We don’t just consider people the driving force behind our work; we recognize them as the beating heart that animates every process.
Placing people at the center of our approach means, for us, restoring concrete value to internal and external relationships and to the communities we interact with, ensuring respect for the dignity, equality, and well-being of every individual involved.
We are firmly committed to creating a work environment that fosters inclusion, where every employee feels listened to and valued, and where care and attention to personal needs are a top priority.
Welfare at CEPI is not just a set of benefits, but a key element of corporate culture, in line with ESG principles.
PEOPLE
Our approach is typical of CEPI’s, which is based on establishing partnerships with local organizations to create relationships with increased value.
Ours has always been a concrete commitment to people’s well-being, which translates into increasingly structured support tools to ensure transparency, full use, and personalized support.
Since 2016, we have been managing our welfare program in partnership with Social Welfare, a project developed by Consorzio Solidarietà Sociale, a local third sector organization. To this end, we have created a welfare help desk where our employees can access all the necessary information and specialized guidance from welfare managers.
Since 2023, the program has expanded with the establishment of Shared HR, an innovative model that integrates human resources management, psychological support, and communication strategies to strengthen the organizational climate.
A key aspect of the plan was the systematic assessment of corporate well-being, combining quantitative data—on socio-demographic composition and caregiving burdens—with a qualitative analysis of the interpersonal and communication climate. This approach allowed us to identify the most relevant needs and structure welfare into key areas: health and well-being, work-life balance, training, culture, and social interaction.
For CEPI, continuing education is a key element of the strategy, in line with the fourth of the European Union’s objectives for the period 2021-2030 dedicated to “quality education”.
We promote learning to learn, or the ability to independently manage one’s own learning, combining theoretical, practical, and behavioral skills. Our vision aims to develop a desire to learn, the ability to flexibly adapt to new challenges, and an awareness of the impact of individual choices in a complex context.
Through the Luoghi Comuni format, we organize training events that combine learning with community experience, encouraging reflection on the role of sustainability in work and life. This project draws inspiration from the spirit of solidarity that characterized CEPI during the 2023 flood, when our employees united as a family to support the company community.
With Luoghi Comuni, we want to keep this spirit alive to create new forms of collaboration and innovation.
Furthermore, the ATENA training plan, designed for the three-year period 2025-2027, triples legal requirements, offering 72 hours of training per employee. This program, developed in response to needs identified within our organization, offers a wide range of courses, from advanced technical skills to cross-disciplinary training, with a focus on health, prevention, and well-being.
LEARNING TO LEARN
In its commitment to gender equality, CEPI has undertaken a series of strategic and concrete activities, aligned with Goal 5 of the 2030 Agenda, which aim to ensure equal economic opportunities, the elimination of gender-based violence, and equal rights in social participation.
We have developed a Strategic Plan broken down into 10 key areas: career management, pay equity, parenting and work-life balance, abuse and harassment prevention, mental and physical well-being, training, business management, and communications.
The result of this process has been formalized in a Decalogue for Gender Equality, which details the principles and commitments that guide us, including concrete actions to promote an inclusive work environment where growth and development opportunities are guaranteed to all, without gender discrimination.
CEPI has also obtained certification according to the UNI PdR 125 standard, which measures, reports, and evaluates gender-related data, with the aim of filling existing gaps and integrating the principle of equality into the organization’s DNA.
PEOPLE
With a view to disseminating the positive effects of sustainability initiatives, we have undertaken initiatives to promote and disseminate a culture of sustainable development. Specifically, we have developed an initiative to engage our suppliers in promoting gender equality, a topic we consider crucial to the growth and sustainability of our business. For this reason, we have sent a communication to each partner, inviting them to join our “Gender Equality Decalogue.”
Each supplier who has chosen to join has confirmed their commitment by signing the letter of commitment, committing to promote human resource management practices that foster gender equality, to raise awareness among their staff, and to develop organizational models that reflect the values of inclusivity and equality. Each partner’s signature represents a significant step towards creating a network of companies that share the same values, thus helping to spread these principles throughout our supply chain. We believe that gender equality is not a goal that can be achieved individually, but requires the active involvement of all our partners. Only through shared commitment and collective action can we generate real and lasting change, fostering a culture that values diversity and ensures equal opportunities for all.
At CEPI, safety isn’t just prevention, it’s a true corporate culture: safety, health, and training are a daily commitment, built on over twenty years of growth and innovation.
The HSE (Health, Safety and Environment) team, made up of three dedicated figures along with twenty supervisors, oversees processes that protect 150 employees.
The highly protective approach in all three areas is implemented not only to comply with legal deadlines, but above all to implement improvements and innovations. This operating model is structured into five key phases: analysis, verification, risk assessment, corrective actions, and continuous improvement.
Innovation is at the heart of the strategy developed: the introduction of machinery such as the folding machine and self-propelled wrapping machine has significantly reduced operational risks. Furthermore, the automatic PPE dispenser and informational videos delivered via monitors are practical and innovative tools for promoting workplace safety.
In terms of well-being, counseling services and group sports activities improve employees’ mental and physical health and complement a system that puts people at the center.
Safety training, seen as an ongoing dialogue and enriched by participant feedback, goes beyond the simple transmission of knowledge. Finally, participation in HSE forums, such as the one in Rimini, confirms CEPI’s commitment to improving procedures through the exchange of ideas and solutions.
It was an honor to have participated in the latest edition of Richmond HSE forum as a speaker. The organization of Richmond Italia was impeccable from the welcome, favoring a priceless experience of sharing experiences and creating new networks.
Last 5 and 6 March our RSPP Sara Panzavolta and HSE Davide Saputo once again represented CEPI at the HSE Richmond Forum, which involves HSE and RSPP (Safety Directors and Managers) from companies throughout the country.
Today we talk to Sara Panzavolta, Head of the Safety and Prevention Service, about safety processes, CEPI’s approach and the innovations implemented in the last few months.
CORPORATE CULTURE
Since 1985, CEPI has been designing integrated solutions for industry, combining passion, innovation and sustainability.
