POLITICA PER LA QUALITA’
T&C è un’organizzazione che opera nel settore della formazione dell’adulto in particolare nell’ambito medico scientifico e ha definito come punti fondamentali della sua politica:
Etica dell’organizzazione
- definizione delle politiche, delle responsabilità, delle funzioni e dei comportamenti organizzativi coerenti con lo scopo e il campo di applicazione;
- organizzazione delle attività nel rispetto delle aspettative dei discenti;
- promozione della consapevolezza del personale collaboratore circa il ruolo ricoperto all’interno del sistema gestione per la qualità.
Qualità delle prestazioni e verifica dei risultati
- massima attenzione alla definizione e al monitoraggio della qualità dei servizi offerti;
- gestione di processi di miglioramento continuo della qualità;
- adeguato sistema informativo per la valutazione dei servizi offerti .
Integrazione e flessibilità dei servizi
- integrazione e coordinamento tra le diverse professionalità garantendo la continuità dei servizi e l’adeguamento degli strumenti organizzativi e gestionali alla evoluzione della domanda e dell’offerta formativa;
- apertura alla gestione di nuovi servizi legati alla formazione dall’organizzazione alla consulenza
Efficienza e responsabilità
- riduzione degli sprechi e delle inefficienze organizzative e gestionali;
- assegnazione di autonomia e responsabilità ai Project Manager nell’utilizzo delle risorse loro attribuite, in funzione dei risultati.
Sviluppo professionale
- promozione ad ogni livello funzionale, di opportunità di qualificazione e di sviluppo professionale,
- identificazione e promozione delle potenzialità e delle abilità di ciascuno all’interno dell’organizzazione.
Per aderire a questi punti l’Assemblea dei Soci ritiene necessaria e vantaggiosa la conduzione aziendale secondo principi di qualità, intesa principalmente come razionalizzazione di flussi informativi e processi organizzativi interni.
Per raggiungere tale obiettivo è stato progettato e realizzato un Sistema di gestione e di valutazione della qualità con l’intento di attivare il processo di miglioramento continuo dei servizi e dell’organizzazione basato su un approccio di gestione del rischio in linea con i principi definiti dalla norma UNI EN ISO 9001:2015.
L’Assemblea dei Soci intende porre attenzione alle tre facce della qualità rilevanti:
- area della qualità gestionale ed organizzativa: il cui governo è assicurato da un sistema strutturato che opera secondo regole condivise ed assicura un monitoraggio adeguato sui propri processi
- area della qualità professionale: il cui governo è assicurato da un monitoraggio attento delle prestazioni dei professionisti che operano nell’organizzazione e degli esiti ottenuti nei progetti
- area della qualità percepita: il cui governo è assicurato da monitoraggi costanti avviati nei confronti di tutte le parti interessate.
Il sistema di monitoraggio definito è basato sul principio del P-D-C-A (Plan, Do, Check, Act) e pertanto i risultati ottenuti dalle misurazioni generano azioni di miglioramento volte a favorire nel tempo l’accrescimento della soddisfazione.
GENDER EQUALITY PLAN
Introduction
The Gender Equality Plan (GEP) of T&C srl is the planning and programmatic document that aims to enhance the full participation of all people in the life of the Company, promoting the culture of respect, the fight against gender discrimination and the promotion of effective gender equality through a series of internally coherent actions and pursued over the three-year period 2022-2024. The drafting process of the GEP started from a listening phase aimed at gathering the suggestions of internal and external stakeholders.
The GEP of T&C srl was formulated with the aim of giving continuity and consistency to the gender equality policies already undertaken by our Company.
T&C srl has a BdG, regularly published on the institutional website. Particular attention is also paid to the issue of combating all forms of violence and harassment related to gender, sexual orientation and gender identity.
T&C srl recognizing that many obstacles still separate us from gender equality, identifies in the GEP the tool to make the Company not only freer from prejudices and stereotypes and more aware of the problems of the gender gap, but also capable of placing the value of the person at the center and facilitating the optimal expression of one’s abilities, thus contributing to the improvement of performance.
As stated in the EC Guidance: “gender equality benefits research and innovation (R&I) by improving the quality and relevance of R&I, attracting and retaining more talent, and ensuring that everyone can maximize their potential”, for these reasons, objectives and actions have been defined aimed at breaking down the obstacles that still separate us from gender equality and the enhancement of diversity and to encourage the growth of the culture of respect.
These are priorities to be pursued in a systemic, systematic, coherent and continuous way.
