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Diversity & inclusion

TESTATA Diversity and Inclusion

Diversity and Inclusion

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Diversity and Inclusion

We promote a culture of inclusion that values differences, building every day an equitable, respectful environment that is open to everyone.

Valuing people, every day

At Hera, we believe that differences are a value. Different experiences, identities, cultures, ages, skills and points of view enrich the way we work and help to create an environment that is more open, aware and able to grow.
This is why we promote a culture based on respect, fairness and dialogue, where every person can feel welcome, valued and free to express their potential. We work every day to make the work experience increasingly safe, attentive to wellbeing and able to enhance diversity.

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Find out more about our approach to Diversity Management

Box 1 A long-standing commitment

A long-standing commitment

2009

The Hera Group supports the Charter for Equal Opportunities and Equality at Work.

2011

Appointment of a Diversity Manager and launch of Diversity Management, a cross-functional network established across the Group to turn the principles of diversity, equity and inclusion into concrete actions for employees.

This decision marked the beginning of a long-term programme that has led over the years to numerous projects and initiatives focused on employee well-being, work-life balance, parenthood and time management, as well as measures to promote inclusion, with a particular focus on disability, accessibility and tackling stereotypes.

Over time, this commitment has grown and evolved in response to social and cultural change. Events, seminars and webinars have gradually broadened the range of topics covered, including discussions on the position of women in today’s society, multiculturalism, respect for differences and shared parenting, helping to raise awareness of the challenges facing society today.

Box 2 - Our actions in the service of people

Our actions in the service of people

To make inclusion a reality, we have identified four areas of action, each introduced by a key question.

Preventing gender-based violence

How do we promote a work environment that is increasingly safe, aware and focused on preventing gender-based violence?

Inclusive language

How do we build a more inclusive culture also through language, communication and daily discussion?

Neurodiversity

How do we recognise and welcome different ways of thinking, relating and experiencing, including neurodivergence?

Shared parenting

How do we support parents and carers with practical ways of balancing personal life and work?

1 - Preventing gender-based violence

Preventing gender-based violence

Promoting inclusion means first and foremost creating a workplace where people can feel respected and safe. For this reason, we have introduced an initiative focused on preventing gender-based violence, with dedicated listening sessions, training and events for all employees aimed at fostering a culture of respect, recognising warning signs and helping to create a more aware and inclusive workplace.

2 - Diversity & inclusion Carousel

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Box 3 - Inclusive language

Inclusive language

Words matter: they influence the way we relate to each other, collaborate and feel part of a community. For this reason, we are promoting an initiative on inclusive language to encourage more thoughtful and respectful communication, free from stereotypes.

Developed through focus groups and interviews, the initiative has led to meetings, content, campaigns, the Parole che uniscono [Words that unite] document and the Viva Engage Diversity Hub, a forum open to everyone in the Group.

Box 4 - Neurodiversity-Shared parenting

Neurodiversity

A truly inclusive environment is able to recognise and welcome different ways of thinking, learning and relating. That is why we are devoting increasing attention to neurodiversity, with the aim of making the work environment more aware and accessible for everyone.

The initiative began with in-depth sessions and dedicated testimonials and continues with practical tools to make day-to-day communication increasingly clear, respectful and inclusive.

Shared parenting

Supporting parenting means being beside our people through an important stage of their lives, helping them to balance their personal lives and work. In this direction comes Nascere Mamma, a project developed as part of the #Riparto Call for Proposals promoted by the Department for Family Policies of the Presidency of the Council of Ministers.

The initiative provides practical tools to support the return from maternity leave and promote more aware, shared parenting, through dedicated welfare allowances, awareness-raising programmes delivered via webinars and classroom training, psychological support services and information content available on the Parents’ Portal.

5 - Fairness and gender equality

Fairness and gender equality

Our numbers on diversity and inclusion

At Hera, our commitment to fairness translates into concrete actions that support people’s careers at every stage. This is also reflected in the UNI/PdR 125:2022 Certification for Gender Equality, which in 2025 the Hera Group confirmed for the third consecutive year and which involves 11 Group companies (Hera S.p.A., Acegasapsamga S.p.A., Hera Comm S.p.A., Hera Luce S.r.l., Hera Servizi Energia S.p.A., Herabit S.p.A., Herambiente Servizi Industriali S.r.l., Herambiente S.p.A., Heratech S.r.l., Marche Multiservizi S.p.A., INRETE Distribuzione Energia S.p.A.).

This process is reflected in dedicated practices and instruments: fair recruitment, growth paths based on skills, a focus on pay equity, organisational flexibility where possible and initiatives to support parenting, such as the Parent Portal and other dedicated services.

