DNA S.r.l.’s Sustainability Policy

DNA S.r.l. is committed to promoting a sustainable development model, integrating principles of environmental, social and economic responsibility into its activities. Our company operates in the metalworking sector and recognizes the importance of reducing the environmental impact of its operations, improving employee well-being and making a positive contribution to the communities in which we operate.

1. Environmental Sustainability

  • Reduce greenhouse gas emissions by optimizing production processes and investing in low environmental impact technologies.
  • Promote the efficient use of natural resources, reducing the consumption of energy, water and raw materials.
  • Implement waste management practices aimed at reducing, reusing and recycling waste materials.
  • Support research and innovation to develop eco-sustainable technological solutions.

2. Social Responsibility

  • Ensure safe and healthy working conditions for all employees, respecting current regulations on health and safety at work.
  • Promote diversity and inclusion, ensuring equal opportunities and respect for all workers.
  • Support the professional and personal growth of employees through continuous training programs.
  • Promote a transparent and constructive dialogue with local communities, contributing to social and cultural initiatives.

3. Economic Sustainability

  • Adopt ethical and transparent business practices, ensuring compliance with applicable laws and regulations.
  • Promote long-term relationships with suppliers and partners who share our sustainability principles.
  • Invest in innovation and development to increase the company’s competitiveness in compliance with sustainability principles.

Continuously monitor and improve environmental, social and economic performance through measurable and verifiable objectives.
DNA is committed to periodically reviewing this Sustainability Policy to ensure continuous improvement of its performance and achievement of the objectives set.

 

1. BASIC CONCEPTS

1.1 DEFINITION OF SUSTAINABILITY

  • Sustainability refers to the ability to meet the needs of the present without compromising future generations. It includes three fundamental dimensions:
  • Environmental: reducing ecological impact through sustainable practices such as energy conservation, the use of renewable sources and waste reduction.
  • Social: equity and well-being of people, promoting decent working conditions, diversity and inclusion, and improving the quality of life of communities.
  • Economic: sustainable and responsible growth, creating long-term value without compromising future resources.

1.2 DEFINITION OF CSR

Corporate Social Responsibility (CSR) refers to corporate practices that integrate ethical, social and environmental considerations into business operations and interactions with stakeholders. It includes initiatives such as adopting ethical corporate policies, transparency in communications and supporting social and environmental initiatives.

1.3 BENEFITS OF CSR

Implementing a CSR strategy brings numerous benefits, including:

  • Improved corporate reputation: a responsible company is more appreciated by customers, investors and stakeholders.
  • Greater customer loyalty: consumers prefer companies that demonstrate a concrete commitment to sustainability.
  • Attraction and retention of talent: employees are more motivated to work for companies with ethical and sustainable values.
  • Reduction of operating costs: through energy efficiency, optimized management of resources and reduction of waste.
  • Regulatory compliance and reduction of legal risks: anticipating future regulations can guarantee a competitive advantage and reduce the risk of sanctions.

 

2. CORPORATE POLICIES

2.1 HUMAN RIGHTS

The company is committed to respecting fundamental human rights in all its operations and along the supply chain. Key actions include:

  • Ensuring respect for human dignity and freedom of expression.
  • Rejecting any form of exploitation, discrimination and forced labor.
  • Promoting gender equality and equal opportunities.

DNA srl is committed to promoting gender equality not only as a fundamental human right, but as a necessary condition for a prosperous, sustainable and peaceful world. Ensuring women and girls have equal access to education, healthcare, decent work, and representation in political and economic decision-making will promote sustainable economies that benefit societies and humanity as a whole

2.2 MODERN SLAVERY

According to Anti-Slavery International, modern slavery occurs whenever an individual, through deception, coercion or coercion, loses his or her freedom and is exploited by other individuals, for personal or commercial gain.
DNA shuns all work or services required of any person under the threat of any sanction and for which such person has not volunteered. DNA does not force its employees to work overtime or withhold their identification documents.

