GENDER EQUALITY CERTIFICATION
In 2023, both La Scala Società tra Avvocati and La Scala Service obtained the Gender Equality Certification, which was also renewed in 2024 and 2025.
Welfare, training, and smart working initiatives played a key role in the certification process.
This recognition highlights our Group’s commitment and underscores the importance we place on our people and on combating all forms of discrimination.
We are committed to creating and promoting an environment focused on equality, empowerment, and respect, and we firmly believe that diversity, inclusion, and equality are the true drivers of innovation, as well as the cornerstone of our culture.
Career paths within the Group are based on individual skills and performance, in line with a meritocratic model grounded in objective criteria, without distinction of sex, race, language, religion, political opinions, or personal and social conditions.
All of this ensures full transparency in salary conditions and eliminates gender pay gap disparities.
Project funded by the European Social Fund Plus (ESF+) 2021–2027.
Priority 1 – Employment – Specific Objective ESO4.3: “Promoting a balanced participation of women and men in the labour market, equal working conditions, and a better work-life balance, including through access to affordable childcare and care services for dependent persons (ESF+)” – Action c.1: “Support for the dissemination of corporate welfare systems”.
Within the framework of the project submitted under the public notice “Towards Gender Equality Certification,” Ciquadro Management supported La Scala Società tra Avvocati in the implementation of a Gender Equality Management System compliant with UNI/PdR 125.
The project, launched with a kick-off meeting, covered six key areas: culture and strategy, governance, HR processes, growth and inclusion opportunities, pay equity, and parenting protection and work-life balance.
By involving both senior and operational functions, roles and procedures were defined, KPIs established, internal audits conducted, and a management review report prepared.
WOMEN’S PRESENCE: SOME NUMBERS
The prominence of women among our workforce is a hallmark of the Group and is ingrained in our DNA: counting both staff members and partners, 65% of all people working at La Scala are women.
Furthermore, professional gender equality and career development are also core values within the Group.
Career paths are based on individual talents and performance, according to a meritocratic model based on objective parameters, which are not based on differences in gender, ethnicity ...
This ensures maximum transparency on salary conditions and eliminates discriminatory gender pay gaps.
ADOPTION OF THE CODE FOR COMPANIES IN SUPPORT OF MATERNITY
in 2025, we signed the code for companies in support of maternity, a self-regulation tool promoted by the ministry for family, birth rates and equal opportunities.
the code aims to define a set of guidelines for companies that wish to implement policies supporting gender equality and parenthood, in particular:
• promoting the continuity of mothers’ careers;
• encouraging initiatives for the prevention and care of health needs;
• adapting working time arrangements and work methods.
this commitment represents a further step towards creating an inclusive, fair, and respectful working environment that meets the needs of all our collaborators.
INCLUSION PROJECT FOR THE PROFESSIONAL PLACEMENT OF DISADVANTAGED YOUNG PEOPLE
Over the last few years, the differences between people and social classes have increased significantly, creating mounting problems for already disadvantaged communities.
La Scala has always championed the values of inclusion and equality, and for such reason, we support various projects designed to protect the disadvantaged or less fortunate.
With this in mind, and building on our long-standing cooperation with the Associazione CAF, we chose to join this non-profit organisation's project to help young people from challenging family situations enter the job market. As a result, in 2021, we received two young persons from CAF and placed them in a professional capacity within one of the Group's teams, namely the Paralegal Team.
