What does gender equality mean to you?
It’s not a topic I usually discuss; in my mind and in my world, this issue shouldn’t even exist.
Yet, if we are here discussing it, it means that it’s still a very relevant issue, and there’s still a long way to go to achieve it.
I am aware that there are still gender disparities, such as the underrepresentation of women in key positions in the world of work, in politics, and in other areas, as well as differences in economic treatment between women and men, although much progress has been made compared to a few generations ago. However, I believe that rather than continuing to debate this, we must address it with actions in our everyday lives and in the world of daily work. This responsibility falls especially on us as entrepreneurs.
We need to accelerate this process because I am increasingly seeing in practice that when I trust and give more responsibility to women, with their determination, strong sense of responsibility, and empathy that set them apart, the results are truly satisfying.
I believe that if there were more women in positions of power than there are today, it would benefit the entire community.

What is the percentage of women in your company, and what is the percentage of women managers in your company?
In our group, women make up about 25% of the total. It’s worth noting that a significant part of the staff is engaged in roles such as mechanics and electricians, where we currently have only male employees. Even in the spare parts warehouse, until a few years ago, we had only men. However, in recent years, we have introduced about ten women, who are now the most sought-after and valued by customers, not because they are “nice,” but because they are empathetic, helpful, and effectively address customer needs.
The commercial and administrative offices are mostly staffed by women, who handle sales, salespeople, and company accounts with clarity and reliability.
Regarding top roles, we have our female CFO of the group, the female Executive Secretary of the group’s holding company, the female Engineer in charge of the group’s IT office, the female Head of the Technical Office of the group, and the female CEO of the Iveco dealership, the Parts dealership, and the group’s holding company.
However, there are still many male managers, and we can and should certainly contribute to improving the percentage of women in managerial positions in Italy.

Work-life balance for women and men in the company (flexible hours, leaves, smart working, equalization of parental rights between fathers and mothers, support for women returning from maternity leave, etc.) is a form of attention and trust from the company towards its employees. In your opinion, does this trust from the company somehow come back from the employees? Why are these actions important for both employees and the company itself?
I believe strongly in welfare. For several years now, we have established a corporate welfare agreement to promote well-being in the company, simplify the lives of employees, improve organizational productivity, and positively motivate workers.
This agreement includes:
– introduction of an extended welfare plan for all employees;
– the possibility to manage solidarity leave;
– flexibility in terms of working hours (start and end times);
– incorporation of territorial agreements related to equality and mutual fairness principles;
– introduction of additional favorable conditions for which advance payments of end-of-service benefits can be granted.
Our collaborators must feel good, and it is our duty to increasingly reconcile the company’s needs with the personal needs of the people working with us. This will make them more motivated to work!