Specific diversity aspects have been identified as relevant for the Group: racial and ethnic origin, sex, sexual orientation, gender identity, disability, age, religion, national extraction or social origin. For that reason, in carrying out its activities, the Group adopts an approach aimed at guaranteeing equal opportunities at all levels of the organization as well as rejecting any form of discrimination.

The Policy for gender equality and Diversity and Inclusion, which applies to the entire Ferrari Group, was drafted taking into account the interests of employees, irrespective of specific vulnerable groups and the Diversity and Inclusion Practice during 2024. The policy defines gender equality as a key element in enhancing diversity and promoting inclusion. Ferrari believes that an inclusive work environment, open to diversity, is essential for attracting and retaining top talent, fostering innovation, and ensuring the sustainable success of the Company. We monitor progress toward gender equality, inclusion and women’s empowerment by collecting data and feedback to assess the effectiveness of our initiatives, ensuring ongoing improvement. The results obtained and future goals are communicated periodically, transparently, and responsibly.

Several procedures are in place to prevent discrimination, for instance, during the hiring process, career development, and training activities. In line with our Diversity and Inclusion Practice and to guarantee equal opportunities, our Company operates a merit-based remuneration procedure, not discriminating based on gender, age, nationality, social status or cultural background. Furthermore, Ferrari adopted a Remuneration Policy determining the compensation for the executive and non-executive Directors (please refer to the chapter “Remuneration of Directors”).

The Human Rights Practice has been adequately circulated, publicized and disseminated by Ferrari both internally and externally, also through its inclusion in the relevant contractual agreements and arrangements. Please refer to the corporate website at the following link https://www.ferrari.com/en-EN/corporate/practices.

At Ferrari, recruitment and selection is about identifying and sourcing the right qualities and skills that will represent the core of our future success. Our recruitment process provides a platform to engage with future employees, to assess competencies through a structured selection process and to prepare for post-recruitment integration and development. The mission of the recruitment team is to identify, evaluate and bring onboard the individuals aligned with our requirements and values.

The Chief Human Resources Officer is the most senior level in Ferrari that is accountable for the implementation of these policies. The Diversity and Inclusion Practice and the Policy for Gender Equality and Diversity and Inclusion are public on Ferrari’s corporate website and accessible to all employees on the Ferrari intranet.

The Policy for gender equality and Diversity and Inclusion, which applies to the entire Ferrari Group, was drafted taking into account the interests of employees, irrespective of specific vulnerable groups and the Diversity and Inclusion Practice during 2024. The policy defines gender equality as a key element in enhancing diversity and promoting inclusion. Ferrari believes that an inclusive work environment, open to diversity, is essential for attracting and retaining top talent, fostering innovation, and ensuring the sustainable success of the Company. We monitor progress toward gender equality, inclusion and women’s empowerment by collecting data and feedback to assess the effectiveness of our initiatives, ensuring ongoing improvement. The results obtained and future goals are communicated periodically, transparently, and responsibly.

Our complex in Maranello, a state-of-the-art work environment, was designed to reinforce the synergistic relationship between work and results. With the needs of our employees firmly in mind, our manufacturing facilities are specifically created to combine carefully designed lighting systems - projected to maximize the amount of natural light - and several external and internal green areas. Thermal comfort throughout the factory is also a crucial requirement and, since 2013, the in-plant foundry is equipped with a cooling system that makes it air-conditioned and climate controlled. Special measures aimed at reducing the environmental impact and noise using advanced technologies are also in place. As an example, the design of our manufacturing facilities is aimed at providing the workplace with maximum acoustic comfort thanks to noise reduction solutions (source and reverberation). In addition, in 2024, we inaugurated the e-building, based on the concept of flexibility. The e-building will house the production and development of internal combustion, hybrid and full electric models, it is also a strategic asset for the construction of electric motors, batteries, electric axles and vehicle assembly. In this facility, various solutions have been designed to improve the well-being of people in the work environment: ergonomic workstations, relaxation areas, acoustic and visual comfort, and the correct mix of natural and artificial lighting are some of the aspects that are the most beneficial.

The Policy for gender equality and Diversity and Inclusion, which applies to the entire Ferrari Group, was drafted taking into account the interests of employees, irrespective of specific vulnerable groups and the Diversity and Inclusion Practice during 2024. The policy defines gender equality as a key element in enhancing diversity and promoting inclusion. Ferrari believes that an inclusive work environment, open to diversity, is essential for attracting and retaining top talent, fostering innovation, and ensuring the sustainable success of the Company. We monitor progress toward gender equality, inclusion and women’s empowerment by collecting data and feedback to assess the effectiveness of our initiatives, ensuring ongoing improvement. The results obtained and future goals are communicated periodically, transparently, and responsibly.

Through our career development program, we encourage the professional growth of our employees and prioritize filling key positions with talented internal candidates before tapping into the external market. The results of the analysis carried out on our key positions held by our employees are used to develop specific succession plans, with a 2 to 4 year timeframe. These plans aim to ensure Ferrari’s long-term competitiveness while leveraging the talents of our employees. Moreover, in 2023, we created the Internal Job Posting within our employee corporate portal, allowing employees to apply for new positions within the Company. The aim is to help talent emerge and to contribute to the creation of a culture of agility and innovation.