIONS OF CREW MEMBERS WHILE AT THE SAME TIME ENSURING functions and provides before the entry into facilitate the exchange
THEY HAVE A HEALTHY AND BALANCED DIET.
specific training courses force of the so-called of professional
in female leadership for Cirinnà Law (2016) on experience and enable
all women in positions civil rights. the sharing and use
on board and shoreside, of the knowledge
taking into account possessed by “digital
the specificity and natives”.
PROXIMITY PROGRAM particular features of the
DESIGNED TO ASSIGN CREW MEMBERS WITH SPECIAL FAMILY NEEDS organizational setting.
TO SHIPS ON CONVENIENTLY LOCATED ROUTES.

THE LONG ROAD TO ENDING GENDER INEQUALITY

The pathway to sustainable development necessarily includes ending gender inequality and promoting diversity. If, on the one 5.5 Ensure women’s full and effective participation and equal opportunities for
hand, substantial progress has been made in efforts to end poverty, the same cannot be said about global inequality; indeed, the leadership at all levels of decision-making in political, economic and public life.
gap between the super-rich and the remainder is actually increasing with the richest 1% of the population owning half of the 10.2 By 2030, empower and promote the social, economic and political
world’s wealth . inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion
7
The problem of inequality is closely linked to the lack of equal opportunity: employment opportunities, opportunities for or economic or other status.
development and the chances of individual success in life depend on factors such as gender, religion, ethnicity and socio-economic Inequality of opportunity is particularly marked with regard to female employment – even
background. Victims of inequality have limited access to quality education and professional training, and are more likely to end more so in developing nations, where women have less access to education, health care
up in unskilled labor on low incomes, these factors being associated with social exclusion and discrimination. and economic resources. In these countries, women are particularly concentrated into the
Equal opportunity is a recurring theme in the 2030 Agenda: the UN envisages a world in which equal opportunity permits the more “invisible” activities, such as domestic labor and unpaid work. It is clear that corporate
full realization of human potential and contributes to shared prosperity. policies favoring inclusion and diversity provide enterprises with a significant competitive
edge because they make for a more creative, harmonious and productive work environment.
7 Source: Credit Suisse.