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

Diversity and inclusion

Work-life balance, commitment to guaranteeing equal opportunities and to enhancing diversity, focus on sustainability and the generation of shared value, as confirmed by the participation in the network of companies involved in the “Together for Work” project, stemming from cooperation between the Metropolitan City, the Municipality and the Archdiocese of Bologna. The Hera Group implemented horizontal cooperation, training and mentoring activities for people in need or scarcely self-sufficient and seeking employment. Because by recognising the value of people we can ensure that customers receive increasingly innovative services that are closer to their needs. Specifically, participation in these initiatives actively involved us in the following areas:

  • defining job placement needs;
  • co-planning job training and orientation activities;
  • accompanying self-employment and social economy projects;
  • providing companies with highly interesting projects (start-up, training courses…);
  • implementing relationships with the schooling system;
  • taking part in the co-planning of public tenders.

Hera is part of the board of inclusive companies, the network of virtuous companies that contribute to the well-being of the community, aiming to transform employment difficulties into an opportunity for local cohesion between companies and citizens, and enhancing people’s and citizens’ potential and the positive impact that companies can generate throughout the local area.

Hera Group’s commitment in the area of inclusion policies and protection of diversity started way back and was strengthened in 2009 with the signing of the Charter for equal opportunities and equality at work, with which the company committed itself, together with other public and private parties, in the fight against workplace discrimination. Furthermore, the introduction in 2011 of the Diversity Manager was essential, aimed at further encouraging processes for developing inclusion and diversity enhancement policies. A working group was also set up in 2011 composed of Group company employees of different ages, roles, professions and training. The Group is coordinated by the Diversity Manager and works on projects, activities and initiatives regarding diversity and inclusion.

Workshops were planned and organised across the Group’s offices with top-level spokespersons on topics of interest such as: “From CV to happiness”, to support the professional development of women who tackle the difficulties of the labour world 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”.

Furthermore, in 2018, the “Sconfinate Energie” (Boundless Energy) event was organised to promote the culture of disability and inclusion in the Group, with the participation of the dancer Simona Atzori, the band Rulli Frulli and the storyteller Max Bortolotti who told the stories of some Group colleagues.

Women staff (breakdown by position)




Managers 19.9% 18.8% 19.5%
Middle managers 30.3% 30.7% 32.4%
Total managers and middle managers 28.0% 28.0% 29.6%
Management employees 32.3% 32.9% 33.6%
Total managers, middle managers and management employees 30.9% 31.3% 32.3%
Non-management employees 40.7% 42.0% 41.9%
Total employees 38.1% 39.2% 39.4%
Blue-collar workers 3.5% 3.2% 2.9%
Total 24.2% 24.3% 24.7%

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

Women staff levels among open-ended contract workers reached 24.7% in 2018, 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 settled at 29.6%, improving compared to 2018. Considering all contractual qualifications that provide for a managerial role (managers, middle managers and 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. 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

In a comparative analysis between the main Italian utilities, Utilitatis compared the percentages of female managers: Hera ranks first among the 6 multi-utilities taken into consideration. In 2018, Utilitalia published its first sustainability report which summarises the environmental performance of 127 Italian utility companies: Hera’s 2017 result (18.8%) is 32% higher than the average of the utilities considered (equal to 14.2%).

Source: Utilitatis, Sustainability Benchmarking 2018; Utilitalia – 2017 Sustainability Report

Personal by age group
% 2016 2017 2018
Under 30 years of age 2.7% 4.0% 4.2%
between 30 and 50 years of age 48.8% 47.6% 44.5%
between 50 and 60 years of age 43.6% 43.4% 46.1%
aver 60 4.9% 5.0% 5.1%
Total 100.0% 100.0% 100.0%

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

There are 4,501 workers who are over 50 years of age: 451 of these are over 60 years of age. The portion of over 50-year olds increased compared to 2017 (+5%), confirming the ongoing upward trend of the last 3 years.

Part-time contracts
No. 2016 2017 2018
Men 44 39 47
Women 298 308 320
Total 342 347 367

Data as at 31 December.

Workforce by gender and type of contract (2018)
no. Men Women Total
Full-time 6,561 1,849 8,410
Part-time 47 320 367
Total 6,608 2,169 8,877

Data as at 31 December

Part-time arrangements, as regulated by current labour agreements, are considered a valid tool for responding 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 2018, 71 requests for part-time arrangements were submitted; all were accepted. Preference towards part-time work among female workers continued to be strong.

Maternity, paternity and parental leave
  2016 2017 2018
Maternity leave taken (no.) 43 35 142
Paternity leave taken (no.) 252 257 259

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.