Equality and inclusion certifications.

Four different certifications answer different questions, and the first decision is not how to obtain them but which one you need. These are standards that an organisation adopts when equality stops being a statement and becomes a requirement: to bid for a tender, to access a tax relief, to respond to a parent company or a client asking for it down the supply chain.

Which certification.

Each standard addresses a different profile: people, organisations, governance or workplace culture. Here is a quick map to find your way.

UNI/PdR 125:2022
Gender equality
Who is most concerned
Companies bidding in public tenders and organisations seeking access to the social-security contribution relief.
The lever
It is the only one of the four with a direct effect on award procedures, in the form of bonus points, and with a contribution relief recognised by law. It is also the one that clients have started to require along the supply chain.
What it involves
Six areas of indicators - culture and strategy, governance, HR management processes, growth opportunities, pay equity, protection of parenthood and work-life balance - a monitoring system, an audit by an accredited body and periodic maintenance checks.
UNI/PdR 192:2026
Work-life balance
Who is most concerned
Organisations where work-life balance matters: shifts, distributed work, staff with caring responsibilities.
The lever
The 2026 Labour Decree links it to a contribution relief of up to 50,000 euros. It is the most recent of the four and the one with the most immediate financial return, so the easiest to argue for in the boardroom.
What it involves
A dedicated management system: needs analysis, concrete measures on working hours, leave, welfare and remote working, indicators, periodic review and verification by a certification body.
ISO 30415
Diversity & Inclusion
Who is most concerned
Those who already hold the 125 and want to move beyond gender, and groups that report on diversity in a structured way.
The lever
It is not a tender requirement: it is a recognised international reference that counts in sustainability reporting and in the requests of clients, investors and supply-chain leaders.
What it involves
Defined governance responsibilities, analysis of the entire employment life cycle, indicators and accountability mechanisms.
ISO 53800
Gender equality and empowerment
Who is most concerned
Groups with a foreign parent company or counterparties, where an Italian reference practice is not recognised.
The lever
It is the international version of the topic. It coexists with the 125 and does not replace it: many organisations hold both, one for the domestic market and one for the group.
What it involves
Policies, roles and responsibilities, empowerment measures and documented assessment of results.

The process.

01
Gap analysis - where you stand against the indicators and, above all, which data you are not yet collecting.
02
Policies and documents - regulations, procedures, notices, agreements: the part that must hold up if someone challenges it.
03
Indicators and monitoring - who measures what, how often, and who is accountable for it.
04
Audit support - preparation of the documentation and presence during the certification body's assessment.
05
Maintenance - periodic checks, regulatory updates, handling of reports.

Our scope.

We do not issue the certification: the body that verifies must be independent from those who advise, and that is a guarantee for you before it is for us.

Our work is what a consultancy firm cannot do - policies and regulations written to withstand litigation, relations with trade union representatives, processing of personal data, whistleblowing channels, and the defence when a discrimination dispute arrives anyway.

Related expertise.

Highlighted

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Industries

All expertise

Equality and inclusion certifications.

Which certification.

Gender equality

Work-life balance

Diversity & Inclusion

Gender equality and empowerment

The process.

Our scope.

Related expertise.

A question worth asking out loud.