The VDA Telkonet Group has achieved gender equality certification. This is an important milestone that marks the beginning of a new phase for the group, which is increasingly focused on valuing people and their uniqueness.
But what were the reasons that led the Group to seek certification? We talked to Lucia Ziliotto, the Group’s People, Organization and Culture Manager and a supporter of the initiative.
1. What was VDA Telkonet’s main motivation for embarking on the path to gender equality certification?
Our main motivation was to reinforce a commitment that we deeply believe in, both as a company and as individuals.
The certification is an opportunity to give concreteness and visibility to the path taken in 2020, which has been characterized by a profound cultural and organizational change. This path has included projects and initiatives that the Human Resources Department has promoted with determination and that we have seen emerge, grow and evolve during these first years of turnaround and change management.
For us, certification is not a final goal, but an important milestone in a continuous journey of growth and improvement.
2. What were the key steps in achieving this certification and what difficulties did you encounter along the way?
In our HR department, we have always had a deep awareness of the value of the work we do every day to develop our people. We strongly believe in the richness of diversity in all its forms: gender, cultural, linguistic, generational and beyond. Each individual is unique, and we believe that recognizing that uniqueness is a key asset for the entire organization.
One of the key steps has been the use of clear and measurable KPIs, which have enabled us to give substance to work that is often perceived as “soft” and disconnected from the business. In reality, there is a strong correlation between issues such as engagement, retention, and improvement of human capital and business results. This approach, which addresses both people development and the more analytical aspects of governance and organization, facilitated the path to certification.
The internal assessment and audit phases carried out in the first months of the year were fundamental: they allowed us to reinterpret, both qualitatively and quantitatively, the HR strategies, projects and actions developed over the last four years. This process raised awareness and facilitated their dissemination from top management to the entire organization.
Another key moment was the creation of a Diversity & Inclusion Committee, which made it possible to improve the path already taken and clearly outline future steps. On the other hand, the certification was an opportunity for discussion with the external auditor, during which we were able to share experiences, define best practices and design a concrete strategy for continuous improvement.
Despite our achievements, there are still unconscious beliefs and cultural stereotypes that permeate our society and, by extension, our organizations. This is a challenge that we must and will continue to work on.
3. How does this certification affect VDA Telkonet’s culture and employees?
It is a first step of awareness and commitment that we want to take as individuals and as an organization to put our faces to it.
4. How do you think certification on Gender Equality can improve the company’s attractiveness to future talent?
Certification allows us to clearly communicate who we are, the values we believe in, and the concrete actions that support our mission and vision, centered on valuing the Person. This helps us attract people who identify with our corporate culture and the principles that guide us.
In particular, it is a key element in attracting young talent, especially those who have in their DNA a deep concern for issues such as diversity and inclusion.
Operating in a tech sector traditionally associated with a male dominance, our goal is to foster a more inclusive balance, while also valuing the female perspective and sensibility in STEM skills. We believe this enrichment can bring innovation, creativity and real value to the company.
5. How does this certification align with VDA Telkonet’s values and mission?
This certification aligns perfectly with our core values – Enthusiasm and Passion, I care, Courage, Sustainability and Inclusiveness – which come together in a single brand message: People Centricity.
People Centricity means valuing the diversity and uniqueness of each individual, a principle that guides both our corporate culture and our approach to stakeholders.
Our value proposition is not only focused on today’s needs, but also on future generations, with the goal of making the world of hospitality more sustainable and inclusive.
6. What do you think other companies can learn from VDA Telkonet’s experience?
My personal and professional experience has taught me that there is always something to improve and learn.Our experience shows that even a relatively small company with limited resources can achieve outstanding results through commitment, passion, courage, creativity and teamwork.A key point is the enhancement of individual skills, the sharing of goals and the engagement of people, elements that can be enhanced even with limited budgets. Believing in it is what really makes the difference.
