Gender equality is a fundamental principle of the European Union, but not yet a reality”. This statement was made by von der Leyen in March 2020 during the presentation of the gender equality strategy for 2020-25. As the first woman to hold the position of President of the European Commission, she also personally takes this issue to heart. Most women do not want pink quotas, but to have equal access to roles and tasks in the company and, above all, to be guaranteed equal pay with their male colleagues. Gender equality in Italy has received support and framework through targeted legislation. In August 2011, the Golfo-Mosca law imposed gender quotas in the Boards of Directors and Boards of Statutory Auditors of listed companies in Italy. This rule was envisaged for 10 years, but its duration was extended temporally as of January 2020 (with Budget Law 160/2019) with Reference Practice 125/2022[1]. The Equal Opportunities Department of the Presidency of the Council of Ministers published the Decree of 29 April 2022 in the Official Gazette (152) of 1 July 2022. It defined that the minimum parameters for achieving gender equality certification for companies are those set out in Reference Practice 125/2022, published on 16 March 2022. The text states that for the year 2022, private companies that are in possession of the certification of gender parity are granted, within the limit of 50 million euros, an exemption from the payment of the employer’s total social security contributions determined in an amount not exceeding 1% and within the maximum limit of 50 thousand euros per year for each company, apportioned and applied on a monthly basis. Therefore, private enterprises that, as of 31 December of the year preceding the reference year, are in possession of the certification on gender equality are granted a bonus score for the evaluation, by national and regional European fund-holding authorities, of project proposals for the purpose of granting State aid to co-finance the investments incurred. Contracting authorities foresee in their calls for tenders, notices and invitations specific clauses aimed at including gender equality and the recruitment of young people, under 36 years of age, and women as necessary and rewarding requirements. The bonus measures may provide for the awarding of an additional score to the tenderer or candidate who: uses or undertakes to use specific tools to reconcile the needs of care, life and work for its employees; has, in the last three years, complied with the principles of gender equality and adopted specific measures to this end, also taking into account the ratio between men and women in recruitment, salary levels and the appointment of senior positions. Contracts provide for the application of penalties for breach by the contractor of the obligations in question – commensurate with the seriousness of the breach and proportional to the amount or performance of the contract – or exclusion from the tender.
