Ferrari
ESRS disclosure: ESRS S3 \ DR S3-1 \ Paragraph AR 11
Tags Tree
- Provide a detailed account of the methods and channels used to communicate your policies to relevant individuals, groups, or entities. This includes those expected to implement the policies, such as employees, contractors, and suppliers, as well as those with a vested interest in their execution, like workers and investors. Include any communication tools utilized, such as flyers, newsletters, dedicated websites, social media, face-to-face interactions, or representatives. Additionally, describe any measures taken to ensure accessibility and comprehension of the policies, such as translations or graphic depictions, and explain how potential barriers to dissemination are identified and addressed.
-
Question Id: S3-1_09
In particular, the affected communities can raise their concerns or needs through the Ethics Helpline, available on our corporate website. The Whistleblowing procedure protects the whistleblower against retaliation. In specific business relationship cases, Ferrari requires the acceptance of the Code of Conduct which includes references to the Whistleblowing policy and the Ethics Helpline for reporting concerns. As of the date of publication of this Report, the Ethics Helpline has not been officially communicated to the affected communities even if it is publicly reachable from Ferrari corporate website.
Report Date: 4Q2024Relevance: 50%
- Provide a detailed account of the measures implemented to understand the viewpoints of affected communities, particularly those that are vulnerable to impacts or marginalized. Include insights into specific groups within these communities, such as women and girls, as per Disclosure Requirement S3-2.
-
Question Id: S3-2_06
In addition, in 2024 the MUNER Gender and Diversity Empowerment Committee was officially established, with a Ferrari representative as part of it. This Committee focuses on gender issues in the automotive sector and engineering education. Indeed, since the automotive sector is characterized by significant gender disparity, addressing this issue at the governance level becomes crucial. The Committee actively aims at pursuing a set of key objectives, including promoting an inclusive corporate and academic culture that respects gender diversity, actively involving all stakeholders in decision-making processes and job opportunities, sharing best practices and successful experiences in gender equality, and implementing targeted training programs to raise awareness and educate on gender equality topics.
Report Date: 4Q2024Relevance: 50%