Accurate Data in Gender Equality Certification

To overcome difficulties in obtaining accurate and complete data on gender status within an organization, the following steps can be taken: Clearly define objectives: Identify which data may be useful for UNI/PDR 125:2022 certification. Determine which additional indicators could be beneficial for the organization.

To obtain the UNI/PDR 125:2022 gender equality certification for an organization, it is essential to collect and analyze various types of data. Here is a list of the main ones:

1. Workforce composition: - Total number of employees by gender - Gender distribution by hierarchical level and functional area - Percentage of women in leadership positions
2. Recruitment and hiring process: - Number of candidates per position, by gender - Hiring rate by gender - Gender composition of selection teams
3. Training and professional development: - Training hours provided, by gender - Participation in leadership development programs, by gender - Training investments by gender
4. Promotions and career advancement: - Number of promotions by gender - Average time to promotion, by gender - Turnover rate by gender
5. Compensation and benefits: - Gender pay gap analysis - Distribution of bonuses and incentives by gender - Corporate welfare and benefits policies
6. Work-life balance: - Parental leave utilization by gender - Adoption of flexible work arrangements by gender - Return-to-work rates after family leave
7. Corporate culture and inclusion: - Employee survey results on gender equality - Reports of gender-based discrimination or harassment - Awareness initiatives on diversity and inclusion
8. Governance and leadership: - Gender composition of the board of directors - Percentage of women in top management roles - Gender diversity goals in strategic plans
9. Policies and procedures: - Existence and enforcement of gender equality policies - Procedures to prevent and manage gender discrimination - Reporting and grievance management mechanisms
10. Supply chain and external stakeholders: - Gender diversity policies applied to suppliers - Gender equality promotion initiatives within the community
11. Monitoring and reporting: - Specific KPIs on gender equality - Internal and external reporting frequency and methods
12. Legal compliance: - Adherence to national and international gender equality regulations - Any disputes or sanctions related to gender discrimination
13. Investments and resources: - Budget allocated for gender equality initiatives - Human resources dedicated to diversity and inclusion management
14. Impact and results: - Progress over time towards gender equality goals - External recognitions or awards for gender equality practices

Organizations seeking a deeper and more comprehensive understanding of their gender equality status for the implementation of the UNI/PdR 125:2022 certification can also consider additional indicators:

1. Performance indicators: - Performance evaluations by gender - Goal achievement rate by gender - Average productivity by gender in comparable roles
2. Innovation and creativity: - Number of patents or innovative ideas proposed, by gender - Participation in internal innovation programs by gender
3. Customer satisfaction: - Customer feedback based on the gender of the service provider - Customer retention rate in relation to the gender diversity of teams
4. Employee engagement: - Engagement levels by gender - Participation rates in voluntary company initiatives by gender
5. Health and well-being: - Absenteeism rates by gender - Utilization of corporate wellness programs by gender - Perceived work-related stress levels by gender
6. Mentoring and sponsorship: - Number of formal and informal mentoring relationships by gender - Effectiveness of sponsorship programs for women's career advancement
7. Return to work: - Success rate of reintegration programs after long absences (e.g., maternity, leaves) - Career progression speed post-parental leave by gender
8. Workplace flexibility: - Impact of flexible work arrangements on productivity and satisfaction, by gender - Utilization of part-time or job-sharing options by gender
9. Skills development: - Rate of new skill acquisition by gender - Participation in professional retraining programs by gender
10. Internal networking: - Participation in employee resource groups by gender - Effectiveness of internal professional networks in promoting gender equality
11. Community impact: - Participation in corporate volunteer initiatives by gender - Impact of corporate social responsibility initiatives on gender equality in the community
12. Talent retention: - Retention rate of top performers by gender - Reasons for leaving the company by gender
13. Work-life balance: - Use of family support services (e.g., corporate childcare) by gender - Perception of work-life balance by gender and hierarchical level
14. Internal communication: - Perceived effectiveness of gender equality communications - Employee awareness level of gender equality policies
15. Economic impact: - ROI of gender equality initiatives - Correlation between gender diversity and corporate financial performance
16. Employer branding: - Perception of the company as an inclusive employer, based on candidate gender - Impact of gender equality policies

To identify relevant corporate systems and databases and assess the quality of available data, a structured approach can be followed:

1. System mapping: - Collaborate with the IT department to create an inventory of all company systems. - Identify responsible parties for each system/database. - Categorize systems by function (e.g., HR, Finance, CRM).

2. Information analysis: - List the types of data stored in each system. - Identify which systems contain gender and diversity-related information.

3. Relevance assessment: - Compare available data with those required for certification. - Identify any data gaps.

4. Accessibility analysis: - Check access rights and restrictions for each system. - Identify technical obstacles to data extraction.

5. Data quality assessment: - Verify record completeness (missing fields). - Check consistency of formats and definitions across systems. - Analyze data accuracy through sample checks.

6. Timeliness analysis: - Verify data update frequency in each system. - Identify delays in data entry or processing.

7. Redundancy assessment: - Identify duplicate data across systems. - Determine the most reliable source for each data type.

8. Historical data analysis: - Check how long historical data is retained. - Evaluate whether historical depth is sufficient for required analyses.

9. Compliance verification: - Ensure data collection and use comply with privacy regulations.

10. Documentation of results: - Create a detailed report on data quality and completeness for each system. - Highlight strengths and areas for improvement.

11. Action planning: - Develop a plan to address data gaps. - Propose improvements to enhance data quality where necessary.

This process provides a comprehensive view of available data and its quality, establishing a solid foundation for subsequent analysis and reporting phases. Organizations interested in pursuing Gender Equality Certification according to UNI/PDR 125:2022 should first select a certification body that meets their specific needs. We are available for any further information you may need: call us at +39 02 58320936 or contact us via email at This email address is being protected from spambots. You need JavaScript enabled to view it..