We focus on the quality of life within our company: ensuring that our people are happy, healthy and motivated is a priority for Acea.
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 company Welfare Plan to enhance the personal and professional well-being of our employees. Measures have been developed to promote a suitable life-work balance, offer parenting support and provide employees and their families with healthcare, encouraging workplace flexibility and training, in particular with regard to the processes of technological and digital transformation that the Acea Group is currently implementing.
In 2020, also in view of the Covid-19 health emergency, we increased and enhanced the services offered under the Group Welfare Plan and implemented specific initiatives, such as individual and collective psychological support, a wellness programme designed to encourage the adoption of a healthy and active lifestyle through courses via streaming, a path promoting correct lifestyles called “Wellness Fridays” and parenting support actions, by means of new procedures involving flexible hours, leave and initiatives to foster an improved balance between work and childcare.
Additional social services, healthcare and insurance policies, favorable mobility and transportation conditions.
Not just Smart Working, but also flexible working hours and measures designed to support working mums and dads.
Welfare measures for psychophysical wellness care
Our payment policy is based on meritocracy and rewarding value.
All employees receive a productivity bonus every year, linked to company results. From 2019, the possibility was introduced to convert the bonus into welfare services and/or supplementary pensions, offering the benefit of tax deductions and an additional payment by the company, via the MyWelfare platform.
Well-being in Acea also means promoting the culture of diversity enhancement and combatting all forms of discrimination.
Among the numerous initiatives promoted, we adopted measures to support parenting, such as the extension of parental leave and paternity leave, hours off for nursery and infant school insertion and the holiday bank. Moreover, in 2020 we continued to participate in the School/Work System project, helping to realise the initiative Inspirational Talks Role Model, a programme aimed at promoting STEM (Science, Technology, Engineering and Mathematics) training courses with middle and high school female students.
These initiatives, together with others currently being implemented, form part of a wider plan dedicated to Diversity Inclusion 2021 issues.
For us, differences are an added value. This is why we promote a culture based on equal opportunities and inclusion.
Learn more about our initiatives for protecting diversity.