The data collected illustrate the profile of signatories who filled out the tool and explore the results of each of the 10 items into which the questionnaire is divided and which correspond to the points of the Italian Diversity Charter.

Many interesting data emerged from the report, for example:

In terms of the types of diversity that the Italian organizations will work on in the coming months, gender equality is the one on which almost all of them will focus (92%). Attention is also high for disability (81%), intergenerationality (78%) and multiculturalism (78%).

With respect then to the cross-cutting aspects, strong is the focus on inclusive culture and leadership (87%) and pay equity (74%).

Another interesting data is the function in charge of D&I policies: still few companies have a D&I manager (14%); for the most part, this issue is handled by the HR function (39%) or a multifunctional group (26%).

With respect to services that facilitate work life balance, the most widely used are mainly contributions to care expenses/insurance packages (73%). Then there are welfare packages offered through structured platforms (58%) and psychological support, which have increased significantly with Covid (57%).