Gender Equality

Policy Promoting Gender Equality and People Empowerment

 

1. INTRODUCTION AND OBJECTIVES

This Policy defines the principles and objectives that set forth the Group’s commitment to gender equality, diversity enhancement, and the empowerment of its people.

2. PURPOSE AND SCOPE OF APPLICATION

This Policy is approved by the Chief Executive Officer in coordination with the Gender Equality Steering Committee.

It applies to the Italian offices of the following Miroglio Group companies (individually the “Company” and collectively the “Companies”):

- Miroglio S.p.A.

- Miroglio Fashion S.r.l.

- Miroglio Textile S.r.l.

- Sublitex S.r.l.

- Trussardi Milano S.p.A.

The Policy enters into force from the date stated on the last page and may be updated during its validity whenever regulatory and/or organizational changes require it.

The initial version, as well as any subsequent updates proposed by the Gender Equality Steering Committee, will be adopted and/or approved by the Board of Directors or its delegated representative of Miroglio S.p.A.

Formal adjustments of the Policy may be made by the Gender Equality Steering Committee and communicated to the Board of Directors and the Statutory Auditors of the Companies concerned.

The Policy is available on the corporate intranet platform MIX and on the Group’s institutional website to enhance its impact across the value chain and to serve as a reference for other organizations.

3. PRINCIPLES AND VALUES

Through the implementation of the Gender Equality Management System (SGPG) in accordance with UNI/PdR 125:2022, Miroglio Group has launched an internal process to strengthen the principles of gender equality and inclusion.

Miroglio Group promotes a culture based on respect and appreciation of diversity in all its forms — gender, age, origin, social background, religion, political beliefs, abilities, identity, sexual orientation, or any other personal characteristic.

The Group is committed to:

• creating an inclusive, collaborative, supportive, and transparent work environment where differences are valued and people feel free to express their ideas;

• implementing HR practices that promote inclusivity and career growth, ensuring equal opportunities for all regardless of gender or other personal characteristics;

• ensuring that everyone is treated with dignity and respect;

• enforcing zero-tolerance for any form of intimidation, bullying, sexual harassment, or mistreatment in the workplace;

• supporting employees’ physical and mental well-being through multiple initiatives promoting health, balance, and support to parents;

• adopting a dialogic and participatory approach to engage employees in the company’s social sustainability commitment;

• communicating openly, both internally and externally, the company’s pursuit of gender equality and empowerment;

• spreading a culture of inclusion and non-discrimination through training and information.

4. OBJECTIVES

Miroglio Group’s focus and commitment to achieving and maintaining the above principles are structured around the following six areas, as outlined in UNI/PdR 125:2022:

1. Culture and Strategy

2. Governance

3. Human Resources-related Processes

4. Opportunities for Women’s Growth and Inclusion

5. Gender Pay Equity

6. Parenting Support and Work–Life Balance

For each of these areas, Miroglio Group has defined initiatives inspired by the following objectives:

• Culture and Strategy: Enhancement of the work environment by promoting and supporting principles such as inclusion, gender equality, appreciation of diversity, and the prevention and elimination of all forms of stereotypes, discrimination, or prejudice — including unconscious bias based on gender issues. The company also promotes the use of respectful and non-discriminatory language in all its communications, as well as in professional and personal interactions, and encourages gender-balanced representation in conferences, initiatives, and corporate events. 

Governance: Implementation of a governance model aimed at establishing adequate organizational structures to promote inclusion and enhance diversity, increasing minority gender representation within management, leadership, and supervisory bodies, and adopting processes designed to promptly identify and address any cases of non-inclusion, discrimination, or harassment. 

• Human Resources Management: Improvement of the company’s ability to ensure gender-neutral access to employment opportunities, career paths, and internal growth, by fostering a culture grounded in meritocracy and respect for individuals regardless of gender, age, or any other personal or demographic characteristic. All individuals should have equal opportunities to participate in and progress through internal selection processes with the same probability of success. The company also promotes a constructive feedback culture aimed at accountability and continuous improvement, supported by transparent, neutral, and shared evaluation and self-assessment criteria. 

• Gender Pay Equity: Implementation of remuneration policies aimed at ensuring that all employees, regardless of gender, receive fair and equitable compensation based on their role, length of service, and the application of incentive systems linked to skills, achievement of objectives, and overall business performance - all governed by transparent criteria. 

• Parenting Support and Work–Life Balance: Implementation of policies designed to support employees in their parenting responsibilities and in providing care for dependents or vulnerable family members, through initiatives that promote flexibility, work–life balance, and overall well-being.

All employees are required to comply with the provisions of the Gender Equality Management System and to apply, in their activites, the principles contained in this Policy.

For any questions, clarifications, or reports concerning this Policy, please contact the Gender Equality Steering Committee at the following email address: comitatoparita@miroglio.com.

This policy is in force as of 13th June 2025.