• Sustainability

OVERVIEW

RC Advisory, while considering its small size, which has always made it a strong point for the excellence and tailoring of the services offered to its customers, over the last few years has become aware of the importance of Sustainability even in small contexts, because even individual efforts contribute to the creation of an overall positive value for the community and the context in which it operates.

In addition, in order to evaluate not only the internal initiatives promoted, it has maintained continuous monitoring with respect to other competitors in order to identify possible new initiatives that can be implemented in RC Advisory.

In this context, we preferred to work internally for the actual implementation and management of the initiatives rather than immediately preparing a Sustainability Report which can therefore be drawn up in the coming years having consolidated the policies we have defined, the projects launched also becoming aware of our concrete impacts in this sense.

All the people who work and collaborate with RC Advisory are fully aware of the initiatives and our approach to Sustainability both with reference to the continuous improvement of the work environment and for the growth, well-being and full participation of our people, with insights and new ideas. In this policy we have encapsulated our approach to sustainability, which has a historical genesis in many respects in the activities and management of our Company and which we know is a strength recognized by the Clients with whom we operate historically. We are equally aware of the areas for improvement for which we are embarking on a development path with objectives and internal evaluations of progress.

For the reasons mentioned here, we have not yet reached the preparation of a Sustainability Report. However, at the request of some virtuous Customers, we have prepared an ESG assessment questionnaire prepared by Synergy for which we are subject to annual review.

POLICY

Having examined, in terms of size and structural context, the environmental impacts of our offices, in which we are rented. The issues on which we can work in collaboration with the owner and manager of our offices are the following:

  • Reduction of the environmental impacts of our offices;
  • Reduction of the use of paper and that with color prints;
  • Separate waste management;
  • Optimization of home-work mobility;
  • Efficient use of energy;
  • Policy on the use of company cars and employees in order to minimize and optimize the environmental impact.

With reference to the issues examined above, we are committed to:

  • Use, instead of normal printing paper, the “Navigator Ecological” produced using fewer natural resources;
  • Implement print release systems with the explicit consent of the user with the monitoring of users who use the printer, verifying the quality and type of printing;
  • Use containers for separate collection, such as those for: glass, plastic, paper, wet and residual waste;
  • Use coffee pods and cups made from compostable material;
  • Adopt a “plastic free” policy that provides for the abolition of the use of plastic cups and cutlery and the delivery of metal water cups to staff. In this sense, a common water dispenser has also been implemented to replace plastic bottles;
  • Resorting to the so-called “smart working” (2 days a week) also in order to reduce the number of trips to and from the workplace;
  • Organize meetings through the use of the “Microsoft Teams” platform in order to limit travel to customers and the use of personal cars as much as necessary;
  • Prefer the use of public transport or company cars for the necessary travel to and from Customers;
  • Provide for the reimbursement of the cost of the train for employees coming from outside Milan;
  • Provide, at the end of the contractual period, for the renewal of the company car fleet by replacing the existing cars with others with low environmental impact with the latest generation emission certifications;
  • Use LED bulbs, also produced from renewable sources, to optimize energy savings.

With reference to the “Social” area, we intend to enhance our approach to our employees and stakeholders through personalized behaviors and initiatives that can best express the value for the individual, avoiding discrimination against our interlocutors and not tolerating discriminatory or harassing behavior by these parties regardless of whether these may take place on the premises in which we operate or elsewhere.
In recruiting we do not place any limits or constraints based on gender, age, ethnicity, religion, orientation, social class, educational background or related to physical abilities. In these selection processes, we also rely on qualified companies that guarantee the best management standards as well as a serious and effective approach in the application of these shared principles. The demonstration of this activity is clearly visible from the composition of our reality which, over time, has seen the inclusion of foreigners or people from different areas of Italy, of varied social and professional backgrounds with a good balance between male and female employees.
Due to the nature and size of our company, we do not have an extensive network of suppliers, the main services we use include: office supplies, IT supplies for hardware and software components, IT and personnel administration services as well as cleaning and catering services.
Therefore, in light of this premise, and the outcome of the internal investigations we conducted, the “social” issues on which we can work are the following:

  • Safety at work;
  • Well-being of the people who are part of our team;
  • Salary levels;
  • Cleaning of the workplace;
  • Continuing education;
  • Sharing goals and results

With reference to these issues, we are committed to:

  • Monitor and implement the health and safety of employees and collaborators through the organization of specific training courses and the appointment of an internal contact person for their health and safety;
  • Promote a working environment open to the comparison and mutual exchange of knowledge without barriers imposed by the roles held;
  • Guarantee flexible working hours and organization through the use of so-called “smart working” up to 2 days a week;
  • Support the management of parenting and the family in general through the use of “part time” working methods;
  • Guarantee health care through the stipulation of health insurance for categories of subjects and the stipulation of accident insurance;
  • Guarantee salary levels that are appropriate for the work done and comply with the levels provided for by the relevant national collective bargaining agreements;
  • Promote a healthy and well-being-oriented work environment through the exploitation of natural light (when possible), the exchange of air in environments populated by several employees, the presence of plants and the monthly shopping carried out in compliance with the intolerances and dietary needs of each one;
  • Provide meeting places for dialogue and the exchange of ideas during breaks;
  • Promote a work-life balance that takes into account ordinary working hours and flexibility in carrying out assigned activities through the planning of the workload and constant monitoring also on the basis of the needs of employees;
  • Recognize the importance of parenthood and family by supporting employees and collaborators in defining the best solutions for work management compatibly with the commitments and problems that derive from personal family situations;
  • Promote the training of employees based on their professional inclinations to ensure better work results as well as the growth and consolidation of personal skills, both through constant support with Partners and Managers and with the use of external structures or through the creation of young and dynamic working groups to encourage the exchange of ideas and visions;
  • Organize the corporate structure into well-defined roles according to experience and competence, favoring the creation of a growth path and a clear vision of career opportunities within our reality;
  • Evaluate and measure the performance of each employee and collaborator according to objective and shared standards;
  • Invest in professional growth through collaboration with some of the most prestigious universities in the area.

On the subject of “Governance”, as mentioned above, the Company has had its own Code of Ethics for years and has also adopted its own Organization, Management and Control Model pursuant to Legislative Decree no. 231/2001.
With the Organizational Model we have also established an external reporting system to allow us to identify any situation of risk or violation of our principles on human rights, regulatory non-compliance, etc.
As part of the management of work activities, the various operations of processing, archiving and deleting information are managed according to confidentiality practices that avoid the inappropriate circulation of the same.
With reference to these issues, we are committed to:

  • Disseminate and comply with the Company’s Code of Ethics;
  • Update the Organizational Model adopted by applying it continuously;
  • To keep the channel for reporting unfair conduct and practices available to all our employees, collaborators and stakeholders in accordance with the provisions of current whistleblowing legislation;
  • To keep our employees and collaborators updated and trained on compliance with our values and on the prohibited conduct provided for by our Code of Ethics and Organizational Model;
  • Ensure that the privacy and personal data of our employees are respected.

We are certified since 2023 with the Synesgy Sustainability Rating