Gender equality is one of the 17 Sustainable Development Goals of the United Nations 2030 Agenda (SDG 5) and a key priority of Mission 5 of Italy’s National Recovery and Resilience Plan (PNRR). It is therefore a central issue for institutions and businesses alike, as well as a core pillar of social sustainability.
Despite this growing focus, many companies still struggle to turn gender equality into concrete actions or to define processes and indicators that allow progress to be measured over time.
In this context, the UNI/PdR 125:2022 reference practice and the related certification provide practical and structured support. The reference practice helps organizations design a clear gender equality management system, while certification confirms that the required policies and processes have been effectively implemented.
What is the UNI/PdR 125:2022 gender equality certification?
UNI/PdR 125:2022 sets out guidelines to promote gender equality within organizations. It is a reference practice that defines how to design policies, processes, and measurable indicators to build a structured gender equality management system.
It supports organizations in a gradual process of cultural change, helping them create a more inclusive and equitable working environment that values people’s skills regardless of gender.
Certification represents the next step in this journey. Through an audit conducted by an accredited certification body, it verifies that the organization has effectively applied the requirements set out in the reference practice.
In practical terms, certification confirms that the company has implemented concrete measures to reduce gender gaps, with a focus on areas such as:
- pay equity;
- equal access to training and career opportunities
- work–life balance and flexible working policies;
- the creation of a safe and inclusive workplace.
Who the gender equality certification is for
The UNI/PdR 125:2022 certification is open to all organizations, both public and private, regardless of sector, legal structure, or size. The only excluded category is sole traders without employees.
Although the certification is voluntary, it represents a strategic choice for companies that want to strengthen their commitment to the social dimension of sustainability.
The main benefits of certification for companies
Reputation and credibility
Companies that achieve gender equality certification demonstrate a structured and measurable commitment to inclusion and equal opportunities. This strengthens their reputation and credibility with customers, partners, and investors, who are increasingly attentive to social and ESG issues.
Economic and tax benefits
Certification allows companies to benefit from a 1% reduction in social security contributions, up to a maximum of €50,000 per year, contributing to lower operating costs.
Greater competitiveness in public tenders and procurement
In many public tenders and procurement procedures, gender equality certification provides access to additional evaluation points.
Talent attraction and retention
A fair and inclusive working environment enhances employer branding and makes the company more attractive to new talent. At the same time, clear policies on welfare, career development, and work–life balance help retain existing employees, reducing turnover and related costs.
Reduced legal and reputational risks
Structured procedures to prevent discrimination and monitor potential inequalities reduce the risk of legal disputes. The certification process also helps companies identify critical issues early, limiting potential reputational damage.
Alignment with national and European regulations
The certification pathway supports compliance with regulations such as Italian Law No. 162/2021 on pay transparency and equality. It also helps organizations align with the objectives of the National Strategy for Gender Equality and the European Gender Equality Strategy.
How companies are assessed
Performance indicators and the six assessment areas
Certification assessment is based on a set of key performance indicators (KPIs) that measure the concrete actions implemented by the company to promote gender equality.
The KPIs include both quantitative indicators (data, percentages, numerical metrics) and qualitative indicators (policies, procedures, initiatives) and are grouped into six areas:
- Culture and strategy: integration of gender equality into corporate values, vision, and policies.
- Governance: transparency in decision-making processes and representation of the underrepresented gender in governance bodies.
- Human resources processes: fair, transparent, and bias-free recruitment, training, performance evaluation, and career development processes.
- Career opportunities and women’s inclusion: equal access to career paths and the presence of women in leadership and decision-making roles.
- Pay equity: analysis of pay and benefits gaps, with the aim of eliminating unjustified disparities.
- Parenthood and work–life balance: flexible working arrangements, welfare policies, and family support measures.
Each area contributes to the overall score with a specific weighting. To obtain certification, companies must achieve at least 60% of the total score.
Company size categories and applicable requirements
To ensure a proportional and fair assessment, UNI/PdR 125:2022 defines four company size categories.
Micro and small enterprises are required to report on a reduced set of KPIs and provide lighter documentation, while medium and large companies are assessed against the full set of indicators, with a higher level of detail.
How to obtain gender equality certification
Initial self-assessment
The process starts with an internal self-assessment, in which the company compares its current practices with the KPIs defined by the reference practice. Existing policies are reviewed, gaps are identified, and an initial score is estimated. This phase helps define priorities and focus improvement efforts.
Updating policies and practices
Based on the results of the self-assessment, the company implements corrective actions to address identified gaps. This may involve updating HR policies and procedures, introducing new monitoring tools, and formalizing gender equality–related processes.
Certification audit
Once policies and practices have been updated, the company can apply to an accredited certification body listed by the Department for Equal Opportunities. The audit includes a review of documentation and an on-site assessment to verify that declared measures are effectively applied in day-to-day operations.
If the company achieves at least 60% of the total score, certification is granted and remains valid for three years.
Surveillance audits
During the three-year certification period, the company undergoes annual surveillance audits to verify ongoing compliance and monitor progress over time. This ensures that certification supports continuous improvement rather than a one-off assessment.
At the end of the three-year period, companies can apply for certification renewal, which involves a new full assessment.
How to prepare for certification
To prepare for UNI/PdR 125:2022 certification, it is advisable to start by collecting and organizing existing company data and documentation, such as HR policies and processes, pay data, and welfare initiatives.
Kyklos Carbon can support your organization throughout this process, helping you collect the necessary information and define targeted improvement actions.
Contact us to assess your company’s starting point and design a tailored roadmap toward gender equality certification.
UNI/PdR 125:2022: what it includes and how to promote gender equality in the workplace