Gender equality: Lamborghini reconfirms its certification – Lamborghini.com

Report on Automobili Lamborghini’s Initiatives in Alignment with Sustainable Development Goals

Advancing SDG 5: Gender Equality and SDG 10: Reduced Inequalities through Corporate Culture

Automobili Lamborghini has implemented a series of internal programs designed to advance Sustainable Development Goal 5 (Gender Equality) and SDG 10 (Reduced Inequalities). These initiatives focus on cultivating an inclusive corporate culture founded on respect, dialogue, and shared responsibility. A key component is an internal communication campaign centered on the power of inclusive language.

• Inclusive Language Campaign: A 2024 initiative to promote collective reflection on language as a vehicle for respect and equality, directly supporting the targets of SDG 5. The campaign utilized meetings, editorial content, and dialogues with external guests.
• The “Equabolario”: At the core of the language campaign is this inclusive dictionary, designed to promote an equitable and representative vocabulary that reflects shared corporate values and contributes to an environment free from discrimination.

Fostering SDG 8: Decent Work and Economic Growth

In pursuit of SDG 8, which promotes sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all, the company has established critical frameworks to ensure a safe and respectful workplace.

1. Prevention Training: Specific courses are provided on the prevention of gender-based harassment and workplace bullying. These are essential tools for strengthening a corporate culture that ensures safe and secure working environments for all workers.
2. Speak-Up Culture: An awareness campaign was launched to foster a space based on dialogue and active listening. This initiative encourages the respectful reception of feedback and the sharing of ideas without fear, reinforcing the principles of decent work.

Driving SDG 4: Quality Education and SDG 17: Partnerships for the Goals

Automobili Lamborghini demonstrates a strong commitment to SDG 17 (Partnerships for the Goals) by extending its inclusion efforts beyond corporate boundaries through a network of strategic collaborations. These partnerships also contribute significantly to SDG 4 (Quality Education) by addressing gender stereotypes in technical fields.

• CapoD Network: As a founding member and current President, the company collaborates with the Community of Companies for Equal Opportunities to promote a culture of inclusion in the Bologna metropolitan area.
• Valore D Partnership: This ongoing partnership provides all employees with free training and awareness-raising initiatives on women’s leadership and the promotion of diversity.
• MUNER Collaboration: In partnership with the Motor Valley University of Emilia-Romagna (MUNER) and other sector companies, Automobili Lamborghini co-founded the Gender and Diversity Empowerment Committee. This partnership led to the “MUNER Drives Change” program, an initiative aimed at students and teachers to counter gender stereotypes in STEM fields, directly supporting inclusive and equitable quality education (SDG 4).

Organizational Commitment to Sustainable Development

The promotion of inclusion is an everyday, organization-wide commitment, reflecting a long-term strategy aligned with the Sustainable Development Goals. By placing people at the center, the organization recognizes diversity as a fundamental resource and inclusion as a concrete objective. This vision frames the workplace as a venue where a more equitable, innovative, and shared future can be constructed, contributing to global sustainable development targets.

Sustainable Development Goals (SDGs) Addressed

The article highlights initiatives by Automobili Lamborghini that directly and indirectly address several Sustainable Development Goals. The primary focus is on creating an inclusive and equitable environment both within the company and in the wider community. The following SDGs are connected to the issues discussed:

• SDG 5: Gender Equality – This is the most prominent SDG, as the article explicitly discusses the company’s commitment to gender equality, preventing gender-based harassment, and countering gender stereotypes.
• SDG 8: Decent Work and Economic Growth – The focus on creating a safe, respectful, and inclusive workplace culture, where employees’ wellbeing is supported, relates directly to the goal of providing decent work for all.
• SDG 10: Reduced Inequalities – The initiatives aim to create an inclusive environment for everyone, promoting equality and ensuring that all individuals can express themselves authentically, which is the core of reducing inequalities.
• SDG 17: Partnerships for the Goals – The article details multiple collaborations with external institutions, universities, and networks to promote shared goals of inclusion and equality, demonstrating a commitment to partnerships.

Specific SDG Targets Identified

Based on the article’s content, several specific targets under the identified SDGs can be pinpointed:

1. SDG 5: Gender Equality

   • Target 5.1: End all forms of discrimination against all women and girls everywhere. The company’s overall commitment to gender equality and creating inclusive environments through campaigns and an inclusive dictionary (“Equabolario”) supports this target.
   • Target 5.2: Eliminate all forms of violence against all women and girls in the public and private spheres, including… harassment. The article directly mentions “specific courses on the prevention of gender-based harassment and workplace bullying.”
   • Target 5.5: Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making. The partnership with Valore D, which offers training on “women’s leadership,” directly addresses this target.

2. SDG 8: Decent Work and Economic Growth

   • Target 8.8: Protect labour rights and promote safe and secure working environments for all workers. The initiatives to strengthen a “corporate culture founded on listening and shared responsibility” and the “awareness campaign on speak-up culture” contribute to creating a psychologically safe and secure work environment.

3. SDG 10: Reduced Inequalities

   • Target 10.2: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of… sex… or other status. The entire strategy described, from the internal communication campaign on inclusive language to creating spaces where “everyone can express themselves authentically,” aims to foster inclusion for all employees.

4. SDG 17: Partnerships for the Goals

   • Target 17.17: Encourage and promote effective public, public-private and civil society partnerships. The article explicitly lists collaborations such as being a founder of the “CapoD Network,” strengthening the partnership with “Valore D,” and working with “MUNER – Motor Valley University of Emilia-Romagna” to create the “Gender and Diversity Empowerment Committee.”

Indicators for Measuring Progress

The article mentions or implies several indicators that can be used to measure progress towards the identified targets:

• Indicator for Target 5.2: The number and content of “specific courses on the prevention of gender-based harassment and workplace bullying” offered to employees. The implementation of an “awareness campaign on speak-up culture” is another measurable action.
• Indicator for Target 5.1 & 10.2: The development and dissemination of the “Equabolario”, an inclusive dictionary, serves as a concrete indicator of the company’s efforts to promote inclusive language and culture. The number of meetings and amount of editorial content produced for the internal communication campaign are also quantifiable metrics.
• Indicator for Target 5.5: The number of employees participating in training and awareness initiatives on “women’s leadership” offered through the partnership with Valore D.
• Indicator for Target 17.17: The existence and active leadership (in the role of President) of the “CapoD Network.” The establishment of the “Gender and Diversity Empowerment Committee” with MUNER and the launch of the “MUNER Drives Change” programme are specific, measurable partnership outcomes.
• Indicator for Target 8.8: The promotion of a “speak-up culture” and a space based on “dialogue and active listening” can be measured through employee surveys on psychological safety and workplace culture.

Summary Table of SDGs, Targets, and Indicators

Source: lamborghini.com