Diversity & inclusion
Diversity (of gender, culture, origin) and inclusion are vitally important driving forces that enhance the workplace, promote innovation, and project us into the future, helping us to anticipate the challenges of specific circumstances and the markets at the same time.
We apply strategies that help their talent to be increased and their experience, knowledge, and ideas to be shared in order to stimulate cooperative behaviour and improve our performance.
In 2011, in order to further develop and spread an inclusive policy, Susanna Zucchelli, Water Manager, was appointed Diversity Manager, with the goal of facilitating the implementation of a company policy on equal opportunities and the enhancement of diversity.
The Diversity Manager relies on the support of a complementary working group that involves all the company’s organisational areas, to develop projects alongside the relevant management and simplify and streamline applications.
The Diversity Management’s mission is to:
Spreading a culture of diversity, introducing time-saving projects aimed at ensuring a balance between everyday and working life, health, well-being and empowerment have been the cornerstones of the process carried out thus far. Since 2017, we have organised events and meetings to reflect on issues of diversity and inclusion, such as the condition of contemporary women in various social contexts and prevention.
Hera’s Non-Discrimination and Anti-Harassment Policy (199 kb - PDF)
Women staff (breakdown by position)
| % | 2015 | 2016 | 2017 | 2018 | 2019 | 2020 | 2021 | 2022 |
|---|---|---|---|---|---|---|---|---|
| Managers | 18.5% | 19.9% | 18.8 | 19.5% | 19.7% | 21.7% | 22.10% | 21.60% |
| Middle managers | 29.2% | 30.3% | 30.7% | 32.4% | 32.7% | 32.2% | 32.80% | 33.60% |
| Total managers and middle managers | 26.9% | 28.0% | 28.0% | 29.6% | 29.9% | 29.9% | 30.50% | 31.10% |
| Management employees | 32.0% | 32.3% | 32.9% | 34.0% | 34.3% | 34.0% | 35.70% | 36.20% |
| Total managers, middle managers and management employees | 30.3% | 30.9% | 31.3% | 32.3% | 32.8% | 32.6% | 34.00% | 34.40% |
| Non-management employees | 40.9% | 40.7% | 42.0% | 41.9% | 45.0% | 45.0% | 45.90% | 43.40% |
| Total employees | 38.2% | 38.1% | 39.2% | 39.4% | 42.0% | 42.0% | 43.00% | 43.60% |
| Workers | 3.6% | 3.5% | 3.2% | 2.9% | 2.9% | 2.6% | 2.50% | 2.4% |
| Total | 23.7% | 24.2% | 24.3% | 24.7% | 26.7% | 26.7% | 27.30% | 27.6% |
In 2022, 31% of women occupy positions of responsibility, with 43.9% making career progress as middle managers and executives, and 42.77% in the clerical sector.
The impact of female personnel among managers and middle managers settled at 31.1%. Considering all contractual qualifications that provide for a managerial role (managers, middle managers and management employees). To complete the picture
regarding roles of responsibility, 34.5% of women were involved in career advancements (middle managers and managers) in 2022 and 40.1% in the career advancements of managers, middle managers and employees. 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.
Personnel by age group
| % | 2015 | 2016 | 2017 | 2018 | 2019 | 2020 | 2021 | 2022 |
|---|---|---|---|---|---|---|---|---|
| Under 30 | 2.9% | 2,7% | 4.0% | 4.0% | 5.0% | 5.8% | 6.40% | 6.70% |
| From 30 to 50 | 52.1% | 48,8% | 47.6% | 44.5% | 48.1% | 49.0% | 48.20% | 49.40% |
| Over 50 | 45.0% | 43,6% | 43.4% | 46.2% | 41.8% | 45.2% | 39.90% | 37.70% |
| Over 60 | 4,9% | 5% | 5.1% | 5.1% | - | 5.50% | 6.20% | |
| Total | 100.0% | 100.0% | 100.0% | 100.0% | 100.0% | 100.0% | 100.00% | 100.00% |
There are 4,652 workers aged between 30 and 50, representing 49.4% of the total number of employees. The proportion of personnel under 30 has increased to 6.7 per cent.
Page updated 25 May 2023
