ResilTech believes in a culture that is based on respect and appreciation of diversity in terms of gender, age, origin, social status, religion, political views, personal abilities, identity, and sexual orientation. For this reason, ResilTech has decided to implement a gender equality management system to formalize this belief and adapt its mission accordingly.
The gender equality management system was introduced at the end of 2024 and has been designed to meet the requirements provided in the UNI/PdR 125 regulation.
The system is currently on the way to get the formal certification.
Governance Structure for Gender Equality
ResilTech has identified the governance structure and the associated responsibilities for managing the gender equality management system. The governance structure mainly relies on the following people:
- The Steering Committee: a multidisciplinary governance group that oversees the gender equality plan, ensuring alignment with organizational goals, and periodically reviewing and monitoring the progress and adequacy of the management system.
- The Gender Equality Manager: is the person responsible for coordinating, implementing, and monitoring the organization’s gender equality strategy and actions.
- Top management: provides strategic direction, allocates resources, and ensures the effective implementation and continual improvement of the gender equality management system.
- Human Resources Office: is the organizational unit responsible for managing people‑related processes (recruitment, development, evaluation, work-life balance measures) and supporting the implementation and monitoring of gender equality policies and actions.
The governance also relies on the definition of a Gender Equality Policy (here) and a series of processes and procedures that are integrated into the organization’s Quality Management System.
KPI Framework and Results
The effectiveness of the ResilTech gender equality management system is monitored by a series of KPIs, the ones provided in the UNI/PdR 125 regulation for an organization classified as “small” (class 2). The monitored KPIs cover all the macro-areas defined by the standard and the way they are evaluated and reviewed follows the indications provided in the same regulation.
Overall, the results obtained for year 2025 show the following:
- Total number of persons: 41, comprising 29 men and 12 women (who represent 29%).
- Evaluated KPIs: 13, for which a maximum of 50,5 points can be achieved.
- Scored points: 32,5 (30 points are the minimum to be certifiable)
- Final score 64%
Policies and Actions Implemented
The Strategic Plan developed by the organization encompasses:
- Anti-discrimination and equal-opportunity policies
- Recruitment and promotion practices
- Work–life balance measures (flexibility, parental support)
- Training and awareness initiatives
- Harassment prevention and reporting mechanisms
Improvement Plan and Targets
The Strategic Plan developed for 2026 outlines the following initiatives:
- Get certified.
- Implement a few online modules within the organization’s intranet to simplify and accelerate the collection of information from workers
Certification Status
The certification process has been activated with RINA.