Beyond Maanta

There is a part of Maanta you will not find in the catalogue.

We make made-to-measure shade, and that you can see. What you cannot see is how we work when nobody is watching: how we treat the people who work and collaborate with us, what we leave in the air around our factory, what we give back to the town where we grew up.

This page is where we write it down. Not a brochure: a diary, updated when things happen.

Beyond Maanta

A commitment written into our articles of association, not into a manifesto.

We have been a Società Benefit since 2020, the Italian legal form for companies that pursue a public benefit alongside profit. Being a Società Benefit means taking part in a new way of doing business, one that will gain more attention in the years ahead.

It means acting on the principle of regenerative entrepreneurship, which focuses on the impact our business has on all the stakeholders we work with: first of all our employees, the key resource for the company’s development, and then customers, suppliers, the community, the environment and all the partners we deal with.

Our attention, then, is not limited to profit in the traditional sense. It extends to projects that look beyond short-term financial results and take a medium- to long-term view, in order to ensure lasting, conscious and responsible growth.

This mindset starts with a management team that is aware of these issues: one that brings initiative, analysis, constant attention and the will to make a positive contribution through the company’s work.

We have been a Società Benefit since 2020, the Italian legal form for companies that pursue a public benefit alongside profit. Being a Società Benefit means taking part in a new way of doing business, one that will gain more attention in the years ahead.

It means acting on the principle of regenerative entrepreneurship, which focuses on the impact our business has on all the stakeholders we work with: first of all our employees, the key resource for the company’s development, and then customers, suppliers, the community, the environment and all the partners we deal with.

Our attention, then, is not limited to profit in the traditional sense. It extends to projects that look beyond short-term financial results and take a medium- to long-term view, in order to ensure lasting, conscious and responsible growth.

This mindset starts with a management team that is aware of these issues: one that brings initiative, analysis, constant attention and the will to make a positive contribution through the company’s work.

01

PEOPLE

We put the development of people at the centre, the only resource that can deliver lasting, conscious and responsible growth.

About us →

02

ENVIRONMENT

Making responsible choices means securing a better future and having a positive impact, both on the area where we work and on the environment.

Discover the Maanta Forest →
Discover DHL Express GoGreen →

03

COMMUNITY

We develop projects guided by principles of social sustainability in our home area, between the provinces of Vicenza and Verona. This is where many of our colleagues come from, the community that has watched us grow, the local ecosystem we share history, relationships and a future with.

Impact reports

Years of reports, all available to read.

Every year the report is attached to the annual financial statements and published here, in accordance with Italian Law no. 208/2015. They are all here, starting from the first one we published.

Impact Report 2025 →
Impact Report 2023 →
Impact Report 2021 →
Impact Report 2024 →
Impact Report 2022 →
Impact Report 2020 →
Impact Report 2025 →
Impact Report 2024 →
Impact Report 2023 →
Impact Report 2022 →
Impact Report 2021 →
Impact Report 2020 →

The diary

What we do, as we do it.

Most recent first. Every entry is a fact with a date: no result is announced before we have achieved it.

Read all articles

June 2026

PEOPLE

Maanta now has an anonymous reporting channel: whistleblowing.

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.”

Go to the reporting channel →

June 2026

PEOPLE

Maanta now has an anonymous reporting channel: whistleblowing.

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.”

Go to the reporting channel →

April 2026

ENVIRONMENT

The 2025 Impact Report is now available

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!

Browse the 2025 Impact Report →

April 2026

ENVIRONMENT

The 2025 Impact Report is now available

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!

Browse the 2025 Impact Report →

April 2026

COMMUNITY

Maanta supports Bambini delle Fate

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.

Find out more →

April 2026

COMMUNITY

Maanta supports Bambini delle Fate

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.

Find out more →

March 2026

PEOPLE

Code of ethics, gender equality and DE&I principles: published and explained

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.

Code of Ethics →
Gender Equality Policy →

March 2026

PEOPLE

Code of ethics, gender equality and DE&I principles: published and explained

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.

Code of Ethics →
Gender Equality Policy →

January 2026

PEOPLE

We have started the process towards gender equality certification

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

PEOPLE

We have started the process towards gender equality certification

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

PEOPLE

We have been awarded the Legality Rating

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

PEOPLE

We have been awarded the Legality Rating

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

PEOPLE

Best Società Benefit in Veneto

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

PEOPLE

Best Società Benefit in Veneto

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.

Read all articles

WRITE TO US

Do you have a project to tell us about?

Local associations, schools, sports teams and committees: we are setting criteria to choose who to support, and we involve our colleagues in the decision.

Write to us →