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  "documentTitle": "rapporto di sostenibilita ey italia eng",
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  "notes": "Includes specific FY21 and FY22 promotion data and gender pay gap metrics.",
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      "text": "EY monitors constantly and globally the Gender Pay Gap. In the EY Italia network, the Gender Pay Gap in FY22, calculated as the ratio between the median male salary and the median female salary, including both base pay and bonus, is 1.09%, exceeding our FY22 target to remain below 5%.",
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      "text": "Total number of promotions to higher ranks in the EY Italia network\nFY21 promotions: 940 (43% women, 57% men)\nFY22 promotions: 609 (52% women, 48% men)",
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      "text": "In the EY Italia network, the Gender Pay Gap in FY22, calculated as the ratio between the median male salary and the median female salary, including both base pay and bonus, is 1.09%, exceeding our FY22 target to remain below 5%.",
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      "text": "Gender Pay Gap: 1.09%",
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      "text": "Gender inequality continues to be a key challenge for the entire community globally. Making gender equality and the empowerment of women and girls a reality is a key contribution to progress, the achievement of the full development of human potential and sustainable development. In line with the goals of the 2030 agenda, at EY we aim to bridge the gap between men and women by offering equal opportunities.",
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      "text": "Our clients look at the results and the recognition we get from the market, the result of concrete evidence of the value we bring through professionalism. The same criterion is used in measuring performance and in deciding the growth paths of our people: we use feedback to obtain feedback on the professionalism of our people, on the measurable impacts and on the value they bring.",
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      "text": "The culture and values promoted in EY ensure that equal opportunities are offered to all professionals, regardless of gender and more generally regardless of any \"diversity\", in order to eliminate the gaps due to personal characteristics and guarantee opportunities based on the merit and competence of the individual person. At EY, salary guidelines are determined regardless of the person's gender and therefore no gender gap situations should be created. In any case, the Gender Pay Gap is constantly monitored so as to be able to intervene where there is evidence of an actual different treatment due to gender.",
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      "text": "The topic of internal career opportunities is also constantly monitored. At the global level, specific KPIs are prepared in terms of equal opportunities for promotion in the individual divisions. Furthermore, EY already has policies aimed at protecting pregnant women and/or women who become mothers. Already today there are specific programmes, such as #SheBelongs, to encourage the inclusion of women especially in sectors characterised by a strong male component.",
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      "text": "EY supports the professional growth of its resources, offering growth opportunities based on merit and objectives achieved and constantly monitoring employee salaries so that there is no gender pay gap",
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      "text": "Career development and the gender pay gap",
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