Strategic advisory
UNI/PdR 125:2022 gender equality certification
A structured path, from the initial assessment to long-term maintenance, to obtain the gender equality certification and turn it into company culture.
Gender equalityUNI/PdR 125:2022 · UNI/PdR 192:2026
What it is
What UNI/PdR 125:2022 is
UNI/PdR 125:2022 is the Italian reference practice that defines the gender equality management system for organisations. It provides concrete tools to measure and improve a company's commitment to guaranteeing equal rights and opportunities to everyone, regardless of gender: in access to work, pay, training, wellbeing and work-life balance.
The 6 areas measured by the standard
Governance
HR processes
Growth opportunities and inclusion of women in the company
Gender pay equity
Parenthood protection and work-life balance
The certification is voluntary. It is issued by an accredited certification body when the organisation reaches a minimum score of 60% on the required KPIs, is valid for three years and is subject to an annual audit.
The benefits
Why get the UNI/PdR 125 certification
Social security relief
Certified private employers can apply to INPS for relief of up to 1% on the employer's social security contributions, up to €50,000 a year.
ESG rating and access to credit
It strengthens your score in ESG ratings and sustainability reports, and your standing with financial institutions.
Extra points in tenders and grants
The certification is an award criterion in public tenders and in many funding calls.
People and reputation
It supports engagement, retention and talent attraction, with more balanced decisions and a stronger reputation in the market.
The path
How we support you in obtaining the certification
A five-phase method that starts from a snapshot of the organisation and does not stop at the issue of the certificate.
Initial analysis
We assess the KPIs set by the standard, check your position against the 60% minimum threshold and identify the gaps to close.
Groundwork
We define the key elements of the system: steering committee, strategic plan, equality policy and training for the people involved.
System procedures
We build the management system, from reporting channels and document management to internal audits, non-conformities, review and improvement.
Certification
We prepare the company for the audit and support it in dealing with the certification body, up to the issue of the certificate.
Improvement and maintenance
We support continuous improvement to consolidate a culture of inclusion and keep the certification over time.
Building the culture
Activities for improvement and maintenance
For phase 05 we offer workshops and learning experiences that turn the equality policy into everyday behaviour.
Inclusive language with Sketchnoting
Co-creating visual guidelines on inclusive language and behaviour.
Bias Challenge
Micro-challenges and simulations to recognise and overcome unconscious bias.
Inclusive mentoring
A structured programme between people of different backgrounds, generations and roles.
Thematic focus groups
Facilitated listening spaces on parenthood, generations and wellbeing.
Inclusive recruitment
A workshop to rethink every recruiting step in the light of fairness and transparency.
Privilege walk
A guided simulation that makes starting inequalities visible.
From rules to behaviour
Legal framework and practical tools to prevent harassment, mobbing and discrimination.
UNI/PdR 192:2026: the work-life balance certification
UNI/PdR 192:2026 is the new UNI reference practice that defines the management system for balancing family life and work. It measures and improves policies supporting parenthood, care responsibilities, flexibility and people's wellbeing. It complements UNI/PdR 125:2022: for organisations already on the gender equality path, it is a chance to build on what they have achieved and widen their commitment.
New in 2026
The 7 KPI areas
- Flexible hours and workplace
- Maternity support
- Parenthood support
- Support for care responsibilities
- Health and wellbeing
- Financial support and family services
- Professional development and career continuity
We also support organisations on the UNI/PdR 192:2026 path, with an initial assessment, roadmap, management system set-up and KPI monitoring.
Read the full guide to UNI/PdR 192:2026 (in Italian)FAQ
Frequently asked questions about UNI/PdR 125:2022
It is the UNI reference practice that defines the gender equality management system for organisations. It sets KPIs in six areas (culture and strategy, governance, HR processes, growth opportunities and inclusion of women, pay equity, parenthood protection and work-life balance) on which the organisation is assessed to obtain the gender equality certification.
The path starts with an assessment of the standard's KPIs to check the starting point against the 60% minimum threshold. It continues with setting up governance (steering committee, strategic plan, equality policy), building the management system procedures and the audit by an accredited certification body, which issues the certificate of conformity.
The certification is voluntary and open to public and private organisations of any size and sector. The standard sets requirements proportionate to the size of the organisation.
Certified private employers can apply to INPS for relief of up to 1% on the employer's social security contributions, up to €50,000 a year. The certification is also an award criterion in public tenders and funding calls, strengthens ESG ratings and access to credit, and contributes to engagement, retention and talent attraction.
The certification is valid for three years and is subject to annual audits by the certification body, which checks that the requirements are maintained over time.
No, it is voluntary. For many companies, however, it becomes a de facto requirement, because it is requested or rewarded by clients, contracting authorities and funding calls.
UNI/PdR 125:2022 covers gender equality: equal pay, career growth, transparent processes and a culture of respect. UNI/PdR 192:2026 covers the balance between family life and work: parenthood, care responsibilities, flexibility and wellbeing. They are complementary, and the related social security reliefs can be combined.
Gender equality
Request a consultation on UNI/PdR 125
Tell us about your organisation: together we will assess your starting point against the standard's KPIs and the priorities of the certification path.
- A 30-minute call with an expert, no commitment
- We get back to you within 24 working hours
- A first concrete direction for your ESG goals
Thank you, we will be in touch
We have received your request. An ESG expert from Green Future Project Group will contact you within 24 working hours.