Always keeping in mind that our activities are first and foremost aimed at our stakeholders: this is the guiding principle we have looked to in order to constantly strengthen our presence on the national and international market.
Our growth has been built day by day on the priority of satisfying the needs of all stakeholders, starting from the rights defined by national laws and applicable international standards, so much so that we have drawn up and published the Sustainability Report that transparently reports on our sustainability performance. Our path of sharing and disclosure has led us increasingly to focus on important aspects on which to direct our efforts, also in response to the needs and expectations of our stakeholders. The principles, values and strategies for sustainable development are the result of both material issues, which have emerged from the involvement of the various functions, and the results of the various forms of dialogue and discussion with stakeholders: in 2021 and 2022, no critical issues emerged from these activities.

Transparency and sharing

Having transparently shared our results with stakeholders has also meant that we have adhered more closely to international standard services: further confirmation of the decisiveness with which we meet the challenge of sustainability across the board. Climate change: the CDP rating The CDP (Carbon Disclosure Project,) is the international non-profit organisation that measures the global commitment of companies, investors and territories to combating climate change.
We have taken the questionnaires as an outline in order to more comprehensively and thoroughly measure our awareness and ability to manage risks and opportunities related to Climate Change.

The value of work, well-being and relationships

Everyone’s contribution has been and continues to be at the heart of our company’s constant growth. This is why at CROPELLI Sr.l. we place the highest value on respect for proper working practices and conditions, both in the workplace and in all areas that interact with us. For us, adopting proper working practices means not only improving the company’s performance, but also applying in practice a business ethic that is widespread throughout the organisation.

Respect and all-round protection

We have protected human resources, which are the primary asset for company development, we have shared company policies and objectives. We have involved employees to enhance their skills, promoted activities aimed at staff integration, and finally, we have verified the requirements of and compliance with the principles of ethical labour management by suppliers.

The centrality of work

To incentivise active participation in company life and to reward all those who contribute to achieving our results, we have paid an annual performance bonus. Always open to dialogue, our Human Resources department has been willing to listen to and address any problems faced by workers, seeking satisfactory solutions always respecting company ethics and confidentiality. Maternity leave, which is compulsory for all of our company’s staff, according to the regulations in force in the various countries. In any case, we have not limited ourselves to scrupulously complying with the laws but, if necessary, we have favoured any ancillary requests through the granting of holidays and leave. As a note of colour, we note that, again with a view to saving CO2 and corporate welfare, we have placed in the company, or rather, in the company flowerbed, two Paduan hens: Ciu and Fata. With this initiative we have a saving of about 2 t of Co2 that the grass cutters and blowers would have used to clean this area. In addition, our employees’ snack and fruit scraps have been consumed by them as food, and the eggs produced have been used by our employees to their great satisfaction Three NIU brand electric scooters/motorcycles have been made available to our employees, which to date have travelled 9709 km with zero emissions. This has led to an approximate cost saving of €. 30 in fuel per week and savings in car wear for employees. We acknowledge that, in the area of Corporate Welfare, insurance policies (UNIPOL) have been taken out in favour of our employees for disability with a ceiling of €. 30,000/00. Cropelli S.r.l. has initiated a process of collaboration with the main supplier of tool-cutting machines with regard to the possibility of recycling them: once their usefulness is over, they are returned to the supplier in the same plastic or cardboard box in which they arrived at the company.

Opportunities and growth for all

A key point of our policies has been our commitment to treat all people equally, regardless of their social and personal conditions, guaranteeing equal opportunities for all. This is also thanks to a set of documents that, by precisely defining roles and responsibilities, has made it easier and more effective to apply the principles of equality and parity in operational reality. Particular attention was paid to the recognition of people’s qualifications, experience and skills. This has allowed us to place each worker in the most appropriate position and to pay him or her a fair wage for the same job, without any discrimination. In order to promote and incentivise career development, we have made available tools and paths for assessing individual or collective departmental performance. Internal and external training courses have made it possible to enhance employees’ skills.

