La UNI/PdR 125:2022 represents a significant step forward in the field of Italian regulations aimed at promoting gender equality within organizations. Formulated with the intent to provide concrete tools to combat gender disparities in the workplace, this reference practice serves as a guide for companies determined to promote a more equitable and inclusive work environment.
The document was developed by experts in human resources, civil rights, and representatives from the business world to establish a clear and applicable framework that offers detailed guidelines on how organizations can identify and eliminate barriers to gender equality, including specific actions such as reviewing hiring policies, providing gender sensitivity training, and implementing indicators to monitor progress.
In recent years, awareness of the need for greater gender equality in the workplace has grown significantly. Despite progress, however, disparities persist and manifest in various ways, from wage inequality to few women in leadership positions.
In this context, UNI/PDR 125:2022 is an essential tool to fill these gaps. The practice directly addresses the structural and cultural problems that impede the full realization of gender equality, providing a roadmap for change.
One of the main objectives of UNI/PdR 125:2022 is to promote a work environment that is not only inclusive but also welcoming to people of all genders. This shift from simple tolerance to true acceptance is fundamental to creating workplaces where every individual feels valued and an integral part of the corporate community.
To achieve a truly inclusive work environment, organizations must go beyond traditional non-discrimination policies. It is essential to develop policies and practices that not only prevent explicit acts of discrimination but promote diversity in all its forms through targeted mentoring programs, support networks for gender minorities, and training on unconscious biases and diversity for all employees.
Respect for and acceptance of diversity is not only ethically correct but also beneficial for organizations from an operational point of view. Studies show that companies that embrace diversity and inclusion tend to be more innovative and perform better, as they benefit from a wider variety of perspectives and skills. Promoting an environment where mutual respect and acceptance of differences are the norm contributes to reducing internal conflicts and improving collaboration between people. The hiring process is the first step toward building an inclusive corporate culture.
It is essential that recruitment practices are free from gender biases and ensure that selections are based solely on the skills and experiences of the candidates. For promotions, it is also essential to establish clear and transparent criteria that are openly communicated to all employees. Decision-making processes must be documented and subject to periodic reviews to ensure they are fair.
A truly important point is the wage gap, which is one of the most evident forms of gender injustice in the workplace. UNI/PdR 125:2022 emphasizes the importance of adopting a transparent wage policy based on the principle of "equal pay for work of equal value." Organizations should conduct regular pay audits to identify and correct any disparities that are not justified by differences in roles, responsibilities, or performance.
To break the so-called "glass ceiling," organizations must take concrete steps to promote equity in access to leadership roles. It will be necessary to analyze and periodically review the selection criteria for management positions to ensure that they do not unconsciously favor one gender over another.
Finally, it is also important to maintain a healthy balance between work responsibilities and personal life. UNI/PdR 125:2022 places a strong emphasis on the importance of policies that promote this balance, with particular regard to gender equality, recognizing how disparities can differently affect men and women in managing their work and family responsibilities.
Flexible work policies are fundamental to supporting employees of all genders in managing their time between work and personal commitments. We can include options such as flexible working hours, the possibility of working remotely, and the short work week that allow employees to adapt their working hours to personal and family needs. The introduction of these policies must be accompanied by a corporate culture that actively supports them, preventing employees from feeling penalized for having adopted them.
An essential strategy for promoting gender equality in organizations is awareness and continuous training of employees at all levels. UNI/PdR 125:2022 emphasizes the importance of educating and training staff on gender issues, biases, and inclusion, not only to create a more equitable work environment but also to improve interpersonal skills, which are fundamental in the modern workplace. It is good that these programs are interactive and engaging, possibly based on real scenarios to illustrate how gender issues can emerge in everyday life and how to address them effectively.
To ensure that efforts to improve gender equality are effective and lead to real changes, it is essential to establish measurement systems based on indicators. Here are some examples of indicators that organizations might consider:
- percentage of women in leadership roles
- gender pay gap
- hiring and promotion rate by gender
- employee satisfaction by gender
The adoption of UNI/PdR 125:2022 also has a long-term impact both at an organizational and social level. Organizations that implement this reference practice lay the foundations for a fairer and more inclusive working future. A work environment in which men and women can thrive equally, free from gender-related barriers, requires a cultural transformation that goes beyond individual policies and requires a change in the values and daily practices of all people within the organization. To realize this vision, it is essential that organizations continue to reflect and adapt their strategies to ensure that gender equality practices are not only implemented but also maintained and improved over time.
The adoption of UNI/PdR 125:2022 is more than just compliance with a regulation; it is a commitment to creating a work environment that values and supports all its members equally, regardless of gender. Through the conscious implementation of this practice, organizations can improve their internal environment and contribute to shaping a more just and equitable society for future generations.
If you want to certify your management system for gender equality according to the Reference Practice PdR UNI 125:2022, know that ACSQ has received accreditation to be able to follow you in this path. Call us (02 58320936) or contact us via email at