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HomeThe GroupInvestor relationsWhy invest in Hera?Hera Group's diversity and inclusion main parameters

Hera Group's diversity and inclusion main parameters

Sustainability has always played a key role in Hera's strategy ever since its establishment and the Group is strongly committed in the area of inclusion policies and protection of diversity of customers, workforce and shareholders.
This page collects the main diversity and inclusion parameters to be listed in SRI, diversity and inclusion indexes, listing carried out activities along the year.

Investing in Hera means investing in sustainability, diversity and inclusion.

 
DIVERSITY PILLARS
ISSUEREAD MORESOURCE ABSTRACTVALUE
Board Cultural Diversity, percentRead moreCultural diversity: Hera's Board of Directors includes 27% of members who have diversified cultural and working backgrounds, matured abroad and in different operating contexts compared to the areas where the Group operates27%
Policy Diversity and OpportunityRead moreDiversity 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". A working group composed of Group company employees of different ages, roles, professions and training was also set up in 2011. This Group is coordinated by the Diversity Manager and works on projects, activities and initiatives regarding diversity and inclusion.
True
Targets Diversity and Opportunity - smart work, parental leave and disability awarenessRead moreDiversity and Opportunity Targets
2018 has seen excellent results in the field of smart working (an extension to further 1,500 workers was launched in January 2019), coaching initiatives for post parental leave return (both for mothers and fathers) and disability awareness within the company (in 2018 over 250 people attended an initiative focused on raising disability awareness). 
True
Targets Diversity and Opportunity -Solidarity and welfareRead moreWith Euro 57.4 thousand donated in 2018, Hera continues to promote HeraSolidale, an internal initiative to support solidarity projects of local non-profit organisation (a third edition of HeraSolidale is expected in 2019). Moreover, in order to enhance opportunities in terms of knowledge, dissemination and usability of the services offered to employees, in 2018 the Group has increased the "welfare share" by 7% on HEXTRA, the Hera's welfare system,  reaching Euro 385 per employee, to be used in 5 welfare areas.True
Targets Diversity and Opportunity - Workforce engagement and tariff concessionsRead moreObjectives and performance - Workforce engagement & customer concessions
Hera is committed to promote the workforce involvement on Heureka, a social innovation platform in which all employees can submit innovative proposals, jointly develop an idea with their colleagues, contribute to ideas or vote on the proposals of others. Furthermore, the new SOStegno Hera initiative has been launched to promote tariff concessions and initiatives to assist customers and businesses experiencing temporary financial hardship
True
Targets Diversity and Opportunity - Objectives and performance: Contribution to developmentRead more Objectives and performance - Contribution to development
The Group continues to implement  the "social clause" to guarantee employment in the contracts (in 2018 the social clause was included in 23 tenders). Through the "Supplier selection" process, the Group rewards social commitment in the sustainability points, also by including disadvantaged personnel (816 disadvantaged people in 2018 found jobs through outsourcing to social cooperatives).
True
Targets Diversity and Opportunity: The Diversity ManagementRead moreDiversity and Opportunity Targets
A Diversity Management has been created in 2011 to further promote the development and diffusion of a company policy on equal opportunities and equality in the workplace. Since then many activities and projects have been carried out to pursuit for equality and to promote inclusive culture. Currently the Diversity work group is composed by 14 members, from different company's organisational departments, that meet periodically to discuss and develop projects in collaboration with company management departments and to simplify their procedures.
True
Women EmployeesRead moreWomen staff (Breakdown by position)
The amount of female personnel among employees with permanent contracts came to 24.7% in 2018, compared to a national average in the energy-water-waste sector of 15.9% (Eurostat 2014, the latest data available).
24,70
Women ManagersRead moreTotal managers, middle managers and management employees
In 2018, considering executive and manager positions, the incidence on the total raises to 32.30% (was 28% in 2017). Considering all management employees, women comprise 33.6%. To complete the picture regarding roles of responsibility, 38% of women were involved in career advancements (middle managers and managers) in 2018 and 41% in the career advancements of managers, middle managers and employees.
32,30%
New Women EmployeesRead moreIn 2018, 111 female workers were hired under open-ended contracts (32 more than in 2017). The percentage of newly-hired female managers, middle managers and employees was 46% of the total number of hires. Newly-hired female workers under 30 years of age represent 46% of the total. 24%
Executive Members Gender Diversity, PercentRead more5 female (executive) directors in Hera out of 37 of executive members in total13,51%
Female on BoardRead moreTotal BoD's members 15:  5 women, 10 men (full compliance with national legislation 251/2012 )33,33%
LGBT rights in the workplaceRead moreHera Code of Ethics, reinforcing the national law, prohibits discrimination in employment because of sexual orientation. All Group's employees, regardless their gender, marital status or sexual orientation, have same rights in terms of flexible working hours and parental leavesTrue
Diversity and inclusion programsRead the Manifesto D Diversity and inclusion programs
Valore D is the first Italian association of companies to promote diversity, talent and female leadership. An agreement was signed in 2017 with Valore D that led the Hera Group to participate in the 'InspirinGirls' project which promotes a culture based on inclusion and equality in junior high schools. Hera has been keen to take part in this project, and in order to encourage young women to pursue their ambitions and go beyond gender stereotypes the Group has organised two encounters in junior high schools. Within next autumn the group intends to involve one further junior high school in the project.
True
Read about InspirinGirls 
Communications gender respectfulRead moreThe company strategy on marketing and advertising excludes gender biases in contentTrue

