96.8%
of employees hired on permanent contracts
3.3
million euro
used by employees in 8 areas
with Hextra in 2017
25%
of the variable remuneration
of managers was dependent
on achieving sustainability targets

Diversity and welfare

The commitment for equal opportunities and enhancement of the value of diversity in the Hera Group is set out and confirmed also in the Code of Ethics. Already in October 2009, Hera signed the “Charter for equal opportunities and equality in the workplace” which contains 10 commitments contributing to the fight against all forms of discrimination in the workplace and the enhancement of diversity within the company. A Diversity Manager was appointed in March 2011, in line with the commitments taken when joining the “Charter for equal opportunities and equality in the workplace”.

Positive return policies

The project activities continued in 2017: coaching groups and individual counselling organised for employees returning to work after a leave of at least two months for maternity/paternity or family care reasons (20 individuals involved in 2017).

Staying in shape at the desk

This company initiative promoted by Diversity Management together with the Regional Healthcare Service of Emilia-Romagna and the Local Health Unit of Bologna continued, aiming to promote a culture of physical well-being among Group employees.

Exercises are shown in four videos available on the corporate intranet especially for women who perform office tasks and who usually find it more difficult to achieve work-life balance due to family duties. In 2017, video tutorials were shown, reaching around 1,800 views.

Health courses

The project, in cooperation with Europa Donna, included seminars on breast cancer prevention and treatment for employees from all Group areas. Every meeting consisted of an introduction and of specific interventions regarding information, prevention, treatment opportunities and the performance of a testimonial. The last meeting was carried out in Trieste in October 2017.

Thematic Seminars

Diversity Management’s aim to organise meetings at HerAcademy, regarding topics of interest to Group workers, with the participation of experts and the possibility of taking part in workshops, continued in 2017. In 2016, three thematic meetings were held entitled “From CV to happiness”, to support the professional development of women who tackle the difficulties of the world of work on a daily basis. In 2017, the meetings focused on the topic “Beyond gender culture, what kind of culture”, regarding gender stereotypes; the meetings had great success, especially the satirical monologue by Alessandra Faiella “Barbie’s Version”.

Women staff with open-ended and fixed-term contracts (breakdown by position)
% 2015

Women

2016

Women

2017

Women

2017

Men

Managers 18.5% 19.9% 18.8% 81.2%
Middle managers 29.2% 30.3% 30.7% 69.3%
Total managers and middle managers 26.9% 28.0% 28.0% 72.0%
Management employees 32.0% 32.3% 32.9% 67.1%
Total managers, middle managers and management employees 30.3% 30.9% 31.3% 68.7%
Non-management employees 40.9% 40.7% 42.0% 58.0%
Total employees 38.2% 38.1% 39.2% 60.8%
Blue-collar workers 3.6% 3.5% 3.2% 96.8%
Total 23.7% 24.2% 24.3% 75.7%

Data as at 31 December. The figures for 2015 and 2016 refer to workers with open-ended contracts.
Women staff levels among open-ended contract workers reached 24.3% in 2017 (28.2 in Hera Spa), compared to a national average in the energy-water-waste management sector of 15.9% (Eurostat 2014, most recent data available).

The impact of female personnel among managers and middle managers was in line with the previous year settling at 28.0%. Considering all contractual qualifications that provide for a managerial role (managers, middle managers and management employees), women comprise 31.3% (41.1% in Hera Spa). To complete the picture regarding roles of responsibility, 28% of women (39% in Hera Spa) were involved in career advancements in 2017 (middle managers and managers). Finally, with regard to the composition of the Board of Directors, members are appointed in full compliance with the equal balance of gender required by law 120/2011: the share reserved to women is 1/3 of the Board of Directors in office.

Women holding roles of responsibility in the main Italian utilities

According to a comparative analysis carried out among the main Italian utilities by Utilitatis, Hera ranks first among the 5 companies considered, for the percentage of women holding roles of responsibility (middle managers and managers). In 2016, 28.8% of women in Hera held these roles compared to a sector average of all 17 companies in the sample of 24.5%.

Women holding roles of responsibility, % (2016)

Personal by age group
% 2015 2016 2017
Under 30 years of age 2.9% 2.7% 4.0%
between 30 and 50 years of age 52.1% 48.8% 47.6%
between 50 and 60 years of age 45.0% 43.6% 43.4%
aver 60 4.9% 5.0%
Total 100.0% 100.0% 100.0%

Data as at 31 December. The figures for 2015 and 2016 refer to workers with open-ended contracts.

There are over 4,285 workers who are over 50 years of age: 448 of these are over 60 years of age. The portion of over 50-year olds increased compared to 2016 (+5%), confirming the ongoing upward trend of the last 3 years.

Personnel by age group and role (2017)
% Managers Middle managers White-collar workers Blue-collar workers Total
Under 30 years of age 0.0% 0.0% 4.7% 3.8% 4.0%
between 30 and 50 years of age 37.0% 49.6% 52.3% 41.3% 47.6%
aver 50 63.0% 50.4% 43.0% 54.9% 48.4%
Total 100.0% 100.0% 100.0% 100.0% 100.0%

Data as at 31 December.

Part-time contracts
No. 2015 2016 2017
Men 47 44 39
Women 294 298 308
Total 341 342 347

Data as at 31 December.

Workforce by gender and type of contract (2017)
no. Men Women Total
Full-time 6,658 1,842 8,500
Part-time 39 308 347
Total 6,697 2,150 8,847

Data as at 31 December

Part-time arrangements, as regulated by current labour agreements, are considered a valid instrument in providing a response to labour flexibility needs both in terms of organisational and employee needs. They are characterised by the voluntariness, reversibility and compatibility with the technical, organisational and productive needs of the company and the needs of workers. Family and health needs, the need to help others with disabilities, and cases of serious illness (duly certified as such) are our priority considerations in assessing applications. The persons to whom staff members report must consider how viable the contracts the applicants seek are in terms of corporate needs: if it is concluded that the contract is viable, the changes will be made.

In 2017, 250 requests for part-time arrangements were submitted, 245 of which were accepted. Preference towards part-time work among female workers continued to be strong. In 2017, all 12 requests submitted for part-time arrangements from women following maternity leave were accepted.

In 2017, 250 requests for part-time arrangements were submitted, 245 of which were accepted. Preference towards part-time work among female workers continued to be strong. In 2017, all 12 requests submitted for part-time arrangements from women following maternity leave were accepted.

Maternity, paternity and parental leave
  2015 2016 2017
Maternity leave taken (no.) 39 43 35
Paternity leave taken (no.) 247 252 257
Duration of parental leave taken, per capita (days) 29 25 23

In 2017, 35 employees took maternity leave; all employees returned to work following maternity leave (no employees resigned within 3 months of returning to work from maternity leave). The number of leaves taken by men amounted to 112, rising compared to the previous year, following the recent measures to support parenting according to which working fathers must take 2 days of leave within 5 months from the birth of their child. The average duration of paternity leave taken was in line with the previous year.