BLOG · 6 SEP 2023 · 2 MINREAD

Gender equality certification: what the Strategic Plan is for

The UNI/PdR 125:2022 practice sets out the guidelines for implementing the gender equality management system. The Strategic Plan plays a key role.

by Itineris

The reference practice UNI/PdR 125:2022 sets out the guidelines to adopt to implement the gender equality management system. The system is not mandatory and is open to all companies, regardless of sector, activity code or size.

Companies that adopt it are entitled to incentives (including contribution relief) and reward systems when taking part in public tenders and national funding. The certification is also an opportunity to develop organizational wellbeing, valuing employees and triggering a virtuous circle for the company's growth, including economically.

Alongside the Gender Equality Policy, the definition of the so-called "Strategic Plan" plays a fundamental role in reaching certification.

The role of the Steering Committee

Among the key figures of the certification is the Steering Committee, a body that must be appointed and composed — depending on company size — at least of the CEO, the general manager (or their delegate) and the person responsible for human resources (or their delegate).

Among its various tasks, the Committee draws up the strategic plan in line with Practice 125:2022, defining for each theme goals that must be:

simple

measurable

achievable

realistic

planned over time

assigned as implementation responsibilities

Contents of the Strategic Plan

Consistent with the policy, the strategic plan must define the objectives and the actions needed to achieve them, aligning the organization with the requirements and indicators set out in the practice. It must also include the actions required by the standard, such as:

drafting written instructions for implementing and monitoring what the plan provides

training at all levels on the ethical principles, themes and operating methods adopted, especially for those in positions of responsibility and people management

The areas to develop in the plan are specifically:

Recruitment

Career

Pay equity

Parenthood and care

Work-life balance

Prevention of abuse and harassment

The planned actions must be integrated into the system processes dedicated to gender equality through procedures, policies and instructions.

Where to start

To build a good Strategic Plan, it's best to start from:

a mapping of the contents of the gender equality policy defined by company management

an analysis of the data emerging from the initial assessment of the KPIs required by the practice, to close the gap between the current and the optimal situation

To find out more, contact us at info@itineris.uno

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