2.3 FREEDOM OF ASSOCIATION AND COLLECTIVE BARGAINING

DNA guarantees its employees the right to freedom of peaceful assembly and freedom of association at all levels, in particular in trade unions and political parties, thus implying the right of all to form and participate in trade unions for the protection of their interests. This also includes collective bargaining, as a process of negotiation between employers and a group of employees, aimed at reaching an
agreement that regulates working conditions.
Collective bargaining is aimed at reaching an agreement, the so-called collective contract, between an employer (or a group of employers) and an organization (or more organizations) of workers, in order to establish the minimum guaranteed treatment and the working conditions to which individual contracts stipulated on the national territory must conform.

The legal basis lies, on the one hand, in the autonomy that the legal system recognizes to trade unions (art. 39 of the Constitution) and, on the other, in the relationship between the union and its members: collective bargaining therefore represents the greatest expression of trade union autonomy and constitutes the main task of trade union associations.
The object of collective bargaining is mainly constituted by individual subordinate employment relationships whose discipline is defined in the collective agreement, as well as by law.
The effectiveness of collective bargaining refers to all members of the professional category considered.

2.4 HARASSMENT AND NON-DISCRIMINATION

Sexual harassment in the workplace represents a lack of respect, an offense to the dignity of people and a possible source of demotivation or even illness.
Discrimination is a principle that requires equal treatment of an individual or group regardless of their particular characteristics, including sex, race, colour, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of an ethnic minority, property, birth, disability, age or sexual orientation.
DNA firmly rejects any attempt at harassment and/or discrimination in the workplace.

2.5 WOMEN’S RIGHTS

Refers to the principle that women have the right to political, economic and social equality.
Gender inequality is at the root of problems such as unequal opportunities in employment and unequal pay for equal work. Efforts for the advancement of women have led to several declarations and conventions, of which the Convention on the Elimination of All Forms of Discrimination against Women is the central document.
The Convention explicitly affirms the principle of equality by requiring Member States to take “all appropriate measures, including legislation, to ensure the full development and advancement of women, in order to guarantee them the exercise and enjoyment of human rights and fundamental freedoms on an equal basis with men” (Article 3).

2.6 RIGHTS OF MINORITIES AND INDIGENOUS PEOPLE

DNA, employs people who live close to the company headquarters. The company respects the rights of local communities to decent living conditions, education, employment, social activities and the right to free, prior and informed consent to developments that affect them and the lands in which they live, with particular consideration for the presence of vulnerable groups.

2.7 DIVERSITY, EQUALITY AND INCLUSION

Diversity in the workplace is respecting, recognising and celebrating each other’s differences. A diverse environment is filled with a wide range of backgrounds and mindsets, which leads to an enhanced culture of creativity and innovation. Diversity in the workplace means you have a multicultural workforce. Diversity represents all of our many differences such as race, age, gender, sexuality, education, class and disability. It is necessary to consider all of these factors of diversity. It is also important to understand how diversity has evolved over the years. Where once diversity was associated with the racial, sexual and gender demographics of your workplace, in the modern workplace the meaning has changed. The definition now involves knowledge, culture and experience.
Workplace inclusion means making sure every employee has the resources and opportunity to thrive. If diversity is about creating a workforce of diverse backgrounds and experiences, an inclusive policy means giving them a voice. That’s why diversity and inclusion go hand in hand. Inclusion is when all your people feel like they belong in your company.
This means they can articulate their opinions and don’t feel excluded based on their identity. Workplace equity is the policy you incorporate to support diversity and inclusion in your company. It also means that you consider everyone unique and adequately meet their needs. By identifying structural imbalances in your workplace, you’ll find tangible and practical solutions. Equity-minded companies go through an ongoing process to make things balanced and fair for everyone.
DNA has developed a practice and culture that fully embraces and respects the principle of equality, diversity and inclusion. The policy implemented serves to ensure fair treatment and equal opportunities for all workers. This policy aims to eliminate prejudice and discrimination determined by specific aspects of one’s identity.

2.8 ETHICAL RECRUITMENT

DNA hires its staff in accordance with the procedures set out in the CC.N.L and therefore guarantees their regularity and in accordance with national and international labor standards, fair and transparent and respecting human rights. The company does not:

  • mislead or defraud potential workers about the nature of the work,
  • ask workers to pay recruitment fees,
  • confiscate, destroy, hide and/or deny workers access to passports and other state-issued identity documents.

Workers have a written contract in a language they understand that truthfully and clearly indicates their rights and responsibilities at the start of their recruitment.