Although gender equality is now a central topic in public debate, dominating the news on a daily basis, some confusion still remains regarding the real implications behind this concept, often viewed in abstract terms.

“It is, in fact, a practical and gradual process, supported by clear and comparable data, which can guide companies towards continuous improvement and truly sustainable growth. It is not merely a formal requirement but a real competitive advantage," explains Bianca Meglioranzi, a professional in the Sustainability & Emerging Assurance function at Deloitte & Touche SpA and internal auditor for PdR 125:2022 certification, to Renewable Matter.

Difference between formal and substantive equality

First of all, a distinction must be made between formal and substantive equality. “The former ensures equality ‘on paper’, i.e., it guarantees gender equality at the legislative level: it is indisputable that our constituents have given expression to social demands for equal rights and opportunities in various articles of the Constitution,” continues Meglioranzi.

In reality, however, stigma and stereotypes still influence women's lives, both privately and professionally: when they are young, because of their reproductive potential; in adulthood, because of the burden of domestic responsibilities; and in later life, because of their limited independence. “Substantive equality implies full equity and does not allow for the persistence of social, cultural and economic barriers that predominantly penalise women. To ensure this, it is essential to identify and remove these obsolete barriers and the various prejudices that fuel them.”

Women’s invisible labour

According to the International Labour Organisation (ILO), in 2023, 45% of women were excluded from the paid labour market globally precisely because of “invisible labour”, i.e., care and family management tasks typically performed in the home and private sphere and therefore unpaid. “In Italy, this dynamic has been reinforced both by limited large-scale investment in national welfare and by an ideology of domesticity, a legacy of cultural stereotypes and historical models, which has influenced the organisation of the labour market, contributing to consolidating gender segregation in employment during the 20th century,” says Meglioranzi.

In the international arena, an excellent example of how to correct this course comes from Mexico, where in 2024 President Claudia Sheinbaum introduced the Pensión Mujeres Bienestar. “A subsistence pension for all women aged 60 and over, with no other requirements other than minimum age and Mexican citizenship,” explains Meglioranzi. “Recognising the economic and social value of domestic work promotes women’s economic independence, even in older age, combating precariousness.”

Corporate governance and gender equality

In Italy, where obstacles to substantive equality are so deeply rooted, the labour market and the economic fabric represent a crucial area for intervention. “This is where policies such as UNI PdR 125:2022 certification come into play, designed to help companies transform gender equality into practical measures that can be applied in everyday working life,” continues Bianca Meglioranzi. Issued by the Italian Standardisation Body on 16 March 2022, this regulation provides organisations with guidelines for adopting an internal management system for gender equality, as part of the equal opportunities measures set out in the National Recovery and Resilience Plan (PNRR), Mission 5 Inclusion and Cohesion, but also in the broader framework of the UN's 2030 Agenda, Goal 5 on Gender Equality.

“The certification, of a voluntary nature, aims to promote greater equality between men and women in the workplace but also to increase the competitiveness of companies, allowing them to stand out thanks to their virtuous behaviour towards their staff. It is aimed at all organisations regardless of size, legal form and sector, even guaranteeing simplified procedures for smaller companies.”

Effects on corporate performance and GDP

UNI PdR 125:2022 does not limit itself to protecting women's rights: it calls on companies to value them, integrating them into governance strategies, decision-making processes and management roles. And it is not just a matter of social justice: as various studies attest, “Italian companies with a more gender-balanced workforce are more productive, showing better organisational performance and greater innovation, thanks to broader networks. They also have more collaborative communication and a better corporate reputation, more solid decision-making processes, better group dynamics and a greater understanding of markets. Finally, they develop more inclusive and sustainable governance models,” adds Meglioranzi.

According to the ILO, 74% of companies that adopt gender diversity policies see an increase in profits of between 5% and 20%. On a global level, closing the gender gap could lead to an increase in GDP of up to 8% in emerging markets, while completely closing the gap worldwide could translate into an average growth of 23% for all countries, as shown in the report on women's empowerment produced by Deloitte together with UN Women Italy and the Winning Women Institute.

Family-run businesses

In Italy, one of the first and most significant steps was the Golfo-Mosca Law, which in 2011 introduced gender quotas on the boards of directors of listed and publicly owned companies.

“The results are clear: in 2023, women accounted for 43% of the boards of directors of listed companies [data from Consob, ed.],” Meglioranzi points out. “In many family-run companies, however, the presence of women in top management still depends on family ties rather than merit, with consequently limited benefits. The real challenge today is to overcome the logic of ‘filling a quota’ and select people on a meritocratic basis, based on actual skills, also considering the constantly growing rate of women with a high level of education.”

A real and measurable growth

If gender equality is becoming a less abstract and much more practical concept, how can it be measured? “UNI PdR 125:2022 defines a number of qualitative and quantitative Key Performance Indicators (KPIs), divided into six areas: culture and strategy, HR processes, growth opportunities, pay equity, parental protection and work-life balance,” explains Meglioranzi. These indicators capture the situation within the company, but also serve as guidelines for a real process of continuous improvement.

“Their strength is in their ability to make info and practices clear and easy to compare, which often get overlooked or are hard to evaluate in everyday business and macroeconomic studies, from women in management roles to the gender pay gap, from flexible working arrangements to returning to work after parental leave. The certification is a great way to shape, organise, and make these areas more concrete.”

KPIs differ based on company size, divided into four categories according to the number of employees: micro, small, medium and large. “Smaller businesses are required to meet fewer KPIs, so as to calibrate the effort. In addition, the company’s ATECO (Economic Activities) code is also considered as a baseline for the KPI, so as to recognise the intrinsic differences between the various sectors,” explains Meglioranzi.

“To truly measure gender equality within organisations, it is no longer enough to simply count ‘how many women there are’: we need to ask questions and go beyond the raw numbers, thoroughly understanding the specific working conditions of women, what opportunities they receive, how much they are paid compared to men, and what their actual career prospects are.”

In addition to measuring KPIs, UNI PdR 125:2022 provides for the creation of a structured management system, supported by periodic audits. “This is not a control for its own sake but a useful tool for companies to continuously monitor results, verify progress and make their commitments to diversity and inclusion tangible.”

Gender equality and ESG standards

In this process, Gender Equality Certification fits perfectly within the ESG (Environmental, Social, Governance) reporting standards, ranging from the Global Reporting Initiative (GRI), providing practical operational tools in the social sphere, to the European Sustainability Reporting Standards (ESRS), which guarantee transparency and accountability in the communication of sustainability results.

“The KPIs of UNI PdR 125:2022 therefore become an operational bridge between equality policies and sustainability reporting, offering valuable support for more robust disclosure and increasing the company's credibility with investors, employees and stakeholders,” adds Meglioranzi. Finally, UNI PdR 125:2022 Certification offers additional economic benefits to companies: “In terms of tax relief, it entitles companies to a partial exemption from paying social security contributions for workers, up to €50,000. It also offers bonus points on project proposals when applying for funds and award criteria in public tenders, as established in the new Procurement Code.”

Although substantial gender equality has not yet been achieved, in recent years “we have seen significant growth in the number and range of tools, policies and regulations designed to bring us closer and closer to this goal,” concludes Bianca Meglioranzi. “The actions taken, both at the European and Italian levels, also contribute to the development of a culture that consciously recognises and values diversity in all its dimensions. Continuing in this direction, with resilience and consistency, is essential to supporting real, lasting and inclusive social change.”
 

Cover: photo Envato