Dan Ostergaard · Co-founder, Trusty · Former Novartis Global Head of Compliance · Founder of PolicyStore
Gender equality is becoming a measurable, reportable, and increasingly regulated aspect of doing business in Europe. In Italy, this shift is formalised through UNI/PdR 125:2022, the national standard for gender equality certification.
Introduced under Law 162/2021, the framework provides companies with a structured way to assess, improve, and demonstrate gender equality across their organisation.
While certification is voluntary, it is quickly becoming relevant for companies that want to strengthen their ESG positioning, access public tenders, and align with evolving compliance expectations.
What is UNI/PdR 125:2022?
UNI/PdR 125:2022 is an Italian standard that defines how companies measure and improve gender equality within their organisation.
It introduces a KPI-based system that evaluates companies across multiple dimensions, including pay equity, career progression, governance, and workplace culture. Companies that meet the required thresholds can obtain a formal certification.
The objective is not only to promote equality, but to make it measurable, auditable, and comparable.
Why gender equality certification matters
Although certification is not mandatory, its importance is growing across several areas.
ESG and sustainability reporting
Gender equality is a core component of ESG frameworks. Companies that can demonstrate structured policies and measurable outcomes are better positioned in ESG assessments and disclosures.
Public tenders and procurement
In Italy, certified companies may benefit from advantages in public procurement processes. This makes certification commercially relevant, not just reputational.
Employer branding and talent retention
Transparent policies on pay equity, career development, and work-life balance are increasingly important for attracting and retaining talent.
Compliance positioning
Certification signals that a company has implemented structured governance and monitoring processes, which can support broader compliance objectives.
UNI/PdR 125:2022 requirements
To obtain certification, companies must implement a structured gender equality framework supported by data and governance.
Key requirements include:
- A formal gender equality policy
- Defined governance roles and responsibilities
- Measurable KPIs and performance indicators
- Ongoing monitoring and reporting processes
The emphasis is on evidence and continuous improvement, not one-time documentation.
The six evaluation areas
UNI/PdR 125 assesses companies across six core dimensions:
1. Culture and strategy
How gender equality is embedded in the company’s values and long-term direction.
2. Governance
The structures and accountability mechanisms in place to manage equality initiatives.
3. HR processes
How recruitment, onboarding, and performance management support equal treatment.
4. Career opportunities for women
Access to promotions, leadership roles, and professional development.
5. Gender pay equality
Measurement and reduction of pay gaps between men and women.
6. Work-life balance
Policies that support flexibility, parental leave, and employee wellbeing.
Companies are scored across these areas using defined KPIs, creating a data-driven assessment of equality performance.
The role of whistleblowing in gender equality compliance
While whistleblowing systems are not explicitly required under UNI/PdR 125, they play a critical supporting role.
Effective reporting mechanisms enable employees to raise concerns related to discrimination, harassment, or unequal treatment. This supports:
- Early detection of workplace issues
- Internal accountability
- Documentation of incidents and responses
From a compliance perspective, whistleblowing systems help demonstrate that a company not only defines standards but also actively monitors and enforces them.
Benefits of UNI/PdR 125 certification
Companies that achieve certification can benefit in several ways:
Competitive advantage
Certification can strengthen positioning in public tenders and commercial partnerships.
Financial incentives
In some cases, certified companies may access tax benefits or financial support mechanisms.
Stronger ESG profile
Structured gender equality metrics enhance ESG reporting and investor perception.
Internal alignment
The process of certification helps organisations formalise policies, track performance, and improve transparency.
A practical approach for growing companies
For growing companies, the challenge is often not understanding the importance of gender equality, but implementing it in a structured way.
A practical approach includes:
- Defining clear policies and expectations
- Identifying a small set of measurable KPIs
- Ensuring visibility across the organisation
- Creating channels for reporting and feedback
The goal is not to replicate large enterprise frameworks, but to build a proportionate and consistent system that can evolve over time.
Conclusion
Gender equality is moving from a values-driven topic to a structured business requirement.
With UNI/PdR 125:2022, Italy has introduced a framework that allows companies to measure, manage, and demonstrate their performance in a clear and comparable way.
For growing companies, certification is not just about compliance. It is about credibility.
As ESG expectations rise and procurement standards evolve, companies that can demonstrate real progress in gender equality will be better positioned to compete, grow, and build trust.
Related reading: how the Whistleblowing Directive was transposed in Italy, why employees do not read compliance policies, and the Compliance App for the policies and training the standard asks for.
Frequently asked questions about UNI/PdR 125:2022
UNI/PdR 125:2022 is an Italian standard that provides a framework for companies to measure, manage, and certify gender equality through KPIs and structured governance.
No, certification is voluntary. However, it is increasingly important for ESG reporting, public tenders, and compliance positioning.
Companies must implement a gender equality policy, define KPIs, establish governance structures, and maintain ongoing monitoring and reporting processes.
The six areas are culture and strategy, governance, HR processes, career opportunities for women, gender pay equality, and work-life balance.
SMEs are not required to obtain certification, but it can provide competitive advantages and strengthen their position in supply chains and procurement processes.
Whistleblowing systems allow employees to report discrimination or harassment, helping companies detect issues early and demonstrate active enforcement of policies.
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