Acea’s employees

In 2023, the company’s total staff¹⁴¹ numbered 6,729 people.

Table no. 44 – Evolution of employees by macro-area (2021-2023)

(*) 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 and 2023 do not include the workforce of the company Berg, of 18 people.

The Water segment recorded the highest numbers, accounting for 51% of the total, in line with the number of Companies included and the weight of their business relative to 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 include Ecologica Sangro and Orvieto Ambiente, which are included in the scope of reporting from this year.

COMPOSITION AND TURNOVER

The Acea SpA People Culture & Organization 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 composition of staff continues to be prevalently male, representing 76% of the total.
The professional structure is stable and is composed as follows: 60.2% are employees, 30.2% are workers, 8.1% are executives and 1.5% are managers.

6.7% of the workforce less than 30 years old, 49.5% is between 30 and 50 years old and 43.8% of people are over 50 years old.
With regard to the level of education, we confirm the three year upward trend in university graduates, who increased to 29.1% of the total in 2023 (28.6% in 2022) as well as an increase during the year in diploma holders, rising to 48.8% of the total (48.3% in 2022) (for the above data, please see Chart 38 and Table 45).

Chart no. 38 – Composition of the sta: gender, age and category (2023)

99% of the workforce are employed with a permanent contract, which is in line with 2022. The length of the employment relationship indicates the stability of employment: 35.6% of the people who left during the year worked for the Group for 30 to 50 years and 64.4% up to 30 years (please see Chart no. 39 and Table nos. 45 and 46).

Chart no. 39 – Contract types and length of the employment relationship (2023)

216 people joined the company in 2023 (159 men and 57 women), 91% of whom on the basis of open-ended contracts divided into: 107 new hires from the external labour market, 92 individuals became permanent employees, 14 were hired internally and 3 apprenticeships began (see chart no. 40 and table no. 47).
30% of newly hired staff during the year were aged 30 or under.

Chart no. 40 – Types of entries and age of the staff (2023)

There were 267 people who left the company in 2023 (220 men and 47 women): 69 with a form of voluntary and incentivised early retirement, 48 as part of voluntary redundancy plans, with the agreed and incentivised termination of the employment contract, 29 retired, 97 resigned, 9 were dismissed, 3 contracts expired, 11 passed away and 1 was no longer able to work (see Chart no. 41 and Tables no. 47 and 48). 61% of the outgoing staff was over 50 years of age.

Chart no. 41 – Types of entries and age of the staff (2023)

The rate of turnover was 7.2% (7.4% for men and 6.4% for women), the incoming rate was 3.2% (3.1% for men and 3.5% for women) and the outgoing rate was 4% (4.3% for men and 2.9% for women) (see Table no. 46).

WOMEN IN ACEA

In 2023, Acea had 1,628 female workers (up from 1,616 in 2022), representing 24% of the total workforce.
Women managers (executives and middle managers) account for 32% of total management (22 women out of 101 executives and 183 women out of 546 middle managers). Women represent 44% of university graduates within the Group (869/1,961).

Chart no. 42 – The distribution of the sta from a gender perspective (2023)

A total of 66 women participate in the corporate governance of the reporting companies (Boards of Directors and Boards of Statutory Auditors), representing 39.5% of the total members (in 2022, women in the governance bodies totalled 68, equal to 37.6%).

In the Parent Company, women make up for 53.8% of the members sitting on the Board of Directors (7 women out of 13 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 Ethics, Sustainability and Inclusion Committee is held by a female Director (see also Corporate Identity, sec- tion Corporate governance in Acea).

Chart no. 43 – Presence of women in the corporate governance bodies (2021-2023)

Table no. 45 – General data on personnel (2021-2023)

Table no. 46 – Movements of personnel (2021-2023)

(*) For 2023, the item includes: 11 deaths (not due to accidents at work), 97 resignations, 3 contract expirations and 1 inability

(**) 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. 47 – Age groups, employment contract length (2021-2023)

141 The chapter illustrates the data relating to employees of the companies within the NFS scope (see Disclosing Sustainability: Methodological Note), i.e. sta who have an employ- ment contract with them and whose duties are under their direct control, with the exception of the companies in the PV area which have no sta 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 10,220 during the year (10,455 in 2022). For sta 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.