We have introduced a new parental leave policy to promote a fair redistribution of family responsibilities, ensuring equal opportunities for both biological and intentional parents.
10 additional days of paternity leave, 22 days for biological or intentional parents, 80% remote work, and mentoring programmes for everyone.
Our journey in DE&I continues with the launch of a new “parental policy” centred on the well-being of newborns. The aim is to promote a fairer redistribution of family responsibilities in the care of a child, ensuring equal opportunities for biological and intentional parents, regardless of gender, marital status, or sexual orientation. Under this policy, employees can benefit from:
1. 22 days of paternity leave (10 additional days on top of the legal requirement);
2. 22 days of leave for intentional or de facto parents, ensuring that the duration of leave is the same for all parents.
In both cases, the leave can be taken within the child’s first year of life, either continuously or intermittently, with full pay (100% of the salary).
3. Up to 80% remote work for all new parents until their child turns 3 years old;
4. A dedicated mentoring programme for all new mothers and fathers to support their return to work, helping them navigate this new life phase and leverage the skills developed through parenthood in their professional growth.
“This parental policy represents an important step forward in our DE&I efforts, addressing multiple levels,” explains Gianluca di Gioia, Human Resources Director at Birra Peroni. “First and foremost, we want every newborn to have the opportunity to spend as much time as possible with both parents. At the same time, we aim to help new parents balance family responsibilities following the arrival of a child, ensuring they have adequate time for themselves and their family.
This policy aims to challenge the stereotype that places the majority of caregiving responsibilities on biological mothers—a notion that continues to impact women’s personal lives and professional careers. It also helps address the societal discouragement men often face when taking on a full role as fathers. Moreover, we felt it was crucial to offer equal opportunities to intentional parents, as true inclusion requires equity, and we will continue to work in this direction.”
Our new parental policy complements a range of DE&I initiatives we are implementing with the support of expert partners such as Valore D and Parks – Liberi e Uguali, alongside BEpowER, our Employee Resource Group dedicated to fostering women’s professional growth within the company. For example, we have engaged 100% of our people managers in training to overcome unconscious biases, aiming to build increasingly inclusive teams. Recently, in collaboration with Elis, we launched STEMtoBEer, an initiative to tackle gender stereotypes in STEM careers by providing internships exclusively for women. This project strengthens our commitment to female empowerment and aligns with our broader strategy to achieve 50% female representation in leadership teams by 2030.