The greatest satisfaction of this course was the sincere appreciation of the certifying body, which recognized in us an authentic and profound approach to the topics covered. This was not a superficial or purely certification-related preparation, but the recognition of daily practices and work that began four years ago with energy, passion, and a clear understanding of what to do, how to do it, and where we wanted to go.
I believe that other companies can take inspiration from this: excellence is within reach if you truly believe in your values and work with dedication and vision.
7. What advice would you give to young HR professionals who want to promote similar initiatives in their companies?
The most important advice is to believe deeply in what you want to achieve and to make sure that the entire organization is aligned and rowing in the same direction. HR is a facilitator of change, but we need to be aware that change takes time and does not happen overnight.
It is also important to understand the evolutionary moment the company is going through, as every organization has its own timeframe and priorities. The key to success is to identify the right time to act and patiently build a solid and shared path.
8.Was there a particularly significant moment on this trip that you will remember?
There were several significant moments that I will always carry with me.Among them were the constructive discussions with the Executive Team and the Gender Equality Committee, where we analyzed our projects and defined the actions to be taken.Another special moment was the Summer Townhall, where we involved all HQ staff in a day dedicated to inclusivity.Through team-building activities and group awareness sessions, we strengthened the sense of belonging and the importance of the theme.
Finally, the day of the certification was particularly exciting: the compliments of the external auditor, who recognized in us an excellence that is rare in the general landscape, were a great satisfaction and an additional incentive to continue on this path.
9. What inspired you personally to support such an important project for the company?
My inspiration comes from a personal and professional experience that has deeply affected me.
As a woman, a professional, and a mother – of an autistic child, an experience that has reinforced my need to promote education and fight for inclusion in all its forms – I have been touched by the issue of gender discrimination.
I have experienced episodes that have often hijacked and changed my path, not by my own choice, but by the decisions or actions of others. From phrases such as “You can be 100 times better than the men who work here, but you can never aspire to growth in either role or salary,” to allusions in a macho environment, to evasions, manipulation, and the difficulty of reconciling the roles of mother and manager.
Unfortunately, the society we live in does not help, and the statistics continue to speak volumes. Even in my role as an HR professional, I still observe situations of discrimination, often in companies that claim to be committed to gender equality, but where there is no real female presence and voice. Very often, the problem is not even acknowledged.
This awareness and these experiences were the driving force behind my support for such an important project. My motivation is to turn these challenges into a concrete opportunity to promote a more equitable, inclusive and conscious corporate culture.
10. If you could describe the value of this initiative to you in three words, what would they be?
I chose two words because each encapsulates a whole world: Courage, which is the value I feel most strongly about, and Sustainability, which represents an inclusive and conscious commitment to the future.
11. What are your future goals for continuing to promote diversity and inclusion in the company?
The next step will be to extend this work to our international offices, addressing not only the gender gap issue, but also the broader issue of diversity and inclusion.
My goal is to create an increasingly equitable environment where we not only ensure equal opportunities for all, but also adapt tools to individual needs, valuing each person’s uniqueness.
With the same energy and passion, I will continue to promote projects and initiatives that raise awareness and spread inclusive values, inspiring our people to grow together and contribute to positive and lasting change.
12. What message would you like to send to the women and men who work at VDA Telkonet about the importance of gender equality?
To men, I would like to say that there is a need for action, even (and especially) if they think the problem does not exist. Gender equality affects us all: everyone has a responsibility, including taking action, making their voices heard and sending a message of respect and inclusion, especially when those in a weaker position do not have the same opportunity to stand up for themselves or speak out.
Very often, silence is tantamount to consent.When we witness something that discriminates, disrespects or offends, we need to start with the small actions: don’t be silent. Do not ignore.Don’t laugh or passively participate in that discrimination by pretending it doesn’t exist.We saw this together in a very meaningful exercise: there are people who, given equal ability and talent, start 10 steps behind an imaginary “starting line”.Competition is not fair, and we cannot ignore that.
Let us work together to reduce those steps of difference and create a more just, inclusive and respectful environment for all.
Change begins with each of us.
