Diversity and Equal opportunities

Diversity

The boundaries

The information and data presented in Diversity refers to: Acea SpA, Acea Distribuzione, Acea Illuminazione Pubblica, Acea Reti e Servizi Energetici, Acea Energia holding, Acea Energia, Acea Produzione, Acea8cento, Acea Ato 2,
Acea Ato 5, LaboratoRI, Acea Gori Servizi Scarl, Crea Gestioni Srl, Gesesa, Sogea, Lunigiana, Solemme, A.R.I.A, SAO, as from 2011 Aquaser, and Umbra Acque for the two-year period 2010-2011


Acea hires and integrates human resources from protected categories in the company (differently-abled, orphans, etc), in compliance with the matters laid down by legislation (Italian Law No.  68/99) who are guaranteed, partly thanks to the activities of the Associazione Nazionale Mutilati e Invalidi Civili (ANMIC – National Association for Disabled and Invalid Civilians), support services, assistance and technical tools to help them carry out their duties. Human recourses belonging to protected categories amounted to 276 resources (173 men and 103 women) as of 31 December 2011.

Equal opportunities    

The boundaries

The information and data presented in Equal opportunities  refers to: Acea SpA, Acea Distribuzione, Acea Illuminazione Pubblica, Acea Reti e Servizi Energetici, Acea Energia holding, Acea Energia e Acea Produzione, Acea8cento, Acea Ato 2, LaboratoRI.


Acea set up the Equal Opportunities Commission (CPO) in 1991 with the task of furthering and supporting policies and initiatives for overcoming all types of inequality, fighting direct or indirect discrimination with regard to women and all the parties exposed to risk factors, furthering full integration in the work context. The members of the CPO are partly appointed by the trade union and partly by the company.

The CPO has a dedicated area on the company intranet, conceived as an instrument for informing and raising awareness addressing all the human resources for increasing knowledge of the value of differences in-house.

Acea’s policy for protecting equal opportunities involves both Regulations for safeguarding the dignity of men and women and an Advisor: an outside expert whose job is to gather and sort out any reports of discrimination, sexual harassment and mobbing.

In compliance with the law (Italian Legislative Decree No. 198/06), during 2012 Acea SpA drafted the report on gender referring to the two-year period 2010-2011 to illustrate the situation concerning male and female resources (numbers, grade, etc.). This document is drawn up by Acea SpA’s Human Resources and Organisation Department and is forwarded to the Equal Opportunities Commission and Trade Unions, which study the information and present specific projects on the basis of the emerging data.

Female presence within Acea 

The boundaries

The information and data presented in Female presence within Acea refers to: Acea SpA, Acea Distribuzione, Acea Illuminazione Pubblica, Acea Reti e Servizi Energetici, Acea Energia holding, Acea Energia, Acea Produzione, Acea8cento, Acea Ato 2, Acea Ato 5, LaboratoRI, Acea Gori Servizi Scarl, Crea Gestioni Srl, Gesesa, Sogea, Lunigiana, Solemme, A.R.I.A, SAO, as from 2011 Aquaser, and Umbra Acque for the two-year period 2010-2011. 


For the three-year period under review, the figures relating to female presence within Acea disclose a slight and constant rise in the percentage of women out of total human resources and within the professional categories: with respect to 2011, there was an increase of 1.2% in women executives, stability in the middle management category (+0.5%) and +0.8% of women graduates; in 2012, by contrast the percentage of women belonging to the corporate governance bodies decreased by 2.5% (see table No. 59).

The gender figures relating to training and remuneration are shown in the pertinent paragraphs of this section.

Table No. 59 – WOMEN WITHIN ACEA (2010-2012) 

 
2010
2011
2012
percentage of women out of total workforce 20.9% 21.3% 22.9%
percentage of women out of total members of corporate governance bodies (*)
6.7% 8.0% 5.5%
percentage of women executives out of total executives
16.2% 17.4% 18.6%
percentage of women middle managers out of total middle managers
24.9% 27.4% 27.9%
percentage of women graduates out of total graduates
38.5% 40.0% 40.8%
(*) Boards of Directors, Boards of Statutory Auditors and Supervisory Bodies of the companies included within the reporting boundaries. With reference to the Supervisory Bodies, it is hereby specified that the figure relating to female presence is not available for 4 Group companies not directly controlled by Acea.