Key areas, objectives and actions
Structured into three work areas, the GEP includes a set of 6 objectives and 9 strategic actions, the implementation of which will be monitored through the systematic use of indicators.
The Gender Equality Plan aims to achieve 6 objectives in the three-year period 2022-2024 through the implementation of 11 strategic actions divided into 3 areas of intervention. However, it should be specified that the tools identified in the GEP were designed to integrate measures that have already existed for some time that the Company has identified and launched to pursue correct gender policies internally.
The GEP is therefore a tool designed to promote cultural change, with the desire to build an open and inclusive learning, research and work environment, in which fair treatment and absence of discrimination are perceived, and which transmits to the community a sense of belonging, sharing of objectives and opportunities for growth.
An instrument to which such importance is attributed must necessarily be inserted within the overall strategy of the company’s planning.
With the first work area, T&C srl aims to facilitate the achievement of an adequate balance between private and working life, acting on the culture of the organization and on the fight against stereotypes. It is therefore a question of offering a contribution to foster correct gender sensitivity in the culture of the organisation, also to facilitate the construction of an inclusive work environment, based on sharing and good coexistence.
We therefore propose to encourage the promotion of an organizational culture based on respect and enhancement of differences and support for the reconciliation of the working and parenting dimension, the construction of an inclusive work environment.
To this end, five different actions will be implemented: 1. systematic processing of data in a disaggregated form by gender and/or gender sensitive 2. creation of a section of the website dedicated to gender issues 3. realization of an annual conference on the theme of Gender Equality 4. preparation of internal regulations on smart working and teleworking 5. administration and analysis of a new questionnaire on organizational well-being.
The second work area aims to promote the integration of the gender dimension in research and training. T&C srl pursues two different objectives: that of achieving equal access to working groups and that of enhancing gender issues in training courses. The actions through which these objectives will be pursued are the following: 1. Encouragement of gender-balanced working groups 2. inclusion of gender issues in every form and training content.
The third and final area of work aims at contrasting gender-based violence and moral and sexual harassment. It has two objectives: the prevention of harassment and gender-based violence and the assessment of stereotypes or attitudes underlying harassment and gender-based violence.
These objectives will be pursued through the actions listed below: 1. diffusion of ways of reporting to the anti-violence center; 2. timetable management to avoid evening hours on risky routes 3. organization of an annual conference against harassment and gender-based violence; 4. design and administration of gender discrimination surveys.
Key areas
Work-life balance
- Desidered Outcomes
Promotion of an organisational culture based on respect for and appreciation of differences
Actions
1.1 processing of data in a disaggregated form by gender and/or gender sensitive
Indicators and target: Availability of complete and up-to-date gender-disaggregated data for processing purposes in 2024
1.2 creation of a section of the website dedicated to gender issues
Indicators and target: active section by 2023
1.3 realization of an annual conference on the theme of Gender Equality
Indicators and target: conference scheduled by September 2023
- Desidered Outcomes
Support for reconciling work and parenting and building an inclusive work environment
Actions
2.1 preparation of internal regulations on smart working and teleworking
Indicators and target: regulations defined by September 2023
- administration and analysis of a questionnaire on organizational well-being
Indicators and target: questionnaire administered annually since December 2023
Key areas
Integration of the gender dimension in activities and training
- Desidered Outcomes
Promote equal access to activities
Actions
3.1 encouraging gender-balanced working groups
Indicators and target: evaluation of the composition of each working group
- Desidered Outcomes
Enhance gender issues in training courses
Actions
4.1 inclusion of gender issues in every form and training content
Indicators and target: evaluation of training contents that can accommodate gender themes
Key areas
Fight against gender-based violence and moral and sexual harassment
- Desidered Outcomes
Prevention of harassment and gender-based violence
Actions
5.1 diffusion of ways of reporting to the anti-violence centre
Indicators and target: dissemination of leaflets available to employees and collaborators
5.2 timetable management to avoid hours and routes at risk
Indicators and target: risk map connected to routes and timetables
- Desidered Outcomes
Evaluation of the stereotypes or attitudes underlying harassment and gender-based violence
Actions
6.1 organization of an annual conference against harassment and gender-based violence
Indicators and target: conference scheduled by September 2023
6.2 design and administration of gender discrimination surveys
Indicators and target: questionnaire administered annually since December 2023
The detailed illustration of these measures should not be interpreted as a collection of unrelated interventions belonging to different themes, but rather as an accurate description of the pieces of a mosaic that come together in the direction of a complete picture, consistent with the Company’s strategic objectives.