Diversity & inclusion
Diversity and Inclusion
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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.
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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:
- Spread a culture of inclusion between the public and private sectors and civil society, by sharing best practices with local institutions and businesses in order to reinforce the social network
- Support the management and development of pluralism within the company
- Boost the role of the Hera Group in developing a culture that enhances differences and ensures a healthy home/work balance.
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.
Women staff (breakdown by position)
| % | 2015 | 2016 | 2017 | 2018 | 2019 |
|---|---|---|---|---|---|
| Managers | 18.5% | 19.9% | 18.8 | 19.5% | 19.7% |
| Middle managers | 29.2% | 30.3% | 30.7% | 32.4% | 32.7% |
| Total managers and middle managers | 26.9% | 28.0% | 28.0% | 29.6% | 29.9% |
| Management employees | 32.0% | 32.3% | 32.9% | 34.0% | 34.3% |
| Total managers, middle managers and management employees | 30.3% | 30.9% | 31.3% | 32.3% | 32.8% |
| Non-management employees | 40.9% | 40.7% | 42.0% | 41.9% | 45.0% |
| Total employees | 38.2% | 38.1% | 39.2% | 39.4% | 42.0% |
| Workers | 3.6% | 3.5% | 3.2% | 2.9% | 2.9% |
| Total | 23,7% | 24.2% | 24.3% | 24.7% | 26.7% |
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.
Personnel by age group
| % | 2015 | 2016 | 2017 | 2018 | 2019 |
|---|---|---|---|---|---|
| Under 30 | 2.9% | 2,7% | 4.0% | 4.0% | 5.0% |
| From 30 to 50 | 52.1% | 48,8% | 47.6% | 44.5% | 48.1% |
| From 50 to 60 | 45.0% | 43,6% | 43.4% | 46.2% | 41.8% |
| Over 60 | 4,9% | 5% | 5.1% | 5.1% | |
| Total | 100.0% | 100.0% | 100.0% | 100.0% | 100.0% |
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.
Page updated 29 April 2020