This is a voluntary reference practice established by UNI, the Italian Standardization Body, in collaboration with the Department for Equal Opportunities. It provides guidelines for measuring, assessing, and improving corporate performance in terms of gender equality.
It serves as a practical tool to integrate DE&I (Diversity, Equity & Inclusion) principles into corporate culture by introducing a management system aimed at promoting gender equality in both public and private workplaces, through:
- A reward system that recognizes and certifies exemplary companies
- The introduction of inclusive corporate policies and practices
- Measurement of key performance indicators (KPIs) related to gender disparities
- Ongoing monitoring of actions over time
This type of initiative is designed for all organizations—from large corporations and multinationals with structured ESG goals, to SMEs with growing DE&I commitments, and public or private entities looking to enhance their inclusive culture.
Circularity supports companies through a tailored path aimed at obtaining certification, structured into five operational phases:
Analysis of the company’s context and ESG strategy, stakeholder engagement, and materiality assessment (or double materiality in accordance with ESRS), aimed at identifying the key sustainability topics most relevant to the business.
Determination of the organizational and operational boundaries of the report, selection of the most appropriate reporting standards—GRI, ESRS, or VSME—based on the company’s size and level of ambition, and mapping of both mandatory and voluntary disclosure requirements.
Support in executing corrective actions, internal training on DE&I (Diversity, Equity & Inclusion) topics, and active engagement of management.
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Pre-audit to simulate the certification body’s assessment, documentary and operational review of compliance requirements, and identification of any remaining corrective actions.
Coordination with the accredited third-party body for the official audit, assistance during the certification issuance phase, and post-certification follow-up.
- Improved workplace environment and reduced turnover
- Access to incentives and advantages in public tenders and procurement
- Enhanced reputation and attractiveness to talent and stakeholders
- Social security contribution benefits (INPS reductions) for certified companies
- Alignment with ESG goals and the CSRD, which integrates the social dimension into sustainability reporting
The 6 Assessment Areas
The guideline is structured around six assessment areas, which form the foundation of the system for measuring and improving corporate performance on gender equality. These areas are evaluated based on both quantitative and qualitative KPIs, using a scoring system that determines eligibility for UNI/PdR 125 certification.
Focuses on the company’s commitment to promoting an inclusive culture and respect for gender diversity. It evaluates the integration of gender equality into corporate values, mission, and sustainability strategies, as well as the consistency of language used in internal and external communication, and the implementation of training and awareness-raising initiatives.
Analyzes how company leadership takes responsibility for overseeing gender equality. This includes the appointment of accountable roles, the adoption of policies to prevent all forms of discrimination and harassment, continuous monitoring of results achieved, and the integration of gender equality into performance evaluation and control processes.
Focuses on human resources management processes, examining the presence of impartial procedures in recruitment, hiring, evaluation, and employee development. It also assesses equal access to training and gender representation across different organizational levels, to ensure equal opportunities throughout the entire employee lifecycle.
Aims to identify any gender pay gaps for equal roles and responsibilities.
The standard requires companies to analyze their pay structures, adopt merit-based recognition criteria, and implement corrective actions in the event of inequalities.
Assesses whether men and women have truly equal access to leadership roles and career advancement opportunities.
This includes the presence of initiatives supporting female leadership and the company’s ability to provide inclusive environments during key career moments.
This section examines the policies adopted to support employees during sensitive life stages, such as parental leave, returning to work after maternity or paternity leave, flexible work arrangements, and access to care or family support services.
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