Wellbeing, gender equality and inclusion in eFM

At eFM, we believe that people's well-being, gender equality and inclusion are central to the sustainable and responsible development of the organisation. With this in mind, we have adopted a system of policies, processes and initiatives aimed at ensuring equal opportunities, inclusion, protection of health and psychological and physical well-being, and quality of work. 

Organisational flexibility is one of the pillars of our working model. We offer flexible hours and a working model based on up to 95% smart working, promoting a better work-life balance. 

We are extremely aware of the impact that caregiving responsibilities can have on everyone's lives. For this reason, we have put in place specific operational and financial support measures for workers who are caregivers, providing assistance to family members with particular health issues, with the aim of accompanying and supporting them in a concrete way. 

The company has a collective welfare plan in place, which takes the form of an integrated system of measures and initiatives aimed at promoting the psychological, physical and economic well-being of its employees. The approach is geared towards prevention, support and improving quality of life beyond strictly work-related aspects, taking into account the different needs of individuals and families. 

One institution we care deeply about is the Solidarity Time Bank, a tool that supports the personal and family needs of workers who need to take days off work to deal with serious personal or family situations, strengthening a culture of solidarity and shared responsibility. 

In terms of parenting, we promote a genuine sharing of family responsibilities by extending paternity leave by an additional five days paid for by the company and offering coaching aimed at facilitating a conscious and sustainable return to work before and after maternity/paternity leave. 

We also guarantee meal vouchers during all smart working days, ensuring continuity in benefits regardless of the working mode. 

The involvement and consequent well-being of people are fundamental and strategic elements of our organisation, which translate into constant, open and constructive dialogue and the active participation of workers in decision-making processes. To this end, eFM has long established a reference figure in each team, called the Engagement Officer, to protect engagement and a safe working environment, free from any type of discrimination, violence and harassment, thus promoting diversity and protecting the psychological and physical wellbeing, free expression and professional growth of each resource. 

To protect people's dignity and respect, we have defined clear and structured procedures for the prevention and reporting of harassment, violence or inappropriate behaviour, with the aim of preventing risky situations and ensuring a safe and inclusive working environment. 

The Gender Equality Committee and the Psychological Wellbeing Committee oversee policies relating to fairness, inclusion and wellbeing. The Committees play an active role in monitoring and continuous improvement, contributing to the spread of an organisational culture based on respect, listening and equal opportunities. 

Promoting a fair, flexible and people-oriented working environment is not just a formal commitment for us, but a strategic choice that guides the way we work and grow every day.