Is it still necessary, in 2025, to talk about gender inequality in the workplace?

The latest Global Gender Gap Report, published by the World Economic Forum in 2024, gives considerable attention to the issue, revealing that, to date, no country in the world has yet achieved full equality between men and women. According to the document, it will take another 134 years to reach this goal.

So yes, talking about gender inequality in the workplace is necessary. However, despite the alarming data, the same report points out that equality in workforce participation continues to improve globally, suggesting that progress, albeit very slow, is moving in the right direction.

Where are we on the long way to equality in the workplace?

In 2024, women’s representation in the global workforce remained below men’s, constituting about 42% of the total. Furthermore, there is a significant reduction of this number when it comes to high-level leadership positions: only 31.7% of these roles are held by women.

The situation described mirrors the EU one: Eurostat data show that, in 2023, women accounted for almost half of all employees in the Union (46.4%), but remained under-represented among managers (34.8%).

In addition to it, women still face obstacles at the very beginning of their careers. Their chances of being hired for entry-level positions remain lower than those of men, making them under-represented from the outset. And even once hired, they too often encounter further barriers, such as wage gaps: according to UN Women, they earn on average 20% less than men, globally.

Why is gender equality important, not only (and above all) from an ethical point of view, but also in terms of productivity? 

First of all, the concept of equal opportunities at work (not only from a gender perspective) refers to a broader ethical and moral concept that today’s society should ideally reflect: freedom to work, to choose a profession, and to do so in a condition of dignity, safety and equality, is an essential aspect of human well-being. 

Guaranteeing that women have access to this right is an important end in itself.

International Labor Organisation

Furthermore, research shows a correlation between gender equality and corporate-organisational success, revealing that organisations in the top 25% for gender diversity are 27% more likely to perform better than the national average for their sector in terms of productivity. Correlation does not mean causation, but studies suggest that the consistency of data collected over the last decade indicates that the link between respect for diversity and company performance is not a coincidence.

The reasons for this may be many and varied, depending on the specific context. One of these is linked to the issue of human well-being mentioned before: organisations that adopt inclusive policies report higher staff satisfaction and, therefore, a clear improvement in performance.

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Despite the 134 years that separate us from the desirable equality, (slow but significant) progress has been made, which gives us hope.

Thanks to increased awareness and sensitivity on the issue, especially among the younger generations, more and more companies are paying attention to equal opportunity policies. Among these there is also ALDA+, whose commitment has been recognised with the prestigious UNI/PdR 125:2022 certification for the measures adopted to guarantee gender equality in the workplace.

Talking, or rather shouting, to achieve gender equality in the workplace is essential, now more than ever. Equality does not only mean economic and productive advantages. Above all, it means human dignity, a universal value for building, little by little, a more equitable and just world.

By obtaining the UNI/PdR 125:2022 certification, ALDA+ demonstrates that gender equality is achievable for small and medium organisations and not just large corporations.

When gender equality in the workplace is discussed, most of the time the spotlight falls on large corporations and multinationals. Yet, in Europe, 99% of businesses are small and medium-sized enterprises (SMEs), and countless NGOs operate with smaller teams but carry enormous social impact. Saying this, these organisations are not exempt from the responsibility to promote gender inclusion but in fact, their smaller size can be a big advantage on this topic, as policies and cultural change can be applied more quickly and visibly, and followed more closely. 

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For NGOs in particular, aligning internal practices with the values they promote externally is crucial for credibility. This is the path ALDA+ has taken.

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In 2024, ALDA+, the operational arm of ALDA – the European Association for Local Democracy, obtained the UNI/PdR 125:2022 certification, an official recognition of the organisation’s concrete and constant efforts to ensure gender equality in the workplace.

The certification confirms that ALDA+ has implemented measurable processes to:

• Ensure equal opportunities in recruitment, training, and career development;
• Promote inclusive leadership and governance;
• Promote work–life balance and fair distribution of responsibilities;
• Monitor and report on gender equality objectives.
  

By doing so, ALDA+ has proven that even a medium-sized organisation can meet the highest standards of workplace inclusion and, more importantly, that policies on paper can be turned into everyday practice. But how, and what can other SMEs and NGOs learn from ALDA+’s journey?

Three key lessons stand out:

1. Start with policy, but don’t stop there

Adopting a Gender Equality Policy is essential, but the real test is always implementation. ALDA+ implements gender objectives in daily operations, in this way ensuring they are not just aspirational statements, but applied operational guidelines.

2. Use certification as a roadmap, not just a badge

The UNI/PdR 125:2022 framework provides measurable indicators that should be followed, from pay gap monitoring to different governance practices. For ALDA+, the process of certification was an opportunity to examine and put to the test existing practices, identify gaps, and commit to continuous improvement.

3. Leverage your mission to lead by example

As an organisation that trains and supports local governance actors across Europe and beyond, ALDA+ recognised that internal credibility strengthens external advocacy. By aligning internal practices with its mission of inclusion and participation, ALDA+ amplifies its impact also in communities.

Why closing the gap is everyone’s responsibility

According to Eurostat, women in the EU still earn around 12–13% less than men per hour. This gap is influenced by factors such as occupational segregation, unequal distribution of care responsibilities, and barriers to career progression. The EU Pay Transparency Directive, adopted in 2023, obliges organisations to report on pay gaps and make recruitment and promotion processes more transparent and fair.

For large employers, compliance is often about complex HR systems and reporting mechanisms. For smaller organisations, it is about practical, everyday decisions:

• Are job descriptions gender-neutral?
• Are recruitment panels diverse?
• Do training opportunities reach everyone equally?
• Are working parents supported with flexible arrangements?
  

ALDA+ shows that the answers can be “yes”, even without the resources of a multinational.

For other organisations leaning to follow this path, here is a practical starting checklist inspired by ALDA+’s experience:

1. Adopt a clear gender equality policy – set principles and assign responsibility.
2. Conduct a self-assessment – use available EU/ILO toolkits to map where gaps exist within.
3. Implement small but high-impact measures – e.g., structured pay reviews, transparent promotion criteria, flexible work.
4. Train leadership and staff – inclusion must be understood and practiced at every level.
5. Monitor and report progress – even a simple annual internal review builds accountability.

ALDA+’s UNI/PdR 125:2022 certification is more than a milestone for us, but a reminder that gender equality is achievable for organisations of every size. By setting inclusion in its own operations, ALDA+ is not only ensuring a fair and diverse workplace for its team, but also setting a standard for the thousands of local actors it supports across Europe.

Closing the gender gap is not a task only reserved for multinationals or governments. It is a responsibility, as well as an opportunity, for every organisation, big or small. ALDA+ shows how it can be done.