DLP for Sustainability

Responsibility and reliability, for an increasingly sustainable future.

Sustainability ESG

Our commitment
for Sustainability-ESG


One of the major challenges our economic system needs to address is sustainability.

The adoption of sustainability strategies is becoming a necessity and is dictating the business model of many entities. 

In recent years, we have witnessed an exponential growth in attention to “sustainable finance” or “ethical finance” in Italy, which is identified, as is known, by the acronym ESG, i.e., environment, social and corporate governance.

The increased attention is not only explained by the intervention of the legislator, which, under Legislative Decree. 254/2016 implemented EU Directive 95/2014 on the disclosure of non-financial information and diversity information by certain large companies and groups but is also due to a general and growing attention that economic operators are showing towards sustainability issues. These latter aspects should clearly be – and increasingly are – taken as a reference, not only by the larger companies, which fall under the obligation of law, but also by all companies (now also small- and medium-sized enterprises) that intend to compete and stand out on a national and international level.

Human resources play a key role in supporting the sustainability strategy of companies, actively participating in the development of objectives for the achievement of sustainable performance by said companies. In these terms, we now speak of Strategic or Sustainable HRM with the function of creating or strengthening motivation and skills necessary to achieve the social and environmental results established. 

As regards the “Social” sphere of ESGs, the objectives and strategies at the centre of Sustainable HRM’s attention are equity, development and the psychological and other well-being of the individual. In other words, meeting the personal and professional needs and expectations of employees.

The Human Resources Department (“HR“) has many tools at its disposal to achieve these objectives. These include training, staff performance assessment, the remuneration system and the conscious involvement of staff in the company’s activities and in achieving its objectives. In a “sustainable” company that considers ESG factors, its guiding principles will certainly lead to a limited number of lawsuits with its employees. 

The strong trend of companies towards the social sphere has also emerged strongly amongst the projects nominated for the first edition of the Excellence & Innovation HR Award, promoted by our firm in order to select the best operation or practice in the world of employment and human resources management in Italy. 

When examining the large number of candidate projects, it has become clear how much companies now invest in sustainability, understood as the promotion of social cohesion, of systems aimed at preventing, rather than resolving, conflicts and at pursuing the development and well-being of the individual. But what sustainable companies paradoxically report after having implemented projects aimed at focusing on their employees is that a sustainable work environment encourages people to “outperform” and to implement energies that can make a difference in terms of talent competitiveness and attraction, as well as maintain a high level of involvement (i.e., engagement). 

In this context, the role of the labour lawyer also evolves from “litigator” to “business partner” of the company which, through its coordination with HR, in agreement with the Sustainability managers, collaborates in a synergistic relationship aimed at preventing any possible business problems with workers, being understood as one of the main categories of stakeholders.

De Luca & Partners, with its multidisciplinary team, also supports its own clients during the phase involving the design and implementation of:

  • a welfare plan adapted to their specific needs and requirements and in the phase following its approval. A welfare plan, if well structured, allows a company (be it small, medium or large) to increase its productivity and the engagement of its employees therein. Through welfare plans, employees can be granted supplementary remuneration elements to the so-called “economic” remuneration, which consist of goods or services subject to advantageous remuneration and taxation schemes, both for the employer and for the employee;
  • remote working policies that guarantee (i) better well-being of employees, (ii) the possibility for them to achieve a better work-life balance and (iii) greater sustainability for the environment, in terms of reduced traffic and pollution, given the lower number of trips to the workplace;
  • an Organisation, Management and Control Model pursuant to Italian Legislative Decree no. 231/2001 the “OMC“), with the relevant code of ethics which is an integral and essential part thereof. The OMC merely describes the “governance model” of a company and the Code of Ethics takes on the value of a true charter of values of said company, with the aim of guiding the action of anyone involved in its organisation and operation.

De Luca & Partners also supports companies in defining remuneration systems structured according to principles of equity, equal opportunities and meritocracy, which are also sustainable.


Sustainability has also become part of DLP.

De Luca & Partners has always believed in sharing long-term values and, with an ecologically-sustainable project, is committed to raising awareness amongst employees and partners towards environmental issues and to maintaining a sustainable Firm.

Specifically, De Luca & Partners has chosen to adopt responsible ecological behaviour within its working environment, thus improving, not only environmental conditions, but also increasing productivity, reducing waste and expenses.

De Luca & Partners therefore promotes a series of measures so that the entire team can adopt a sound policy of environmental sustainability:

  • waste separating
  • reduction in paper consumption through the online invoice archive
  • use of recycled paper for printers
  • energy saving, thanks to the use of LED lamps
  • responsible consumption of heating and air conditioning levels
  • use of natural water dispensers
  • use of high-efficiency hydraulic systems
  • network of suppliers with EU Ecolabel-certified products
  • systems located in strategic positions
  • promoting the use of public transport and walking.

In addition, The Firm’s Sustainability is based on:

  • diversity. De Luca & Partners pays particular attention to ensuring that the religious faith, sexual orientation and ethnic origins of its employees and partners are fully respected;
  • equal opportunities. De Luca & Partners has always created the necessary conditions for the development of women in the workplace.
    Women now account for more than 60% of the firm’s professionals. All have the same career possibilities and remuneration is target- and merit-based, in order to promote a richer and more stimulating working environment every day.
  • Work-life balance. De Luca & Partners is attentive to the well-being of its employees and partners, offering the possibility of flexible working and also offering specific solutions for women who combine work with motherhood;
  • Social support. De Luca & Partners participates in solidarity and charity initiatives and, every year, supports the N.P.H. Saint Damien Children’s Hospital in Haiti and the children affected by the earthquake in Central Italy through the Francesca Rava Foundation and the AIL – Italian Association against Leukaemia, Lymphoma and Myeloma Non-Profit Organisation. In addition, De Luca & Partners is a Partner of RoadJob (a network that promotes a new relationship between business and the territory and the social fabric). 

De Luca & Partners has also adopted a Code of Ethics (the “Code“) that sets out the values and principles that have always inspired its identity and conduct. The Code applies to the partners, collaborators, employees, clients and suppliers of the Firm and integrates the rules of law and the rules dictated by the professional codes of conduct in force.

Anyone wishing to view it can so request it by email at the following email address: info@delucapartners.it