ISG Italia S.p.A, a leading technology research and advisory firm, has been recognized for its commitment to gender equality through gender equality certification awarded by Bureau Veritas. The certification, issued by UNI (Ente Italiano di Normazione), confirms that ISG Italy’s workplace functions comply with the gender equality guidelines set forth in the UNI/PdR 125:2022.
In the Italian market for over a decade, ISG Italy has provided support to the public sector, including a framework contract with Consip, the Italian Public Administration’s central IT purchasing body. The firm has been involved in various digital transformation initiatives as part of Italy’s “Three-Year Plan for Information Technology in the Public Administration.”
Bureau Veritas evaluated ISG Italy across multiple workplace functions, such as culture and strategy, governance, HR management processes, opportunities for women in business, gender pay equity, parental protection, and work-life balance. The assessment determined that ISG Italy’s practices align with the gender equality guidelines outlined in the UNI/PdR 125:2022.
“We are thrilled to receive this prestigious certification, as it demonstrates our ongoing commitment to promoting diversity and equal opportunity in the workplace,” said Michael P. Connors, Chairman and CEO of ISG. “ISG is dedicated to breaking down barriers and supporting fair and equitable workplaces for all.”
To further advance gender equality, ISG established the ISG Women in Digital community in 2018. The community serves as a platform for exchanging practical advice and innovative ideas on diversity and advancement in the workplace. It includes initiatives such as the annual ISG Women in Digital Awards, a LinkedIn page, an ISG Digital Dish podcast series, and regular events for ISG employees and the broader IT and business services industry.
Julien Escribe, partner and managing director of ISG Italy, emphasized the firm’s commitment to ensuring equal opportunities for both men and women. “By fostering a culture of diversity, equity, and inclusion and complying with laws and regulations that promote gender and wage equality, we believe we are upholding the core values of our firm and society,” he said.
The gender equality certification system, accredited by Bureau Veritas, is voluntary and open to organizations of all sizes. It is determined by the UNI/PdR 125:2022 guidelines and key performance indicators for gender equality within an organization.
ISG, founded in 2006 and headquartered in Stamford, Connecticut, specializes in digital transformation services, sourcing advisory, managed governance and risk services, strategy, operations design, and market intelligence. With over 1,600 professionals operating in more than 20 countries, ISG is committed to helping clients achieve operational excellence and faster growth through innovative thinking and comprehensive research and analysis.
For more information on ISG and its services, please visit www.isg-one.com.
In addition to the information provided in the article, here are some relevant facts, trends, forecasts, and challenges associated with gender equality practices in the market:
1. Current Market Trends:
– Gender diversity and equality have become important considerations for organizations worldwide, as there is a growing recognition of the benefits they bring in terms of improved creativity, innovation, decision-making, and overall business performance.
– Many companies are implementing diversity and inclusion programs and initiatives to attract and retain diverse talent, including women, in order to create a more inclusive and equitable workplace.
– Organizations are increasingly focusing on addressing gender pay gaps and ensuring fair compensation practices for all employees.
– There is a rising demand from consumers and investors for transparency and accountability regarding company policies and practices related to gender equality.
2. Forecasts:
– The gender equality movement is expected to continue gaining momentum, with increasing pressure on organizations to prioritize diversity and inclusion.
– More countries may introduce legislation or guidelines promoting gender equality in the workplace and encouraging organizations to obtain gender equality certifications.
– The role of technology and data analytics in identifying and addressing gender disparities in the workforce is predicted to become more significant.
– There may be a shift towards more flexible work arrangements and policies that support work-life balance and parental leave for both men and women.
3. Key Challenges and Controversies:
– One of the main challenges is changing deep-rooted cultural norms and biases that continue to hinder gender equality progress.
– Gender stereotypes and unconscious bias can affect hiring, promotion, and leadership opportunities for women.
– Achieving true pay equity remains a challenge in many organizations, as gender pay gaps persist even in developed economies.
– Balancing work and personal life, particularly for women, can be a challenge due to social expectations and limited access to affordable childcare options.
Advantages of Gender Equality Practices:
– Improved employee morale and engagement.
– Diversity of perspectives, leading to better decision-making and problem-solving.
– Enhanced reputation and attractiveness to customers, investors, and potential employees.
– Reduced turnover and increased retention of talented individuals.
– Access to a wider pool of talent and increased innovation.
Disadvantages of Gender Equality Practices:
– Resistance and pushback from those who perceive affirmative actions as reverse discrimination.
– Challenges in measuring the impact and effectiveness of gender equality initiatives.
– The need for significant organizational changes and resource allocation to implement and sustain gender equality measures.
For more information on gender equality practices and related topics, you can visit the International Labour Organization’s website at ilo.org or the World Economic Forum’s Gender Parity Report at weforum.org.