 

INCLUSION PILLARS
ISSUEREAD MORESOURCE ABSTRACTVALUE
Flexible Working HoursRead moreHera believes in meeting the needs of its employees by granting them flexibility in their working hours. Flexible hours are distinguished by being voluntary, reversible and compatible with both the company's technical, organisational and productive requirements and its employees' requests. Priority in granting the latter goes to family related needs such as providing health assistance or care for the disabled and for those suffering from a serious illness, once duly verified.  To further increase employee flexibility the Smart Working pilot project continued to be developed, bringing together aspects such as culture and processes, technologies and systems, time and performance, and space. In 2018, completely satisfactory results were achieved both in terms of improving productivity and improving satisfaction therefore the project will be extended to further 1,500 people in 2019.True
Transfer of solidarity hours and holidaysRead moreIn order to improve everyone's working conditions and business climate, Hera allows each worker to transfer their holiday and leave hours to colleagues to assist minor children and / or partner in need of continuous healthcare, because of disability and / or serious illness.True
Day Care ServicesRead moreBenefits and welfare (Education, daycare and nursing)
In 2018, HEXTRA program, the Group's welfare system, offered a wide range of initiatives and services tailored to meet workers' needs and to increase individual and family well-being in economic and social terms. Among others, initiatives in 2018 included a second edition of university scholarships, a new edition of language study courses and summer camps.  Furthermore, the Group has promoted the construction of Company and inter-Company nursery schools (already operational in Bologna, Cesena, Ravenna and Imola) making spots available for employee's children. Company and inter-Company nurseries are a useful tool that assists Hera employees to balance work and childcare. Ten applications for attending inter-Company nursery schools must be added, for a total of 223 children.
True
Day Care ServicesRead moreMaternity, paternity and parental leave
At Hera Group parental leave is available both for mums and dads. In 2018 the number of mandatory maternity and paternity leaves taken in the Group amounted to 142. The number of paternity leaves taken amounted to 259 and the average duration per capita was 12 days for men and 34 days for women.
True
Employees With DisabilitiesRead moreHera supports the inclusion of people with special needs, beyond compliance with national legislation. On a total amount of 8777 employees, 394 have disabilities or special needs4,5%
HIV-AIDS ProgramRead moreAs regards more specifically HIV/AIDS, the Group is committed to safeguarding physical and moral health and to impeding any form of discrimination towards employees affected by the virus, in compliance with regulations intended to prevent the illness from spreading and to protect the local community.
Hera employees: 1) are not required to declare any illness by which they are affected, not even in the case of HIV/AIDS, neither at the time they are hired nor at any following moment, not even in cases of sick leave, check-ups, medical treatment, hospitalisation or rehabilitation therapies; 2) are not required to undergo HIV testing, neither when they are hired nor to obtain and maintain qualifications for the tasks with which they are assigned; 3) are required not to discriminate and not to adopt harmful behaviour towards fellow workers who are perceived as or known to be HIV-positive or affected by AIDS or who cohabit with such persons (disciplinary and corrective actions are foreseen for offenders); 4) are required to show the utmost respect for their fellow workers privacy. Any information communicated as to the health conditions or illnesses of colleagues and collaborators leads to disciplinary measures proportionate to the harm done.
The Hera Group (as of its establishment in 2003) has never been involved in legal cases related to discriminatory or harmful conduct shown towards HIV-positive or AIDS-affected employees
True
Human RightsRead moreHera fights employment discrimination based on race, color, religion, sex, sexual orientation, or national origin; it also fights employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities.True
Animal rightsRead moreHera does not conduct or commission animal testing True

 

