Unitiva is a software house specializing in the development of innovative technological solutions based on open-source technologies. It has chosen Kyklos Carbon as a partner to prepare its first sustainability report and continues to work with us on its sustainability journey.
Like many SMEs, over time it has developed a growing awareness of sustainability issues but did not yet have a structured approach to measuring and managing its environmental, social, and governance (ESG) impacts.
Our role went far beyond drafting a document: together with the Unitiva team, we set out to build a solid knowledge base, collecting and analysing data across the three ESG dimensions and turning those insights into concrete actions for improvement.
In this article, we describe the work carried out together with Unitiva on the social dimension: the indicators measured, the priorities identified, and the actions launched to strengthen the management of issues such as gender equality.
Starting from the data: understanding our social impact
Any meaningful sustainability journey starts with a clear picture of where you stand. For Unitiva, this meant first taking stock of how the organization was performing on social issues.
We collected quantitative and qualitative data on personnel, internal processes, and existing policies by directly involving the relevant company departments, namely HR, administration, and management.
We gathered this information by talking directly with key people in the company, using tailored questionnaires, and reviewing the documentation already in place.
Drawing on the data collected, we defined a set of indicators that became a core part of the sustainability report, such as:
- the distribution of employees by contract type,
- workforce composition by gender and age,
- turnover rate,
- average training hours provided per employee.
These indicators were calculated in accordance with the main international sustainability reporting standards (Global Reporting Initiative, Sustainability Accounting Standards Board, Voluntary Sustainability Reporting Standard for non-listed SMEs) to ensure methodological rigor and comparability.
What the data told us: gaps and areas for improvement
From this overview, we were able to highlight Unitiva’s strengths and the main areas that called for targeted interventions.
On the positive side, Unitiva already showed solid foundations, with strong organizational cohesion, widespread flexible working practices, and close ties with the academic world. Its small size made it easier to build direct relationships and manage people with close attention to their individual needs.
The company has always operated with a strong focus on the individual, managing the needs of its employees, from post-maternity leave to professional growth, with a tailor-made approach. However, in order to preserve the integrity of these values over time, the opportunity arose to structure these practices into explicit criteria. Formalizing processes does not mean making them rigid, but rather providing the organization with an objective ‘compass’ that eliminates the risk of unconscious bias and ensures the same standard of management excellence for every resource. .
The data also showed that Unitiva’s team was composed predominantly of men. The low number of female candidates in the applicant pool for technical roles is largely attributable to the underrepresentation of women in STEM fields (science, technology, engineering, mathematics). This requires a proactive commitment to broadening recruitment channels and promoting inclusive professional opportunities.
Turning insights into action
Starting from the priorities identified through the analysis, we have worked with Unitiva to build an improvement action plan and have supported the company in its implementation.
In particular, we have assisted Unitiva in formalizing HR policies and procedures (recruitment, career development, compensation, parenthood). The objective was to ensure greater transparency for employees, with specific attention to gender equality.
This formalization process has led to the structuring of a gender equality management system certified according to UNI/PdR 125:2022 guidelines. Together with Unitiva, we have defined a strategic plan with measurable objectives, monitoring KPIs, and clear responsibilities to ensure the system’s implementation and continuous improvement.
In 2025, the gender pay gap analysis was conducted for the first time and will be repeated annually to monitor any pay differences between men and women in equivalent roles and with equal responsibilities. This tool will enable Unitiva to promptly identify any discrepancies and intervene with targeted corrective actions.
A structured reporting mechanism has also been implemented, with dedicated channels — a confidential email address and an anonymous reporting box — to report harassment, abuse, or discrimination, ensuring confidentiality and protection from retaliation.
To address the gender imbalance identified in the analysis, Unitiva has set the goal of increasing female representation within the team through targeted interventions in recruitment processes.
Ready to begin your own sustainability journey?
Unitiva’s experience shows that a sustainability report is not the finish line, but the starting point of an ongoing journey of improvement. The data captured in the report provides the basis for defining improvement actions, tracking progress year after year, and strengthening a responsible growth model over time.
If you are considering preparing your company’s first sustainability report and transforming ESG data into concrete actions, we are here to support you. With Kyklos Carbon, we do not simply deliver a document: we help you understand where you stand, where you can go tomorrow, and which steps you need to take to get there.
Get in touch to explore how sustainability can become a strategic driver for your business.
From social impact analysis to concrete action: the case of Unitiva