Training has always been subject of attention by our company. After an experimental project shared with the University of Milan in March 2019, Omb launched its own Academy; a project inspired by the Learning Organization, with the aim of promoting continuous learning.

In 2020, 49 courses were run by both internal staff and external consultants.

Training takes place during working hours. The proportion of trained people is 60%. The courses focus mainly on technical, qualitative and organizational issues.

English language courses are also organized every year for continuous training. Other foreign languages courses are also provided in case of specific needs.

Periods of studying abroad are also scheduled for the professional positions for which a particular deepening of the language is necessary.


Welfare promotes a series of initiatives aimed at improving the quality of life of its employees.

The philosophy of OMB Saleri is focused on supporting the personal growth , creating a positive working environment in which all the employees can feel fully involved and contribute to the success of the company.


The company baby-sitting, born in September 2013 and aimed at the children of employees from 0 years and up. A space which, during summer and school holidays, welcomes children of different ages to help parents in their management and care.

Various activities are organized, including English and painting courses. Activities from 8 to 18, with canteen available.

A library voluntarily managed by a person in the company

Since October 2017, a working time account has been introduced which allows for the sharing of paid hours among colleagues, in support of the employees who need to assist a family member but have finished their permits.

Courses in English, Economics, Philosophy, Health and Nutrition are promoted and run by workers.

Flexible working hours are adopted to facilitate the management of personal time and some employees use smart-working.

Part-time work is also available in OMB Saleri and is aimed at mothers or workers with special needs.

Participation in the profits of the holding.


By joining the United Nations Global Compact and with the decision to adopt a really effective environmental policy, the need to communicate to the stakeholders OMB approach to the most relevant issues in the socio-environmental field has been rising.

Our Code of Conduct is based by the principles contained in the United Nations Universal Declaration of Human Rights (which OMB supports in all areas), the Tripartite Declaration of Principles on Multinational Enterprises, the ILO Social Policy and the OECD Guidelines for Multinational Enterprises.

Omb considers human rights as fundamental freedoms for all human beings, without exception.

To ensure respect for these rights, Omb is committed to always complying with legislation in the countries in which it operates. The Group also uses its own internal management system and standards as a reference such as the Code of Ethics, Governance model, the quality, environmental and management system, the company’s privacy policy.

Furthermore, Omb aligns its operations with national and international organizations working to promote human rights such as Charter for Equal Opportunities and Equality at Work promoted by Fondazione Sodalitas

People are at the center of Omb’s business model, as an essential element for the development, growth, and existence of the company, both currently and in the future.


What are we going to do?  

Since the beginning of 2022 our Company has managed to achieve the following goals:

4)high-quality education
5) gender equality
8) decent work and economic growth
11) sustainable cities and communities
15) life on earth
16) peace and justice and strong institutions



Promoting pluralism and inclusive practices in the world of work contributes both to the Companies success and their competitiveness reflecting their capabilities of answering to the changes both in the society and markets.

Omb has subscribed the Charter for Equal Opportunities and Equality at Work, a statement of intent, voluntarily signed by companies of all sizes, for the dissemination of a corporate culture and inclusive policies, free from discrimination and prejudice, capable of enhancing talents in all their diversity. It is a practical means for the implementation of diversity management programmes. Nowadays, about 800 companies and public administrations do adhere to the Charter. 

It is sponsored by the Ministry of Labour, the Ministry of Equal Opportunities and the European Community 

We are committed to contributing to the achievement of the objectives shared above through some concrete actions:


To define and implement company policies which, from the top down, involve all levels of the organisation in respecting the principles of equal dignity and treatment at work.


Identify business functions so that they are given clear responsibilities for equal opportunities.


Overcoming gender stereotypes, through appropriate business policies, education and awareness, including promoting career paths.


Integrating the principle of equal treatment into the processes ruling all the stages of professional life and the development of human resources, so that the recruitment decisions, training and career development are taken only on the basis of skills, experience and professional potential.


Raise awareness and adequately educate all the levels of the organization to the value of diversity and on how they are managed.


Regularly monitor the development of equal opportunities and assess the impact of good practices. 


To identify and provide the staff with internal means to ensure an effective equality of treatment.  


To provide concrete means to facilitate the combination of working and living times by encouraging the meeting between the supply and the demand of Companies flexibility and people , even with adequate contractual policies, in collaboration with the territory and the agreement of public and private services ; ensuring adequate education for the return of parental leaves. 


Communicating to the  staff, in the most appropriate manner, the commitment to a culture of equal opportunities, informing them about the projects undertaken in these fields and the results achieved.


Promote the external visibility about the Company engagement, bearing witness to the policies and the progress achieved in a truly supportive and responsible community.


Following a path of ethical and social environmental sustainability, OMB has added to its statute its constant commitment to the territory improvement  and individual growth.  

The company has always been considering the model of Olivetti as an added value to be pursued. 

Benefit companies have specific features: 
on the one hand, profit-making and, on the other, common benefit for a positive impact on the environment; the assumption of responsibility will therefore be greater than in other kind of companies. 


Since 2021 OMB Saleri SpA has been committed to the UN Global Compact corporate responsibility initiative and its principles in the areas of human rights, labour, the environment and anti-corruption.

Under the auspices of the Global Compact initiative established by the former UN Secretary-General Kofi Annan, NGOs, international businesses and labor organizations as well as representatives from the world of science and politics are working closely together with the aim of forging a global economy based on the principles of sustainable development.

The 10 principles
of the Global Compact







1. Businesses should support and respect the protection of internationally proclaimed human rights.

2. Businesses should make sure that they are not complicit in human rights abuses.

3. Businesses should uphold the freedom of association and the effective recognition of the right to collective bargaining.

4. Businesses should uphold the elimination of all forms of forced and compulsory labor.

5. Businesses should uphold the effective abolition of child labor.



6. Businesses should uphold the elimination of discrimination in respect of employment and occupation.

7. Businesses should support a precautionary approach to environmental challenges.

8. Businesses should undertake initiatives to promote greater environmental responsibility.

9. Businesses should encourage the development and diffusion of environmentally friendly technologies.

10. Businesses should work against corruption in all its forms, including extortion and bribery.


We have launched an important initiative: a Pact of Community “Polo Primo Maggio” (by the homonymous neighborhood ) among eleven subjects: Municipality of Brescia, OMB Saleri, Fraternità Sistemi, Parish, Centro diurno Rose , Associazione Facciamo Centro, Associazione Balconi Azzurri, Cooperativa Rondine, Consiglio di Quartiere, Cisom-Ordine di Malta, Associazione Mamma e Papà Separati Italia-Odv

Our awareness is that it is necessary to leave the purely welfare approach in order to move on to interventions oriented towards an active inclusion of people. 

The Pact foresees the realization of a series of actions : a sewing and mending workshop, digital literacy courses for elderly and for foreign people , reading activities for children, reading meetings for adults, a connection among the libraries from the neighborhood to the inner city , the participation and promotion of cultural events and the birth of a football school at the Oratory. 

A partnership between different subjects but united by the same objective: a regenerating welfare.


Ecclesia is born:
Assembly of the Academy which has as its only goal OMB improvement. 

Where does its name come from?
Born in the Ancient Greece, It was the first example of a democratic assembly in which, all what was of the interest of the whole city, was discussed.
One delegate per department collects needs, ideas and suggestions from his colleagues for OMB welfare.
Every month and a half, a roundtable will be discussing about the suggestions given by the employees and it will decide which of them to pursue.  

A dialogue which only focuses on OMB welfare and improvement.