We promote organisational wellbeing

Work-life balance

Ensuring a balance between working and personal life is part of our commitment towards the Group's staff. In effect, it is now acknowledged that work-life balance measures increase employee satisfaction and generate improved business performance.

The “Smart People” project

After a positive initial experimental phase with the project E.L.E.N.A (Experimenting flexible Labour tools for Enterprises by engaging men And women), we implemented smart working within the Group in a structural manner via the agile Smart People work project, with a view to improving life-work reconciliation as well as attracting talents and increasing productivity.
The initiative, agreed with the trade unions, was developed based on the values of the Leadership Model and aims to:

  • enhance autonomy and resourcefulness in the achievement of objectives, freeing people from the constraints of working location and hours;
  • create new methods of individual and team working.

In 2019, 508 people worked remotely one day a week.

The current progress of the project presently under development is monitored by way of qualitative and quantitative KPIs and specific surveys addressed to smart workers and supervisors. An analysis of the data so far reveals a positive perception of agile working or smart working, considered  a useful tool for work-life balance capable of increasing employee productivity.


Over the years we have used a series of tools to promote and integrate the principles and initiatives regarding diversity.

From a governance perspective, responsibility for diversity is assigned to the Ethics and Sustainability Committee, which has the task of promoting a diversity evaluation culture and opposing all forms of discrimination, while from an operational standpoint the People Involvement Group in the Department of Human Capital Development oversees inclusion and the protection of diversity. Moreover, we have adopted the Charter for the management of diversity, aimed at promoting diversity management policies and initiatives, as well as the Group procedure for the "Protection, inclusion and valorisation of workforce diversities and wellbeing”.

Bloomberg Gender-Equality Index (GEI) 2021

Acea has been included in the 2021 Bloomberg Gender-Equality Index (GEI) scoring 70.49, an increase compared to 2020 (59.58%), the first year it was included in the index.

Bloomberg Gender-Equality Index (GEI) measures gender equality across five pillars – female leadership and talent pipeline, equal pay and gender pay parity, inclusive culture, sexual harassment policies, and pro-women brand – and makes the data available to investors.
Acea is one of 380 public companies assessed worldwide, representing 44 countries from a variety of sectors (communications, finance, utilities, etc.).

A pact for diversity and inclusion

Together with other public service providers, Acea signed the 'Utilitalia - diversity makes the difference' pact, to facilitate gender, age, culture and skill diversity.
An open document to all pact members, the program focuses on inclusive policies at all levels of the organization, work-life balance, transparent meritocracy and policies to increase awareness inside and outside.

Protection of diversity: the projects

  • Participation in the Marisa Bellisario Foundation, which is concerned with the valorisation of female talent in the working world
  • The adoption of measures with regard to flexible hours and parenting support, including: the extension of parental leave (additional three months) for mothers or fathers who at the end of the leave period set forth by law are unable to return to work for family reasons; extension of paternity leave, with an additional two days of paid leave on top of those envisaged by law, to be used within two months of birth, adoption or fostering; the opportunity to take leave hours in the case of children starting nursery, kindergarten and on the first day of primary school.
  • The implementation, as part of the School/work project, of two initiatives: Inspirational Talks Role Model, aimed at promoting STEM (Science, Technology, Engineering and Mathematics) training courses with middle and high school students, and Intergeneration lab, aimed at valorising intergenerational diversity.

Association membership and solidarity

Our company has structures, that carry on social activities with the direct involvement of employees.  

The Company Recreational Facility (Circolo Ricreativo Aziendale - CRA) offers cultural, sports, tourist, economic and commercial initiatives and personal services designed to enhance members' leisure time. The facility has the important task inter alia of managing the company's day nursery which can be used by both employees and residents of municipalities where Acea is based. It accommodated 25 children during the first six months of 2019 and 20 in the latter half of the year. The Company Recreational Facility also concludes agreements in favour of employees and sets up commercial deals, including ticket sales for sports, theatre and music events.

Lastly, a number of solidarity initiatives are organised at Acea:

  • the solidarity Mondays continued, with a view to employee involvement in the charity activities of some humanitarian Associations located in the area of the capital and at national level during the Easter and Christmas holidays; 
  • we arranged delivery to employees of Christmas parcels, contained in ecosustainable packaging, prepared using the services of persons with disabilities from the “Cooperativa Sociale La Ruota Onlus”.
  • we continue to maintain the Fondo Soccorso (relief fund), the major solidarity tool among employees to support the families of colleagues who have died, while still working or retired.