3' min read
3' min read
It works in the production of flight control systems for the aerospace industry - more than 700 employees on its 3 Italian sites - with Turin as its historical site. Microtecnica is a historical name in the aerospace sector Made in Piedmont and Italy, currently still part of Collins Aerospace but being acquired by the French Safran.
The starting point in the certification process are the numbers described by Marco Rancati, General Manager, Daniela Saccà, Diversity Equity & Inclusion and CSR Director, Sara Fabiana Bosca, HR director, and Raffaella Aquino, who in addition to her role in human resources is responsible for the Gender Equality Management System. On average, 20.3 per cent of the workforce is made up of women when the industry average is no more than 12 per cent, the percentage of women in the first line, reporting to the top management, is 28.6 per cent, among middle managers women are 32.4 per cent. The path is therefore underway and is characterised by ambitious goals and best practices. "The goal is to reach an average of 27% of women globally in the next five years," says Daniela Saccà, "and that is why training interventions are essential to make employees aware of issues such as equality and gender stereotypes, because numbers are an important first step, but they are not enough on their own; corporate culture is the real driver of change to create an environment where women can express their potential to the full. Leadership models are also a key theme - 'we have launched an inclusive leadership programme' - to train managers on issues of bias and attention to gender equality. The company has . The company also involved all employees in a workshop on inclusive language with a language expert and a comedian. Since 2024, Collins Aerospace in Italy has been part of the ValoreD network, an association that supports companies in becoming more inclusive. It also has an ERG, Women in Aerospace, which organises initiatives and raises awareness among employees on gender issues.
"We want to focus on those areas where the presence of women remains lower," adds Raffaella Aquino, "and we are also working on the possibility of increasing the representation of women for roles of responsibility. The company has leveraged a corporate culture that is attentive to diversity and, through second-level integrative bargaining, has implemented protections for aspects related to reconciliation and parenthood, such as the integration of parental leave, provision of school insertion leave for children, and an increase in compulsory leave days for fathers up to 15 days.
'People and community represent the pillars of the company's development model,' explains General Manager Rancati. With this in mind, support for professional development paths, in terms of gender equity, represents a first fundamental aspect of promoting female employment. Since last year, the company has put in place mentoring and coaching courses to support the development of women, 'alongside a great attention to equal pay, so much so that last year we started mapping out the different company roles in order to heal any pay gaps,' explains Raffaella Aquino.
The path followed, say Daniela Saccà and Sara Fabiana Bosca, "was shared with companies in other countries and this allowed us to exchange good practices and models of inclusion. Microtecnica's experience is that of a metalworking company, which has chosen to intensify its presence in schools also to make female students aware of the possibility of workshop work. "The work done by the Role Models is also very valuable," explains Bosca. The result of this work is the presence in the company of two girls in dual apprenticeships, one in the Assembly and Assembly area and one in Rectification, while in the Wiring area the female presence is already prevalent.
