Acea for World Energy Saving Day
We promote and take care of our employees’ wellbeing and motivation, as tangible signs of attention to a better quality of life in our company.
At Acea we recognise the value of our teams and encourage their growth through a series of initiatives to improve the quality of life inside and outside the company, in line with the objectives of the Industrial Plan and the Sustainability Plan Plan.
We have created a company Welfare Plan, designed to enhance the personal and professional wellbeing of our people, providing concrete solutions for the considerable social needs on the basis of listening actions.
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.
In May 2023, Acea Group and the Trade Unions signed the “Acea’s People and Participation Charter” protocol. In addition to the objective of creating constantly greater value for the community thanks to people’s commitment, the agreement aims to develop and enhance the company’s professionalism and individual and collective wellbeing, by investing in skills and competencies as levers for confronting and overcoming the challenges posed by the socio-economic situation.
The Group Welfare Plan is focused on six fundamental pillars: health, work-life balance, mental and physical wellbeing, supplementary pension, economic incentives and family, with special attention to social solidarity.
In order to promote the 2023 Welfare Plan initiatives, communication, newsletter and information pill campaigns were carried out, as well as four dedicated digital communities and a path addressed to employees taken on during the previous two years, designed to improve organisational wellbeing, which was participated by 80% of new hires.
Acea carries out numerous corporate welfare initiatives, promoting important communication campaigns, including "Previeni con Acea” (Prevention with Acea), dedicated to prevention; "I venerdì del benessere” (Wellbeing Fridays), to encourage healthy and correct lifestyles; "Orientiamoci” (Let's orient ourselves), to raise awareness among our people about the future professional orientation of their children
As part of the “Previeni con Acea” prevention campaign, developed to raise employee awareness to the importance of health, prevention and the adoption of correct lifestyles, the Group initiated the “Safe Children" course, aimed at employees and dedicated to paediatric prevention in emergency situations. Moreover, with the collaboration of Susan G. Komen Italia, four days were organised for employees focused on cancer prevention, during which 520 breast, skin and endocrine screenings were performed.
The “I venerdì del benessere” programme, dedicated to personal care and the promotion of physical activity, continued during the year with the organisation of yoga and pilates events.
The “Orientiamoci” programme, a professional orientation path for children aged between 16 and 19, provided for in-depth meetings with industry professionals.
Welfare services for health and wellbeing
Supplementary pension, health and insurance policies.
Measures of work-life balance
Not just Remote Working, but also flexible working hours and measures designed for parenting support.
Welfare measures for psychophysical wellness care
Welfare serivices for families
Income support measures
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.
Corporate solidarity
In 2023, for the second consecutive year, Acea took part in the Race For The Cure, the largest event dedicated to women who are facing or have faced breast cancer, with a team comprising around 160 colleagues and 50 family members.
Moreover, the Taxi Solidale (Solidarity Taxi) project continued, organised in collaboration with ACLI (Italian Christian Workers Associations) Rome, with the aim of bringing tangible help to the most needy families. The project involved the donation by employees of 10,265 parcels containing food products and medicines and a contribution from former employees as drivers of a Fiat Doblò, loaned free of charge by Acea, to deliver the solidarity parcels in the municipality of Rome.
Moreover, Acea joined Social Value Italia, an association that promotes the culture and practice of social value measurement for companies, organisations and public administrations.
In particular, the Group and association are committed to assessing the impact of corporate welfare plans as an innovative tool for promoting the well-being of our people.
For the next few years, the Acea Group has set itself the goal of developing a social impact assessment regarding the welfare plan, in order to understand the levels of efficiency, effectiveness and quality of its services and measures, as well as the areas for improvement that can derive thanks to a structured and methodologically-based analysis.
Well-being in Acea also means promoting a culture of inclusion and appreciation of diversity by combating all forms of discrimination.
The issue of Diversity & Inclusion has assumed increasing importance for Acea, which encourages greater sensitivity at all organisational levels through projects, initiatives and tools for integrating these issues into the modus operandi of the company, of individuals and of the reference stakeholders. Over time, in fact, the Group has set up numerous governance tools, aimed at combining equality-related HR strategies with business objectives and has adopted an “Equality, Diversity & Inclusion” Policy, a dedicated internal Committee and a Diversity & Inclusion Manager to support the said committee. Moreover, an Equality, Diversity & Inclusion Plan is drawn up once a year, putting together projects and plans dedicated to the implementation of ED&I principles.
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