Today, gender equality reports are becoming an increasingly vital tool for companies, public bodies, universities, healthcare organisations and international institutions. Beyond simply documenting the presence of women within an organisation, it allows us to analyse data, policies, resources and results through a gender-specific lens.
In a world where equality between women and men is becoming increasingly linked to accountability processes, measurable indicators and transparent communication, the gender equality report becomes a vital document: it helps us to highlight progress, identify areas for improvement and convey an organisation’s commitment in a credible way.
As Paola Canestrini, research fellow and adjunct lecturer at the Department of Management of the University of Bologna, points out, the gender equality report forms part of a broader gender accountability cycle: a process that includes planning, use of resources, monitoring, evaluation and public reporting of actions and results related to gender equality.
From this perspective, the gender-quality report is more than just an outcome document; it is a tool that enables us to verify whether an organisation’s commitments are producing concrete, measurable results that are useful in guiding future decisions. As such, for universities, healthcare organisations, public bodies, and global institutions, it is particularly valuable in terms of transparency, reputation, cooperation, and participation in projects, calls for proposals and funding opportunities.
But why translate a gender equality report?
For many global organisations, translating a gender equality report makes the document accessible to foreign stakeholders, European institutions, research partners, investors, funding bodies, students, international staff and professional communities. As such, accurate translation contributes to promoting commitment to gender equality beyond national borders.
Translating a gender equality report, however, does not simply mean transferring the text from one language to another. It is a complex document that brings together data, indicators, institutional references, ESG-specific language, HR terminology and inclusive communication. Each linguistic choice made by the translator must strike the right balance between technical accuracy, readability and cultural sensitivity.
As Sara Bonfanti, Head of Production and Vendor Manager at ArKadia Group, notes, the gender equality report is a hybrid document: on the one hand, it is a technical report, with data, indicators, governance, reporting and information about internal processes; on the other, it is a social-responsibility document that must also be understandable to non-specialist audiences such as employees, stakeholders, communities, partners, students, citizens or investors.
For this reason, the translation requires a specialist and well-structured approach. Concepts such as gender accountability, gender budgeting, gender equality, equity, inclusion, the gender gap and inclusive language require specific expertise and careful consideration of context. A generic translation risks weakening the message, creating ambiguity, or failing to reflect the organisation’s positioning correctly.
In ArKadia Group’s experience, a successful project must begin with a preliminary analysis of the document, the target audience and the linguistic register. This should be followed by the creation of reference materials such as bilingual or multilingual glossaries, translation memories, style guides, acronym lists and institutional terminology. These tools allow us to maintain consistency across descriptive sections, tables, indicators, charts, objectives and supporting documentation.
Technology can support the process through the use of CAT tools, glossaries and translation memories, especially for recurring documents with numerous tables or repetitive sections. However, in the case of the gender equality report, the human translator still plays a central role, as inclusive language, cultural sensitivity and consistency in messaging require experience, proper interpretation and specialist expertise.
Another key aspect is constant dialogue with the organisation concerned. Departments such as HR, Sustainability, Corporate Communication, Diversity and Inclusion, Legal, and Compliance, as well as internal committees or academic representatives, can all help to validate key terms, recurring wording and choices related to inclusive language. This dialogue allows us to align the translation with the identity, tone of voice and institutional positioning of the body or company.
Also vital is the review stage. Checking grammar, flow and style alone is not enough; it is crucial to ensure that the message of equity has been conveyed correctly, while respecting the cultural sensitivities of the target language. A misused term or inappropriate linguistic choice can weaken the organisation’s message or cause texts to be interpreted in ways that were not intended.
A well-managed translation makes the gender equality report more accessible, credible and measurable. It allows us to communicate data, commitments and results consistently, including on a global scale, strengthening transparency, reputation and dialogue with stakeholders as a result.
To explore the topic further, ArKadia Group has produced a white paper entitled “Translating Equality to Make It Accessible, Credible and Measurable”, focused on the translation of the gender equality report as a tool for accountability, reputation and international communication.
This white paper includes the contribution of Paola Canestrini, who examines the role of the gender equality report within the gender accountability cycle, and the professional experience of Sara Bonfanti, who outlines the main linguistic, terminological and project-related challenges involved in translating and publishing these documents in multiple languages.
Fill in the form to download the white paper and learn how to manage the translation and multilingual publication of your gender equality report effectively.
