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The Hera Group Guidelines

In implementing its social responsibility strategies and related actions, the Hera Group refers to some corporate documents and guidelines and international standards, which translate and set forth values, objectives and procedures for implementing those strategies and actions.

 
 

Guidelines

  • The new 2030 Agenda for sustainable development ratified at the UN summit in September 2015 by 193 countries includes 17 objectives regarding sustainable development, regarded as the continuation of the millennium development goals, already defined in 2000 by the United Nations. The partial achievement of these objectives has led to defining other more challenging and ambitious goals. The 17 millennium goals (which are divided into further 139 targets) particularly include: eradicating hunger, poverty and inequality; preserving the environment and combating climate change; ensuring education, training, health & safety, and gender equality. Innovation and sustainable consumption are also among the topics included. Many of the projects set up by Hera comply with these goals; a table highlights the parts of the report that give details about the topics included in the sustainable development goals.

  • Hera's sustainability report is prepared in accordance with the "Global Reporting Initiative Sustainability Reporting Standards" defined in 2016 by the Global Reporting Initiative (GRI) according to the "In accordance" - Core option.

    These are the main reference standards for reporting sustainability performance.

    The Global Reporting Initiative (GRI) is an organization born with the aim of helping to understand, measure and communicate the impact that an activity can have on the various dimensions of sustainability (economic, environmental and social) and their most disparate aspects.

    GRI Standards represent the latest evolution and the most up-to-date version of the original parameters developed by the organization.

  • This Code was drawn up by Borsa Italiana in order to define rules of conduct in relation to the operations of the board of directors, the appointment of independent non-executive directors, the establishment of internal controlling bodies - called on to assess not only accounting issues - the determination of criteria to decide on the compensation of directors, conflicts of interests and relations with shareholders.

  • This international standard of guidance was published in November 2010, and illustrates and promotes the adoption of social responsibility best practices in the management and operations of internal processes, the supply chain and the markets. In 2010, Hera completed an assessment to understand its positioning in relation to the content defined by ISO 26000.

  • This paper aims to initiate a broad debate on how the European Union can promote corporate social responsibility at the European and international levels and, specifically, on ways for better taking advantage of current experiences, for encouraging the development of innovative practices, for improving transparency and for strengthening the reliability of the assessment and validation of the numerous initiatives carried out in Europe.

  • The United Nations Global Compact is the most far-reaching corporate citizenship strategic initiative in the world. Its founding was based on the desire to promote a sustainable global economy: with respect for human and labour rights, environmental protection and the fight against corruption.

  • Recommendations addressed to multinational enterprises covering the main areas of social responsibility: human rights, rejection of child labour and forced labour, social relations, environmental protection, consumer protection, transparency and confidentiality, transfer of technology, competition and taxation.

  • Working together with a group of public administration and research representatives, Impronta Etica drew up the Manifesto in order to promote the reflection that has been taking place in Italy for a few years and the best practices that some Italian companies have implemented in relation to corporate social responsibility. This document, published in November 2006, contributes to the Italian and European debate in order to maintain the value created.

Specific guidelines

  • The Hera Group started the process of attaining the SA 8000 certification, which represents the main reference point as regards human rights.

    Child labour
    The company must neither use nor support the use of child labour and may employ young workers, where they are subject to legislation on mandatory education, who must only work outside school hours.

    Forced and compulsory labour
    The company, and any organisation that provides labour to the company, must neither use nor support the use of forced or compulsory labour as defined by ILO Convention 29. The company, or any other organisation that provides labour to the company must not retain any portion of salary or pay allowances.

    Health and safety
    The company must guarantee a safe and healthy workplace and is required to adopt effective measures to prevent potential accidents and damage to workers’ health which could occur during working activities, or in relation to or as a consequence of the latter, minimising, so far as is reasonably practical, the hazards attributable to the working environment, and bearing in mind the degree of knowledge of the sector and of specific risks.

    Freedom of association and right to collective bargaining
    All personnel have the right to establish, join and organise trade unions of their choice, and engage in collective bargaining with the company in their interests.

    Discrimination
    The company must not engage in or nor support discrimination as regards hiring, remuneration, access to training, promotion, dismissal or retirement, on the basis of race, nationality or social class, caste, birth/origin, religion, disability, gender, sexual orientation, family responsibilities, civil status, trade union membership, political opinions, age, or any other condition that may give rise to discrimination.

    Working hours
    The company must comply with the applicable laws and industrial standards governing working hours and public holidays.

    Remuneration
    The company must observe personnel’s entitlement to a subsistence salary, and must ensure that the salary paid for a normal week’s work always at least meets the legal standards or minimum industry standards, and is sufficient to meet the basic needs of personnel and provide some discretionary income.

  • The Charter for equal opportunities and equality in the workplace, launched in Italy in 5 October 2009 in the wake of the success of the French and German initiatives, is a statement of intent, voluntarily signed by companies of all sizes, for the spreading of inclusive corporate culture and human resources policies which are free from discrimination and prejudice and able to enhance a diverse spectrum of talents.

  • OHSAS 18001 is an Occupation Health and Safety Assessment Series for health and safety management systems. It is intended to help an organizations to control occupational health and safety risks.

  • A document written by the Italian Regulatory Authority for Energy, Networks and Environment (AEEGSI until 27 December 2017) which introduced standard and uniform rules of conduct which must ensure integrity and transparency in commercial offerings related to the sale of electricity and gas to the appropriate end customers.

  • The ISO 14000 series of standards includes the internationally recognised Environmental Management specifications developed by the ISO (International Organization for Standardization) committees.
    They establish the benchmark of environmental quality for managing business in the global market in support of companies.

  • This is the tool used by the European Community to concretely implement the role and responsibility of organisations in strengthening the economy and to protect the environment throughout the Community (referencing the Programme "for lasting and sustainable growth", 1 February 1993).
    The reference for the application of this scheme is EC Regulation 761/2001 of 19 March 2001, which annulled and replaced the previous EEC Regulation 1836/93 of 29 June 1993.

  • International certification standard regarding respect for human rights, respect for workers’ rights, safeguards against exploitation of minors, and guarantees with respect to workplace health and safety conditions.


Page updated 22 May 2018

 
 
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