POLICY FOR SOCIAL RESPONSIBILITY AND GENDER EQUALITY

Newark Engineering S.r.l.
Viale A. De Gasperi, 25
66050 San Salvo (CH)

Viale Germania snc,
66050 San Salvo (CH)
Telephone: (+39) 0873 341054
Fax: (+39) 0873 346454
E-mail: info@newarkengineering.it

SOCIAL RESPONSIBILITY AND GENDER EQUALITY POLICY

NEWARK ENGINEERING carries out feasibility studies, design, construction management, technical consultancy related to the construction of plants, works, civil and industrial constructions, infrastructure, urban planning and anything else related to the various fields of architecture and engineering, for private and public clients. NEWARK ENGINEERING provides its customers with all the know-how of its highly specialized staff in the development of architectural- engineering projects, related to a high level of research, specialized analysis and project management together with the management of works and safety on construction sites for the complete realization of the work according to the precise requests and needs expressed by the Customer.

NEWARK ENGINEERING believes that the ability to satisfy its customers is closely linked to its staff and its well-being, which it considers as its greatest resource, to this end it has decided to adopt a Management System:

- for Gender Equality (SGPG) compliant with UNI/PdR125:2022, as a valid tool to ensure gender equality by creating an inclusive, collaborative and open working environment for listening and discussion in which each person can feel welcomed, respected and free to express itself and its potential

For social responsibility in accordance with SA 8000. The fundamental elements of this standard are based on the Universal Declaration of Human Rights, the ILO Conventions, the International Standards on Human Rights and the National Labour Laws

The Company Management is committed to:

  • spreading the culture of diversity and equal opportunities to the people who work and collaborate with the company, ensuring that they are treated, at all times, with dignity, respect and fairness, not using or supporting disciplinary practices not provided for by law and the CCNL;
  • creating a welcoming work environment, free from any direct or indirect discrimination and any type of harmful behavior based on personal, social, political and cultural diversity;
  • regularly monitor indicators relating to gender equality and social responsibility in order to define the most appropriate, timely and effective actions to achieve the objectives set;
  • set up a management model that ensures over time the maintenance and implementation of the requirements defined on gender equality and social responsibility and by the applicable reference legislation;
  • apply specific personnel management policies aimed at ensuring fairness in all phases of the employment relationship, from the selection process, onboarding, assignment of roles, performance evaluation, salary treatment, access to training, career advancement opportunities, internal mobility and termination of the employment relationship;
  • apply internal and external communication policies (including advertising and marketing) aimed at pursuing gender equality, enhancing and protecting diversity and supporting female empowerment;
  • recognize the value of the balance between professional and private life by defining procedures and activities aimed at protecting parenting and care and the conciliation of work-life times;
  • apply strict prevention policies (zero tolerance) of all forms of physical, verbal, digital abuse (harassment) in the workplace.



SOCIAL RESPONSIBILITY AND EQUALITY POLICYGENDER

  • condemn all forms and types of child labor and not use or support in any way the labor of minors under 16 years of age;
  • condemn all forms and types of forced and compulsory labor, not resort to or support it
  • ensure a safe and healthy workplace, adopting effective measures to prevent potential accidents, injuries or illnesses that may occur as a result of, in relation to, or during the performance of work;
  • respect applicable laws, industry standards and other agreements in place regarding working hours, rest periods and holidays;
  • respect the right of workers to associate and join trade unions;
  • respect the right of staff to a living wage, fulfilling the contracts stipulated

The Company undertakes to promote the dissemination and monitor compliance with these principles by its suppliers and subcontractors, encouraging its business partners to take a proactive role in this context. The Company also undertakes to periodically map and assess the main risks and opportunities in terms of social responsibility, adopting the initiatives deemed necessary for their management and mitigation. Adequate resources shall be allocated to the implementation and continuous monitoring of this Policy, ensuring that there is no discrimination or retaliation against any employees and/or other interested parties who provide comments, recommendations, or complaints regarding the workplace and/or potential non-conformities to the Standard.

Internal and external stakeholders have the possibility to send reports on social responsibility matters to:

  • Certification body sa8000@rina.org
  • Accreditation body: SAI SAAS, 220 East 23rd Street, Suite 605, New York, New York 10010, USA (email: saas@saasaccreditation.org; fax: +212-684-1515).

San Salvo (CH), 24/11/24 

LA MANAGEMENT 

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