Alongside these initiatives, we focus on listening, prevention and inclusive language to foster a workplace that is increasingly respectful, transparent, fair and inclusive, with people at its heart.

Diversity and Inclusion 2 accordion

Employees by contract and gender

			2025			2024
	WOMEN	MEN	TOTAL	WOMEN	MEN	TOTAL
Number of employees (headcount)	2,959	7,497	10,456	2,902	7,339	10,241
Number of permanent employees (headcount)	2,860	7,284	10,144	2,795	7,126	9,921
Number of fixed-term employees (headcount)	85	196	281	88	185	273
Number of employees under temporary employment contracts (headcount)	14	17	31	19	28	47
Number of employees with variable working hours (headcount)	-	-	-	-	-	-
Number of full-time employees (headcount)	2,621	7,430	10,051	2,556.0	7,276	9,832
Number of part-time employees (headcount)	338	67	405	346	63	409

Female employees by job level

Female employees by job category

%	2015	2016	2017	2018	2019	2020	2021	2022	2023	2024	2025
Senior managers	18.5%	19.9%	18.8%	19.5%	19.7%	21.7%	22.10%	21.60%	22.20%	23.10%	22.2%
Middle managers	29.2%	30.3%	30.7%	32.4%	32.7%	32.20%	32.80%	33.60%	35.40%	36.50%	37.18%
Total senior and middle managers	26.9%	28.0%	28.0%	29.6%	29.9%	29.9%	30.5%	31.10%	32.60%	33.80%	34.18%
Managerial staff	32%	32.3%	32.9%	34.0%	34.3%	34.0%	35.70%	36.20%	36.10%	36.50%	36.52%
Total senior managers, middle managers and managerial staff	30.3%	30.9%	31.3%	32.3%	32.8%	32.6%	34.00%	34.50%	34.90%	35.60%	35.72%
Non-managerial office staff	40.9%	40.7%	42.0%	42.9%	45.0%	45.0%	45.90%	43.40%	45.90%	47.20%	47.22%
Total white collar workers	38.2%	38.1%	39.2%	39.4%	42.0%	42.0%	43.00%	43.60%	43.20%	44.40%	44.40%
Blue collar workers	3.6%	3.5%	3.2%	2.9%	2.9%	2.6%	2.5%	2.4%	2.1%	2%	2.48%
Total	23.7%	24.2%	24.3%	24.7%	26.7%	26.7%	27.30%	27.60%	27.50%	28.30%	28.30%

Today

Today, 10,456 employees work in the Group, of whom 2,959 women and 7,497 men; the female presence continues to grow also in positions of responsibility, where women account for 34.2% of senior managers and middle managers, a figure up on 2024. In 2025, the percentage of women under management contracts was 35.7%.

We also monitor the gender pay gap using a transparent and thorough approach, analysing pay differences among employees in equivalent roles and at the same job level to identify any disparities more accurately and inform concrete improvement measures. In 2025, the analysis of the pay gap by position, responsibility, seniority and individual performance highlights an overall figure of 3.45% in favour of men at Group level. The breakdown by job level shows a gap of 1.8% for senior managers and 4% for middle managers and white collar workers, while it is zero for blue collar workers.

A recognised commitment

Progress made

The Hera Group’s focus on inclusion and equity is also recognised internationally.
This recognition reflects a concrete and ongoing commitment.

FTSE Russell Diversity & Inclusion Index

For the 10th consecutive year, the Group has been included in the FTSE Russell Diversity & Inclusion Index, confirming its place among the 100 most inclusive companies in the world, ranking 10th globally and 1st among Italian companies.

Bloomberg Gender-Equality Index

Hera has also been included since 2020 in the Bloomberg Gender-Equality Index, which assesses companies’ commitment on aspects such as pay equity, inclusive culture and harassment prevention.

Equileap Gold Seal

Hera was included among the Top 100 companies in the world for gender equality and ranked 6th among Italian groups. These results demonstrate our progress towards creating an increasingly fair and inclusive workplace.

Beyond the company

Creating value in local areas

Combating gender-based violence also means building alliances and taking this commitment beyond the company’s boundaries. For this reason, the Hera Group is among the founding members of PARI, the association promoted by Gruppo Feltrinelli that brings together over 50 companies committed to creating safer, more respectful and more inclusive workplaces.

Through webinars, workshops, local initiatives and policy work, we help create safer, more respectful environments both within and beyond the company. The same commitment is also reflected in supporting initiatives that actively involve people and local communities such as Race for the Cure, an initiative we promote with a dedicated team open to individuals and families.