September 18 marks the International Equal Pay Day, an important occasion to reflect on the persistent wage disparities between men and women.

On average, the gender pay gap in Europe stands at 12%, but the situation in Italy is even more critical.

The daily wage gap reaches 28%, while on an annual basis it rises to 40%, largely due to the fact that women’s employment is more concentrated in lower-paid sectors.

Alongside these issues, another key challenge emerges achieving a balance between work and private life.

Women continue to bear the greater share of family responsibilities, a condition that often leads to fragmented career paths, part-time contracts that are not always voluntary, and fewer opportunities for professional growth.

Companies play a crucial role in reducing these disparities and fostering more inclusive and equitable workplaces.

An increasing number of organizations are adopting corporate welfare initiatives, flexible working solutions, and gender equality policies.

Among them, GTP stands out for its concrete commitment to promoting equality not only within its own organization, but also by supporting other entities on their journey towards the Gender Equality Certification (PDR 125/2022).

PDR 125/2022 for Gender Equality in the Workplace

The PDR 125/2022 represents a significant step forward in this direction. This certification is designed to encourage companies to implement tangible initiatives in favor of gender equity.

Organizations that obtain it must demonstrate the adoption of strategies aimed at reducing the pay gap between men and women, supporting female leadership, ensuring fair recruitment and career advancement processes, and creating an inclusive workplace free from discrimination.

Earning this certification is not merely symbolic; it also provides practical benefits, including tax incentives and improved ranking in public tenders.

However, the commitment to gender equality cannot be limited to the definition of corporate policies: it must translate into a genuine cultural transformation.

Key elements include employee training, awareness-raising on stereotypes and biases, and the implementation of monitoring tools to ensure that equity principles become an integral part of corporate culture.

This journey is essential for building a fairer and more inclusive society.

The Law Firm remains available for any further clarification.