Diversity & inclusion
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.
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:
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.
Hera’s Non-Discrimination and Anti-Harassment Policy (199 kb - PDF)
Women staff (breakdown by position)
| % | 2015 | 2016 | 2017 | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 |
|---|---|---|---|---|---|---|---|---|---|
| Managers | 18.5% | 19.9% | 18.8 | 19.5% | 19.7% | 21.7% | 22.10% | 21.60% | 22.20% |
| Middle managers | 29.2% | 30.3% | 30.7% | 32.4% | 32.7% | 32.2% | 32.80% | 33.60% | 35.40% |
| Total managers and middle managers | 26.9% | 28.0% | 28.0% | 29.6% | 29.9% | 29.9% | 30.50% | 31.10% | 32.60% |
| Management employees | 32.0% | 32.3% | 32.9% | 34.0% | 34.3% | 34.0% | 35.70% | 36.20% | 36.10% |
| Total managers, middle managers and management employees | 30.3% | 30.9% | 31.3% | 32.3% | 32.8% | 32.6% | 34.00% | 34.40% | 34.90% |
| Non-management employees | 40.9% | 40.7% | 42.0% | 41.9% | 45.0% | 45.0% | 45.90% | 43.40% | 45.90% |
| Total employees | 38.2% | 38.1% | 39.2% | 39.4% | 42.0% | 42.0% | 43.00% | 43.60% | 43.20% |
| Workers | 3.6% | 3.5% | 3.2% | 2.9% | 2.9% | 2.6% | 2.50% | 2.4% | 2.1% |
| Total | 23.7% | 24.2% | 24.3% | 24.7% | 26.7% | 26.7% | 27.30% | 27.6% | 27.50% |
Among middle managers and executives, the percentage of women was 32.6%, an increase compared to 2022. The percentage of women in contractual grades that involve a management role was 34.9% in 2023.
Of the 1,043 promotions that took place in 2023, 214 involved female employees. Excluding blue-collar workers, where women make up around 2.1% of the total, 40.8% of career progressions involved female employees. 45.2% of new middle managers and executives are women.
Personnel by age group
| % | 2015 | 2016 | 2017 | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 |
|---|---|---|---|---|---|---|---|---|---|
| Under 30 | 2.9% | 2,7% | 4.0% | 4.0% | 5.0% | 5.8% | 6.40% | 6.70% | 7.30% |
| From 30 to 50 | 52.1% | 48,8% | 47.6% | 44.5% | 48.1% | 49.0% | 48.20% | 49.40% | 50.40% |
| From 50 to 60 | 45.0% | 43,6% | 43.4% | 46.2% | 41.8% | 45.2% | 39.90% | 37.70% | 42.30% |
| Over 60 | 4,9% | 5% | 5.1% | 5.1% | - | 5.50% | 6.20% | - | |
| Total | 100.0% | 100.0% | 100.0% | 100.0% | 100.0% | 100.0% | 100.00% | 100.00% | 100.00% |
There are 4,219 workers aged over 50, representing 42.3% of the total number of employees. The proportion of personnel under 30 has increased to 7 per cent.
Page updated 24 May 2024
