Law 162 of 5.11.2021, also modifying and integrating the so-called Code of Equal Opportunities of 2006, established, from 1 January 2022, the Certification of Gender Equality.

Certification has the task of Attesting concrete policies and measures adopted by enterprises to reduce the gender gap in relation to business growth opportunities, equal pay for jobs, gender diversity management policies and maternity protection.

Companies holding the Gender Certification can obtain advantages such as:

• an annual contribution allowance (for 2022 1% up to a maximum of EUR 50 000);
• an award score for State aid and/or public funding in general;
• better ranking in the notices for the acquisition of services and supplies;
• improving the corporate and reputational image;
• the implementation of a path of # SustainabilityIn line with Objective 5 "Gender Equality" of the 17 Sustainable Development Goals of the UN 2030 Agenda.

EUR 50 million was allocated to finance, as said, a reduction of 1% of the company’s social security contributions for 2022, up to a maximum of EUR 50,000.

Certification may be required by any undertaking of any size and legal form operating both in the public and private sectors.

The Uni PDR 125:2022 reference practice on gender equality (https://www.informationfiscale.it/IMG/pdf/reference-practice-unipdr-pdr100866103.pdf) outlining the requirements to be met in order to be able to certify itself.

The implementation of a management system for gender equality, aimed at promoting gender equality in Italian companies, involves in particular the activation of the following areas:

• business growth opportunities and equal pay;
• policies for the management of parenting and life-work reconciliation;
• business process management policies.

The phases of the certification process shall include:

• measuring the maturity of the organisation by calculating KPIs;
• formalisation of gender equality policies;
• implementation of a management system, drafting and implementation of a strategic plan.

6 Indicator areas:

1. Culture and strategy
2. Governance
3. HR processes
4. Opportunities for growth and inclusion of women in the company
5. Remunerative equity by gender
6. Protection of parenting and reconciliation of life and work

To achieve certification the minimum score is 60% and each area contains a mix of quality-quantitative KPIs. KPIs are applicable on the basis of the size of the enterprise, from micro to large enterprises.

The policy of company gender equality, must be defined by the High Management, communicated and disseminated within the organisation, must be the subject of training.

The implementation of the strategic plan should include identification of business processes related to gender equality issues, relative strengths and weaknesses, definition of objectives, actions to bridge gap and KPI monitoring, implementation of a management system.

The Nexum Group together with Ambire SB is structuring a model to accompany organisations in obtaining certification and to offer development and training to reduce gender gap.