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.
For NGOs in particular, aligning internal practices with the values they promote externally is crucial for credibility. This is the path ALDA+ has taken.
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:
- 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.
- 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.
- 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:
- Adopt a clear gender equality policy – set principles and assign responsibility.
- Conduct a self-assessment – use available EU/ILO toolkits to map where gaps exist within.
- Implement small but high-impact measures – e.g., structured pay reviews, transparent promotion criteria, flexible work.
- Train leadership and staff – inclusion must be understood and practiced at every level.
- 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.