Acea’s employees

In 2022, the company’s total staff¹³³ numbered 6,763 people.

Table no. 41 – Evolution of employees by macro-area (2020-2022)

(*) the 2021 amounts do not include the workforces of the companies Berg and Demap, for a total of 33 people, and those relating to 2022 do not include the workforce of the company Berg, of 19 people.

The Water Operations segment recorded the highest numbers and accounts with 51% of the total, in line with the number of Companies included and the percentage of business on the Group’s operations. The Energy Infrastructures segment followed, which represents 19% of the total figures.
The information and data set out below in the chapter include134 Demap and Deco, the latter within the scope of reporting since 2022.

COMPOSITION AND TURNOVER

The Acea SpA Human Resources Management Department handles the administration of the personnel employed by the subsidiaries according to defined procedures. To this end, the Department uses computer systems (SAP HCM, SAP SuccessFactors) operating at the Group level for the management of employee records, salaries, merit plans, etc.

The staff composition confirms the prevalence of men, accounting for 76% of the total staff. This is caused by the fact that there are still more men than women with technical skills in Italy today. The professional structure is stable and is composed as follows: 60% are employees, 31% are workers, 8% are executives and 1% are managers. 7.4% of the workforce less than 30 years old, 50.3% is between 30 and 50 years old and 42.3% of people are over 50 years old.
With regard to the level of education, we confirm the steady increase of university graduates, who have increased to 29% of the total (27% in 2021) and the substantial stability of diploma holders, accounting for 48% of the total (for the above data, please see Chart no. 37 and Table no. 42).

Chart no. 37 – Composition of the staff: gender, age and category (2022)

99% of the workforce are employed with a permanent contract, which has increased slightly compared to 2021 (+1%). The length of the employment relationship indicates the stability of employment: 40% of the people who left during the year worked for the Group for 30 to 50 years and 59% up to 30 years (please see Chart no. 38 and Table nos. 42 and 44).

Chart no. 38 – Contract types and length of the employment relationship (2022)

427 people joined the company in 2022 (300 men and 127 women), 80% of whom on the basis of open-ended contracts divided into: 273 recruitments from the external labour market, 99 became permanent employees (including 37 young people who did internships or apprenticeships in the company), 23 were hired internally and 32 were granted apprenticeships (see chart no. 39 and table no. 44).
44% of newly hired staff during the year were aged 30 or under.

Chart no. 39 – Types of entries and age of the staff (2022)

There were 253 people who left the company in 2022 (201 men and 52 women): 90 subscriptions to the “isopension” (early retirement), 28 voluntary redundancy plans, with the agreed and incentivised termination of the employment contract, 23 retired, 90 resigned, 6 were dismissed, 6 left due to contract expired and 10 passed away (see Chart no. 40 and Tables 44 and 45). 64% of the outgoing staff was over 50 years of age.

Chart no. 40 – Types of exits and age of the staff (2022)

The rate of turnover was 10.1% (9.7% for men and 11.1% for women), the incoming rate was 6.3% (5.8% for men and 7.9% for women) and the outgoing rate was 3.7% (3.9% for men and 3.2% for women) (see Table no. 43).

WOMEN IN ACEA

In 2022, Acea had 1,616 female workers (up 6% from 1,528 in 2021), representing 24% of the total workforce. The proportion of female executives as a percentage of total executives (16 out of 84) is equal to 19%. The percentage of women in managerial positions is 33% of the category (185 out of 556) (Chart no. 41, while women accounted for 44% (855 out of 1,928) of the graduates employed by the Group.

Chart no. 41 – The distribution of the staff from a gender perspective (2022)

A total of 68 women participate in the corporate governance of the reporting companies (Boards of Directors and Boards of Statutory Auditors), representing 37.6% of the total members (in 2021, women in the governance bodies totalled 53, equal to 37.1%).
In the Parent Company, women make up for 44.4% of the members sitting on the Board of Directors (4 women out of 9 members) and 40% of the members of the Board of Auditors (2 women out of 5 members, including 1 alternate), thus Acea has exceeded the quotas imposed by legislation (Law 120/2011). We also report that every internal board committee includes one or more women, and that the Chair of the Control and Risks, Appointments and Remuneration, Ethics and Sustainability Committees is assigned to a female Director (see also Corporate Identity, section Corporate governance in Acea).

Chart no. 42 – Women in the corporate governance bodies (2020-2022)

Table no. 42 – General data on personnel (2020-2022)

Table no. 43 – Movements of personnel (2020-2022)

(*) For 2022, the item includes: 10 deaths (not due to accidents at work), 90 resignations, and 6 contract expirations.
(**) The turnover rate is provided by the sum of hires and terminations of the year relative to the workforce at year end. The Companies to which the data refers are predominantly located in Lazio.

Table no. 44 – Age groups, employment contract length (2020-2022)

133 The chapter illustrates the data relating to employees of the companies within the NFS scope (see Disclosing Sustainability: Methodological Note), i.e. staff who have an employment contract with them and whose duties are under their direct control, with the exception of the companies in the PV area which have no staff and Berg, which is not managed centrally and accounts for very little, as indicated in the text. The total workforce, for all the Companies within the consolidation, was 10,455 during the year (9,348 in 2021). For staff not employed by the companies but over which direct control is exercised, please refer to the paragraph Collaboration with Universities and Schools and the GRI Content Index: reporting principles, universal standards, specific standards and material disclosures.
134 Berg, however, is excluded, as it was not possible to collect the information at the reporting date of the document. However, as these companies are small, the number of employees is not very significant and does not change the data illustrating the overall characteristics of the Group's workforce.