RESPECT, EVERY DAY
Visible recognition. Verifiable commitments.
Three levels support organisations with different starting points and capacities. Each includes the preceding level’s requirements. Displaying a symbol is not enough: recognition is based on actions, evidence and continuity, with review separate from guidance.
| Requirements | ORANGE IMPEGNO | ORANGE VERIFICATO | ORANGE LEADER |
|---|---|---|---|
| Validity and renewal | 12 months · renewal at expiry | 24 months · annual monitoring and renewal at expiry | 24 months · annual monitoring and renewal at expiry |
| Charter of 10 Commitments signed by the legal representative | |||
| Complete online self-assessment | |||
| Appointment of an internal contact | |||
| At least one initiative during the 16 days of activism (25 November – 10 December) | |||
| Written respect, harassment and violence policy shared with all staff | |||
| Confidential reporting channel with no retaliation | |||
| Specific training for managers and supervisors | |||
| Support protocol: information and access to statutory paid leave under Article 24, Legislative Decree 80/2015, flexibility and confidentiality | |||
| Agreement or active contact with an anti-violence centre or local service | |||
| Guidelines for respectful internal and external communication free of stereotypes | |||
| Annual action plan with indicators | |||
| Document review and interview with the Evaluation Committee | |||
| Annual anonymous workplace climate survey, results and improvements | |||
| Supply chain engagement: supplier code of conduct or shared initiatives | |||
| At least one local project with schools, the third sector or anti-violence centres | |||
| Annual public report of actions | |||
| Active participation in Grifo Festival: co-produced films, panels or workshops | |||
| Mentoring at least one other organisation on the journey |
A shared declaration. Ten responsibilities to bring into everyday work.
We recognise that gender-based violence and discrimination also concern the world of work.
We do not tolerate harassment or violence in any form, including verbal and digital.
We provide safe, confidential listening spaces without retaliation.
We offer tangible support to those experiencing violence, including outside work.
We train everyone, starting with those who lead.
We use respectful, inclusive words and images free of stereotypes.
We value women’s talent and promote genuine equal opportunities.
We take the message outside: to clients, suppliers, communities and schools.
We measure, report and improve every year.
We challenge ourselves: educating ourselves to educate for respect.
The Marchio ORANGE complements UNI/PdR 125:2022 and prepares organisations for that journey. This map highlights thematic affinities: it is not a conformity assessment, does not replace the UNI practice and does not grant access to its benefits. ILO references recall Convention principles, not proof of legal compliance.
| Area | UNI/PdR 125:2022 | ILO Convention 190 |
|---|---|---|
| Governance and commitment | Culture and strategy; governance | Articles 4 and 9: integrated approach and employer responsibilities |
| Prevention and listening | HR processes; governance | Articles 9 and 10: prevention, reporting and protection |
| Support for people | Pay equity; parenthood protection and work-life balance (support affinity, not equivalence) | Article 10(f): domestic violence’s impact on work |
| Training and culture | Culture and strategy; HR processes | Articles 9(d) and 11: information and training |
| Language and communication | Culture and strategy; growth opportunities and inclusion of women | Articles 1 and 11: unacceptable behaviour and awareness |
| External commitment | Culture and strategy; governance | Articles 4 and 11: cooperation and awareness |
Legal, psychology, HR, communication and media experts, anti-violence centre representatives and the third sector define and update the scheme’s requirements.
Reviews applications separately from the consultants supporting the organisation. Those who guide do not evaluate: recognition decisions remain independent.
Define badge usage, validity checks, suspension and withdrawal. The final document will be available after association approval.