Diversity can drive innovation

By Staff Report May 9, 2025 6:22 pm IST

Thank you for your continued support of our Womanufacturing series, where OEM Update, in collaboration with WIMA, provides a platform for industry leaders to share their initiatives and perspectives on advancing women’s participation within their organisations

In this edition, Mr. Luca Matteucci, Managing Director of Marposs India, engages with Neelam Pathak, CEO of Social Bay & WIMA, to share his insights and reaffirm his commitment to fostering an inclusive and empowering workplace for women.

Through this insightful conversation, he highlights how cultivating an inclusive environment is key to unlocking creativity, driving excellence, and empowering women in the manufacturing sector.

Neelam: Marposs is involved in precision engineering and innovation. How does your organisation view the role of women in manufacturing? What steps have been taken to ensure the active participation of women in both technical and leadership roles within the industry?

Luca: At Marposs, diversity is a core value and a powerful driver of innovation and excellence. Different perspectives help us design more complex solutions. As a manufacturing company, we are committed to creating an inclusive environment where women can thrive and lead, evaluated on the ideas and results they bring to the table.

We promote gender inclusion at every level, whether on the shop floor or in strategic leadership roles. Regardless of the position, we provide everyone with equal growth opportunities. Speaking globally, as part of the Marposs Group, this commitment is reflected in the stability we offer to our employees. For example, 86% of the women employed at Marposs hold permanent contracts. Additionally, 80% of our female workforce is fully employed, demonstrating our dedication to providing meaningful and impactful roles beyond temporary or part-time positions “according to Marposs latest Sustainability report”….

Neelam: The numbers are encouraging. Have you implemented any specific policies, infrastructure, or support systems to help more women step into manufacturing roles? This could include safety, flexibility, mentorship, or other forms of guidance.

Luca: We have introduced several family-supportive initiatives at our global headquarters. We offer wage supplements to employees who take parental leave within the first six years of their child’s life. This helps ease the financial burden during a critical phase for families. Young kids tend to get sick, so we strive to support families with children in this age range. We offer maternity and paternity leave because we believe responsibilities should be shared; it’s not solely the woman’s role to look after the children.

From an infrastructure perspective, we prioritize workplace safety and inclusivity. All Marposs facilities are designed with ergonomic and inclusive features, and we continually update them to maintain high safety standards and support the well-being of all employees.

Neelam: STEM fields are less common career choices for many women. They often prefer the service industry or other sectors. What is Marposs doing in this regard globally or specifically in India?

Luca: We partner with local schools, colleges, and universities to support students throughout their educational journey. This allows us to engage with women while they are still in school before they have made decisions about their career paths. During these interactions, we aim to influence their decision-making process by demonstrating that there is a future in manufacturing beyond the traditional sectors.

Our collaboration focuses on raising awareness about manufacturing opportunities and inspiring career choices in technical fields. We try to showcase real-life success stories with the help of women leaders excelling in the manufacturing industry. Additionally, this approach helps bridge the gap between education and employment, particularly for young women. It shows that a viable career in manufacturing is not just a concept; it’s a reality they can be a part of.”In Marposs India, women are also increasingly representing in management positions.”

Neelam: How is Marposs upskilling its workforce, especially in the digital age, with AI emerging and the demand for technical leadership increasing? Are there specific programs in place for skill development?

Luca: Talent development is a strategic priority since we operate at a high technical level. We start with recruitment, utilizing cross-functional teams for a comprehensive onboarding and skill-building program. We are currently refreshing this approach under our new female HR head, who is restructuring our skill-building initiatives.

Our training includes language courses (such as Italian), technical training at global production centers, and a focus on soft skills, digital literacy, and leadership development. This empowers our workforce to adapt and lead confidently in an evolving industry. While some training occurs locally, we also facilitate collaboration with experts from Italy, Germany, and the US to enhance knowledge sharing.

Neelam: What initiatives has Marposs implemented globally and in India to promote gender inclusion and support women’s career growth in manufacturing?

Luca: Across Marposs operations worldwide, we are adapting effective gender inclusion practices that can be implemented in the Indian context. One of the most important factors is having inclusive hiring policies. We do not rule out women when seeking a service engineer; we appoint the right candidate, regardless of gender, age, or background, even if the role requires extensive travel or specific tasks. 

We have structured our recruitment process with gender-neutral job descriptions and diverse interview panels.

We have leadership development programs for women, offering targeted mentoring and career advancement opportunities to cultivate a pipeline of female leaders. When we identify a female employee with strong technical skills, we provide her additional responsibilities, training, and opportunities to work in Italy or other global locations.

We have also implemented flexible work models and hours and parental leave policies that support work-life balance for all genders. Our neutral approach aims to create an ecosystem that nurtures talent and promotes roles, particularly for women.

Neelam: WIMA is on a mission to empower 1,000,000 women. Some call this target ambitious, and I agree—but bold goals are necessary. What message would you like to share with young girls choosing STEM careers, especially those interested in engineering and manufacturing?

Luca: Empowering one million women is a noble mission, and we all need to work together through cultural sensitisation training and regular workshops that raise awareness about unconscious bias and promote inclusive behaviours. We also need an active support network for women and their allies that fosters a sense of belonging and inclusiveness.

Women choosing engineering or manufacturing sectors should not doubt their potential or hesitate to break traditional boundaries. Today, the industry is no longer constrained by outdated stereotypes. This industry is innovative, dynamic, and increasingly reliant on diverse perspectives. Pursue your passion with conviction.

Beyond manufacturing, I promote this message within our company, especially concerning new hiring. Women often excel at handling conflict, diffusing disputes, management and demonstrating analytical thinking. Thus, more women need to pursue the manufacturing industry, ultimately leading to them taking a decision-making role and impacting others.