A number of initiatives are taking place in various parts of the organisation to ensure an inclusive and engaging work environment. The initiatives are implemented globally and locally, according to our five main areas of action.
1. Gender Equity
Gender equity is a strategic priority for Iveco Group and is embedded in our business and sustainability goals, especially for a company operating in the industrial sector. We work to promote an environment in which women and men have equitable access to development opportunities, recognition and professional growth, always based on merit, competence and performance.
We are committed to maintain gender pay equity across the organisation, a goal already certified by an independent third party through the EDGE certification, a leading global standard for Diversity, Equity & Inclusion launched at the World Economic Forum and designed to help organisations create optimal workplaces.
Furthermore, we have set clear and measurable commitments. As of 2025, women represent 28.1% of office positions, reflecting steady progress toward the 30% target set for 2028 and highlighting the effectiveness of ongoing inclusion initiatives.
Globally in 2025, women represent 20.5% of the Iveco Group workforce, while 25.5% of whom hold management positions are held by women.
2. Ability Inclusion
The inclusion of people with disabilities is a fundamental element in creating a fair, accessible and innovative work environment. We seek to remove barriers that may limit full participation in the workplace. These barriers can take different forms — physical, communicational, technological, organisational or cultural — and are not always visible. Our commitment is to continuously identify them and act so that everyone can perform their work with autonomy, dignity and safety.
In 2025, we carried out an assessment to monitor the employment of people with disabilities in 21 countries where legislation requires minimum employment thresholds, covering 93.5% of the Group employees worldwide. The assessment showed that people with disabilities account for 3.6% of the global employee headcount. This data guides our decisions and reinforces the importance of going beyond legal compliance to foster increasingly accessible and inclusive environments.
We are present in 155 countries, which means that our organisation is, by nature, shaped by diversity.
3. Affective Orientation & Gender Identity
We promote a work environment in which everyone can express who they are with respect, safety and dignity.
This commitment is reflected in everyday practices, such as the conscious use of inclusive language, the prevention of stereotypes and biases — whether conscious or unconscious — and the creation of spaces for dialogue and continuous learning. Our focus is to build a culture in which each individual feels respected in their uniqueness.
4. Social & Cultural Diversity
We are present in 155 countries, which means that our organisation is, by nature, shaped by diversity.
This diversity is reflected in our people and in the way we think, work and interact. Different perspectives broaden our outlook, strengthen decision-making and enable us to better understand local realities, serve diverse markets and develop more effective and sustainable solutions.
We strive to build an environment in which cultures and backgrounds are valued, fostering mutual respect and continuous exchange of experiences. By promoting inclusion, we create the conditions for everyone to feel a sense of belonging, respect and encouragement to contribute their best — driving innovation and collective performance at Iveco Group.
5. Intergenerational Relations
Diversity of experience is one of our greatest strengths. With four generations working together, Iveco Group brings together accumulated knowledge, strategic insight and fresh perspectives, creating a dynamic environment where innovation can thrive continuously.
Age diversity expands the ways we think, work and address challenges. Different generations contribute complementary viewpoints, skills and experiences, which are enriched through collaboration and exchange. By encouraging intergenerational dialogue, we seek to reduce stereotypes and biases related to age, balancing aspects such as work styles, technology adoption and career expectations.
This inclusive environment, grounded in respect and active listening, strengthens mutual learning, supports more informed decision-making and helps us evolve as an organisation — moving forward together with consistency, innovation and a long-term vision.