Diversity and Inclusion

Diversity and Inclusion

Technogym confirmed with its commitment, in line with the path embarked on in previous years, to improve the Group's level of information and ESG commitment regarding diversity and inclusion.

The impacts of our diversity and inclusion policy regard:

  • Safeguarding of the fundamental rights of members of staff and of all individuals with whom the organization interacts
  • Stable employment and wellbeing for the company’s staff
  • Opportunities for each employee to fully realize their potential
  • Compliance (including voluntary compliance) with laws and regulations in force regarding human tights

In compliance with the recommendations of the Corporate Governance Code, the company's Board of Directors approved the diversity policy of the Board of Directors and the Board of Statutory Auditors (“Diversity Policy” 20) on 7 March 2022. Its aim is to define criteria and guidelines, albeit non-binding, in order to ensure a diverse and inclusive composition of its corporate and governance bodies, in line with the applicable legal provisions, the articles of association and the values that have always characterised Technogym

In 2023, the Code of Ethics 22 was revised to define the commitments relating to the management of sustainability, and diversity and inclusion, in greater detail. The update of the Code was approved by the Board of Directors on 3 March 2023. The document confirms and reinforces the Group's commitment to pursuing responsible conduct, including with regard to environmental, social and human rights issues.

To raise awareness of the principles and contents of the Code of Ethics and the Model, and the related implementing procedures, the Group has scheduled the launch of training initiatives, which vary in depth depending on the role held, to ensure ongoing alignment on anti-corruption issues and the Code of Ethics.

Medium- to long-term incentive plan connected to inclusion and diversity commitments

As a way of contributing to the creation of value in the medium to long term, key managers are also the beneficiaries of medium-term incentive plans.

In addition to the preceding ones, a new medium-term incentive plan for 2024-2026, which will also be for managers with strategic responsibilities, will be submitted for approval in 2024. This will be based on the assignment of the right to receive free shares upon the achievement of certain company performance objectives (“2024-2026 Plan”).

The main features of the 2024-2026 Plan awaiting approval are performance objectives set in advance and identified in the company's economic and financial performance, calculated with reference to:

  • Cumulative Net Profit for the period 2024-2026, and
  • Cumulative Free Cash Flow for the period 2024-2026 (i.e. the total of the Group's Free
  • Cash Flow for the three years included in the vesting period);
  • an increase in 2026 in the percentage of the least represented gender (women) in management compared to 2023
  • a reduction by 2026 in the pay gap between the most represented gender and the least represented gender compared to 2023

Average Training hours per year in Technogym

In the image here the information about the total number of training hours by gender and function from 2021 to 2023

 average training 

men vs women

Learn more about our sustainability efforts

Employee wellbeing

Employee wellbeing

We make a daily commitment to our people’s mental and physical health with our wellness-focused working environment.

Our 2025 Sustainability Plan

Our 2025 Sustainability Plan

Our Sustainability Plan is the way we put our Sustainability Policy into practice and achieve our goals.