Contents
- Introduction
- Renewal of the company supplementary agreement
- The FEELOSOPHY programme
- Parenthood and inclusion: two fundamental aspects of people management
- Corporate social responsibility (CSR)
- Awards and certifications
1. Introduction
At Automobili Lamborghini, people represent a central and strategic asset. Every decision is guided by the desire to enhance human capital, placing people’s well-being as an essential element in achieving the company’s objectives. The significant growth recorded in recent years has also been reflected in a substantial increase in the workforce: in just five years, the company has grown from approximately 1,800 employees to over 3,000 in 2025. This evolution confirms that people’s contribution is decisive to the company’s development path and that their satisfaction is a key factor in creating long-term value.
Within this context, Automobili Lamborghini continuously develops welfare and well-being policies aimed at fostering an inclusive and stimulating working environment, promoting a sustainable balance between professional and personal life and creating conditions that enable people to fully express their potential.
2. Renewal of the company supplementary agreement
A concrete example of this vision is represented by the renewal of the company supplementary agreement, signed at the beginning of 2024. The agreement is based on a reorganisation of working hours and is the result of a structured and shared dialogue between the company and trade union organisations, leading to the introduction of solutions that were widely approved by the workforce.
The aim of the agreement is to harmonise people’s well-being – recognised as a fundamental driver of Automobili Lamborghini’s success – with the safeguarding of productivity and economic potential. In production areas, a differentiated shift pattern has been introduced by business area which, through alternating four- and five-day working weeks, allows two-shift departments to benefit from one Friday off every two weeks and three-shift departments from two Fridays off every three weeks.
The supplementary agreement also introduces specific measures to safeguard diversity and inclusion, strengthen protections for outsourced workers and provide an overall improvement in individual rights. Particular attention is given to supporting parenthood through tools that promote work–life balance. These include a company-funded financial top-up for optional maternity and paternity leave, guaranteeing minimum pay between 70% and 80% of normal salary, further increased to 100% in cases of single parenthood or leave requested for children with disabilities.
Finally, the agreement provides for a plan of 500 permanent hires over the four-year period 2023–2026, in addition to the more than 1,000 new recruits hired over the past ten years, supporting the company’s industrial and organisational development.
3. The FEELOSOPHY programme
In 2021, Automobili Lamborghini launched the well-being programme FEELOSOPHY, the corporate well-being programme that expresses the company’s holistic vision of caring for people. The name combines the English words ‘feel’ and ‘philosophy’ and represents the natural evolution of a multi-year journey of initiatives dedicated to employee well-being, with the aim of combining performance and humanity, innovation and people-centric policies.
FEELOSOPHY places people at the centre and is built on three interconnected pillars – Body, Mind and Purpose – interpreting well-being not as a set of individual benefits but as an integral part of human sustainability and the experience of working at Automobili Lamborghini. The Body pillar includes initiatives dedicated to physical health and prevention, such as fitness programmes, medical screenings, mindful nutrition and sleep coaching pathways. Mind focuses on psychological well-being, through support activities, mindfulness and tools for managing emotions. Purpose strengthens the connection between people and the company’s mission, enhancing values, strategy and the company’s positive impact on the environment and the community.
The programme also promotes the creation of internal communities, and spaces for discussion and sharing that reinforce cohesion, a sense of belonging and team spirit, contributing to the consolidation of an inclusive corporate culture oriented towards continuous improvement.
Lamborghini FEELOSOPHY is not a static programme but an evolving journey that is constantly enriched by employee feedback. In 2025, the programme was further enhanced precisely on the basis of this participatory contribution, with Lamborghini employees actively involved in identifying new opportunities for continuous improvement.
4. Parenthood and inclusion: two fundamental aspects of people management
At Automobili Lamborghini, parenthood has always been a central consideration, and the company works daily to ensure that mothers and fathers have equal rights in terms of support and access to leave. Currently, there are 729 parents with children aged between 0 and 12 (588 men and 141 women). In this context, the Sant’Agata Bolognese headquarters provides various parenthood support services, including a specific measure aimed at encouraging the use of optional paternity leave, with enhanced protection for particularly vulnerable situations linked to single parenthood or children with disabilities. Over time, initiatives dedicated to parents have been developed, such as the “Dad Coaching” and “Mum Coaching” programmes, designed to support new parents through dedicated training sessions.
