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.
Smart working in Acea: a proven format
Starting from 2018 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:
The proven format and related accompanying actions, such as the creation of a development path, the sharing of a remote working culture and the digitalisation of corporate processes, allowed us to immediately adapt our working methods to the coronavirus contagion containment measures. From the outset of the health emergency, we extended smart working to include over 3,700 people, mainly with administrative profiles. To date, 85% of Acea’s staff are working remotely.
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) 2022
Acea has been included in the 2022 Bloomberg Gender-Equality Index (GEI) with a score of 80.67 ona a scale of 0-100 (+10.18 compared to last year) which places the company in an above average position both for the sector (71.21) and compared to the sample examined (71.11).
Bloomberg Gender-Equality Index (GEI) measures gender equality across five pillars – female leadership, equal pay and gender pay parity, inclusive culture, sexual harassment policies, and pro-women brand.
Acea is one of 418 public companies assessed worldwide, representing 45 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
Acea’s numerous solidarity initiatives include the following:
Our company also has structures that perform activities of a social nature, directly involving employees.
The Company Recreational Club (CRC) offers cultural, sports, tourism, economic, commercial initiatives and personal services with a view to enhancing the free time of its members. Among other things, the Club performs the important task of managing the company nursery available for use by both employees and residents in the municipality where Acea is based, which in 2020 accommodated 20 children in the first six months and 25 in the second. Moreover, the Company Recreational Club concludes agreements and other commercial arrangements in favour of our employees, including the sale of tickets for sports, theatrical and musical events.