The diary
Every diary entry, from the most recent to the first. The Beyond Maanta page keeps the last twelve months; this is the complete archive.
June 2026
Whistleblowing is an anonymous reporting system for unlawful conduct, mandatory for companies above a certain number of employees and turnover. We are still below these thresholds, but we decided to set it up anyway: a dedicated channel where colleagues, customers and suppliers can report behaviour that goes against our principles, without fear of consequences. Reports are received by a person appointed and trained to handle them, and the name of the person reporting stays protected. It is not a lack of trust in the organisation. It is the opposite: a company that trusts itself enough to accept dissent.
“A company with integrity has nothing to hide, and everything to gain from being transparent, including about its grey areas.”
June 2026
Whistleblowing is an anonymous reporting system for unlawful conduct, mandatory for companies above a certain number of employees and turnover. We are still below these thresholds, but we decided to set it up anyway: a dedicated channel where colleagues, customers and suppliers can report behaviour that goes against our principles, without fear of consequences. Reports are received by a person appointed and trained to handle them, and the name of the person reporting stays protected. It is not a lack of trust in the organisation. It is the opposite: a company that trusts itself enough to accept dissent.
“A company with integrity has nothing to hide, and everything to gain from being transparent, including about its grey areas.”
April 2026
This is the sixth year we have written it. Everything is in there: the switch to 100% renewable electricity, the two new extraction systems in the production area, training, donations to the town. And also what we are not happy with, such as direct emissions, which grew along with production. We publish it in full, without picking only the best pages. Happy reading!
April 2026
This is the sixth year we have written it. Everything is in there: the switch to 100% renewable electricity, the two new extraction systems in the production area, training, donations to the town. And also what we are not happy with, such as direct emissions, which grew along with production. We publish it in full, without picking only the best pages. Happy reading!
April 2026
An ongoing contribution to inclusion projects for children and young people with autism and disabilities, and for their families. We chose a fixed commitment rather than seasonal sponsorship, because the families who rely on this support do not have seasons. The contribution stays in the local area, and those who receive it report on how it has been used.
April 2026
An ongoing contribution to inclusion projects for children and young people with autism and disabilities, and for their families. We chose a fixed commitment rather than seasonal sponsorship, because the families who rely on this support do not have seasons. The contribution stays in the local area, and those who receive it report on how it has been used.
March 2026
A code of ethics that nobody reads is just paper. That is why we did not stop at writing it: we took it into the company, department by department, together with the gender equality policy and our diversity, equity and inclusion principles. Discussed, commented on, sometimes challenged. They are now living, public documents, so that anyone can read them at any time and share their content.
March 2026
A code of ethics that nobody reads is just paper. That is why we did not stop at writing it: we took it into the company, department by department, together with the gender equality policy and our diversity, equity and inclusion principles. Discussed, commented on, sometimes challenged. They are now living, public documents, so that anyone can read them at any time and share their content.
January 2026
We have signed up for the Italian standard UNI/PdR 125:2022, which assesses six areas: culture and strategy, governance, recruitment and management processes, career growth for women in the company, equal pay, and protection of parenthood. We are not doing it to win an award: we are doing it because we believe in women’s empowerment and want to give a solid structure to a monitoring system that ensures equity over time.
January 2026
We have signed up for the Italian standard UNI/PdR 125:2022, which assesses six areas: culture and strategy, governance, recruitment and management processes, career growth for women in the company, equal pay, and protection of parenthood. We are not doing it to win an award: we are doing it because we believe in women’s empowerment and want to give a solid structure to a monitoring system that ensures equity over time.
January 2026
The Italian Competition and Market Authority (AGCM) assesses how a company behaves: compliance with the rules, tax correctness, transparency in management. In January it awarded the Rating to Bega S.r.l. Società Benefit, with a score of two stars plus. The recognition does not change our practices: it certifies them. We carry on working as before, with the drive to keep improving.
January 2026
The Italian Competition and Market Authority (AGCM) assesses how a company behaves: compliance with the rules, tax correctness, transparency in management. In January it awarded the Rating to Bega S.r.l. Società Benefit, with a score of two stars plus. The recognition does not change our practices: it certifies them. We carry on working as before, with the drive to keep improving.
January 2026
CNA Veneto gave us an award in Venice. The prize goes to companies that show the most consistency between the values they state and what they actually do, and it is the only kind of recognition we care about. We came home pleased and a little embarrassed: being named as a reference point means having the responsibility to keep improving, to earn it every day.
January 2026
CNA Veneto gave us an award in Venice. The prize goes to companies that show the most consistency between the values they state and what they actually do, and it is the only kind of recognition we care about. We came home pleased and a little embarrassed: being named as a reference point means having the responsibility to keep improving, to earn it every day.
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