QUando, in spring 2022, we wrote about the birth of the Certification of gender equality – the formal recognition intended for companies that demonstrate promote concretely the balance between Men and Women – The expectations were positive: the PNRR, which inserts the measure between those of its “mission 5”, aimed at female empowerment and demolition of gender discrimination in work, estimated about 800 attestations by 2026.
But the numbers have passed any forecast: at March 31 of this year there are already 8,110 certified companies, ten times a lot, and involve beyond two million workers and workers. A result that testifies not only the growing maturity of entrepreneurial fabricbut also the widespread awareness of cheap advantages of overcoming this gap, which is the engine of competitiveness, innovation and resilience.
Lombardy in the top ten
«Many – who had already embarked on for some time planning path, Management and control also oriented towards gender equity – they made themselves monitored to obtain it, “says Paola Corna Pellegrini, president of Winning Women Institute, an organization that supports inclusion processes And equity in the world of work and aiceo, the Italian CEO association. «We are talking about reality that in recent years have done a lot for support their workers and that they caught in the recognition – extremely rigorous and, above all, the only one to fix quantitative parameters and not simple guidelines – the opportunity to measure the results achieved ».
A new call for companies to obtain the certification of gender equality, an important step towards change (Getty)
This is confirmed by the data collected by the Institute Observatorylaunched last March and architect of the First national mapping: «On the basis of the numbers, that of the gender equality It is already the fourth most widespread certification in Italy, after Quality, environment and health and safety (source Accreded). A goal of which Italy can be proud: we have created one authoritative and unique tool, capable of becoming a model also for countries that, on the front of genre policiesare already very advanced ».
To lead the ranking of the most active regions there is the Lombardywith 1622 certified companies (20 percent of the total), then the Lazio with 1445 and, in third place, the Campania with 846 (data made official in March 2025): three regions which together make 40 percent of all equality certifications. Follow Emilia-Romagna, Puglia, Veneto, Piedmontaccording to the report of the Winning Women Institute Observatory, developed in collaboration with Loud. In particular, the big businesses (over 250 employed) represent 15 percent of the certified ones; the medium (between 50 and 249 employed) 32 percent; the small (between 10 and 49 employed) 38 percent; while the “Micro” (less than 10 employed) the remaining 15 percent.
The certification of gender equality, introduced by law 162/2021 e based on practice – the document indicates models and guidelines in absence of a law national or international – UNI/PDR 125: 2022, is issued by accredited bodies. If the company meets the required requirements, get the certificate, Valid three yearswith annual surveillance monitoring. There assessment of companies focuses on Six key areasmeasured through quantitative indicators: remuneration equity, growth opportunitieshuman resources processes, Governance, culture and corporate strategy and parenting protection.
From more vacation to smartworking
Many realities have overcome more annual checks And the first organizations are already working to obtain the second declaration: it can therefore be observed how the evolution towards the equal treatment of each worker, in what areas they have made progress And where you still remain a lot to do. «In many cases i Good results they focus on supporting parents in combining work and care of the family, even if they remain significant differences Between those who have over 250 employees and some less than 50 »explains Michele Gallo, CEO of Gcerti Italy, benefit company and certification and training body Accredited by Accredia.
«I quote the exemplary case of a large insurance group: recognizes parents, men and women, three days of holidays per month paid, in addition to the leave attributed by lawup to 12 years of age. On the contrary, the smaller companies – those with fifty employed down – are still still far from binding systemic measures and structured processes: they just offer parents almost exclusively Smart working and hourly flexibility, Not very complex organizational solutions, as well as at no cost. Unfortunately, sectors such as building and facility management (i.e. cleaning, safety, maintenance, canteen services) instead discount a rather mentality traditionalist: still struggle to recognize the full right of the workers a Conciliare maternity and career ».
What to you earn who certifies themselves
A corporate attention Always widespread, it is also measured in the fight against harassment and mobbing, starting from the significant one to a respectful and inclusive language, explains Gallo. «Work is also very positive On wages, where we no longer find more gender differences, if not for paintings and managers »he adds. “To the corporate top management In fact, a clear male prevalence remains: by facing the path for obtaining the certificate, companies include how large the gap to fill in female careers. Reduce gap so deep and consolidated requires investments remarkable – because the male salaries have had progressions in more flourishing periods and today they are almost unreachable – In addition to a long -term strategic and management commitment ».
Among the certificates many point to Get the gap career, they are therefore focusing on those of the youngest: they set them immediately so that they are not affected by discriminationand on projects that radically modify corporate culture in this area. Also, those who today are preparing to obtain the second attestation, aims to reach a score equal or higher To the previous one, and this is an excellent sign »concludes Michele Gallo.
Meanwhile, requests continue to grow, although it is a path complex and demanding. Why? «The reasons are multiple: the data show that gender equity and an inclusive approach have a Positive impact on productivity and innovation, and obtaining this recognition represents a reputational advantage, which makes more attractive for talents and customers »explains Paola Corna Pellegrini. Economic incentives provided for by law and Additional scores In public calls they act as a further stimulus. «Certified companies benefit from the exemption from the payment of contributions social security up to 1 percent and for a maximum of 50 thousand euros per year, for the duration, three -year, of the declaration ».
The flywheel effect of the certificate
“As for ai tenders for tenders For the assignment of public procurement, a certified company in parity obtains a additional scoreincreasing their chances of success »continues Corna Pellegrini. «In addition, the PNRR has allocated ten million euros, part of which to which it transformed into vouchers, to allow small and micro-activities to certify. I also like to remember that, like Winning Women Institutewe have given assistance to some great realities in introducing reward mechanisms for suppliers and partners, who encouraged them to build internally gender equity and to obtain certification “.
Moreover, the fact that the assessments of accredited entities they are based on objective indicators – measurable data and metrics – discourages each surface use of the certificate. “You don’t certify yourself to do Pink Washing (initiatives only of facade in favor of women, editor’s note) nor just to obtain contributory relief. This certificate implies a concrete and long -term commitment Towards gender equality: reached the required standards, you can no longer go back. With the exhaustion of the available budgetit will be essential that Italy will allocate New resources On a front on which it proved to be at the avant -garde ».
In March 2027 the five years From the publication of UNI/PDR 125: 2022 practice, relating to equality: «At the end of this period, the indications of address must be transformed into the law technique in order to continue to be applied; in this way It consolidates and structure definitively the content of the practiceintegrating it with the improvements suggested by the organizations that have put it on the ground »explains Elena Mocchio, responsible Innovation and standardization of the Italian UNI of the standard of norm, which managed the processing process of the 2022 document. «There are already tables started, including international ones, for the transition to a rule which ensures effectiveness and duration of the change of pace towards gender equalityan increasingly necessary path, unavoidable ».