What the Certification Entails
The UNI/PdR 125:2022 standard is not a simple statement of intent, but an evaluation system based on rigorous performance indicators (KPIs). The certification attests that FBK has adopted a structured management system to ensure equal treatment and equal opportunities across genders, by analysing the entire professional lifecycle of its staff.
The Pillars of Evaluation and Our Results
The analysis model was structured around six strategic areas:
- Culture and Strategy: integration of inclusion values into the Foundation's mission.
- Governance: female representation in governing bodies and internal oversight bodies.
- HR Processes: objective procedures for recruiting, onboarding and career management.
- Growth Opportunities: ensuring professional advancement based on merit and potential.
- Pay Equity: monitoring aimed at closing the gender pay gap.
- Parental Support and Work-Life Balance: support for balancing work and personal life, and for returns from parental leave.
FBK achieved an overall score of 67%, exceeding the minimum threshold of 60% required for certification. While this result confirms the effectiveness of our flexibility and inclusion policies, it also highlights room for improvement on quantitative KPIs, particularly regarding the reduction of gender imbalances in senior and coordination roles.
The Role of the Steering Committee
To ensure the implementation and ongoing monitoring of this management system, the Foundation has established the Gender Equality Steering Committee, composed of:
- Andrea Simoni, Secretary General – Governance;
- Alessandro Dalla Torre, HR Manager – People Innovation for Research Service;
- Sara Giovannini, Head of the Legal Office and member of the Supervisory Body (OdV);
- Manuela Bacca, Inclusion & Diversity Officer – People Innovation for Research Service.
This body is responsible for coordinating actions and overseeing the achievement of the improvement objectives set out in the strategic plan.
An Ongoing Journey
The certification is valid for three years and includes annual surveillance audits to verify progress made. The next audit is scheduled for early 2027. The management system works in close synergy with FBK's Gender Equality Plan (GEP), consolidating an organisational model that is transparent, equitable and future-oriented.
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