At the same time, the company continues to invest in training programmes that support people in a process of cultural and relational growth. The objective is to provide practical tools to foster more attentive and inclusive behaviours, capable of recognising and overcoming potentially discriminatory dynamics and promoting healthier and more constructive professional relationships. To this end, both mandatory and voluntary e-learning modules are available, dedicated to key topics such as diversity, inclusion, equal opportunities and inclusive language.
Automobili Lamborghini’s commitment to inclusion also extends beyond company boundaries, through collaborations with local organisations and community-focused initiatives. The Sant’Agata Bolognese headquarters is among the founding companies of the Capo D Network – Community of Companies for Equal Opportunities, a network of Bologna-based companies committed to promoting equal opportunities across the metropolitan area, in close collaboration with local institutions and combating gender stereotypes and encouraging girls to pursue studies and careers in technical fields. Over the years, the company has also maintained its partnership with Valore D, offering all employees free training and awareness opportunities. In 2024, Automobili Lamborghini contributed to the creation of the Gender and Diversity Empowerment Committee together with MUNER – Motorvalley University of Emilia-Romagna and other partner companies, leading to the launch of the “MUNER Drives Change” training pathway: a project aimed at students and teachers and focused on combating gender stereotypes in the STEM sector.
5. Corporate social responsibility (CSR)
The Sant’Agata Bolognese headquarters has always maintained a strong bond with the local area and community in which it operates, in the belief that its success is closely linked to the well-being and development of the local context. For this reason, Automobili Lamborghini continuously supports cultural, educational and social initiatives, promoting sustainable development and generating shared value.
Over time, the company has built structured collaborations with local institutions, starting with the Municipality of Sant’Agata Bolognese, contributing to projects ranging from prevention to education, from research to volunteering, with the aim of giving value back to the community. It is active in local schools to promote informed career guidance and combat gender stereotypes, and for over ten years has developed the DESI – Dual Education System Italy project, a training pathway inspired by the German dual system that integrates school education with in-company vocational training.
Automobili Lamborghini is also a founding member of the Fondazione Istituto Ortopedico Rizzoli, which it supports in its research activities, and backs numerous third-sector organisations. This commitment is further strengthened by the direct involvement of Lamborghini employees. In 2023, the internal initiative “Responsabilmente” was launched, a call-to-action inviting employees to propose social solidarity projects for company support, alongside volunteering days and collaborations with local organisations. In addition, volunteering days and partnerships are organised with organisations working in the areas of social hardship and disability, both adult and child. The entire CSR strategy is guided by the desire to create and share value over time, contributing to the building of a more equitable and sustainable society for future generations.
6. Awards and certifications
These people-focused initiatives have enabled Automobili Lamborghini to achieve numerous certifications and awards, testifying to the structured work carried out internally. In 2026, Automobili Lamborghini obtained the “Top Employer Italy” recognition for the thirteenth consecutive year. Continuous certification since 2014 confirms that promoting a positive working environment and widespread well-being is a clear and established mission for the Sant’Agata Bolognese headquarters.
In 2025, the company reaffirmed its commitment to gender equality, inclusion and equal opportunities by renewing the UNI/PdR 125:2022 certification. Promoted by the Italian Government pursuant to Law 162/2021 and issued by DNV – an independent global assurance and risk management body – the certification verifies the adoption of guidelines for a gender equality management system, as well as the use of specific KPIs to support the achievement of DE&I objectives.
UNI/PdR 125:2022 represents a reconfirmation for the Sant’Agata Bolognese headquarters, which had already obtained the certification in 2022; like the previous one, it is valid for three years. The result stems from a long-standing journey undertaken by the company, following various trajectories on the theme of gender equality. Among many initiatives, Lamborghini is actively committed to preventing gender-based violence in the workplace through the introduction of training courses, fostering inclusion and promoting a working environment based on mutual respect and genuine inclusivity. These initiatives include a mandatory e-learning course on gender harassment: a course dedicated to workplace bullying and several prevention and counteraction initiatives, including a specific course for line managers, supervisors and HR Business Partners.