Corporate welfare and work/life balance: well-being beyond work

For us, being attentive to people’s needs means seeing them in their entirety, beyond their professional function. We believe that the well-being of our employees is based on a balanced relationship between work and private life, and for this reason we have long adopted corporate welfare and work/life balance policies that include numerous initiatives. At the company headquarters, we have made available numerous corporate welfare initiatives, differently tailored to local needs. In addition to its great successes in the engineering sector, Cropelli is very close to the world of sport, sponsoring youth associations such as the Associazione Nautica Sebina bambini(ANS). Another important collaboration in the sports world was with the Brescia water polo team. And then the green part of the company, with innovative ideas, such as the ecological gadgets; these are 100% compostable cups in which to grow seedlings and flowers from the seeds already present in the soil inside.

Smartworking and hourly flexibility

In today’s world, time is an even more precious commodity than money. For certain tasks and roles for which it is possible, at CROPELLI we have offered employees the opportunity to work remotely, guaranteeing availability during normal working hours.

Employee training

Training and opportunities for improvement are fundamental for the growth of employees: professional, but also personal. These training courses not only included health and safety issues, but also covered aspects of ethics and anti-corruption. In addition, a special focus was placed on sustainability aspects: in fact, we provided specific training to managers on the contents of the GRI Sustainability Report, and we also implemented a project dedicated to internal sustainability communication, the aim of which is to increase employee involvement as much as possible by means of informative material displayed in the infopoints of the various plants. For us, personal development does not end with training: it is a goal that we also pursue in our daily activities.

How we assess and develop people

The training interventions, designed and organised by Human Resources and aimed at increasing and strengthening the skills of internal staff, are part of a broader strategy of career consolidation and people enhancement and development. In this logic of skills enhancement and recognition, we have implemented a role mapping system designed to effectively manage career paths: vertical and horizontal progressions, internal mobility, and management of professional development trajectories. In parallel, the establishment of shared functions at company level has enabled us to eliminate barriers between different functions, facilitating knowledge sharing and continuous training. Another level of intervention, also aimed at ensuring further fairness and meritocracy, concerned the standardisation of Human Resources policies. We defined common classification systems, position weighting schemes and incentive systems, while the compensation process was made more transparent by standardising levels and job titles within the company. In the area of skills assessment and human resources development, we continued the process that, through an assessment of the knowledge of all employees, envisages enhancing or increasing potential, identifying training gaps, developing specific and individual training plans and planning dedicated career paths. The skills and performance assessment process was divided and optimised according to two complementary objectives: firstly, to assess individual training and development skills and objectives and, at the same time, to create tools specifically designed to guide and enhance the professional performance of each individual.

For social and environmental responsibility

We are aware that the fight against corruption and support for human and labour rights is a major challenge for sustainable development.

Work as a place of rights

At CROPELLI, the utmost attention to fundamental human rights stems from our values and business ethics and is reinforced by our commitment to respect the international conventions on the subject and the legislation in force in the countries where we operate, putting these rights into practice in our activities every day. There has been no form of child, forced or compulsory labour in the company, and any work requests outside normal working hours have been regulated by national and supplementary contracts in agreement with workers’ representatives and trade unions, and have provided for compensation based on overtime hours worked.

Non-discrimination

The right to equal opportunities and the condemnation of social, racial and religious discrimination, in favour of integration between individuals and cultural exchange, have been a key objective of our corporate policies.

Child labour and forced labour.

We did not allow the use of child labour. In line with our policies, our partners were also required to adhere to codes of conduct. The main suppliers of raw materials were also monitored through specific questionnaires, while all service providers (contractors) were monitored through specific declarations attesting to the company’s compliance with legislative and contractual obligations, including child labour. No cases of forced and compulsory labour have ever occurred at CROPELLI. Employees have been guaranteed working hours that are in line with and provided for by the national contract: overtime work has been regularly paid and workers have voluntarily adhered to any overtime work initiative. Working hours in the Company were determined in such a way as not to prejudice the right of each worker to enjoy daily rest periods suitable for restoring mental and physical and intellectual energy. Every worker enjoyed, without any abuse, the holiday and sick leave entitlement to which they are entitled. Again, suppliers were monitored and controlled through specific activities.