This study investigates the adoption of Diversity and Inclusion (D&I) standards among Italian small and medium-sized enterprises (SMEs), focusing on the international guideline ISO 30415:2021 and the national certification UNI/PdR 125:2022. Using survey data from 866 SMEs across six manufacturing and service industries and applying descriptive analyses, ANOVA tests, and logistic regressions, the study investigates motivations, perceived benefits, barriers, and determinants of adoption. Results show that ISO 30415 mainly fulfils a symbolic and cultural role, enhancing awareness and reputation with limited organizational effects, whereas UNI/PdR 125 generates more substantive impacts, especially in leadership, performance, innovation, and employee engagement. Regression models indicate that ISO adoption is driven by intrinsic motivations, while UNI/PdR 125 adoption is influenced by external incentives and prior certification experience, with gender and age emerging as significant predictors. The findings offer theoretical contributions and practical implications for managers and policymakers promoting inclusive and sustainable organizational practices.
Diversity and Inclusion Standards: Exploring Drivers and Determinants of Adoption of ISO 30415:2021 and UNI/PdR 125:2022 in Italian SMEs
Bravi, Laura
;Chamochumbi Diaz, Gail Denisse;Pierli, Giada
2026
Abstract
This study investigates the adoption of Diversity and Inclusion (D&I) standards among Italian small and medium-sized enterprises (SMEs), focusing on the international guideline ISO 30415:2021 and the national certification UNI/PdR 125:2022. Using survey data from 866 SMEs across six manufacturing and service industries and applying descriptive analyses, ANOVA tests, and logistic regressions, the study investigates motivations, perceived benefits, barriers, and determinants of adoption. Results show that ISO 30415 mainly fulfils a symbolic and cultural role, enhancing awareness and reputation with limited organizational effects, whereas UNI/PdR 125 generates more substantive impacts, especially in leadership, performance, innovation, and employee engagement. Regression models indicate that ISO adoption is driven by intrinsic motivations, while UNI/PdR 125 adoption is influenced by external incentives and prior certification experience, with gender and age emerging as significant predictors. The findings offer theoretical contributions and practical implications for managers and policymakers promoting inclusive and sustainable organizational practices.I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.
