Our projects for Diversity, Equity, and Inclusion

Our projects to build Acea’s inclusive culture

With the aim of raising the awareness of our people on the theme of Diversity, Equity, and Inclusion (DE&I) and encouraging them to become the main actors of change and promoters of an inclusive environment, we have activated several projects with different levels of involvement. We have worked on our practices, as in the case of recruiting, on the internal communication level, and also with training activities and the organisation of events.

Training and development

Through training and development paths and initiatives, we raise awareness, train and strengthen the culture of inclusion, equity and merit, disseminating useful tools for acquiring awareness, knowledge and the ability to adopt inclusive behaviours. We periodically collect the training needs of each person in the Group, putting in place training initiatives that guarantee inclusive professional development and the possibility for everyone to increase, train and update their skills. We monitor and analyse the potential of each individual, to allow the definition of the appropriate development and career paths. The courses organised by Acea pay specific attention to people with disabilities, providing, for example, for the use of sign language interpreters, using simplified methods and structuring inclusive group works.

Events and webinars

We develop initiatives for internal and external Communication, events and webinars in order to inform and raise the awareness of the Group’s people and external stakeholders on the Diversity, Equity, and Inclusion policies adopted by Acea. We activate diversified and interconnected campaigns, dedicated to spreading both awareness of DE&I issues and the value generated by the Group externally. For this purpose, various projects have been carried out related to the issues of gender stereotypes, women empowerment, generational dialogue, work-life balance and conciliation, the role of caregivers and much more.

Connessi con Acea (Connected with Acea), for example, is a project that led to the organisation of three events (always entirely translated in real time in sign language): 

  • Women Empowerment, conversation with the innovator and entrepreneur Giulia Baccarin, held on the occasion of International Women's Day.
  • Different from who? A webinar organised on the occasion of the World Day for Cultural Diversity for Dialogue and Development, which saw the participation of the President of the Giangiacomo Feltrinelli Foundation, and talked about diversity and inclusion in both professional and private life.
  • Generational Dialogue, a webinar activated in the context of the Corporate Family Responsibility programme, which saw the participation of the National President of the Family Associations Forum to discuss the importance of generational dialogue.
  • Within the Connessi con Acea (Connected with Acea) format, the Corporate Family Responsibility Project started in 2021, a programme dedicated to support families and caregivers, which allows to create useful dialogue spaces on themes such as life-work balance.

Listening and monitoring

To understand the real internal needs, we activate tools and moments of listening and collection of specific feedback. For this purpose, performance indicators have been developed on the variables of diversity. This allows us to constantly monitor the effectiveness of the initiatives promoted, as well as to take a snapshot of the phenomena and trends associated with DE&I in relation to the stages of people's professional lives.

How we put our Diversity, Equity, and Inclusion (DE&I) commitment into practice

The choice to focus our actions on the five dimensions of diversity which are more relevant takes the form of specific projects, measures, programmes and formulas which draw an important line of direction that will also guide our future actions.

In Acea, we act concretely to listen to and respond to the real needs of people, in order to create precise support paths and tools. This takes place thanks to the definition of company policies and work-life balance measures, skills development programmes, and communication and awareness-raising actions aimed at enhancing and supporting a culture that puts the person at the centre. For instance, all this includes programmes dedicated to parenthood, psycho-physical well-being, support for caregivers and enhancement of female talent.

The Group is committed to combating gender-related stereotypes by adhering to various initiatives useful for promoting STEM training courses among female students, and encourages the new generations to realise their professional aspirations by telling the many positive examples of women in our Group who have undertaken a successful career in STEM professional roles.


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