Besides the initiatives undertaken in the new Headquarters, are there other specific areas that need tackling? Recruitment, training, remuneration policies?
First of all, we have recently implemented a new recruitment policy based on equal opportunities, to ensure that the candidates selected reflect specific requirements set forth by our diversity approach. An area on which we want to focus is gender equality: today about 30% of our workforce is female, but due to company-specific historical reasons only 10% of managerial positions are held by women. The goal is to increase this proportion. In addition, there are ethnic and cultural differences which — although less felt in Italy compared to other places such as the USA — are paramount for a company like ours with operations in 50 different countries. For us, having an open approach towards diversity and inclusion is a business necessity because our customers, our competitors and our shareholders come from multi-ethnic and multicultural backgrounds. Besides having a Remuneration, Appointments and Sustainability Committee within the Board of Directors, we have also established a Sustainability Steering Committee and a Diversity and Inclusion Committee led by a Group Inclusion Manager. Moreover, we have put in place specific policies on integrity and whistleblowing, and training programmes for management and technical positions. Lastly, with a view to achieving greater employee engagement, several years ago we started a long-term stock ownership plan: 10,000 of our Group's employees are also Prysmian shareholders. Managers and employees own about 4% of share capital, and the managers’ variable remuneration is share-based. In this way, everybody takes greater interest in long-term company performance. Moreover, it should be recalled that we are partners with many clients from the renewable energy sector, which is showing a growing trend.