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Diversity & inclusion

TESTATA Diversity and Inclusion

Diversity and 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.

Diversity and Inclusion 2 accordion

We believe in the value of diversity

In 2011, in order to further develop and spread an inclusive policy, the Diversity Manager was appointed 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.

Hera’s Non-Discrimination and Anti-Harassment Policy,this file opens in a new window (199 kb - PDF)

The Numbers

Women staff (breakdown by position)

%	2015	2016	2017	2018	2019	2020	2021	2022	2023	2024	2025
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%	32.2%	32.80%	33.60%	35.40%	36.50%	37.18%
Total managers and middle managers	26.9%	28.0%	28.0%	29.6%	29.9%	29.9%	30.50%	31.10%	32.60%	33.80%	34.18%
Management employees	32.0%	32.3%	32.9%	34.0%	34.3%	34.0%	35.70%	36.20%	36.10%	36.50%	36.52%
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%	35.60%	35.72%
Non-management employees	40.9%	40.7%	42.0%	41.9%	45.0%	45.0%	45.90%	43.40%	45.90%	47.20%	47.22%
Total employees	38.2%	38.1%	39.2%	39.4%	42.0%	42.0%	43.00%	43.60%	43.20%	44.40%	44.40%
Workers	3.6%	3.5%	3.2%	2.9%	2.9%	2.6%	2.50%	2.4%	2.1%	2%	2.48%
Total	23.7%	24.2%	24.3%	24.7%	26.7%	26.7%	27.30%	27.6%	27.50%	28.30%	28.30%

In 2025, female personnel among middle management and executives stood at 34.2%, an increase compared to 2024, while the percentage of women in contractual positions involving a managerial role reached 35.7%. Additionally, 31% of new middle management and executive appointments were women, and regarding the composition of the Board of Directors, the company reports full compliance with gender balance regulations as set out by Law 160/2019 and the European Directive of October 17, 2022, with the quota reserved for women representing 2/5 of the current Board. Furthermore, in 2025 Hera confirmed its gender equality certification for its 11 major companies according to the UNI/PdR 125:2022 reference practice, providing further validation of the results achieved in this area and the ongoing commitment to fostering an inclusive corporate culture centered on its people. In 2025, there were 1,145 career advancements, of which 317 involved female employees, accounting for 27.8% of the total (an increase of 2% compared to 2024). Excluding manual workers, where the female population represents approximately 2% of the total, career advancements for female employees accounted for 43.1% of the total.

Personnel by age group

%	2015	2016	2017	2018	2019	2020	2021	2022	2023	2024	2025
Under 30	2.9%	2,7%	4.0%	4.0%	5.0%	5.8%	6.40%	6.70%	7.30%	7.76%	7.77%
From 30 to 50	52.1%	48,8%	47.6%	44.5%	48.1%	49.0%	48.20%	49.40%	50.40%	50.50%	50.11%
From 50 to 60	45.0%	43,6%	43.4%	46.2%	41.8%	45.2%	39.90%	37.70%	42.30%	34.45%	33.68%
Over 60		4,9%	5%	5.1%	5.1%	-	5.50%	6.20%	-	7.29%	8.44%
Total	100.0%	100.0%	100.0%	100.0%	100.0%	100.0%	100.00%	100.00%	100.00%	100.00%	100.00%