96.2%
employees with permanent contracts
4.2
million euro
used by employees with Hextra,
the company’s welfare plan
(with 98.5% of employees adhering)
30%
variable retribution
of middle and senior management
depending on sustainability, 17%
on hsared value

Objectives and performance

Objectives and performance
What we said we would do What we have done Scope
• Involve workers in the new edition of HeraSolidale for the benefit of non-profit organisations chosen for their reputation and level of accountability, contribution to achieving the 2030 UN Agenda, level of accountability and relevance to Hera services (accessory criterion) • Euro 57.4 thousand donated in 2018 (91% of the result achieved in the previous edition in two years) by Group workers to the 5 non-profit organisations involved in the HeraSolidale 2018-19 edition. ER T  

• Enter into specific trade-union agreements to:
– promoting solidarity systems among employees, through the free transfer of leaves and holidays

– promoting the reconciliation of work and private life.

• 2 trade-union agreements entered into in 2018 for:
– promote solidarity systems among employees, through the free transfer of leaves and holidays

– promoting the reconciliation of work and private life.

ER T M
• Digitization and smart working:
– implement the change management plan defined on the basis of the Her@futura survey carried out in 2017;
• Digitization and smart working:
– implemented the change management plan defined on the basis of the Her@futura survey carried out in 2017;
ER T M
• Digitization and smart working:
– evaluate the results of the 6 smartworking projects launched in 2017 and plan their possible extension.
• Digitization and smart working:
– the results of the 6 smartworking projects launched in 2017 were evaluated and extension to further 1,500 workers was launched in January 2019.
ER T M
• Continue to implement coaching activities for workers returning to work after leave and carry out initiatives for raising disability awareness in the company. • Coaching activities for workers returning to work after leave were continued in 2018, and an initiative for raising disability awareness was organised, attended by over 250 people. ER    
• Continue to promote Hextra, Hera Group’s welfare system and promote the possibility of allocating a share of the performance bonus to the corporate welfare system. Increase the “welfare share” by 7%. • 7% increase in the share available to employees in Hextra in 2018, reaching Euro 385 to be used in 5 welfare areas. ER T M
• Continue the HerAcademy training activities: provide an average of 25 training hours per capita in 2018 • In 2018, an average of 29.8 training hours per capita were delivered. ER T M
• Accident prevention: 17.9 frequency index in 2018 (-2% compared to the average of 2015/2017) Carry out specific awareness-raising initiatives on safe driving. • The accident frequency index was 15.7 in 2018 (-16% compared to the average of the three-year period 2015-2017). The project “Guido come vivo” was launched, aimed at safe driving awareness and training. ER T M

 

What we will do Scope*
• Continue to promote the third edition of HeraSolidale in 2019 and support the pursuit of the objectives of the 5 non-profit organisations partners through donations from employees and customers. ER T M
• Continue to promote Hextra, the Hera Group welfare system, by enhancing related opportunities in terms of knowledge, dissemination and usability of the services offered, with a view to increased support to employees when choosing how to use allocated shares (e.g. flexible share, instruction shares, performance bonus share, etc.). ER T M
• 24.4 training hours per capita in 2019 for HerAcademy. ER T M
• -3% reduction in the accident frequency index in 2019 (18.2) compared to the average for 2014-2018. Increase the culture of health and safety for workers at all levels of the company through initiatives such as “Guido come vivo” and “Hera cardioprotetta”. ER  T M
• Involve all workers in the fourth updating of the Group’s Code of Ethics. ER  T  

* Geographic scope of the improvement objectives: ER Emilia-Romagna T: Triveneto M: Marche.