A bilateral and equal company system that promotes initiatives and operations for offering female workers more favourable working conditions

The activities proposed by the Equal Opportunities Committee (Comitato Pari Opportunità - CPO) aim at intervening on the work organisation and on culture to:

  • overcome work organisation and distribution conditions that create differences between men and women during professional training, access to jobs, in the working life and career progress;
  • promote the insertion of women into activities, professional sectors and levels where they are under-represented;
  • favour work/family conciliation even by organising work differently.

Today, CPO has:

  • 1 National CPO at Group level;
  • 15 Territorial CPOs, always Groups - CPO Liguria, CPO Piedmont / Aosta Valley, CPO Lombardy, CPO Veneto, CPO Verona / Trentino Alto Adige, CPO Friuli Venezia Giulia, CPO Emilia Romagna, CPO Tuscany, CPO Marche / Umbria / Abruzzo, CPO Lazio, CPO Campania / Molise, CPO Apulia / Basilicata, CPO Calabria, CPO Sicily, CPO Sardinia.

There is a CPO representative for every Union Organisation that has signed the CBA (Collective Bargaining Agreement) of Railway Activities, and a corresponding number of components designated by the FS Group Companies.

The President of the national CPO is Francesca Ciuffini, who was elected in October 2017.


The Collective Bargaining Agreement (CBA) was collectively placed in the national and Community context for the first time in 1987; the aim was to solidly and effectively protect and improve the work of women, increase their occupation, guaranteeing access to all professions and removing every source of discrimination.

The 1990/94 Contract was, as a result, a true and very innovative turning point for having acknowledged the indications of law no. 125/91. 

For the first time in national bargaining history,  a law became a reference point for defining work and human resources in a company.

On the basis of article 12 of the CBA – compliant with what is indicated in EEC recommendation 635/84 and law no. 903/97, and in addition to the legal dispositions on man-woman equality -  authorisation was given to create specific bilateral, equal, national and behavioural observance Committees.

Increasingly more attention was dedicated to the problem over the years, leading to the Equal Opportunities Committee becoming an integral part of the 1994/95 CBA regulations. 

The contract gave an explicit and detailed definition of the composition, role, function and structure of the Committees and also of the conformity to standards, in terms of company structure user space, for carrying out the relative operations.

The CBA also established that any projects elaborated by the Committees would be discussed at the negotiation table if not accepted.

As the Company considered the professional recognition and development of workers to be strategic, special care was dedicated to female training in the 1996/99 Contract, which acknowledged all the standards on equal opportunities in addition to what had already been specified in previous Contracts.

The Contract indicated that there should be specific courses for female staff, and that the presence of women in the test and selection committees, and also among the course teachers, must be guaranteed.