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CHAPTER 6 | GOVERNANCE AND MONITORING OF CORPORATE ETHICS AND RISK

Principal risks associated Failure to retain talent is a risk faced by various
with the management of personnel sectors, given that the labour market is highly
There are two aspects with regard to the flexible. For a group such as Ratti which works
principal risks associated with the management with some of the biggest names in international
of personnel: safeguarding occupational health fashion who are attracted by Made in Italy, the
and safety and the Group’s ability to attract and creativity and professionalism of personnel is a
retain highly specialised personnel, which makes it key success factor.
possible to maintain a high level of product quality.
The objective is therefore to attract talent and
The risks for workers in terms of health and safety promote its development, guaranteeing a working
relate mainly to the production process, i.e. to the environment that is stimulating, challenging, and
use of plant and machinery in the various phases rich with opportunities for learning.
of product manufacturing.
Since the outset of the Covid-19 pandemic, the For more detail on the polices for safeguarding
risks associated with occupational health and the health and safety of employees and on
safety also include the possibility that workers managing talent see Chapter 2 “Uniqueness and
could contract the virus in the workplace. talent, ingredients for success”.

TABLE 5 – PRINCIPAL RISKS ASSOCIATED WITH THE MANAGEMENT OF PERSONNEL

DESCRIPTION OF THE MAIN RISKS MITIGATION ACTION TAKEN

Risk of injury and/or occupational illnesses. Ratti SpA has management systems in place for Social Accountability (SA8000) and Health and Safety in the Workplace
(ISO45001).

Creomoda and La Maison des Accessoires are certified for Social Accountability (SA8000) and, as from July 2021, also
for Occupational Health and Safety (ISO45001).
Since 2018, in Textrom a social accountability policy has been in place which also covers the area of health and safety.
Textrom also has a consultant who is specialised in and dedicated to ensuring compliance with the national legislation,
with a contract that stipulates regular visits, and includes the provisions and updates of the Risk Evaluation Documen-
tation and subsequent training.

As far as the risks associated with the health emergency are concerned, in all Group sites the anti-contagion measures
legally in force in the various countries were applied (e.g. measuring temperature when entering, monitoring sanitisation,
distributing masks).
In addition, Ratti SpA is continuing with contact tracing using a social distancing device, as well as voluntary health
screening by testing for the Covid-19 virus. In Creomoda all staff were vaccinated by company medical personnel.

Deficiencies in the ability to attract and Ratti has reached an agreement with the unions following negotiations to renew the supplementary company-level
retain talent in a sector in which peoples’ agreement. The results were satisfactory and included a remote working agreement as well as an agreement whereby
expertise represents an extremely important if cassa integrazione (temporary state lay-off fund) is activated due to Covid, the Company guarantees staff that holiday
competitive factor. and tredicesima (thirteenth month salary) contributions will be met (something which is not obligatory by law) and the
Covid fund will be paid upfront.

Ratti SpA continually collaborates with schools and professional institutes, with the dual aim of improving the level of
professionalism in the labour market and enhancing the skills of young Ratti employees. For Creomoda and La Maison
des Accessoires, local employment market availability guarantees that personnel have sufficient expertise.

The Group conducts both internal and external training. This makes it possible for employees to acquire knowledge and
expertise and develops and rewards them by investing in their professional future while setting in train programmes
aimed at reskilling resources. In addition, the Group invests in retention and individual growth policies for high-potential
resources and in corporate welfare policies.
The Group has considered an internal job posting policy. In the case of a vacancy, priority is given to internal candidates
for the role, the aim being to follow a growth pathway.

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