PEOPLE DEVELOPMENT
ISSUEREAD MORESOURCE ABSTRACTVALUE
Policy Skills TrainingRead moreTraining initiatives
Hera's institutional and management 2018 training programme included several topics such as information systems, technical-professional training as well as quality, safety and environmental issues. It worth mentioning also initiatives linked to the Leadership Model, to institutional training for middle managers and managers, to the implementation of Smart Working and thematic HerAcademy Workshops that have been organised across the year.
True
Policy Career DevelopmentRead moreCareer progress and internal mobility -  In 2018, 129 out of 489 career progresses, involved female personnel, totalling 26% of all cases. Excluding blue-collar workers (where women are around 3%), career progress involving female personnel represented 41% of the total. 38% of the new middle managers and managers are women, and the same incidence applies to the parent company.True
Average Training HoursRead moreThere were 29.8 training hours per capita in 2018, with not significant differences between men and women, for a total amount of 251,055 training hours provided29,8%
Internal PromotionRead moreHera believes in making its employees grow. That is the reason why internal promotions are fully supported and encouraged through many initiatives and programs. In the corporate intranet, there is an internal mobility section, so employees can view announcements for open positions within the Group and apply for those positions, allowing them to be actively involved in their growth process and to directly promote their change. In the course of 2018, there were a total of 75 intragroup transfers between different companies or business unitsTrue
Management TrainingRead moreThe leadeship model
Hera continues to promote the knowledge and daily implementation by all employees of the conduct, defined in the leadership model. This model is based on the evaluation of performance and managerial skills in order to optimise development actions, focusing on the management and growth of individuals. In 2018 the process involved more than 600 people including managers and middle managers for about 4,000 training hours.
True
Training Costs Per EmployeeRead moreTotal amount of investment for training stands at 1.849 K€. Considering that company's employees trained in 2018 were 8414 , training costs per employee are 219.75 € (USD 245 US$ approx..)245 US dollar
Employee SatisfactionRead moreInternal climate index (score 0-100) - A survey to determine the employees satisfaction is carried out every 2 year. The results for the biennium 2017/2018 are very encouraging as the 78% of employees participating in survey (+ 14% of participants compared to 2015) indicate a grade of satisfaction standing at 64/100. The next survey is scheduled for 2019.64
Support to local associationsRead moreHera both supports and sponsors  financial/educational/health programs targeting women, elder people, people with disabilities and childrenTrue

 

CONTROVERSIES
ISSUEREAD MORESOURCE ABSTRACTVALUE
Diversity and Opportunity ControversiesRead moreIn 2018 Gruppo Hera was not involved in controversies related to diversity, opportunity or wages working conditionn/a
Recent Diversity Opportunity ControversiesRead moreAs at 27 March 2019 Gruppo Hera was not involved in controversies related to diversity, opportunity or wages working condition.n/a
Wages Working Condition Controversies CountRead moreIn 2018 Gruppo Hera was not involved in controversies related to diversity, opportunity or wages working conditionn/a
Recent Wages Working Condition ControversiesRead moreAs at 27 March 2019 Gruppo Hera was not involved in controversies related to diversity, opportunity or wages working condition.n/a

 

A MULTI-STAKEHOLDER APPROACH TO DIVERSITY AND INCLUSION
ISSUEREAD MORESOURCE ABSTRACTVALUE
The different languages of communicationLeaflet arabic  Hera uses multilingual communication tools to spread good practices and implement shared value creation. In order to reach the largest number of people, the Group produces Multilanguage informative material (Italian, English, Mandarin, French, Arabic, Russian and Urdu).True
Leaflet chinese
Leaflet french
Leaflet english
Leaflet russian
Leaflet urdu
Easy credit recovery for disadvantaged peopleHera's initiatives to support users facing financial hardshipThe Group has developed a facilitated repayment plan that takes into account economic needs of customers in difficulty. The project has been active since 2016 and both households and businesses facing financial difficulty can ask to pay Hera in instalments. In 2018, 214,618 instalments were made True
Projects and products designed for inclusionCircular smart city action areasWith the circular smart city project, Hera is creating a city that facilitates the use of services and inclusion. The ecological recycling islands can be used by disabled people even in wheelchairs while surveillance cameras connected to security bodies make the area safer for all.True
Multi-stakeholder solidarityAround Euro 145,000 collected to support associations and their solidarity projectsThe third edition of HeraSolidale started in 2018 and will last until December 2019. Thanks to this project all workers can, through a monthly withdrawal of 1 to 5 euros, support associations and their solidarity projects; Hera's new customers may donate Euro 1 to one of the 5 non-profit organisations when signing a contract with Hera. Furthermore HeraComm and HeraComm Marche will donate Euro 1 for every new customer during the two years of the project. The beneficiary bodies have been chosen by the workers themselves. At the end of 2018, approximately Euro 145 thousand were collected: over Euro 57,400 donated by employees and over Euro 87,400 donated by Hera Comm and Hera Comm Marche.True
 


Ethical indexes including hera.


Page updated 26 June 2019

 
 
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