Our staff's wellbeing

In Acea we look after our people with a series of initiatives designed to improve the quality of life inside and outside the company, in line with the objectives of our Industrial and Sustainability Plans.

We have devised a Corporate Welfare Plan to increase the personal and professional well-being of our people, responding to new social needs.

Measures have been developed in favour of diversity and inclusion, parenting, psycho-physical well-being, economic benefits, prevention and health care of employees and their families and work-life balance, which encourage flexibility at work, increase the sense of belonging and improve the corporate climate as a whole, thanks also to training sessions on the technological-digital transformation processes that the Group is currently implementing.

The new Acea Welfare Plan

In 2022 the Group Welfare Plan was strengthened - we identified six fundamental pillars relating to health, work-life balance measures, psycho-physical well-being, supplementary pension, economic benefits and family.

Numerous remote information-gathering meetings were held to promote the Welfare Plan, actively involving all our people, and we made available a series of dedicated training videos on the company Intranet.

Acea implemented numerous corporate welfare initiatives throughout 2022, promoting important communication campaigns including Prevent with Acea, dedicated to prevention, I Take Care of You, in support of care, assistance and fragility needs, Acea and Fitprime Together for Well-being, to promote healthy lifestyles, Let’s Get Guidance to raise awareness on professional orientation for children, and Acea Goes E-bike for sustainable mobility:

• the “Prevent with Acea” campaign organises awareness days on prevention issues, as well as free specialist screening;
• the “I Take Care of You” caregiving program provides free personalised support for counselling and guidance and in the management of educational and/or social assistance needs;
• the “Acea and Fitprime” wellness program promotes well-being by offering various sports-related services (sports subscriptions, live streaming courses and outdoor fitness lessons), as well as the possibility of adopting a healthy diet through personalised food plans with a nutritionist.
• the “Let’s Get Guidance” program focuses parents’ attention on the professional orientation of children by organising lessons and insights with industry professionals.
• the “Acea Goes E-bike” bike-sharing service promotes sustainable mobility.

Welfare services for health and wellbeing

• Healthcare services
• Life and professional insurance policy
• Men’s/Women’s health prevention campaign

Measures of work-life balance
Not just Smart Working, but also flexible working hours and measures designed for parenting support.

• Smart Working
• Flexible working hours and leave for during children’s entrance to nursery school and preschool
• Solidarity Taxi
• Caregiver programme

Welfare measures for psychophysical wellness care

• Wellness programme (sports subscriptions, live streaming and on demand training, nutritionist programme)
• Helpdesk offering support and psychological counselling against gender violence
  

Welfare serivices for families

• Career guidance programme for employees’ children
• Summer camp 

Income support measures

• Banking agreement
• University agreement
• Flexible Benefits

Our remuneration policy is based on a culture of merit and value. A performance bonus is paid to all employees each year, linked to company results. Since 2019 it’s been possible to convert the premium into welfare and supplementary pension services, with the advantage of tax deductions, through the MyWelfare platform.

Supplementary pension

The contractual supplementary pension is represented by the Pegaso Fund, which over the years is taking on an increasingly significant role among the people of the Group.

Well-being in Acea also means promoting a culture of inclusion and appreciation of diversity by combating all forms of discrimination.

Diversity & Inclusion has taken on increasing significance for Acea, which promotes greater sensitivity at all organisational levels through projects, initiatives and tools to integrate these issues into the modus operandi of the company, individuals and stakeholders of reference.

• In October 2022, the Board of Directors adopted an Equality, Diversity & Inclusion Policy which establishes our commitment, our objectives of our path and the values that guide us.
• Since 2021 we have defined a plan of initiatives and projects in the field of Diversity & Inclusion and a Dashboard on our people strategy, with indicators that allow users to analyse the progress of the processes linked to each phase of the employee journey to understand the phenomena related to diversity. The actions and initiatives are aimed at promoting equity and well-being by ensuring compliance with our principles right from the recruitment phase, as well as in the training and development processes, internal mobility and succession in managerial roles, growth and remuneration.
• A survey was distributed to our people to collect data on the level of cultural awareness and knowledge of the issue, undertake initiatives in line with the real needs of employees, and facilitate the dissemination of a culture of diversity and inclusion, with a view towards the internal reality of the organisation and the wider context.
• On the intranet there is a space dedicated to Diversity & Inclusion, designed to spread D&I culture, make relevant documents easily accessible to employees, spread information and communications on relevant initiatives and commitments undertaken by the company.

The 2021-2022 Diversity & Inclusion Plan has defined a program of initiatives aimed both internally, with actions focused on employees, and externally, with impact initiatives on customers and on the territory, through the development of D&I projects. An important project is linked to training on unconscious bias aimed at employees to provide useful tools for promoting the value of diversity in the company and inclusive work relationships. The project involved 5,190 people, made aware of cognitive biases and widespread prejudices, of their impact in organisations and of the possible resistances to the development of an inclusive culture.
We also took part in the Sistema Scuola Impresa project in 2021, contributing to the implementation of the Inspirational Talks Role Model initiative, a program to promote STEM (Science, Technology, Engineering and Mathematics) training courses among middle and high school students.