During European Diversity Month, Automobili Lamborghini confirms its commitment to diversity, inclusion and equality with innovative programs
As part of the European Month of Diversity promoted by the European Union, Automobili Lamborghini confirms and renews its commitment to diversity, equality and inclusion
As part of the European Month of Diversity promoted by the European Union, Automobili Lamborghini confirms and renews its commitment to diversity, equality and inclusion. For years, the company Sant’Agata Bolognese has carried out a series of innovative programs with the aim of creating an increasingly inclusive corporate culture, which aims to reconcile the search for individual meaning with the broader search for collective meaning, contributing to the generation and sharing of value through an ethical and sustainable approach of the company.
Umberto Tossini, Human Capital Director of Automobili Lamborghini, said: âWe support the European Union in the fight against stereotypes and in the promotion of a culture which gives an appropriate space for self-expression. Automobili Lamborghini has for years developed initiatives and programs that make the corporate culture more and more inclusive, fully appreciating the centrality of our people. A strategy based on the conviction that diversity is wealth, and that this wealth comes from the meeting between different perspectives and skills, capable of generating unique value for the company and its employees.
Gender diversity at Automobili Lamborghini
Maison Sant’Agata Bolognese has encouraged the increase in the number of female employees over the years by hiring highly qualified professional women, especially those with training in STEM fields. Many of these women occupy important leadership roles, leading teams traditionally dominated by men. Since 2018, Lamborghini has also guaranteed equal pay for female and male employees with the same qualifications and functions.
Also with regard to gender diversity, Lamborghini is part of the Capo D network, a community of businesses supporting equal opportunities promoted by the metropolitan city of Bologna, which includes a number of large businesses in the region. The objective of this network is to create a unified system among member companies and to pursue the strategic objectives of implementing company policies in favor of equal opportunities, work-home balance and fight against discrimination, by getting involved in local schools to fight against gender stereotypes at a young age.
The photo shows Erika Puccetti, head of the Aventador assembly line, said: âBeing a female department manager in manufacturing isn’t easy, especially in a male-dominated team. It takes a lot more effort to be credible and have authority. There is a tendency to think that just because you are a woman, you are not adept at understanding certain technical aspects. I have always liked challenges! I’m happy that a company like Lamborghini has decided to invest in women in production; in my office, for example, there are two female and two male department heads. In addition, I consider myself very lucky because, despite being the first female department head of the Aventador line, I have found a team that supports me and helps me grow personally and professionally.. “
Parental equality: paying attention to new moms and dads
Automobili Lamborghini is extremely attentive to the issue of parenthood and offers a wide range of initiatives. protection begins with maternity leave: in Italy there is a compulsory five-month leave period paid at 100% by the Social Security Institute and a subsequent 6-month optional leave period paid at 30%. Lamborghini has decided to work on this issue together with union representatives and encourage parental equality by further increasing economic integration to 30% for the first six months of optional leave, increasing to 40% on condition that the other parent took a period. at least fifteen consecutive days of the same leave. New mothers returning to work are offered coaching mom, special agreements with daycares and summer programs and paid holidays. To also promote a culture of equality within the family, Lamborghini has developed a unique project: dad coaching. The initiative, on a voluntary basis, aims to support new fathers in this unique but also complex parenting experience, through a series of individual sessions with a professional coach. The course aims to highlight the figure of the new father at such an important and new time in the life of the family. Through dialogue and reflection, the emphasis is placed on the inner aspect of the person with the exploration of his needs and then his behaviors, resulting from emotions often hidden or unidentified. The course, voluntary and not conditioned by the needs of the company, is divided into four or six basic one-hour sessions during working hours.
One of the participants was new dad Nicola Giganti, carbon fiber, molds and repair foreman, who told us: âSometimes it is difficult to balance work and private life, but it is necessary to give things the right priority, always working on both fronts. In the Dad Coaching service, I have found an excellent opportunity for support, and I am gradually learning to better understand and interpret my child’s needs and behaviors and to be more patient.. “
Lamborghini seeks to initiate virtuous processes in the way of doing business today, safeguarding social values ââand providing a better future for present and future generations, supporting the personal and professional growth of each individual. Support for diversity and inclusion also involves projects aimed at reducing the generation gap in the company, where more than 50% of the workforce is made up of Millennials and Generation Z. In addition to development and requalification activities, Lamborghini launched a reverse mentoring project, aimed at promoting the transfer of transversal knowledge between junior employees and senior managers, with a view to continuous improvement of skills and inclusion of newcomers. The company also signed a union agreement to encourage generational change.
The objective of this agreement was to enhance the experience of employees nearing retirement, in synergy with the legislation in force, by providing for the entry of the same number of young people with new skills and new professional profiles.
We wanted to take as an example Antonio Aurucci, responsible for the Urus Assembly Line, with his colleague Francesca Venturi, Urus Assembly Line Forewoman. Antonio says: “Mutual exchange between the different generations is also crucial at work: traditional experience and skills on the one hand, digital innovation and energy on the other, oriented and aimed at continuous improvement, motivation and a feeling of belonging, to through new communication paradigms.“
Francesca, following the words of her mentor, maintains that: âReverse mentoring is a fundamental tool made available by the company for mutual personal and professional growth. The exchange of lived experiences, acquired skills and the different points of view of different generations is the basis of mutual development.. “
The DNA of Automobili Lamborghini is the result of many cultures that help create iconic products. A place where multiple ethnic identities meet and exchange ideas, creating an environment rich in cultural diversity, which reflects the global vocation and international vision of the company. Thanks to these different origins, the workplace becomes an example of integration and multiculturalism. At the headquarters of Sant’Agata Bolognese, thirty-five nationalities from four continents are represented.
We interviewed two operators of the Urus line, Olena Achysova and Henok Abrahan Sium. We asked them about the added value that different cultures and nationalities bring to a company like Lamborghini and what it means for them to be an integral part of it.
Olena explained: âMy parents and I took my brothers and I to Italy in 1999, when I was 14, to secure a job and a future. I’m half Russian and half Ukrainian, in these countries Lamborghini is considered a dream that not many people can aspire to, and when I told my relatives that I was going to start working there, they couldn’t not believe it. I had to send them the photo of the uniform with my name on it! I have been working at Lamborghini since 2016, and what I noticed the most is that the contribution that different cultures can make is really an openness and a humanity in the way of working and sharing time together. .“
Henok is a young Eritrean born with a passion for motors. He told us: “I’ve been with Lamborghini for a year and a half, and I still can’t believe how incredibly lucky I am to be a part of this wonderful company. Different cultures and nationalities make different people, but there is no “difference” here. It’s great to see how your colleagues are learning from your experiences, but especially how useful it is for me to learn from them. I wanted this job with all my heart and when I got it my loved ones were in disbelief. The first thing they said to me was ‘Henok, you are able to make all your dreams come true, you just have to believe it’, and for me Lamborghini is my daily dream.. “
Lamborghini aspires to a culture of inclusion also through cooperation with service institutions for the inclusion of employees with disabilities or from disadvantaged backgrounds.
Particular attention is also devoted to modes of communication, such as the constant presence a sign language interpreter at all company events and presentations.