Diversity, Equity and Inclusion
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Policy
OVS Spa has adopted a D,E&I (Diversity, Equity, and Inclusion) policy that guides the company's actions and procedures within the areas of interest. The policy outlines the general principles that guide the company's activities with a view to protecting and enhancing diversity; these principles are articulated in areas of intervention and application methods. -
Committee
The Committee is responsible for ensuring that the actions of the Plan are effectively implemented and guides its application by periodically reviewing its KPIs. It is composed of 8 members, with representatives from headquarters and sales, men and women, managers and non-managers, to ensure balance.
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Strategic Plan
The plan explains how the company can achieve its inclusion objectives, guides the Committee's work, and ensures KPI monitoring. Six impact areas have been identified (Culture, Community, Remuneration Equity, Governance, Parenthood/Work-Life Balance, HR Processes), which include measurable objectives with related actions to be implemented in the medium and long term.
THE VALUE OF REMUNERATION
We unreservedly acknowledge the worth of daily work through various elements, including the recognition of fair pay and welfare and health plans both as a value and as income support for inclusive economic growth.
The company’s gender-pay gap, although limited, is the result of a national cultural context that has undergone substantial changes over the years.
Since 1972 OVS has included in its corporate policies numerous initiatives aimed at enhancing the value placed on people and over the years these have made it possible to gradually eliminate pay differences.
In particular for office roles, there is currently no significant gender pay difference. For store roles, the differences are gradually being eliminated, while for operational roles the Italian national collective contract (CCNL) sets the salary parameters.
For further details on the pay gap, please refer to the 2025 Sustainability Report (S1-15) and previous Report.
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Ratio annual average salary women/men - OVS Spa HQ
Role 2025 2024 Top management - 1 % 2 % Management 3% 6 % Middle management 1% 1 % Employees - 1° level 6 % 7 % Employees - 2° level 2 % 2 % Employees - 3° level - 3 % - 2 % Employees - 4° level - 1 % 0 % Employees - 5° level - 1 % 0 % For further details on the pay gap, please refer to the 2025 Sustainability Report (S1-15).
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Ratio annual average salary women/men - OVS Spa Stores
Role 2025 2024 Store manager - less than 5 years of seniority 0% - 1% Store manager - between 5 and 10 years of seniority 4% 4% Store manager - more than 5 years of seniority 15% 15% Other stores roles 3% 3% For further details on the pay gap, please refer to the 2025 Sustainability Report (S1-15).
CONTRACTS & CONDITIONS OF EMPLOYMENT
OVS adopts the national collective contract for organised modern distribution (“CCNL DMO”) signed by the trade association, Federdistribuzione, with the main trade unions, which is available here.
OVS has also signed supplementary healthcare and complementary company-level agreements (“CIA”) aimed at strengthening its employees’ exercise of their trade union rights and improving their working conditions.
Since 2022 OVS has applied new working hours in its stores with the aim of improving employees’ work-life balance given the broad work schedules available.
Through the relevant collective contract (CCNL DMO), each employee has the option of joining a sectoral pension fund, which, if activated by paying in severance pay (“TFR”), provides for the company to supplement part of the employee's contribution with an additional percentage at its own expense.
OUR CONTRIBUTION TO THE SDGS
Decent work and economic growth
We invest in human capital with training courses aimed at developing skills in an evolving profession, including on digitisation issues.
We believe that the organisation of work in stores should take into account not only purely organisational aspects but also income support policies by structuring our stores with mainly full-time contracts, unlike many other retail companies.
We operate transparent evaluation and pay policies with the aim of rewarding merit and personal commitment. We have public shareholding programmes for managers, including middle management.
We involve suppliers in a process of shared growth by pursuing sustainability goals together.
Gender equality
We leave no room for any discrimination and offer equal employment opportunities without distinction based on ethnicity, religion, opinion, nationality, gender, physical condition, age, and social status. We condemn all forms of violence and do not condone any gender related pay gaps for equal roles, titles and seniority.
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